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:
(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.