Abstract: While Human Resources Information Systems (HRIS) can be a useful tool for a variety of policymakers and planners, its main function-at least during the initial phase of its installation-would be in support of the personnel management process. The implications of any given personnel decision may sometimes seem infinite. HRIS as integrated personnel management information systems, could automatically chart the interactions of any given decisional options and report them as options to the decision maker. This study is attend to propose a model link between human resources information systems and strategic human resources planning in order to achieve competitive strategy advantages for business organizations.