Identify the ways that the HR metrics can be used to justify the purchase of an HRIS. HR Metrics is a tool that provides several factors that can be measured to show how HR contributes to the organization. An HR Metrics can measure the following factors; absence rate, cost per hire, health care costs per employee, HR expense factor, Human Capital ROI, human capital value added, prorating merit increases, training, turnover costs and a number of other elements (Kavanagh & Thite, 2009). An HR metrics can be used to justify the purchase of an HRIS by clearly weighing all the pertaining factors mention above and ensuring that they are understood by the managers and employees. HR Metrics makes it clear to the decision makers within an organization what can be achievable and what is not. In the case study, the job of the new HR manager was to ensure that the company’s owner understood the benefits an HRIS system would bring to the table and weigh in the cost of purchasing a system to the current costs of doing business without one. The HRM can simple start with an HRIS Cost-Benefit Analysis (CBA) Metric to show how the system can one, enhance revenue and reduce costs and two, what the implementation costs would be, i.e. out-of-pocket costs like software and technical support. An increase in company profits is another benefit of the metrics; it can plainly show how the company can improve its productivity and save time while doing it. Risk management, especially with today’s legal conditions, a company should take all precautions to ensure that they stay pro-active in managing their liability exposure and stay in compliance with federal regulations. The HRIS Metrics can certainly provide a rich source of reasons why such a system should be implemented in the organization, it makes it easier for all stakeholders to understand why it’s needed and it highlights