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This paper aims to explore the readiness of public sector organization in technological change, particularly in implementing Human Resource Information System (HRIS). The result shows that an organization should not only provide its own HRIS, but also continuously upgrading the system in order to be able to support the organization’s goals achievements. In a company’s daily operation, HRIS can be employed as a supporting tool in decision making process. Furthermore, this paper’ findings suggest that there are several factors contributing to the lack of HRIS adoption and conflicting perspectives among HRIS officers and top management level in the public organizations. These factors are: 1). Budget centralization; 2). Technology; 3). Human Resource readiness; and 4). Success story. Also, in order establishing a HR department as a strategic partner for the organization, it is an advantage to hire personnel with HR and HRIS background in managing this system.

Should I stay or should I go? Human Resource Information System Implementation in Indonesian Public Organizations