The human resources department in any organization is of the utmost importance for the entire organization's operation. Its many functions act as a background supporting the company by providing things like skilled and talented labor, management training services, employee enrichment opportunities, etc. Since the cost of labor accounts for most of an organization's operating expenses, human resources departments assist businesses in maximizing the value they obtain from one of their most valuable assets. However, to perform at their highest level, departments that deal with human resources need access to the appropriate instruments and resources. A human resources information system, also known as an HRIS, is a type of software program that can be utilized within the department to assist personnel working in human resources as well as managers in increasing their levels of productivity and the outcomes of their efforts. This research investigates the function that human resource information systems (HRIS) play in the context of strategic human resource management (SHRM). A quantitative method is employed. Primary data are being collected for this investigation using survey questionnaires distributed to employees of private organizations in Malaysia. The study's findings indicated that human resource information systems (HRIS) play an important part in strategic human resource management (SHRM); however, the degree to which they do so varied greatly depending on the post type