“ :HUMAN RESOURCE MANAGMENT SYSTEM “


Slide 2:What is HRM??? --HUMAN --RESOURCES --MANAGEMENT “ multidisciplinary” --Factors effecting HR


Slide 3:---Merging of HR and Information technology Principal areas of HR functionalities payroll module time and labour management module benefit administration module HR management module Human Resource management system (HRMS)


Slide 4:OBJECTIVES… EFFECTIVE UTILISATION OF HUMAN RESOURCES ORGANISATIONAL STRUCTURE OF RELATIONSHIP DEVELOPMENT OF HUMAN RESOURCES REWARDS COMPATIBILITY OF INDIVIDUAL GOALS WITH THOSE OF AN ORGANISTION MAINTAIN HIGH MORAL..


Slide 5:ACTIVITIES SUB-SYSTEMS HUMAN RESOURCE MANAGMENT SYSTEM


Slide 6:ACTIVITES OF HRM RECRUITMENT PLACEMENT TRAINING AND EDUCATION COMPENSATION MAINTENANCE


Slide 7:Potential Employees Retired Employees Recruiting Hiring Education And training Termination Benefit administration ACTIVITIES OF HRM DATA MANAGEMENT EMPLOYEES THE FIRM


A MODEL OF A HUMAN RESOURCE MANAGMENT SYSTEM :A MODEL OF A HUMAN RESOURCE MANAGMENT SYSTEM HRM performs wide variety of applications. It has six output subsystems And three input subsystems


Slide 9:Work force planning Recruiting subsystem Work force management Compensation subsystem Benefit subsystem Environmental Reporting HRM database Accounting Information system Human Resources Research subsystem Human Resources Intelligence system Users Input subsystems Output subsystems SUBSYSTEMS OF HRM ENVIRONMENTAL SOURCES INTERNAL SOURCES


Feasibility Study phase :Feasibility Study phase


Introduction :Introduction As we all are aware of the fact that manpower plays a vital role in every kind of organization. so to make the proper use manpower resource feasibility study is needed. The Topic that we are covering in are presentation is feasibility of manpower resource, which is known as HR management in today’s corporate world.


Feasibility Study focusing manpower :Feasibility Study focusing manpower A feasibility study phase provides the analyst with a more thorough understanding of the problems, opportunities related to personnel’s. A feasibility study should be conducted to determine the viability of an idea before proceeding with the development of HUMAN RESOURCE.


Various aspects of Feasibility study of Manpower :Various aspects of Feasibility study of Manpower Feasibility study on human resources provides us information regarding the personnel’s : Recruitment Placement Evaluation Performance appraisals Compensation and Development of the personnel’s of an organization etc .


Objective of feasibility study in HR :Objective of feasibility study in HR To increase the efficiency of personnel’s To recruit the most suitable personnel for most suitable job. To increase the benefit and lessen the cost.


Types of feasibility :Types of feasibility Technical feasibility Here one ask the question like : can the personnel’s work with existing technology??? Are the personnel updated with latest technology??? Are they aware of the technical knowledge??? If not what would be the solution….. . The solution is either to hire personnel’s from outside or to provide training to the existing staff


Slide 16:Economic feasibility As the world denotes that the economic feasibility means more benefit at less expenditure . So every organization must keep in mind while recruitments of the personnel’s that more people should not be employed than required as it can raise the cost.


Slide 17:Motivational feasibility Motivation plays a vital role in overall improvement in terms of efficiency of personnel’s. As through motivation more and more work with grater efficiency can be taken away from employees Different ways of motivations are: ?Performance appraisals ?Training and development ?Improving working condition as par their health and security. ?Incentives and perks etc.


Slide 18:Operational feasibility Before switching to new technology, it mainly examines whether the employees at work are comfortable with organizational frame work.. Are the Requirements, specifications and design clearly explained to the employees, so that they conduct their operations successfully.


Slide 19:Political feasibility It is perhaps the most power full type of feasibility. As every political system is biased. Because government issues, new polices which can effect the moral of the personnel’s at a larger extent. Hence these are the different types of feasibility having different effects on the conduct of personnel’s.


