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Top1. Introduction
India has a vibrant and dynamic Micro, Small, and Medium Enterprises (MSME) sector with high significance and contributors to the country’s economic and social development. MSMEs are the ones who not only complement large organizations as their ancillary units but stand alone as massive investors, entrepreneurs, and employment providers. Small and Medium organizations are growing and contributing to the Indian economy remarkably, and at the same time, these organizations are a great source of employment. Though it’s a known fact that MSMEs are slow in technological adoption, they are still embracing technologies like a Customer support system, Enterprise Resource Planning (ERP), Automated Billing Systems due to coming up of cloud computing or software-as-a-service (SAAS) (Kadadevaramath et al., 2014; Ziebell et al., 2019). The Ministry of MSME assists organizations via widening the scope of information technology with robust Information and Communications Technology (ICT). Human Resource Information System (HRIS) provides SMEs with largely unexploited opportunities. Tannenbaum (1990) defines a Human Resource Information System (HRIS) as “a technological system that is used to acquire, store, manipulate, analyze, retrieve and distribute pertinent information regarding organizational human resource” (Noutsa, Wamba, et al., 2017). HRIS makes a paradigm shift from its administrative role to more complex strategic business roles (Maditheti & Gomes, 2017; Sohrabi et al., 2018; Suki & Suki, 2017). With the coming up of globalization, it becomes an impediment factor for any organization to stay away from these significant technological changes (Bal et al., 2012). These changes create commotions in the minds of organizations and their people in generals. No one is left untouched by these cyclones of technological up-gradation. Organizations that move along the waves get fruitful results in strength and growth, and many others sink due to this turmoil. Most large organizations have streamlined their HR activities and improved efficacy and effectiveness by adopting HRIS (Johnson et al., 2016; Stone et al., 2006; Strohmeier, 2012). However, minor Information Technology (IT) organizations are aware of HRIS but are still reluctant to adopt these technological changes. The reasons could be many like organizational size, HRIS cost factors, their working cultures, lack of skills and expertise to deal with these types of technology, and employee resistance (Johnson R D et al. 2016 ; Ngai et al. 2008 ; Troshani et al. 2011 ; Yang et al. 2007). Small IT organizations under the SMEs category are the central auxiliary units to many large IT organizations and are the key drivers behind any countries’ growth story. Despite being the most emerging, vibrant, and dynamic engine of growth, these SMEs cannot take advantage of this cost-saving and hassle-free technology (Ball, 2001; Sierra-Cedar, 2014).