1.

0 Project Background

This chapter introduces the human resource (profiling, training). As we are in a new
era of an advanced high-tech environment, the business world is also entering into an
era of fierce competition noticed by takeovers and mergers. This illuminates the type of
dynamic and complex business environment that companies have to face.

The rapid change in the environment reminds us that, for a business to survive, it
has to focus on its core competencies and discover in order to keep ahead of the
competitors. The field of Human Resource Management has evolved mainly in
accordance to the fact that human resources need to be managed strategically for
the firm to enjoy sustainable competitive advantage over competition. Several
scholars have noted that managing people is tedious than managing technology
or capital. Firms that learn how to manage their human resources well would have
an advantage over others in long run since acquiring and deploying human
resources effectively and efficiently is difficult and takes longer time.

1.1 Problem/ Opportunity Description

Human Resource management has a major impact on individual and so on
productivity and organizational performance. Effective strategic management
requires effective human resource management. Human Resource
Management implies the ways in which HRM is crucial to organizational
effectiveness. Hence organizations have to carefully design strategies and
relate to human resources for effective utilization in achieving greater
competitive performance. The human capital, practice, which includes the
kind of strategy of the company, has to follow in terms of greater
performance and the pattern should be taken care in maintaining strategic
Human Resource Management. Therefore, the following will be the
problem/s to be resolve:

a. Poor employee attendance monitoring

b. Inconsistency of employees records

c. Frequently loss of employees records

d. Unavailable printed reports of the employees DTR

e. Unavailable employee records viewing



1.2 Benefits

As the technology rapidly arises, it is important to a company for having a
systematized and computerized business process to survive and able to
compete to other service rendering companies. With the Human Resource

Management System, the productivity of the companys employee has been
improved. Internal coordination between the human resource management
and the rest of the department personnel will be a success. The human
resource management system will surely answers the needs of the
companys business process to satisfy the impressions of the clients and
surpassing their expectations. The HRMS will provide management
efficiency by providing targeting current processes for improvement,
development of centralized HR services that are shared throughout the
organization and integrating the HR into the strategic planning process.

1.3 Goals

a. To make a real time employee monitoring

b. To make a database storage for the employee records and files

c. To secured the employee records

d. To make a printed employees DTR reports

e. To provide a quick viewing of the employees profiles and records

1.4 Stakeholders and Clients

First, the project team will have the opportunity to enhance the HR department
of the company by undertaking a project study and produce an up-to-date
information system that will surely helps the human resource department and
able to answers the company problems. Second, the Professors will surely
gather information about the HRMS. Third, the company who will benefits the
most when the results of the project study will be implemented. Fourth, the next
generation project team will surely find something in this study and able to adopt
a new idea to upgrade the developed system. Lastly, the project study is the
proof of better and outstanding education provided by the current school of the
project team. It is a result of good teaching-learning activities providing the
best workflow.



2.0 Project Scope

Human Resource Management System is used to gain competitive advantage.
HRMS practice is coupled with business strategy. SHRM elevates human resources
management from micro level (individual personal level) to the macro level
(business strategy level). HRMS includes analysis of business and socio-political
environment. HR professionals must be aware of global business and social trends
and should be able to perform environmental scanning. HRMS also includes internal
human resource analysis. HR professionals must analyze human resources against
current and future business strategies and identify the gaps between them.

2.1 Objectives

1. Planning Phase

a. Conduct a preliminary investigation of the study

b. Determining the project scope

c. Identifying the project constraints

d. Budget the time of work

e. Brainstorming about the project

2. System Development

System Requirements

a. Conduct an Interviews

b. Questionnaires and Surveys

System Analysis

a. System Requirement Document

b. Identifying the required technical features

c. Identify the business rules/ process

System Design

a. System Design Specification

b. System Design Prototyping

c. System Features and processes

System Development

a. System Coding

b. Modeling

c. Prototyping

Integration and Testing

a. Debugging Errors

b. System Feature Testing

c. Conducting Troubleshooting

Implementation

a. System installation

b. Complete functioning of information system

c. System Deployment

Operation and Maintenance

a. Provide support for system operations

b. Post-implementation and in-process reviews

2.2 Deliverables
Planning Phase

In this phase, the project team will focused on refining the project scope,
listing tasks and activities, sequencing the activities, developing a
workable schedule, and assigning resources to the activities during the
planning method.

System Development

The first step for system development is to collect the necessary data and
information needed for the system requirements. It is acquired by using
interviews, questionnaires, surveys, document reviews and other fact-finding
techniques. After the fact-finding method, comes the system analysis which
is to identify the business rules of the company.




System Design

This phase is the design functions and operations that are described in
detail, including screen layouts, business rules, process diagrams and other
documentation. The design stage takes as its initial input the requirements
identified in the approved requirements document.

System Analysis

Includes the requirements and specification activities. The main activities
involved in the phase include the definition of both functional and non-
functional requirements, the definition f the various interfaces between
external entities and the software functions to be developed and
prioritization of the identified software requirements.