What Next? :What Next? After the feasibility study has been completed, a Feasibility Report is prepared covering following aspects. Basic information about the personnel’s The expectations as regards development schedule and manpower resources Highlighting the requirements of personnel’s. A gist of Technical, economical, Operational, motivational and political feasibility assessment. .


Slide 21:SYSTEM ANALYSIS


SYSTEM ANALYSIS :SYSTEM ANALYSIS The analysis of the system is the basic necessity for an efficient system design.The need for analysis stems from the following points: To redefine or reset the objectives as a reference point in context of the current business requirement. To establish the system boundaries that define the scope and coverage of the system.


Slide 23:SYSTEM ANALYSIS STAGES The different stages as followed in the system analysis of the HR management information system are : ORGANISATIONAL ANALYSIS A Human Resources Information System, is a system that lets you keep track of all your employees and information about them. An analysis of the existing information system is necessary to propose new HRIS. CURRENT SITUATION ANALYSIS Here we analyze a company’s competitive situation, develops its strategic goals and mission, it’s external opportunities and threats, and its internal strength and weaknesses to generate alternatives. Also a plan of actions and deployment of resources is determined to achieve the pre-specified goals.


CONTINUED… :CONTINUED… 3. FUNCTIONAL REQUIREMENT ANALYSIS A HR MIS performs different functions such as HR planning, recruitment, selection ; HR development and training; safety and health; HR research and so on. The goal of the analysis phase is to identify user’s requirements in the proposed system like HR planning i.e. the process of determining the human resource needs of an organization and ensuring that the organization has right no. of qualified people in the right jobs at the right time. Methods of forecasting and planning Hr needs are judgmental methods such as managerial estimates,scenario analysis.


STRATEGIES FOR HR REQUIREMENT DETERMINATION :STRATEGIES FOR HR REQUIREMENT DETERMINATION The methods for forecasting and planning HR needs are : INTERVIEW … A face to face method for collecting data. It may be formal or informal, questions asked may be structured or unstructured. Success of an interview depends on the skill of the interviewer and on his or her preparation for the interview. QUESTIONAIRE … A structured questionnaire can be used to collect data. The questionnaire is pre-tested, modified, and used to capture data on a cross-section of HRIS users. There are four parts to the questionnaire: profiles of organizations; application of HRIS; perceptions of the barriers to the implementation of HRIS and perceptions of the benefits achievable through HRIS; and profiles of the respondents.


CONTINUED….. :CONTINUED….. RECORD REVIEW … Analysts examine recorded information about HR system and its users. Skill inventory and management inventory can be used to specify all available data about current employees. Disadvantage is that documentation on the existing system may not be complete and up to date. OBSERVATION … Refers to the process of recognizing and noticing people, objects and occurrences to obtain information. It is time consuming and costly.


Slide 27:SYSTEM REQUIREMENTS IN HRM


Slide 28:DEFINITION: Define the system's functional architecture in terms of the operations/events that must be performed in order to meet the mission goals of the system. This proceeds in a top-down hierarchical nature and is independent of allocation to hardware, software, or humans. The goal of the function analysis is to assist in defining and allocating functions to the human that are best suited to their capabilities and limitations. Identify Functional Requirements: Identify and articulate the activities, tasks, or actions required to achieve the stated system mission. Identify Performance Requirements: Identify and articulate the performance capabilities required to successfully meet the stated system mission. REQUIREMENTS ANALYSIS


Slide 29:Define Measures of Performance: Define the metrics by which the performance of the system will be assessed. Define Human Role Strategy: Determine what decisions and activities within the operation of the system are required to be performed by humans or are not allowed to be performed by humans. This defines the intended balance between automation technology and human control. Potential human roles in the system include operator, maintainer, sensor, manager, supervisor, analyzer, decision maker, information manager, backup to equipment, or any mix of such roles. Alternative Human Role Strategies may be developed for later comparison. The Human Role Strategy will be used to guide the allocation of functions.


