ASRAR AHMED SABIR, MUHAMMAD ADNAN SIAL, HAFIZ MUHAMMAD SOHAIL KHAN, MAHEEN ASIM, HUMAIRA KHALID, FAHEEM AHMAD
DOI: https://doi.org/The information age and globalization have changed the market. Now companies want to use their employee’s skills to gain a competitive advantage. To do this, they need a strategic HR methods and techniques. In globalization era, Organizational conflicts are natural phenomenon that shows the drastic nature of company’s existence reflecting the complex functioning of their relationships. In modern era many organizations are working to improve their functionalities through modern information Systems like HRIS that play a very significant role to improve human communication system and helps tos tackle major conflicts. This research examines the critical role of latest technology in managing the complex conflict relationships in the IT sector. There are several benefits of HRIS in Human Resource Department like employee’s data collection which includes employee’s departmental data, task data, employee’s working condition data, their wages salaries, training schedule, rules regulations and violation data, company’s acquisition needs, and others. Its main goal is to provide correct information about HR functions in decision making process. HRIS replace the traditional way of paper forms or reports and designed a formal database in which all information is stored through the system. This section presents an overview of key research on Human Resource Information System (HRIS) and Conflict Management within the IT sector. It examines a range of studies, methodologies and perspective illustrating the complex role of (HRIS) in facilitating Conflict Management. Unified Theory of Acceptance and Use of Technology (UTAUT) model serves as a theoretical framework for my research study. This model perfectly aligns with my topic and variables. This is a technology acceptance model which opens up new doors towards latest technology. The UTAUT aims to explain user’s experiences and their perception to use an information system and provide their advantages by recording their overall user behavior. This research used a quantitative research design to examine The Role of HRIS in Conflict Management along with the Mediating effect of User Satisfaction within IT sector. The study used a Structural Equation Modeling (SEM) by using AMOS to check the validity of hypotheses. The major findings of this study provide several guidelines for IT professionals, suggesting that they must prioritize latest technology and HRIS system and Conflict Management strategies at their workplace setting. Finally we conclude this research study by proving analytically that Human Resource Information System HRIS plays a crucial role in managing interpersonal Conflicts and increase Job Satisfaction by satisfying employee’s needs and well being that enhance overall Organizational success.
