Project Presentation on Human Resource Management System

Project Presentation Human Resource Management System

Table of Contents  Title of the Project  Introduction of the Project  Objective of the Project  Problem statement of the project

 Software Requirements of Project  Hardware Requirements of Project  Modules of the Project  Benefits of the Project  Implementation Methodology  Project Category  Future Scope of the Project  Conclusion of the project  Bibliography

Title of the project

Human Resource Management System

Introduction of Project  Human resource management is concerned with people element in management. Since every organization is made up of people, acquiring their services, developing their skills/ motivating to high level of performances and ensuring that they continue to maintain their commitments to the organization which are essential to achieve organizational objectives.  This project is meant to know the Human Resource Policies in the organization. The HR Policies are a tool to achieve employee satisfaction and thus highly motivated employees. The main objective of various HR Policies is

to increase efficiency by increasing motivation and thus fulfill organizational goals and objectives. The objective is to provide the reader with a framework of the HR Policy Manual and the various objectives that the different policies aim to achieve.

Objective of Project  Storing information and data for each individual employee.  Providing a basis for planning, decision making, controlling and other   

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human resource functions. Meeting daily transactional requirement such as marking absent and present and granting leave. Supplying data and submitting returns to government and other statutory agencies To provide the user-friendliness in all possible ways. To provide greater flexibility. Make maintenance changes easy. To store data in a centralized location to reduce redundancy and increase consistency

Problem Statement of Project  The function of Human Resources departments is generally administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of "Human Capital" progressed to an increasingly imperative and complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized Human Resource Management Systems. HR executives rely on internal or external IT professionals to develop and maintain an

integrated HRMS. Before the client server architecture evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions. In consequence of the high capital investment necessary to buy or program proprietary software, these internally-developed HRMS were limited to organizations that possessed a large amount of capital.

Software Requirements of Project Name of component

Specification

Operating System

Windows 98, Windows XP, Windows7, Linux

Language

Java 2 Runtime Environment

Database

MySQL Server

Browser

Any of Mozilla, Opera, Chrome etc

Web Server

Tomcat 7

Software Development Kit

Java JDK 1.7 or Above

Scripting Language Enable

JSP (Java Server Pages)

Database JDBC Driver

MySQL JConnector

Hardware Requirements of Project Name of component

Specification

Processor

Pentium III 630MHz

RAM

128 MB

Hard disk

20 GB

Monitor

15” color monitor

Keyboard

122 keys

Modules of Project  Personnel administration - It will encompass information about each 

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employee, such as name address, personal details etc. Salary administration - Salary review procedure are important function of HRM, a good HRIS system must be able to perform what if analysis and present the reports of changes. Leave and absence recording - Essentially be able to provide comprehensive method of controlling leave/absences. Skill inventory - It is also used to store record of acquired skills and monitor the skill database both employee and organizational level. Performance appraisal - The system should record individual employee performance, appraisal data, such as due date of appraisal, scores etc. Human resource planning - HRIS should record details of the organizational requirements in terms of positions Recruitment - Record details of recruitment activities such as cost and method of recruitment and time to fill the position etc.

Benefits of the Project:  Higher Speed of retrieval and processing of data  Reduction in duplication of efforts leading to reduced cost  Ease in classifying and reclassifying data  Better analysis leading to more effective decision making  Higher accuracy of information/report generated  Fast response to answer queries  Improved quality of reports

 Better work culture  Establishing of streamlined and systematic procedure  More transparency in the system  Employee – Self Management

Implementation Methodology

Project Category

Further Scope of Project We have left all the options open so that if there is any other future requirement in the system by the user for the enhancement of the system then it is possible to implement them. In the last we would like to thanks all the persons involved in the development of the system directly or indirectly. Today, the market place is flooded with several payment management options for billings and telephone to choose from. A variety of innovative products and services are being offered spoiling customers for choice. In the last couple of years, the growth of IT Industry has been phenomenal as more have started discovering the benefits of using this platform. Therefore we will made this system live and provide Software as Service (SAS) in future.

Limitation of Project  It can be expensive  Its effective application needs large-scale computer literacy among the employees responsible for maintaining HRIS.  Absence of continuous up-dating of HRIS makes the information stale.

 Thorough understanding of what constitutes quality information for the user.  Computer systems are only as good as the data they have to work with, so if a public agency or company starts out with bad information, there's not much a new system can do about it.  Small firms are internally incapable of HRIS applications and hence they need the help of external resources.

Conclusion of Project  Efficiency of operations and streamlined HR administration.  Effectiveness when management can spend more time in decision-

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making and strategic planning, and less time on information input and day-to-day HR administration A description of the background and context of the project and its relation to work already done in the area. Made statement of the aims and objectives of the project. The description of Purpose, Scope, and applicability. We define the problem on which we are working in the project. We describe the requirement Specifications of the system and the actions that can be done on these things..

Bibliography of Project  Google for problem solving  http://www.javaworld.com/javaworld/jw-01-1998/jw-01-Credentialreview.html  Database Programming with JDBC and Java by O'Reilly  Head First Java 2nd Edition

 http://www.jdbc-tutorial.com/  Java and Software Design Concepts by Apress