This paper aims to identify relevant aspects to achieve advantage of the innovative potential of a human resource information system (HRIS). The present study compared the system implementation professionals’ perception of the results expected from the system, its characteristics and how it should be implemented.,Semi-structured interviews were conducted with eight information technology specialists and ten human resource (HR) professionals from four organisations at different stages of HRIS implementation, in which two had it fully implemented and two were undergoing the implementation process. The resulting data were submitted to four sets of content analyses and then compared.,Findings suggest specificities in the perception of these professionals. Critical aspects regarding the effective adoption of HRIS were addressed, such as characteristics of the systems, implementation process and human resource management model.,The implementation of an HRIS alone does not ensure the achievement of the obtained advantages. The results of the present study provide guidelines for implementation of HRIS as innovation for a strategic management of people. These guidelines come from different knowledge areas and from different stages of implementation. These findings corroborate models of innovation diffusion and technology acceptance.

中文翻译：

---

人力资源系统是组织的创新

本文旨在确定相关方面，以实现人力资源信息系统（HRIS）的创新潜力。本研究比较了系统实施专业人员对系统预期结果的看法，其特征以及应如何实施。半结构化访谈与来自四个组织的八位信息技术专家和十位人力资源（HR）专业人员进行了访谈在HRIS实施的不同阶段，其中两个已完全实施，另外两个正在实施过程中。结果数据提交给四组内容分析，然后进行比较。结果表明，这些专业人员的感知具有特殊性。解决了有关有效采用HRIS的关键方面，例如系统的特征，实施过程和人力资源管理模型。仅实施HRIS并不能确保获得所获得的优势。本研究的结果为实施HRIS作为人员战略管理的创新提供了指导。这些准则来自不同的知识领域和不同的实施阶段。这些发现证实了创新扩散和技术接受度的模型。这些准则来自不同的知识领域和不同的实施阶段。这些发现证实了创新扩散和技术接受度的模型。这些准则来自不同的知识领域和不同的实施阶段。这些发现证实了创新扩散和技术接受度的模型。