We explore HRIS and e-HR security by presenting information security fundamentals and how they pertain to organizations. With increasing use of enterprise systems such as HRIS and e-HR, security of such systems is an area that is worthy of further exploration. Even then, there is surprisingly little research in this area, albeit that extensive work is present in regard to HRIS privacy. While focusing on HRIS and e-HR security, we introduce aspects of HRIS and e-HR security and how it can be enhanced in organizations. A research model is also presented along with propositions that can guide future research.

A human resource information system (HRIS) is an integrated computerized system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information about an organization's human resources (Kavanagh, Gueutal, & Tannenbaum, 1990). HRIS is similar to an enterprise resource planning system, with a caveat that it focuses exclusively on the human resource (HR) functions of an organization. A comparatively recent move toward electronic human resource (e-HR) systems has allowed organizations to offer a personalized interface to individual employees. The interfaces include ability to apply for jobs, changing job-related benefits, and web-based training (Stone, Stone-Romero, & Lukaszewski, 2006). However, there is a fundamental difference between HRIS and e-HR. HRIS is directed toward the HR department itself. End users mainly include the HR staff. With e-HR, end users are not the HR staff but people outside HR as well: the employees and management. We would like to contend that e-HR is the unlocking of HRIS for all employees of an organization. Advances in information technologies have changed the human resource (HR) functions within organizations. Today, most organizations implement an HRIS extensively to support basic HR functions, as well as to enhance administrative efficiency, decision making, and information sharing (Lengnick-Hall & Moritz, 2003). In a study conducted by Beadles, Lowery, and Johns (2005), 80% of the HR directors noted that an HRIS improved levels of usefulness of information as well as their ability to disseminate information. Moreover, 90% of the HR directors in their study reported that HRIS added value to the organization. Accordingly, HR professionals are considered to add value to organizations, since HRIS can free up their time, whereby allowing greater involvement in organizational strategic decisions (Bussler & Davis, 2002; Hussain, Wallace, & Cornelius, 2007). From these studies, it can also be interpreted that an organization's employees are its most valuable resource. The efficiencies achieved from extensive HRIS and e-HR usage allow attraction and retention of a workforce that is needed to build long-term profitability and success for a firm. Therefore, it is not a surprise to note that HRIS and e-HR are enterprise level solutions. Examples of vendors that provide HRIS and e-HR solutions include SAP, Oracle-PeopleSoft, CheckPointHR, and Epicore.

We explore HRIS and e-HR security by presenting information security fundamentals and how they pertain to organizations. With increasing use of enterprise systems such as HRIS and e-HR, security of such systems is an area that is worthy of further exploration. Even then, there is surprisingly little research in this area, albeit that extensive work is present in regard to HRIS privacy. While focusing on HRIS and e-HR security, we introduce aspects of HRIS and e-HR security and how it can be enhanced in organizations. A research model is also presented along with propositions that can guide future research.

A human resource information system (HRIS) is an integrated computerized system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information about an organization's human resources (Kavanagh, Gueutal, & Tannenbaum, 1990). HRIS is similar to an enterprise resource planning system, with a caveat that it focuses exclusively on the human resource (HR) functions of an organization. A comparatively recent move toward electronic human resource (e-HR) systems has allowed organizations to offer a personalized interface to individual employees. The interfaces include ability to apply for jobs, changing job-related benefits, and web-based training (Stone, Stone-Romero, & Lukaszewski, 2006). However, there is a fundamental difference between HRIS and e-HR. HRIS is directed toward the HR department itself. End users mainly include the HR staff. With e-HR, end users are not the HR staff but people outside HR as well: the employees and management. We would like to contend that e-HR is the unlocking of HRIS for all employees of an organization. Advances in information technologies have changed the human resource (HR) functions within organizations. Today, most organizations implement an HRIS extensively to support basic HR functions, as well as to enhance administrative efficiency, decision making, and information sharing (Lengnick-Hall & Moritz, 2003). In a study conducted by Beadles, Lowery, and Johns (2005), 80% of the HR directors noted that an HRIS improved levels of usefulness of information as well as their ability to disseminate information. Moreover, 90% of the HR directors in their study reported that HRIS added value to the organization. Accordingly, HR professionals are considered to add value to organizations, since HRIS can free up their time, whereby allowing greater involvement in organizational strategic decisions (Bussler & Davis, 2002; Hussain, Wallace, & Cornelius, 2007). From these studies, it can also be interpreted that an organization's employees are its most valuable resource. The efficiencies achieved from extensive HRIS and e-HR usage allow attraction and retention of a workforce that is needed to build long-term profitability and success for a firm. Therefore, it is not a surprise to note that HRIS and e-HR are enterprise level solutions. Examples of vendors that provide HRIS and e-HR solutions include SAP, Oracle-PeopleSoft, CheckPointHR, and Epicore.