IntroductionHuman Resources Information Systems (HRIS) can provide an organization with a wide variety of capabilities that improve the productivity of the Human Resources department while supporting the wants and needs of the rest of the organization. However, organizations must ensure that the costs associated with HRIS are justified. Organizations spend an average of $1,300,000 per year to maintain and administer HRIS and their portals (Gueutal, 2005). In a competitive market all project investments must show a positive return on investment (ROI), otherwise the project risks not being financed. Human resources departments know that a new HRIS will create time savings and support in gathering more accurate information, but they have difficulty investing dollar amounts for the cost savings that a new system will provide to the organization. The first step for an organization is to research current HRIS capabilities and determine where the technology will be in the next five to ten years. After the organization has a good understanding of these capabilities, the project must develop a Project Charter that defines the requirements and parameters of the project. This will help the HRIS project team avoid scope drift and focus on established requirements for the project to be successful. This paper will explore the long-term considerations that HRIS project teams should take into account, the advantages and disadvantages of collecting information through interviews and focus groups, and recommendations for mitigating such approaches. It will evaluate the critical sources of data collection initiatives. for an HRIS and will discuss a current HRIS system approach and discuss how the system could improve the process. Long-Term HRIS Consideration HRISs are similar to other projects that c...... middle of paper...... project team briefly changes the planning process; the execution phase will be more expensive, the project will likely take longer, and the success of the project will be jeopardized. Works Cited Gueutal H., & Stone, D., (2005). The Brave New World of eHR: Human Resource Management in the Digital Age, San Francisco: Jossey-BassJohnson, DJ, Gueutal, H.G., (2011). Transforming human resources through technology; The Use of E-HR and HRIS in Organizations, retrieved November 9, 2013 from the website http://www.shrm.org/about/foundation/products/documents/HR%20tech%20epg-%20final.pdfNot attributed, ( 2013). Choosing Data Collection Methods for Your Projects, retrieved November 9, 2013, from http://uic.edu/depts/crwg/cwitguide/04_EvalGuide_STAGE2.pdfKavanagh, M.J., Thite, M., Johnson, D.J., (2012 ). Human Resources Information Systems, Thousand Oaks, CA; SAGE Publications, Inc.