INTRODUCTIONHuman Resource Information Systems in simple terms can be easily described as the combination of information system and human resources through human resource software that assists in the operation of the human resources process and activity to occur electronically. Most of the research conducted has shown that the installation of HRIS results in an increase in employee productivity in the organization, which includes both managers and employees, and efficiency improves significantly. It helps the organization in many factors, the major ones being recruiting talented employees, storing individual details, payroll and it also helps in decision making by providing the information. The main objective of the document is to clearly explain the problem faced by the organization. organization in Human Resources or HRIS already implemented. We spoke with the organization's HR manager about the issues they are experiencing in real time, via phone conversation and mail. In this article, we discuss critical problem analysis using a literature survey. Here we will discuss the solutions to the problems faced by the organization. In the last step, we will give them the solution by providing a proper explanation. ORGANIZATION BACKGROUNDCompanyDLF stands for Delhi Leasing and Finance, which is the number one company in India in terms of land banking and turnover of the projects it does. It was discovered in 1946 and is based in New Delhi, India. They have been a limited company since July 2007 and since then there has been no turning back. They did $2 billion in revenue from the IPO alone. They have an employee base of over 4000 employees working...... middle of paper......listing and selecting the best candidate. This is done by assigning scores and points to candidates, which shows how well the profiles of potential profiles match the specifications and requirements of the recruiter (Faliagka et al. 2012). Every organization recognizes the fact that to achieve sustainable growth, companies must select and recruit the right people at the right time and ensure that their best employees remain with the company. It is very important and significant to understand that the recruitment plan can and must be linked to the talent management plan at all times. Jones, 2013 states that “recruitment is not simply an “add-on” that can be integrated from the initial point of talent acquisition; it extends from the identification and search of candidates, through the selection and onboarding process, until the arrival of the candidates. the employee leaves the company."