Slide 30:Identify Required Infrastructure: Based on the definition of the system boundaries, identify the infrastructure that must be created or maintained to support the system. Infrastructure includes items that may not typically be considered to be part of the system, such as supply networks, transportation, and logistics issues. Identify Interfaces with Other Systems: Based on the definition of the system boundaries, identify other systems (current and anticipated) with which the system under design will interact and characterize these interfaces. Differences between legacy systems, future systems, and the system under design must be identified.


Slide 31:Define Personnel Requirements: Define the qualitative attributes of the manpower requirements. Personnel factors include the abilities, skill levels, experience, physical constraints and force management policies (e.g. recruitment and retention) needed to execute the required tasks. Define Training Requirements: Define the required instruction and applied exercises, to include measurable and specific performance level, for acquiring and retaining knowledge, skills and abilities (KSAs) necessary to prepare personnel to operate, maintain and support all system components in the required operational environment throughout the system life cycle.


Slide 32:Define Safety Requirements: Define the safety factors including equipment/system design features, performance specifications and training that reduces the potential for human or machine errors or failures that cause injury or death within the constraints of operational effectiveness, time and cost throughout the equipment/system life cycle. Define Personnel Requirements: Define the qualitative attributes of the manpower requirements. Personnel factors include the abilities, skill levels, experience, physical constraints and force management policies (e.g. recruitment and retention) needed to execute the required tasks.


Slide 33:Define Training Requirements: Define the required instruction and applied exercises, to include measurable and specific performance level, for acquiring and retaining knowledge, skills and abilities (KSAs) necessary to prepare personnel to operate, maintain and support all system components in the required operational environment throughout the system life cycle. Develop Manpower Guidelines: Estimate the limitations on manning of the system under design, either in total number of operators, users, and maintainers or by KSAs (knowledge, skills, and abilities). Develop Personnel Guidelines: Estimate the limitations on personnel for the users and maintainers of the system under design in terms of career pipeline, recruiting ability, personnel management, etc.


Slide 34:Develop Training Guidelines: Estimate the limitations on training for the users and maintainers of the system under design. Training will be limited by factors of cost, time, and personnel availability. Develop Safety Guidelines: Provide guidance for system development to ensure that safety factors are taken into consideration early in the design process. Develop Human Engineering Guidelines: Provide guidance for system development to ensure that humans are adequately engineered in the system. This includes descriptions of human performance principles, models, measurements and techniques.


Slide 35:Analyze Feasibility & Internal Compatibility of System Requirements: Examine the system requirements (including mission requirements, human requirements, and job/task requirements) for discrepancies or conflicts within the requirements themselves and for variances with respect to established system characteristics such as infrastructure, interfaces with other systems, and user characteristics. Examine the system requirements for estimates of feasibility. Define Human Requirements Baseline: Establish the baseline system requirements that ensure human capabilities and limitations that directly contribute to, or constrain, total system performance are accounted for.


Slide 36:SYSTEM DEVELOPMENT


Slide 37:PROJECT ANALYSTS/DESIGNER STEERING COMMITTEE PROJECT TEAM PROJECT MANAGEMENT CORPORATE STATEGIC PLANNING GROUP USER PROJECT MANAGEMENT USER PROJECT TEAM USER ANALYSTS/ DESIGNERS SENIOR MANAGEMENT MIDDLE MANAGEMENT SUPERVISORY MANAGEMENT AND OPERATION HRM CONTROL OF SYSTEM DEVELOPMENT


Slide 38:MANPOWER PLANNING LABOUR FORCE TRACKING TRANNING EFFECTIVENESS CAREER MATCHING LABOUR COST ANALYSIS AND BUDGETING TURNOVER ANALYSIS CONTRACT COSTING SALARY FORECASTING SUCCESSION PLANNING PERFORMANCE APPRAISAL PLANNING SKILL ASSESSSMENT PERFORMANCE EVALUATIONS RECRUTING WORKFORCE PLANNING/ SCHEDULING COMPENSATION EFFECTIVENESS AND EQUITY ANALYSIS BENEFIT PERFERENCE ANALYSIS PAYROLL CONTROL BENEFITS ADMINISTRATION STRATEGIC SYSTEM TACTICAL SYSTEM OPERATIONAL SYSTEM STAFFING TRAINING AND DEVELOPMENT COMPENSATION ADMINISTRATION HUMAN RESOURCE MANAGEMENT- DEVELOPMENT PHASES


