This paper is dedicated to the memory of Linda Anderson, research writer and well of wisdom. Choosing an HR Information System Introduction The overall goal of HRM is to recruit, select and retain a high-performing workforce (Bowin and Harvey, 2001) while meeting the short- and long-term needs of the organization. From these core activities a variety of other issues arise, including training, job description, job analysis, strategy formulation and a host of others. The advent of human resources information systems (HRIS) arose largely in response to the need to effectively manage proliferating data and shorten HR cycle time, but for the HRIS to achieve its goals it must be narrowly defined and meet the needs of its users, rather than users needing to change to accommodate the system. Three factors that can prevent the company from realizing the benefits of its investment are lack of user friendliness; poor choice of available options; and incompatibility with existing hardware and software. Each factor directly affects the company's return on investment. User Friendliness A perceived lack of user friendliness may only be a lack of training in how the new system works. Whether a new system is truly difficult to use or users simply have not been trained in its functions, the result is the same. The final product will not be of value unless intended users know how to use it and how to gain the greatest benefit from it. Likely the best approach for developing defined and repeatable user training is either a web-based or proprietary e-Learning program. Rather than being "just another form of 'Teflon training' which doesn't stick" (Train large numbers of users quickly, consistently and cost effectively, n.d.),