A Dissertation Submitted in Partial Fulfillment of the Requirements for the Award of the Degree of Master of Science in Human Resource Management (MSc-HRM) of Mzumbe University.With the increasing effect of globalization and technology, organizations have started to use information systems in various functions and departments in the last decades, (Yasemin Bal, et al (2012). Human Resources Management is one of the departments that mostly use Management Information Systems. HR information systems support activities such as identifying potential employees, maintaining complete records on existing employees and creating programs to develop employees ‘talents’ and skills. Maier, C. et al (2013) conceptualize Human Resources Information System (HRIS) as a system and process at the intersection between HRM and IT. It merges HRM as a discipline and, in particular, its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. As illustrated, the objectives of this study were to unveil the leading factors affecting the implementation of HRIS in TRA, to identify the functions and performance of HRIS in TRA as well as to examine strategies to improve HRIS. The study employed random sampling, and judgmental sampling techniques (purposive). Whereby 45 respondents were supposed to be included but actual data collected was from 40 respondents. The findings of the study depicts that the application of HRIS in TRA has brought greater changes in the performance and practice of Human resource functions. The HR functions have been simplified and smoothened. The performance has been in a standard which provides the quality results hence the organizational goals attainment. However, there are various challenges that hinder the successful implementation of this system like readiness of employees to use the system, lack of funds for training and system maintenance as well as network problems. The researcher recommends that, as the system implementation is more participatory, the best way of tackling such challenges has to be participatory as well in the sense that anyone who is either directly or indirectly participating in the system implementation has to play their role more effectively and be committed.