This research was conducted to assess how the use of human resource information system (HRIS) affects HR functions of the organization. HRIS research is very limited in Fiji and the Pacific as a whole therefore there was a need for this study. This chapter uses the DeLone and McLean HRIS success model integrated with some incumbent HRIS factors providing a comprehensive view into vital factors affecting HRIS in the HR department. A standardized questionnaire was used to collect quantitative data. The results from this research showed there were a total of six different factors that affect the use of HRIS in the HR divisions of government organizations. These factors are: usefulness, a faster decision making process, system quality, ease of use, subjective norms such as social and peer pressures, and system unification. The effect of these factors was measured which showed that system quality, service quality, and the ease of use has a positive impact. Further to this, the impact of HRIS on the HR division, in relation to performance and productivity was also investigated with the sample population. It was established that HRIS has a positive and significant effect on the productivity as well as the performance of the HR division in government organizations.