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Design and Implementation of Human Resource Information System

Design and Implementation of Human Resource Information System

Project / Seminar Material
Reference ID: PS-5026-TM

DEDICATION

This research material titled “Design and Implementation of Human Resource 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.

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 Human Resource 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.

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”


    Design and Implementation of Human Resource Information System

    CHAPTER ONE

    1.0 Introduction

    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:

    1. It will aid the fast processing of staff payroll
    2. Provide easy entry and retrieval of staff information
    3. Keep track of staff eligible for promotion and training
    4. Keep a more organized database for future retrieval and reference
    5. Staff information security
    6. Provide an easier and faster generation of report
    7. Monitor staff performance record
    8. 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.


    Recruitment

    This is the person that is for someone or organization that is, a staff of an organization.

    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 …

    Summary Headlines for Design and Implementation of Human Resource Information System



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