Slide 39:RECRUITING HIRING ssssJOB EVALUATION ssssPERSONNEL Ssss REQUIREMENT PLACEMENT ssssCARREER PLANS ssssSPECIFIC JOB TRAINING ssssSKILLS Ssss INTENTORY ssssSKILLS Ssss REQUIREMENTS COMPENSATION ssssPAYROLL ssssBENEFITS MAINTENANCE ssssABSENTEEISM Ssss TRACKING ssssORGANIZATION Ssss CHARTS EEO COMPLIANCE AFFIRMATIVE ACTION OSHO-HEALTH/SAFETY ERISA PENSION CLASSICAL PERSONNEL FUNCTION ENVIROMANTALLY REQUIRED FUNTIONS EMPLOYEE PROFILE EDUCATION RECORDS PAYROLL DATA OPERATING MANAGEMENT PERSONNEL SPECIALISTS PERSONNEL RECORDS GENERAL RETRIEVAL AND PROCESSING MARKETING PRODUCTION FINANCE, AND OTHER MAJOR SYSTEM


Slide 40:DATA - FLOW - DIAGRAM (DFD)


Slide 41:Prepare Pay Cheque PAYROLL MASTER TABLE Payroll System ACCOUNT DEPARTMENT EMPLOYEE BANK PAYCHEQUE & EARNING GOVT. AGENCIES PREPARATION OF REPORTS Deduction Reports Payroll Summary Time Sheet d Approval Personal Information Tax Reports 1.0 2.0 ZERO Level DFD EMPLOYEE MASTER TABLE Bank Statement EMPLOYEE Deduction, Authorization & Time Sheet Time Sheet


Slide 42:EMPLOYEE Prepare Attendance & Leave Record Prepare Payroll Register ATTENDANCE TABLE LEAVE RECORD TABLE CURRENT PAYROLL TABLE 1.1 1.2 EMPLOYEE MASTER TABLE New PayRoll Record Old PayRoll Record Pay Slip Verified Muster New Leave Record Deduction Details Signed Muster Level - 1 DFD Prepare Bank Statement & Deduction report 1.3 BANK Payroll Sheet Detail Bank Statement ACCOUNT DEPARTMENT Bank Statement Employee Payroll Record Deduction & Report


Slide 43:EMPLOYEE MASTER TABLE CALCULATE PAY PRINT PAY REGISTER & PAY SLIP Prepare Salary Summary PAYROLL TABLE PRINTED PAY REGISTER EMPLOYEE DEDUCTION SUMARRY SALARY SUMMARY TABLE Level - 2 DFD Old Payroll Updated Payroll Current Payroll Payslip Payment Details 2.1 2.2 2.3 for Prepare Payroll Register


DATA - DICTIONARY :DATA - DICTIONARY


Slide 45:Data Dictionary For DATA-ELEMENT -> Emp_Code DATA ELEMENT : DATA DESC. : TYPE : LENGTH : ALIASES : RANGE : DATA STORE : Emp_Code A Unique Permanent Code Assigned To Each Employee Char 5 EC,E_Code 00001 to 99999 EMPLOYEE MASTER TABLE, PAYROLL MASTER TABLE DATA DICTIONARY For DATA-ELEMENT


Slide 46:Data Dictionary For DATA-STRUCTURE -> PAY SLIP DATA STRUCTURE : DESCRIPTION : CONTENTS : VOLUME : USED IN PROCESS : DATA FLOW : DATA STORE : Pay Slip Give the Pay Details Of The Employee For The Month Emp_Code, Ename,Grade, Basic_Pay, Deductions 200 per month 2.2 Print Pay_Register & Pay_Slip Current Payroll Table DATA DICTIONARY For DATA-STRUCTURE