2.3 Out of Scope

Recruitment and Assignment of personnel monitoring

Salary/ payroll of the employees
Contract management
3.0 Project Plan

3.1 Approach and Methodology
Strategy-focused:

The elements of Human Resource Management like training, recruitment,
selection all of them operate as derivatives of requirements of strategy
within the organization Strategic planning suggest HRM planning. This view
is not accepted by many of the scholars and view that HRM is strategic to
some extent but not in all aspects.


Content-focused:

According to this approach the functional aspects of HRM elements can
also be included with the organizations strategy leading to the emergence of
Strategic Human Resource Management.


Resource based:

This model of HRM is based on the idea that organizations gain competitive
advantage with the resource (employees) that are valuable, rare, difficult
with high competence levels for competitors to imitate or acquire success by
enhancing the overall value of the firm.

Universalistic:

To Strategic HRM as the process of transforming traditional HR practices
into a limited set of correct HR procedures and policies. There is no single
best way to manage human resources and strategy. The set of HR practices
include: High levels of employment security, Selective hiring practices, focus
on teams and decentralized decision making, High pay levels, Extensive
employee training and so on.



3.2 Project Timeline

ID Task Name Start Finish Duration
1 Conducting of preliminary meeting
2 Information Gathering
3 Finalizing the systems technical features
4 Identifying System Design Specification
5 System Coding
6 System Design Prototyping
7 System Modeling
8
9


3.3 Success Criteria


Better execution of the project objectives

Accuracy of fact-finding techniques

Correct interpretation of business rules and processes

Documenting the system requirements

Attractive System Designs

Proper System Coding

Best workflow results

Suitable Database for data storage

Positive Outlook and Feedback of the clients


3.4 Issues and Policy Implementations


Recruitment and Deployment of the employee

Payroll of the employees

Contract Management between the employee and client

Property Monitoring








3.5 Risk Management Plan

Risk Factor Probability H-M-L Impact H-M-L Risk Management Action
Financial Risk H H Cost efficient options
Strategic Risk H H
Operational Risk M M
Compliance Risk M M
Implementation Risk M M








3.6 Service Transition

These are the following activities that the company will surely comply
regarding with the systems software, hardware, system specifications,
computer personnel, system requirements and implementation procedure.

The company must invest new desktop computers.

At least one (1) Printer for each department

One computer administrator per department

Higher Specification of hardware for each computer unit

3.7 Options Analysis

The company has the right to decide whether they used the system
or still using the existing system

If the system was rejected, the project team has the authority to sell it to
other company prior to the rights and authorship of the project team

If the system met the requirements and did hit the project budget,
the cost savings will be settled according to the deal between the
company and the project team.








4.0 Technical Features

HRM Human resource management (HRM, or simply HR) is a function in
organizations designed to maximize employee performance in service of their
employers strategic objectives. HR is primarily concerned with how people are
managed within organizations, focusing on policies and systems. HR departments
and units in organizations are typically responsible for a number of activities,
including employee recruitment, training and development, performance appraisal,
and rewarding (e.g., managing pay and benefit systems). HR is also concerned
with industrial relations, that is, the balancing of organizational practices with
regulations arising from collective bargaining and governmental laws.

Database Database management systems (DBMSs) are specially designed
software applications that interact with the user, other applications, and the
database itself to capture and analyze data. A general-purpose DBMS is a software
system designed to allow the definition, creation, querying, update, and
administration of databases.

DTR (Daily Time Record) This is the sequential record of time-in and time-out
of an employee within the allotted time span. This is where the salary has to be
paid off.

System Modeling Systems modeling or system modeling is the interdisciplinary
study of the use of models to conceptualize and construct systems in business
and IT development.

Prototyping Software prototyping refers to the activity of creating prototypes of
software applications, i.e., incomplete versions of the software program being
developed. It is an activity that can occur in software development and is
comparable to prototyping as known from other fields, such as mechanical
engineering or manufacturing project. The client and the contractor can compare if
the software made matches the software specification, according to which the
software program is built. It also allows the software engineer some insight into
the accuracy of initial project estimates and whether the deadlines and milestones
proposed can be successfully met.






5.0 Project Organization and Staffing

ROLE NAMES & CONTACT INFORMATION RESPONSIBILITIES TIME


Project Manager Brazan, Jonald
Manages the team


Project Execution



Planning Strategy

Project Initiation

Project Control

Risk Management

Resolving the issues

Budget the project

Scheduling of tasks

Leader of the team

System Analyst Osorio, Kent Byle

Handling of business

Rules

System Design

Technology Analysis

Document Framework

Business Requirements






Business Analyst Matan Jr. , Wilfredo
Analyze business process


Business plans



Monitoring

Translate Business process

Requirement

management

Requirement Analyst

Analyze Requirement

Communicate w/ clients



Documentary Specialist Macariola, Daryl
Analyze the audience




Documenting the process

Craft the right message

Distil the message into

effective documents

Release the

documentation

Evaluate the results

Check the








6.0 Project Budget

Budget Item Description Budget Cost









Lead Programmer Osorio, Kent Bryle
System Coding


Handling System Software



Program Development

Perform System Analysis

Train subordinates in

programming

Develops programming

methods

Correct errors on the

system coding

Advisors and Resources