Although HR technologies have been quite popular in recent years, they have been around for several decades. Human resource management can be seen in the last century, with the division of labor and aptitude tests to identify special talents for special jobs (Hendrickson, 2003). In the 1980s, HRIS became popular due to enterprise resource management (ERP) applications and the shift from computer systems to client-server technology (Hendrickson, 2003). This trend was based on the idea of ​​transforming transactions into business processes and data into information (Hendrickson, 2003). However, in the 1980s, there was a significant unavailability of skilled workers, especially in the technology sector, when human resources began to become a productivity tool (Hendrickson, 2003). In the 1980s, HRIS systems included a variety of functional features and capabilities to attract, retain, and compensate employees (Hendrickson, 2003). By 2000, the HR software industry had added more functions, such as recruiting, benefits management, time management, payroll, compensation management, learning management, expense reporting and reimbursement, and performance management (Hendrickson, 2003). HRIS software was originally used primarily for administrative record keeping of employee information (Hendrickson, 2003). Nowadays, in the 21st century, human resources has become a sophisticated science with theories, experiments, and studies intended to assist organizations with efficiency (Hendrickson, 2003). For example, before the introduction of computers into HR processes, a candidate would submit a paper application for a potential job. Human resources departments should process significant quantities of paper transactions for each open position. This was a time-consuming job: Docs are preoccupied with day-to-day tasks and may not have the budgets or time to add new technology to their work routine. However, in a global economy, the role of HR departments is changing rapidly, and technology offers a solution: tools for HR leaders to develop their strategic activities. By automating repetitive administrative tasks, HR managers can spend more time on strategic HR tasks. Many companies that have looked at their structures and how HR services have been delivered often come to the same conclusion: it's time for a change. In essence, it is time to find ways to increase the strategic contribution of human resources by investing in new technologies (Lejeune, 2013). The problem to be addressed in the proposed study, therefore, is to explore the affordability of HRIS software applications and automation in HR processes for the small business sector..