Human Resource Information System (HRIS) adoption has drastically changed traditional HR, which is now completely inadequate. HRIS has a significant and strategic impact on organizations. Adoption and use of HRIS is low in developing countries for inadequate understanding of scope and effects of HRIS. This study used the Unified Theory of Acceptance and Use of Technology (UTAUT) model as its basis and introduced two other supplementary factors, Government Policy and Support (GPS) and Competitive Pressure (CP), to examine the determinants of HRIS acceptance and its practical application in developing countries, specifically in Bangladeshi organizations. A systematic and structured questionnaire was used to collect data from 264 participants. Structural Equation Modeling (SEM) with partial least squares (PLS) was employed to support and validate the model. Based on the findings, all selected factors have positive and direct effect on HRIS adoption. These findings are similarly important to the policymakers and HR professionals.
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