The study measures the effectiveness of HRIS practice in business organisations operating in Jordan as a case from developing countries. It also aims to test whether the scope of human resource information systems (HRIS) affects HRIS effectiveness and whether the latter differs across different types of business, size of business, and business experiences. Primary data were collected from 236 respondents and 31 measures of HRIS effectiveness were employed. A questionnaire was constructed based on previous studies. Three factors for measuring HRIS effectiveness were identified, namely: 1) transformational/strategic; 2) operational/administrative 3) relational. The conducted analysis indicates that there is a moderate and a positive impact on HRIS effectiveness either taken together or separately attributed to the scope of HRIS applications being used. The results indicate that some types of business sectors (i.e., banking) apply HRIS applications more than others especially for strategic purposes. These results also indicate that the size of organisations does not play an important role on the impact of the HRIS on HR functions. Finally, the results reveal that business organisations which have a higher experience felt that the use of HRIS improve and enhance HR functions (i.e., operational, relational, and strategic effectiveness) more than others with lower business experience.