DESIGN AND IMPLEMENTATION OF HUMAN RESOURCE INFORMATION SYSTEM
TABLE OF CONTENT
Table of content
CHAPTER ONE: INTRODUCTION
1.2 Background of the study
1.3 Statement of the study
1.4 Objectives of the study
1.5 Scope of the study
1.7 Significance of the study
1.8 Definition of terms
CHAPTER TWO: LITERATURE REVIEW
REVIEW OF HUMAN RESOURCE MANAGEMENT CHALLENGES OF HUMAN RESOURCE MANAGEMENT
2.3 INFORMATION TECHNOLOGY
CHAPTER THREE: DESCRIPTION AND ANALYSIS OF THE EXISTING SYSTEM
3.1 General analysis of the existing system
3.2 Method of data collection
3.4 Organisational structure
3.5 Input analysis
3.6 Process Analysis
3.7 Output analysis
3.8 Information flow diagram
3.9 Problems of the existing system
3.10 Justification of the new system
CHAPTER FOUR: SYSTEMS DESIGN
4.1 Design standards
4.2 Output specification
4.3 Input specification and design
4.4 File design
4.5 Procedure chart
4.6 System flowcharts
4.7 System specification
4.8 Program flowcharts
CHAPTER FIVE: SUMMARY, RECOMMENDATION AND CONCLUSION
Appendix A Welcome page
Appendix B Home page
Appendix C Input forms
Appendix D Output forms
Appendix E Codes
The world today has become computerized, where most manually done task are now automated for versatility, flexibility, accuracy and efficiency. Most companies in Nigeria and also abroad has found the use of computer irresistible in managing many of their fares like payroll, human resource management, inventory management, contact management and so on.
1.1 BACKGROUND OF THE STUDY
The human resources management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for – profit or men – profit) have carry out these activities themselves because they cannot yet afford part or full time help. However, they should always ensure that employees have and also aware of personnel policies which conform to current regulations. These policies are often in the form of employee manuals which all employees have.
Human resource management (HRM), in the sense of getting things done through people. It is an essential part of every manager’s responsibilities,but many organizations find it advantageous to establish a specialist division to provide an expert service dedicated to ensuring that the human resource function is performed efficiently.
“People are our most valuable asset” is a Cliche which no member of any senior management team would disagree with. Yet reality for many organizations is that their people remain:
⦁ Under valued
⦁ Under trained
⦁ Under utilized
⦁ Poorly motivated and consequently
⦁ Perform well bellow their true capability.
The rate of change facing organization has never been greater and organizations must absorb and manage change at a much faster rate than in the past. In other to implement a successful business strategy to face this challenge, organizations, large or small, must ensure that they have the right people capable of delivering the strategy. The market place for talented, skilled people is competitive and expensive. Taking on new staff can be disruptive to existing employees. Also it takes time to develop cultural awareness product/process/organization knowledge and experience for new staff members.
As organization varies in size, aims, function, complexity, construction, the physical nature of their product and appeal as employers, so do the contributions of human resource management. But, in most, the ultimate aim of the function is to “ensure that all times the business is correctly staffed by the right number of people with the skills relevant to the business needs”, that is neither over staffed nor understaffed in hatal or in respect of any one discipline or work grade.
1.2 OBJECTIVE OF THE STUDY
The primary objective of this study is to design, develop and implement a Human Resource Management system. The software will among other things:
(i) It will aid the fast processing of staff payroll
(ii) Provide easy entry and retrieval of staff information
(iii) Keep track of staff eligible for promotion and training
(iv) Keep a more organized database for future retrieval and reference
(v) Staff information security
(vi) Provide an easier and faster generation of report
(vii) Monitor staff performance record
(viii) Eliminate ghost workers.
1.3 SIGNIFICANCE OF THE STUDY
The use of human resource management system gives a long way to solve the problems of manual processing. However, the computerization of manual operations will provide advantages such as proper management of staff information, both existing and new recruits. It will also help in the fast generation of report of all staff present in the company and also their payroll. It will provide security for staff information.
But if this work (project) is neglected, some problems such as insecurity of staff information, stress in managing staff information, file misplacement, delay in processing staff payroll and also general wastage could be uncured.
1.4 SCOPE OF THE STUDY
The study will be focused basically on staff information management, payroll, compensation and benefits, safety and health and staff training.
1.5 LIMITATION OF THE STUDY
There are some limiting factors which influence our effort towards developing this work (project). The most prevailing being time factor as other school extra curricula activities that had to be met with, still under time factor, other students like part-time, sand witch, postgraduate, could not be covered. There is also irregular power supply during the coding and typing of the project. And lastly, we were unable to get relevant manual to assist the design and development of the work (project).
1.6 DEFINITION OF TERMS
HUMAN RESOURCE MANAGEMENT (HRM)
It is the strategic and coherent approach to the management of organizations most valued assts- the people working there who individually and collectively contributes to the achievement of the objectives of the business.
This is the person that is for someone or organization that is, a staff of an organization.
This is a person that is working for someone or group of persons to his company or organization. That is; the owner of an organization.
This is the sum of all financial record of salaries, wages, bonuses and deductions.
It is used to inform people of their performance standing or to identify problems in employees performing an assigned task.
It is the study, design, development, implementation, support or management of computer-based information systems, particularly software application and computer hardwares..