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Design and Implementation of a Computerized Staff Remuneration System

Design and Implementation of a Computerized Staff Remuneration System

Project / Seminar Material
Reference ID: PS-5775-TM

DEDICATION

This research material titled “Design and Implementation of a Computerized Staff Remuneration 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.

ACKNOWLEDGEMENT

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 Computerized Staff Remuneration 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.

TABLE OF CONTENTS

PRELIMINARY PAGES


CHAPTER ONE

INTRODUCTION


    CHAPTER TWO

    LITERATURE REVIEW

    • 2.1 Introduction

    CHAPTER THREE

    SYSTEM ANALYSIS AND DESIGN

    • 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

    CHAPTER FOUR

    SYSTEM DESIGN AND IMPLEMENTATION

    • 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

    CHAPTER FIVE

    SUMMARY, CONCLUSION AND RECOMMENDATION

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

    REFERENCES

    APPENDIX A - “SOURCE CODE”

    APPENDIX B - “OBJECT PROGRAM”

    ABSTRACT

    Remuneration is the monetary compensation that one receives exchange for the work or services performed. The aim of the study is to design and implement a Computerized Staff Remuneration System that will eliminate the problems of the existing system. In achieving this aim, the following specific objectives were laid out as follows to develop an application software that will identify the short coming connected to the existing method, and prevent the incessant tampering/attempt of staff money. The motivation that led to the implementation of the proposed system is that the traditional methods of staff remuneration management are prone to human errors, leading to inaccuracies in payroll calculations, deductions, and benefits allocation. Also, the manual data entry and reconciliation processes consume valuable time and resources, delaying the disbursement of salaries and bonuses to employees.

    The methodology adopted in this study is the structured system analysis and design methodology (SSADM) which is a technical approach for analyzing and designing an application or system by applying object throughout the software development process. The programming language used is HTML, CSS, JAVASCRIPT, PHP, SQL and JQUERY. The reason why web programming languages was used is because, it is platform independent and it is a web based application. The study will aid in reducing errors, fraud, increase speed and also aid growth in organizations if successfully implemented. Manual remuneration systems in organizations will be totally eliminated with this Web based system in place. This project will be of benefit to: Enterprises, Shopping Malls/Supermarkets and many large companies like; waste companies, and Power holding companies. The expected result is a Computerized Staff Remuneration System that will help the management to watch the current salary statement of employees at any time and will also show individual and collection of salary report of all employees.


    Design and Implementation of a Computerized Staff Remuneration System

    CHAPTER ONE

    1.1 Introduction

    Remuneration is the monetary compensation that one receives exchange for the work or services performed. Typically, this consists of monetary rewards, also referred to as wage or salary. A number of complementary benefits, however, the increasingly popular remuneration mechanism. Thus it is financial compensation received by a officer/employed/staff of an organization. It typically a metric of salary, bonuses, shares of and/or call options on the company stock, benefits, and perquisites, ideally configured to take into account government regulations, tax law, the desires of the organization and the executive and rewards for performance. The past decades starting with the 1980’s saw a dramatic rise in executive pay in the country relative to that of overage workers wage in Nigeria, and to lesser extent in a number of other countries. Observers differ as to whether this is a natural and beneficial result of competitive for scare business talent that can add greatly to stock holder value in large companies / organizations. In a modern corporation Chief Executive Officers (CEOs) and other top executives are often paid salary plus short-term incentives or bonuses. This combination is referred to as total cash compensation (TCC). Short-term incentives usually are formular-driver and have some performance criteria attached depending on the role of the executive.


    1.2 Background of Study

    The evolution of technology has revolutionized various aspects of human resource management (HRM). Traditional methods of staff remuneration management, reliant on manual processes and spreadsheets, often prove inefficient and prone to errors. This inefficiency not only leads to inaccuracies in remuneration but also consumes valuable time and resources. The demand for a more streamlined and automated approach to staff remuneration stems from the challenges faced by HR departments in handling complex compensation structures, compliance requirements, and diverse workforce needs. Organizations recognize the need to modernize their HR practices to stay competitive, attract top talent, and retain employees. Moreover, globalization and the advent of remote work have introduced additional complexities to staff remuneration management. Coordinating compensation across different geographical locations, currencies, and legal frameworks necessitates a robust and adaptable system.

