Many HRIS are part of larger, enterprise-wide systems that enable integration of organisational information about human resources with the major functions, such as finance and production (Tansley and Newell, 2006). In a similar manner HRIS become a major MIS sub-function within the personnel areas of many large corporations (DeSanctis, 1986). The MIS area plays an advisory role in HRIS and must coordinate planning of systems design and enhancements across all functional areas (DeSanctis,1986). DeSanctis (1986) indicated that 33% of firms did not coordinate personnel department plans with corporate strategic plans. Lack of planning from the overall organisational level to the department level made coordination of plans between MIS and the HRIS area difficult to achieve. DeSanctis (1986) study showed that still some organisations struggle to integrate HRIS with overall IS. The management issues associated with HRIS may also be encountered in other functional areas of the organisation where information systems are developing independence from the corporate MIS area (DeSanctis, 1986).