Background: The COVID-19 pandemic has profoundly altered the global workforce landscape, forcing organizations to fundamentally reconsider their talent management strategies. With the emergence of remote work models, changing employee expectations, and heightened talent competition, businesses are facing a multitude of challenges in attracting, retaining, and engaging top talent. Using human resource information systems (HRIS), an HR professional might take on a strategic role. Due to its growing price and functionality, HRIS is being widely employed in businesses of all kinds. Despite this, surprisingly little is known about how HRIS is being used, if there are differences across organizations of different sizes, or how HRIS affects HR professionals' overall professional status. We created and implemented a survey, conducted structured interviews, and introduced a taxonomy that offers a framework for scholarly discussion and comparison to evaluate and contrast the many areas of application. We also investigated the strategic use of HRIS, its perceived value addition to the company, and its effect on HR professionals' professional standing. Data was collected by 102 employees of HR, and they participated in our survey to answer our questions. Questions were developed based on HRIS and results were created based on SPSS independent t-test and secondary data of literature. According to the study, HR professionals spend far more time than the theoretical "zero" value on all examined functions (such as performance management, recruitment, etc.), indicating that HRIS has increased workload in these domains. This suggests that HRIS adoption is becoming more widespread across all business sizes. According to the report, strategically using HRIS can improve how valuable HR is seen inside a business, which will raise HR professionals' status in the workplace.