DESIGN AND IMPLEMENTATION OF A PERSONNEL MANAGEMENT INFORMATION SYSTEM


DESIGN AND IMPLEMENTATION OF A PERSONNEL MANAGEMENT INFORMATION SYSTEM

TABLE OF CONTENT

Title Page

Certification

Dedication

Acknowledgement

Table of content

Abstract

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

1.2 STATEMENT OF THE PROBLEMS

1.3 OBJECTIVES OF THE STUDY

1.4 JUSTIFICATION OF THE STUDY

1.5 SCOPE OF THE STUDY

1.6 LIMITATIONS OF THE STUDY

1.7 ASSUMPTION OF THE STUDY

1.8 DEFINITION OF TERMS/ VARIABLES

CHAPTER TWO

REVIEW OF RELATED LITERATURE

2.1 DEFINITION OF PERSONNEL MANAGEMENT AND INFORMATION SYSTEM

2.2 INFORMATION SYSTEM

2.3 FUNCTIONS OF INFORMATION SYSTEM

2.4 TYPES OF INFORMATION SYSTEMS

2.5 MANAGEMENT INFORMATION SYSTEM

2.6 ORIGIN OF PERSONNEL MANAGEMENT

2.7 OBJECTIVES OF PERSONNEL MANAGEMENT

2.8 FUNCTIONS OF PERSONNEL MANAGEMENT

2.9 FACTORS AFFECTING PERSONNEL MANAGEMENT

2.10PROBLEMS OF PERSONNEL MANAGEMENT

2.11 SUGGESTED SOLUTIONS TO THE PERSONNEL

MANAGEMENT PROBLEMS.

CHAPTER THREE

METHODOLOGY AND ANALYSIS OF THE EXISTING SYSTEM

3.1 GENERAL DESCRIPTION OF THE EXISTING SYSTEM

FACT-FINDING METHODS USED

3.2 OBJECTIVES OF THE EXISTING SYSTEM

3.3 ORGANIZATIONAL STRUCTURE

3.4 INPUT ANALYSIS

3.5 PROCESS ANALYSIS

3.6 OUTPUT ANALYSIS

3.7 PROBLEMS OF THE EXISTING SYSTEM

CHAPTER FOUR

4.1 DESIGN AND IMPLEMENTATION OF THE NEW SYSTEM

4.2 DESIGN STANDARD

4.3 OUTPUT SPECIFICATION AND DESIGN

4.4 INPUT DESIGN AND SPECIFICATION

4.4.1 Staff Employment Form

4.4.2 Assessment Form

4.5 FILE DESIGN

4.5.1 Structure For File “Staff”

4.6 SYSTEM FLOWCHART

4.7 SYSTEM REQUIREMENTS

CHAPTER FIVE

FINDINGS, CONCLUSION AND RECOMMENDATIONS

5.1 SUMMARY

5.2 CONCLUSION

5.3 RECOMMENDATION

REFENCES

APPENDIX

CHAPTER ONE

1.1    INTRODUCTION

    In most organizations particularly business organizations, most of what goes on consists largely of transactions. A transaction is a recorded event having to do with routine business activities. This includes everything concerning the product or service in which the organization is engaged: production, distribution, sales, order and stock-taking. It also includes the materials purchased, employees hired, taxes paid and so on. Today in most organizations, the bulk of such transactions are recorded in a computer-based information system.

Computer-based information systems are systems that tend to have clearly defined inputs and outputs that enable and provide necessary facilities for accurately and efficiently managing an organizational process. It could be sales, order or record keeping of staff. Information system is a collection of people, procedures, software, hardware and data. Connectivity allows computers to connect and share information, thereby greatly expanding the capability and usefulness of an information system. Computer-based information systems are meant to reduce the stress in managing businesses or organizational procedures.

Management Information System (MIS) is one of the major types of computer-based information systems. It uses the database of an organization in producing well structured forms of reports.

1.2    BACKGROUND OF THE STUDY

The development of personnel management dates back to the period of World War I around the year 1915 and more recently to the human relations movement of 1935 – 1950.

In one of the studies of Elton mayor, he discovered that psychological factors as well as social factors influence individuals at work rather than physical factors.

Specific reasons for the development of personnel management include: -

(i)    As a result of increasing influence of trade unions, 

      traditionally     personnel administration took on the role of   

      pacifying the trade     unions, so that management could be free

      to run the companies      without interference fromemployees.