Slide 47:Data Dictionary For DATA-FLOW -> Payment Details DATA FLOW NAME: DESCRIPTION : SOURCE PROCESS : DEST. PROCESS : VOLUME : Payment Details Net Pay for the after Deductions 21. 2.2 200 per Month DATA DICTIONARY For DATA-FLOW


Slide 48:Data Dictionary For PROCESS -> Calculate Pay PROCESS NAME : INCOMING DATA : FLOW OUTGOING DATA: FLOW Calculate Pay Attendance and Leave Register Payroll Record This Process Calculate the Total Pay if Deduction >0 Pay is salary minus deduction DATA DICTIONARY For PROCESS LOGIC SUMMARY:


Slide 49:Data Dictionary For DATA STORE ->Employee Mast.Table DATA STORE NAME : INCOMING DATA : FLOW OUTGOING DATA: FLOW Employee Master Table Employee Details Updated Payroll Record From Process 2.0 Old Payroll Record To Process 2.0 DESCRIPTION : DATA DICTIONARY For DATA STORE


Physical Design :Physical Design


Physical Design :Physical Design Logical Design Physical Design In Physical Design phase We implement the proposed logically designed system.


Physical Design phase :Physical Design phase Physical construction produces program software files and a working system. In this phase we construct data storage file structures, process files, and design user interfaces


Things to be done :Things to be done Select equipment Specify new Programs or Change to existing Programs Specify new Database or Change existing database Produced detail Procedures


Human Resource Management System Tasks :Human Resource Management System Tasks 1. Data storage file design 2. Process design 3. User interface design User Interface Process Design Data Storage File


Data Storage File Design :Data Storage File Design In Human Resource management system while designing data storage files, first of all we will identify the entities and their attributes for each data file about which the information will be stored Some of the data storage files in Human Resource management system will be: Payroll Record File Employee Information File Performance Record File Training Record File Customer Service File Health & Safety Record File


Example of structure of Employee File :Example of structure of Employee File


Process Design :Different process files will be designed to hold the coding for different processes Process Design


In our system some of the process file example are: :In our system some of the process file example are: Employee Information File Employee Performance File Human & Safety File Training File Customer File and many more….


User Interface Design :User Interface Design User interfaces can be categorized into main categories: Input Interface Design Output Interface Design


Input Interface Design :Input screens are basically input form which are used for Data Entry from user. In Human Resource Management System different input screens will be: Payroll Recruitment & Selection Performance Measurement Exit & attrition Studies Executive development Health & Safety Program Team Building Customer Service Time Management Training Input Interface Design


Output Interface Design :Output Interface Design


Output Interface Design :Output Interface Design Output screens are basically used for displaying result of user queries or reports. In H.R Management System different output interfaces will be: Training Report Screen Human & Safety Report Screen Employee Report Screen Employee Performance etc…


System testing :System testing


Slide 66:Why we do testing: Once the source code of HRIS generated, the HRIS s/w tested to uncover as many as errors are possible before deliver it to HR manager. Exercise the internal logic of every component of HRIS. Exercise the i/p & o/p domain of the program to uncover errors in program function, behaviour & performance.


What are the steps that we follow :What are the steps that we follow The internal program logic of HRIS is exercised using white box test case design. The software requirements of HRIS are exercised using the black box test case design.


Control structure testing :Control structure testing Condition testing: The conditional testing method focuses on testing each condition in the process of HRIS to ensure that it does not contain error. eg: In emp table the age of employee should be greater than 20. We do testing on this by entering the age less than 20.


Slide 69:Loop testing: loop testing is white box testing technique that focuses exclusively on the validity of loop construct. eg: A HR manager hires some worker, then how many days they work they get salary according to that. The loop testing helps in checking that whether the correct amount is calculated or not.