    In the contemporary workplace, the management of staff remuneration stands as a critical component of organizational success. As businesses strive for efficiency, accuracy, and transparency, the adoption of technology becomes increasingly essential. This background study aims to elucidate the necessity and benefits of implementing a Computerized Staff Remuneration System within organizations. Adequate and effective payment of staff remuneration, salaries, allowances, entitlement or emolument has been a great source of concern challenge over the years especially in Ritman College, Ikot Ekpene. Challenges such as duplicate payment of remuneration to a staff, wrong calculation or arithmetic’s when competing the total remuneration to staff. Possible tampering of staff benefits of those competing the payments, time compilation, in the general process of compilation, possible omission of mistake of inclusion of staff names and lots more. But this new system after implementation will bring all the above mentioned challenges and the likes to rest, and also improve and increase the spirits and confidence of managers, staff at various levels or organization as it regards security, efficiency and effectiveness in all the remuneration processes. With this Computerized Staff Remuneration System, remuneration section would be able to keep a record of employees including their personnel data, pay band, allowances, deductions, savings and taxes etc.. Net pay of each employee is calculated by using the information about his allowances and deductions. All these complex calculations have been incorporated herein. Many optional allowances and deductions for the employees are added by specifying the corresponding details.


    1.3 Statement of Problem

    As mentioned previously, great problems have been seen when processing the remuneration of staff in organization/institutions, such as time delay or factor, duplicate payment of entitlement, intrusion to individuals/staff account. The problem of familiarity with the existing system which has made users to endure the general problems been encountered or experienced with the system. The problem of possible Ostracization or omission of staff name or identify when recording the remuneration.


    1.4 Aim and Objectives of the Study

    The aim of the study is to design and implement a computerized staff remuneration system that will eliminate the problems of the existing system. In achieving this aim, the following specific objectives were laid out as follows to:

    1. To Create a new technology that will have a long standing and positive effects in the management of staff entitlements;
    2. To develop a system that will be used for the analysis of staff remuneration;
    3. To identify the short coming connected to the existing method; and
    4. To developed a system that will prevent the incessant tampering/attempt of staff money.

    1.5 Significance of Study

    The significance of the study includes:

    1. It would help reduce the level of intrusion existing in our organization of management.
    2. Managers/users of the system will fell or experience utmost relieve and convenience when using the system as it regards timeliness in all the process.
    3. It would help sanitize our companies, institution and organization of duplicate payment of staff.
    4. It would help to calculate the general allowance, salaries to staff.

    1.6 Scope of Study

    The study focuses on the Design and Implementation of a Computerized Staff Remuneration System using Federal Polytechnic Nekede as a case study.


    1.7 Limitations of the Study

    During the course of this study, many things militated against its completion, some of which are:

    1. Time Constraint: The time frame given to accomplish this project was very short due to school academic calendar and it was carried out under pressure which made the researcher not to implement some necessary features.
    2. Establishment Policies: Establishment policies posed a serious limitation as most staffs are not ready to release information needed for this project work. There were lots of information needed from the staffs of this institution to enhance the study which took them time to release or they did not release at all for security purposes, hence the scope was reduced.
    3. Research Material: availability of research material is a major setback to the scope of the study.
    4. Financial Constraint: Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet).

    1.8 Definition of Terms

    Barter:

    To exchange goods or services in return for other goods or services.

    Contract:

    It is a formal or legally bonding agreement.

    Extrinsic:

    Not an essential part of something, coming or operating from outside something.

    Intrinsic:

    A basic essential part of something as one of it’s features.

    Periodic:

    Occurring or appearing at a regular intervals in regular cycles.

    Retirement:

    It is the act of leaving a job or career at or near the usual age for doing so, or the state of having left a job or career.

    CHAPTER TWO

    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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