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Design and Implementation of a Computer Based Personnel Management Information System

Design and Implementation of a Computer Based Personnel Management Information System

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Reference ID: PS-5123-TM


This research material titled “Design and Implementation of a Computer Based Personnel Management Information System” is dedicated to God for his enabling grace, and to all computer enthusiasts who contributed to make life a pleasant experience during my research documentation.


I extend my sincere gratitude to all those who contributed to the completion of this project. Special thanks to my Supervisor (Name of your Supervisor), the Head of Department (Name of your HOD), the Lecturers in the department of Computer Science (CS), Book Authors and Profound Scholars of existing or related project material on “Design and Implementation of a Computer Based Personnel Management Information System” for their invaluable guidance, support, and expertise throughout the journey.

I am also grateful to your study area (mention any funding organizations, if applicable) for their financial assistance. This research would not have been possible without the encouragement and assistance of some stakeholders (mention any mentors, teachers, or colleagues). Additionally, I would like to acknowledge the understanding and patience of my family and friends during this endeavor. Your unwavering support has been a constant source of motivation. Thank you all for being part of this meaningful endeavor.







    • 2.1 Introduction



    • 3.1 Methodology Adopted
    • 3.1.1 Problem Identification Using SSADM
    • 3.2 Analysis of the Existing System
    • 3.2.1 Dataflow of the Existing System
    • 3.2.2 Disadvantages Of The Existing System
    • 3.2.3 Weakness of the existing System
    • 3.3 Feasibility Study
    • 3.3.1 Economic Feasibility
    • 3.3.2 Technical Feasibility
    • 3.3.3 Operational Feasibility
    • 3.4 Analysis of the Proposed System
    • 3.4.1 Data Flow Diagram of the Proposed System
    • 3.4.2 Advantages of the Proposed System
    • 3.4.3 Justification of the Proposed System
    • 3.5 Functional Requirements
    • 3.5.1 Use Case Diagram Of The Admin / User Privileges
    • 3.6 Data Requirements
    • 3.7 High Level Model of the Proposed System



    • 4.1 Objectives of the Design
    • 4.2 Cohesion and Decomposition High level Model
    • 4.3 Control Center / Overall Dataflow Diagram
    • 4.3.1 Proposed System Operation Flowchart
    • 4.4 System Specification and Design
    • 4.4.1 Input and Output Specification
    • 4.4.2 Database Specification and Design
    • 4.4.3 Data Dictionary
    • 4.5 Choice and Justification of Programming Language
    • 4.6 Program Documentation
    • 4.7 Implementation Techniques
    • 4.7.1 System Testing
    • 4.8 Programming Module Specification
    • 4.8.1 Installation
    • 4.9 Computer Hardware Minimum Requirement
    • 4.10 Software Requirement
    • 4.11 Personnel / User Training
    • 4.12 File Maintenance Module



    • 5.1 Introduction
    • 5.2 Summary
    • 5.3 Conclusion
    • 5.4 Recommendation




    Design and Implementation of a Computer Based Personnel Management Information System


    General Introduction

    1.0 Background Of The Study

    The major task facing the present day management is getting developed and maintaining of statistical personnel. It has been discovered that many organizations have a detailed written and computerized policies for production, finance, public relations, etc. but do away with making explicit statement about personnel matter other than simple regulations affecting/safety terms and conditions of employment.

    Personnel management in this project will be presented as a process by which the management can achieve goals and objectives of the organization with contributions from all employees. However, this process involves ideas of statistical information hence there is need for facilities to enable us accumulate analysis and distributes equitably such information.

    Therefore, it is in the light of the above, the personnel management are distinct forms depending on individual establishment setup, for instance, Federal Statistics agency, it brings about efficiency and effectiveness. For accurate flow of quality information process, the personnel management has been found to be effective and accurate tools as a good alternative to conventional method.

    1.1 Motivation

    It was difficult for personnel management to have a complete work or job, done accurately because information about employees was kept manually. The volume of data increases daily due to large population and this affect data information to be processed.

    The difficulty facing personnel management could be solved by the used of computer based application, it is suitable for handling volume of information data. It processed work relatively high speed, access records directly from remote location handle complex task and immediate response in the management such as questions, and the strength of computer offering solution to such problems depends on the possibility of programming the functions involved.

    1.2 Methodology

    The above write up in mainly descriptive. It will make use of interview, questioning personal observations to enables a particular survey conducted succeed.

    However, without the point mentioned, we may be facing a lot of problems relating to data collection. As a matter of fact where the following points above cannot executed, it is bound to be insufficient data existing for processing and analysis in computer to use for planning purposes.

    1.3 Objective Of The Project

    The primary objective of this project is to develop a comprehensive automated personnel management system which will be used for effective and efficient keeping of employees database file and analyzing of data collection.

    It provides a way of keeping track records of job and also provided means of obtaining an accurate and qualitative information easily and very fast in processing of data in the following ways:

    1. Helps in managing, processing, storing and manipulating of personnel records.
    2. A drastic reduction on the rate of error occurrence in information processing.
    3. Keeping accurate and viewing in a timely, effective and efficient manner.
    4. It helps the admission office in the personnel management to transmit information directly to the manager from the available information.
    5. Improved statistics records to the management on daily records analysis and seasonal trend.

    1.4 Scope And Limitation

    Computerized Personnel Management is a very broad topic, so the area of concentration in this project is personnel management technique.

    It is designed to handle the management records kept in the office and method involved in retrieving, accessing and outputting. It provides management history, foundation and information through which most of other departments make use of in accomplishing their function.

    1.5 Definition Of Terms

    Manpower Planning:

    Has been defined as an attempt to forecast how many and what kind of employees will required in the future. As a matter of fact, this type of manpower employed to particular must concise with the said management planning. This also ensures the adequate human resources to enable us have effective work force.

    Therefore, manpower planning ensures that there must be balance manpower machine relationship. In general, the step for effective manpower planning includes:

    • The spirit of working together in an organisation to allow you plan on and update of human resource aspect.
    • To ensure a good operating environment analysis and specify when each plant is to be carried out. Seek the top management approval for the matters which urgency needed a short emergency meeting.

    Is the process of filling a vacancy in an organisation, when the vacancy exists, this involves employment of new staff who are qualified to do the job. It is the duty of the personnel department to convince the management that there is existing vacancy. This may occur internally and externally which is recruitment or transferring, promoting retraining of existing staff.


    This is generally performed by management during their annual general meeting that is when the employee absconded from duty without any notification letter submitted to the organisation it is also bound to do placement after the period of a week interval without further report.

    Ex-staff Matters:

    When an employee leaves the organisation, his records are not wiped off from the data base. They are simply moved to the ex-staff data base files so as to allow for perpetual reporting on ex-staff. All vital data on ex-staff such as job movement, training received, disciplinary records and statistical database file accumulate for proper storage in the memory. In addition, the system administers pensions to the pensioners of the organization.


    Is another important function of personnel department. They plan and monitor training for different time. This includes educational training course/seminars and on job training.

    Compensation Administration:

    Is concerned with how the employees can be rewarded. It includes wages and salaries and supplementary benefits.

    Industrial Relation:

    Refers to the working relationship established between an organisation and its employees. Organisation industrial relations are usually conducted within a formal legal frame works. Unlike statistics organisation their major relation is data collection, sampling, frame and sample interval.


    2.0 Literature Review

    2.1 Introduction

    This chapter focuses on the review of related literature. A literature review includes the current knowledge as well as theoretical and methodological contributions to a particular topic. It documents the state of the art with respect to the topic you are writing. It surveys the literature in the topic selected. In this research work the literature review includes the …

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