(ii)    The formulation of minimum wages low costs and individual     legislations increased the need for a team of personnelspecialties.

(iii)    As the union became more sophisticated and powerful the 

       need for     highly skilled individual relations shouldincrease.

(iv) The increasing size of business, government and other

       institutions     brought new dimension into the profession of

       personnel management. .

Traditionally, it was practiced in homes where the father is the head of the family. It was he who planned what the family should do, the type of farming, size and where to sell the harvested products. His wives and children helped in the process, no external recruitment was involved, so the more wives and children a man had, the more likely it was that the family be well-of. The recent practices of personnel management in Nigeria is tied up with history and development of the public services, private companies and civil services.

1.3    STATEMENT OF THE PROBLEMS.

The management of human resources has remained the most complex aspect of many organizations. In fact, this had been the reason why most management scientists in the research identified personnel management as the backbone of any organization.

Following the problem in Nigeria National Petroleum Corporation, there were cases were files get missing, cabinet gets jammed delaying the presentation of certain information about the staff, destruction of files and records in the case of fire outbreaks, time required to record as well as presenting an Information and also the cost of purchasing files, paper and furniture and fixtures.

 Lack of effectiveness in their methods of record keeping, further compounds the problem.

1.4    OBJECTIVES OF THE STUDY

The objectives of this project work include;

⦁    Timely and quality output to managers for decision making

⦁    Providing specific type of output according to specified input

⦁    It also aims at providing a well secure database management system

    Most importantly, this project work aims at eliminating the problems

encountered in the manual system of personnel management    

operations by the use of this computerized Personnel Management

Systemsoftware.

1.5 JUSTIFICATION OF THE STUDY

This work could be useful for personnel managers or officers in an organization as well as those involved in research work on personnel management. However, this research work would let us know that the success of an organization largely depends on the assessment and appraisal of individuals and company employee’s potential, performance and how well the organization can strive to equip all its workers.

Hence, this research work will be of immense assistance to the organizational environment because personnel will be able to find the best solution to the various personnel problems as the computerized personnel management information system software will play a very big role in removing the stress in record keeping.

There are many other advantages, and some of them are listed below.

⦁    It saves a lot of time in processing personnel information.

⦁    Database access is fast, reliable and secure in term of  

  authorized access using dataencryption and decryption.

⦁    Transactions are secured (login page).

⦁    It helps in reducing the costs of labour, fixtures and stationary  

  (Paper, files, pens, marker and so on.

1.6    SCOPE OF THE STUDY

This research work will concentrate on staff employment form which includes the name, sex, location in fact information about the staff, performance assessment, retirement and handling of some queries like; updating staff record, deleting staff record and searching for staff information via Rank, Department or ID as the case may be. It is a case study of Nigeria Petroleum Corporation Lagos.

1.7    LIMITATIONS OF THE STUDY

Due to time constraint, finance and confidentiality of information, program developed covers all aspect of employment, assessment and retirement. What ever is left out is as a result of the stated limitations.

1.8    ASSUMPTION OF THE STUDY

During the process of data collection, information relating to personal management was obtained from Nigeria National Petroleum Corporation Lagos. The information was collected from the admin staff during the course of my industrial attachment. Hence, it is assumed that all the data collected are correct and contains no false information.

1.9    DEFINITION OF TERMS/ VARIABLES

Personnel: It is a department in an organization that deals with

        employees records, hiring or retirement.

Management: It is the co-ordination of all the resources of an

organization through the process of planning,   

        organization, directing and controlling.

Public sector: The industries and services that are owned and

run by the government.

Private sector: The industries and services that are owned and

run by private companies.

System:A method or set of procedures even personnel working

    together as a whole to achieve a goal.

Data: Numbers, Text or image which is in the form suitable for

storage in or processing by a computer, or an incomplete

          information.

Information: A meaning full material derived from computer

data by organizing it and Interpreting it in a

      specified way.

Input: Data entered into a computer for storage or processing.

Output: Information produced from a computer after processing.

Information System: A set of interrelated components that

collect (or retrieve), process, store and

                                 distribute information to support decision

                                     making and control in an organization.

.

DESIGN AND IMPLEMENTATION OF A PERSONNEL MANAGEMENT INFORMATION SYSTEM



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