Design and Development of Personnel Information System (PIS)
CHAPTER ONE
OBJECTIVE OF THE STUDY
- To design a web-basedsystem that contains information about the organization, the staffs, and their data.
- Develop a database system of potential applicants, with emphasis on their qualification and experience.
- Determine appropriate match of applicants with skills and jobs experience to the appropriateorganization for possible employment.
- To establish employee recruitment and selection system for hiring the best possible employees consistent with the organization need.
- To encourage the organization to motivate their employees in order
CHAPTER TWO
REVIEW OF RELATED LITERATURE
In any organization, three basic things are managed in order to achieve the organization’s goals. These basic things are human resources, non human resources and time. These are planned, controlled and coordinated for organizational effectiveness, in this research we are concerned with the management of human resource.
George and tenncabaum defined organization effectiveness as the extent to which an organization as a social system given a certain resources and means and fulfils its objectives without incapacitating its means and resource and with placing undue strain upon its members. This is because machines cannot operate themselves without human assistance.
According to Likert (1999), human assets are even more valuable than physical assess and should be carried on the organizations balance sheet many sources has in one way or the other written about human resource management. According to Lavings (1996) humans resource management is defined as the act of recruiting, this is organizations ability to sell their culture and opportunities to individuals who are in search of employment, while simultaneously matching the needs of the organization with the quantifications, of individuals. The most logical tool for recruitment is on-line recruiting technology. The public sector ahs began to utilize the internet by the assistance of non profit organization such as the centre for technology in government based in Albang, New York with such assistance most state government have been to develop job posting tools within their main web ages. For instance, the state of Wisconsin has utilized their jobs online bulletin services (JOBS) since 1993 as a central and immediate location for potential job seeking candidates to gain access to job vacancy information through computer.
Also Dickson (1998), explain how private sector organizations develop partnership with non-profit recruitment sites such as monester.com and disc.com, which act as liaison between organization and the potential candidate. According to Benovertz, et al (1994), a web based human resource management system helps in recruiting, developing and planning of manpower and quantity of employees who have the specific knowledge, skill, ability and behaviours needed to support mission and goals that enable the organization to achieve high performance and enhance their competitive ability in order to complete because the organizational success depends heavily upon the considerable imagination and initiative that is needed in developing recruitment and training programs. Weakley (2000), states that recruiting in a human resource management system is initiated when two employees propose a job sharing project and is quite often fully supported by the organization not only do the employees; benefits but also the two individuals participating in this innovative employment opportunity are provided significant schedule flexibility relative to their professional and personal life. According to Harriet et all (2002), the human resource management (HRM) function include a variety of activation and key among them recording what staffing needs they gave hire to fill these needs recruiting and training the best employees, ensuring they are high performance, dealing with performance issues and ensuring your personnel and management practices conform to various regulations. Activities also include managing approach to employee benefits and compensation, employees records and personnel policies human resource activities is changing in recent and on-going ways perhaps more radically then ever before Karer (2002) stated that human resource activities follow the traditional management activities of planning, organizing, directing and controlling. It also includes manpower procurement, training and development, performance appraisal, employees motivation dn retirement with these activities in mind, less take a lot at each.
CHAPTER THREE
SYSTEM ANALYSIS AND DESIGN
INTRODUCTION
By definition, a system is defined as a collection of related components that interact to perform a talk in order to accomplish a goal. The point of system analysis is to ascertain how a system works and then take step to make it better.
Here, critically analyzed the data gathered from the company by personal interviews, observations and operational manuals. Moreso, the design of this work was carried out with the use of system design, system flowchart, system specification, and user-friendly interface design and as well as input design and output design.
CHAPTER FOUR
SYSTEM IMPLEMENTATION AND MAINTENANCE
INTRODUCTION
Basically, system implementation consists of converting the hardware, software and files to the new system and of training the users. Conversion may proceed in four ways: direct, parallel, phased or pilot. At this phase, close coordination is put in place in order to make the system not just workable but successful. It also touches areas such as programming language used, computer support, hardware and software involve and cost benefit analysis.
CHAPTER FIVE
SUMMARY, RECOMMENDATION AND CONCLUSION
SUMMARY
The purpose of this project is to design a web-based Personnel Information System to assist human experts in solving problems associated with recruiting and training of employees, keeping employee records, salary and wages and retirement scheme web-based Personnel Information system help to revolutionize the traditional manual component of background of investigation with automated data retrieval process in order to make effective and timely decision. The knowledge obtained from human experts are used to design the web-based on some rules concerning the static and dynamic data contained in the database.
The system will assist human resources department of NAFDAC to go through the rigors of keeping staff records, development and training and staff procurement etc. this package eliminate the need for human resource personnel to track employee data manually, streamline of communications, improve accuracy, reduce cost ad expedites the hiring process by allowing the candidate to electronically send their required personnel information directly to the company server for processing. Messages are sent to the applicants to maintain contacts.
Entering data into a secure database that allows employment data to be easily accessed at any time, eliminating the need for file and paper retrieval, which is time consuming and tedious. This web-based system provides users-on-line access to information about job vacancy and as such applies directly on-line.
RECOMMENDATION
However, it is not fully proved but their system has solved all the constraints but has proved useful as it is fast, accurate, timely, effective, and reliable compared to the existing systems.
It is therefore recommended that:
- The company should send its human resource workers on further training on the business of handling employees need so that they would be acquainted with the human resources process and be able to reach the organization objective.
- The company should also employ an application package such as the one developed under this project to help in the operations of the HR department.
- Human resource personnel should be trained on the use of computer to enhance and justify the company huge expenditure on computerization.
- Computer professionals, system analyst, web-developers and programmers should be employed to boast the manpower need of the new system to help particularly in future maintenance of the system.
CONCLUSION
The design of web based Personnel Information system takes cognizance of the fact that the Human Resource manager may not be an export use of computer. To this effect, only end-user knowledge of the computing system is required to effectively operate PIS. Most solution is made from the interface and when users need to choose, uses do this clicking with the mouse. The system is taken through a structured system analysis and design. Also in the process the constraints of the existing system are noted and viable solutions were suggested to them.
Based on this suggestion a more versatile and result-oriented system was proposed. This proposed system is able to overcome some (if not all) the constraints of the existing system. Also prompt data are generated to facilitate the decision making of the management of the organization.
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