Equivalence partitioning testing :Equivalence partitioning testing It divide input domain of a process in HRIS into classes of data from which test cases can be derived. eg: The salary range of employee is 5000-15000,we divide the salary range in to different group let 0-2500, 5000-16000, 25000-35000. When we apply testing, first & last group give error. Only 2nd one is fulfilling the condition. The groups that we made are equivalence classes & equivalence class represents a set of valid or invalid states for input condition.


Slide 71:Here are some guidelines for defining the equivalence classes:- If i/p condition specifies a range, one valid and two invalid equivalence classes are defined. eg: salary attribute of employee in payroll process defines a range. If an i/p condition specifies a member of a set, one valid and one invalid equivalence class are defined. eg: the qualification of an employee is selected from a set.(BA, B.COMetc) If an i/p condition is Boolean ,one valid and one invalid class are defined. eg: In the attendance table there only yes or no entry. Either employee is in office or not.


Boundary value analysis :Boundary value analysis Most possibility of occurrence of an error in HRIS is at the boundary of the i/p domain rather than at center. eg: On entering data in emp table the salary range of a worker is in b/w 3000-8000,the enteries b/w 3000-8000 is accepted by table. We must test below 3000 & above 9000. The i/p condition satisfy most of the values on emp table. We also test on the boundary values. eg: The internal data structure of emp table has set the emp_name of length 15 bits, so we design test case to exercise the data structure at its boundary.


Alpha testing :Alpha testing Done by the HR manager at the developer site. The HRIS s/w used in natural setting by HR. The developer record all errors and usage problem that HR faced. eg: HR manager test the payroll slip and enters the data relevant to it, then check the pay slip. The errors which comes in it is recorded by the developer.


Beta testing :Beta testing Conducted at the HR manager site. It uses all live data. The HR manager records all the problems that he encountered. HR reports all problems to the developer at regular time interval. The s/w engineers made modification and prepare final HRIS s/w.


Slide 75:Human Resource Management System S u m m a r y


Slide 76:Human Resource Management are intended to support management decision making. Management has five distinct functions and each requires support from an HRMS. Which are : Planning Organizing Coordinating Decisions Controlling


Human Resource Management have to be designed to meet the way in which managers tend to work.Research suggests that a manager continually addresses a large variety of tasks and is able to spend relatively brief periods on each of these. :Human Resource Management have to be designed to meet the way in which managers tend to work.Research suggests that a manager continually addresses a large variety of tasks and is able to spend relatively brief periods on each of these. Given the nature of the work, managers tend to rely upon information that is timely and verbal (because this can be assimilated quickly), even if this is likely to be less accurate then more formal and complex Human Resource Management.


Slide 78:Human Resource Roles Human Resources play at least three separate roles: 1: Interpersonal 2: Informational 3: Decisional HRM, in electronic form or otherwise, can support these roles in varying degrees.


Slide 79:Decision Making Levels Three levels of Human Resource can be distinguished from one another: Control (or tactical) Operational Strategic Again, HRM has to support each level. Strategic decisions are characteristically one-off situations. Strategic decisions have implications for changing the structure of an organization and therefore the HRM must provide information which is precise and accurate. Control decisions deal with broad policy issues and operational decisions concern the management of the organization.


Slide 80:Human Resource Management’s Components A Human Resource Management has four components: The Internal Reporting System The Human Resource System The Human Resource Intelligence system Human Resource Models Internal reports include orders received, inventory records and sales invoices. Human Resource research takes the form of purposeful studies either ad hoc or continuous. By contrast, HR intelligence is less specific in its purposes, is chiefly carried out in an informal manner and by managers themselves rather than by professional HR researchers.


Slide 81:Benefits of HRMS If a new enhancement is being approached in the employee’s environment, we can determine, in advance, the enhancement in organizational infrastructure. It influences the employee to do work effectively and efficiently. It improves the working condition and performance of the employee. It can increases both the productivity and the quality of the personnel in order to increase the revenue of the organization. Hence, Human Resource Management System is very useful for any organization in more than one spheres.


Slide 82:T h a n k s S u b m i t t e d B y : M.C.A. 2ND YEAR ROLL NO: 21 TO 30