CHAPTER ONE
- 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:
(i) It will aid the fast processing of staff payroll
(ii) Provide easy entry and retrieval of staff information
(iii) Keep track of staff eligible for promotion and training
(iv) Keep a more organized database for future retrieval and reference
(v) Staff information security
(vi) Provide an easier and faster generation of report
(vii) Monitor staff performance record
(viii) Eliminate ghost workers.
1.3 SIGNIFICANCE OF THE SUDY
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.
EMPLOYER
This is a person that is working for someone or group of persons to
his company or organization. That is; the owner of an organization.
PAYROLL
This is the sum of all financial record of salaries, wages, bonuses and deductions.
APPRAISAL
It is used to inform people of their performance standing or to identify problems in employees performing an assigned task.
INFORMATION TECHNOLOGY
It is the study, design, development, implementation, support or
management of computer-based information systems, particularly software
application and computer hardwares.