Australian Journal of Basic and Applied Sciences, 5(5): 157-169, 2011 ISSN 1991-8178 Human Resources Information Systems success Assessment: An integrative model Haitham Al Shibly Department of business administration, Al Balqa Applied University, As_salt, Jordan. Abstract: This research was in response to the call for continuous challenge and test of Human Resources Information Systems (HRIS) success models, Based on the previous IS success models, this study presented and validated a comprehensive, multidimensional model of HRIS success, which consists of six success measures: perceived HRIS system quality, perceived HRIS information quality, perceived HRIS ease of use, perceived HRIS usefulness, HRIS satisfaction, HRIS success (net benefit). The empirical evidence HRIS success was affected by HRIS satisfaction, which, in turn, was influenced by perceived HRIS system quality, perceived HRIS information quality, perceived HRIS ease of use, and perceived HRIS usefulness Key words: Human Resources Information Systems, TAM, HRIS success, Delone and Mclean success model. INTRODUCTION Increasing demands placed on human resources (HR) by co-workers as well as internal and external forces are rendering manual HR management completely adequate (Beckers and Bsat, 2002). Given such trends, information systems (IS) has considerable potential as a tool that managers can use, both generally and in human resourcing functions in particular to increase the capabilities of the organization (Tansley and Watson, 2000). Those managing the HR functions have not ignored such advice and a widespread use of human resource information systems (HRIS) has occurred (Ngai and Wat, 2006). Yet few organizations systematically attempt to measure the effectiveness of their IS, or even know how to do so (DeLone and McLean, 2003; Ngai and Wat, 2006). Consequently, HR mangers as well as IS researchers are stressing the need to better understand the factors that contribute to the success or otherwise of HRIS (Ngai and Wat, 2006; Hussain et al, 2007). Demand for useful measures for assessing the overall benefits of IS investments has long been acknowledged (Myers et al, 1997; DeLone and McLean, 1992). However, there is no accepted or over all framework that arrange the important aspects of effective HRIS in a way helping to assist HRIS success, the single available options is by looking through the lens of well-known theories and models of IS success, by which the success of HRIS can be usefully assessed. This study thus reviews the extant literature related to the HRIS success. The study, then, develop and validate a multidimensional HRIS systems success model based on the IS success theories: the technology acceptance model (TAM) (Davis, 1989), User satisfaction and DeLone and McLean information systems success model (DeLone and McLean, 1992, 2003). The study argues that using user satisfaction as surrogate indicator for measuring the success of HRIS has some theoretical difficulties, in similar vein, using TAM alone may not be sufficient to adequately capture the full meaning of effectiveness or the success of HRIS; this study posits that HRIS success is a joint function of system and information characteristics and acceptance. By integrating these two powerful theories, this study suggests that the technology acceptance literature and the parallel user satisfaction stream are not competing approaches to understanding IT usage and value. That is, user satisfaction and TAM represent complementary steps in a causal chain from key characteristics of system design, to beliefs and expectations about outcomes that ultimately determine usage. The key consequents of HRIS success are user-related, recognising the employee’s important role in determining the success of business endeavours. 2-The Concept, Nature and Use of an HRIS: An HRIS is integrated system used to gather, store and analyze information regarding an organization’s human resources” comprising of databases, computer applications and hardware and software necessary to collect/record, store, manage, deliver, present and manipulate data for human resources function (Hendrickson, 2003). Corresponding Author: Haitham Al Shibly, Department of business administration, Al Balqa Applied University, As_salt, Jordan. 157