Human Resource Management System 1

Case Study of Human Resource Management

System
Department of
“Computer Science”
B.E. 3rd year

Submitted To: - Submitted By: -

ER. Suman Yadav Chetan Kapre

Rishiraj Institute of Technology Chetan Kapre

Human Resource Management System 1

Case study :Human Resource Management System

1. Problem Domain & proposed solution
Today most systems are Web-enabled and are integrated with current Internet technology.
Presently there are many application but they provide facilities for companies and big enterprises
only. There are various companies, which are following the same old technology for record
maintenance i.e., use of register and pen. It is very time consuming and finally generate there
entire session reports. There are chances of some sort of errors in this. Even it is difficult to
maintain the register records for long time in the same manner but software did it very well
without losing any data.

Solution Domain

The HR center is a powerful application designed to allow companies to streamline their

human resource tasks and manager their employees more efficiently

Employee and Company Information

Employee Time, Attendence, and Leave Request

HR Documentation Management

The HR Center includes a comprehensive employee information database, work information,

beneficiary information, and more for each employee. It comes standard with employee self-
service access allowing employees to update their personal information, request time off or
input their daily timesheet entries. It also has role –based access level control that is
functionally based on whether a user is an employee, a manager, or an HR administrators.
With HR center managers and HR administrators can manage an track.

C#.NET is a tool that aims at providing the user with a graphical interface that is intuitive and easy to
use. Visual studio is a popular programming tool that can be used to write any kind of visual
application ranging from a game to a database management application. Now-a-days Visual studio is
being widely used for developing different types of applications and performing various types of
jobs. With Visual basic, one can automate everyday tasks, add custom required features and
functions to suit ones need, and create applications, which makes task easier.

Rishiraj Institute of Technology Chetan Kapre

Human Resource Management System 1

We are using prototype model for developing “Human Resource Management System”. It is a linear
sequential model and this model is a systematic approach to the development of the software
comprises of various phases:

 Feasibility Study
 Requirement analysis and specification
 Design specification
 Coding and module testing
 Integration and system testing
 Delivery
 Maintenance

Rishiraj Institute of Technology Chetan Kapre

Human Resource Management System 1

2. Data flow diagram

Zero level DFD

Admin

Records Result

Updation and payroll calculation

3. ER Diagram

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Human Resource Management System 1

Marital
Status
Sex DA

DOB Emp_id HRA

Phone
No. PF Income Tax
Emp_id
Mobile
No. Net Salary Department

Name
Address
Name
Employee Has Payroll
Email

Educational Basic
Designation
qualification salary
Nationality
TA

Designation
Name

Emp_id
Requested
By
Training competency
is a
Information mapping

Ending date Starting

date

Manager Schedule

Rishiraj Institute of Technology Chetan Kapre

Human Resource Management System 1

4. Software Resource Specification

4.1 Introduction
An SRS is basically an organization's understanding of a customer or potential client's system
requirements and dependencies at a particular point in time (usually) prior to any actual design or
development work.

To develop a software application that supports the application specific to the HR automation
in an intranet specific to a company there by allowing the integration of all the employees
pertaining to that organization. To keep track of all the other departments related to that
organization such as marketing, development etc.

To allow the HR of an organization to update the employee details when ever there is a
change in the employee profile pertaining to that organization. To bring onto a string the
employee specific suggestions and make them free to post their requirements to the HR thus
bringing the organization more specific regarding the maintenance of the organization.

4.1.1 Purpose
The HR center is a powerful application designed to allow companies to streamline their
human resource tasks and manager their employees more efficiently
Employee and Company Information
Employee Time, Attendence, and Leave Request
HR Documentation Management (i.e. insurance forms, W-2’s etc.)
The HR Center includes a comprehensive employee information database, work information,
beneficiary information, and more for each employee. It comes standard with employee self-
service access allowing employees to update their personal information, request time off or
input their daily timesheet entries. It also has role –based access level control that is
functionally based on whether a user is an employee, a manager, or an HR admistrators.

Rishiraj Institute of Technology Chetan Kapre

Human Resource Management System 1

4.1.2 Scope

This project can be used to identify a employee in the organization. The project maintains the
details of the entire employee. Each employee is given with different employee Id. In this I
can use the C#.net language. Back end is SQL Server.

4.1.3 Acronyms & Abbreviations

4.1.4 Refrences
 http://www.itmicrosystems.com/hrpro_human_resource_management_software.htm

 http://www.hrmssolutions.com/

 Professional C# 2005 – By Christian Nagelet al.

4.1.5 overview
This product is used mostly in companiesto provide some kind of interaction between the manager
and the employees. The product would be responsible for gathering all information of each
employee and store it in an embedded database of the manager’s system. It requires the employees
to activate there account with the help of their password and id.
The product has a lot of benefits including:

 Saving the time needed to collect the information manually.

 Calculating the whole performance of all the employees in the company and providing the
manager with the statistical result of the employees data.

Rishiraj Institute of Technology Chetan Kapre

Human Resource Management System 1

4.2 General Description

4.2.1 user persons & authentication

HRMS intakes all the raw data of an organisation and moulds it into a strategic powerful
management tool. HR Pro enables managers to better understand what exactly is happening in the
workforce, given the fact that managers have less time to analyse events within the organisation,
react and take a quick but correct decision. HRMS software is easy to learn and

operate. There are no special requirements to handle this software. Any user who has little amount
of knowledge about computer, is able to operate it.

4.2.2 Product Perspective

The large enterprise Human Resource Management System (HRMS) market is mature in terms of IT
use. Payroll was one of the first functions automated, using computer .After some interval additional
HR functions were automated, including personnel management and benefits management.

4.2.3Product Functional Requirement

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" has 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. Due 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 purchase or program proprietary software,
these internally-developed HRMS were limited to organizations that possessed a large amount of
capital. The advent of client-server, Application Service Provider, and Software as a Service or SaaS
Human Resource Management Systems enabled take increasingly higher administrative control of
such systems. Currently Human Resource Management Systems encompass:

Rishiraj Institute of Technology Chetan Kapre

Human Resource Management System 1

1. Employee Information
2. Payroll Management System
3. Training Management System

Today’s organizations are driven by the capabilities of their employees. Management requires
significant information about its human resources to make crucial business decisions . And then
there are statutory requirements to maintain employee data.

With paper-based, spreadsheet based or home-grown systems, HR Professionals spend a lot of their
time in maintaining and updating employee data. If calculated in terms of the man-hours required to
maintain employee data, these systems prove very expensive and inefficient. Even after tremendous
efforts there are lots of data gaps and inconsistencies making it difficult to find employee
information or generate desired reports.

The payroll module automates the pay process by gathering data on employee time and attendance,
calculating various deductions and taxes, and generating periodic pay cheques and employee tax
reports. Data is generally fed from the human resources and time keeping modules to calculate
automatic deposit and manual cheque writing capabilities. This module can encompass all
employee-related transactions as well as integrate with existing financial management systems.

The training module provides a system for organizations to administer and track employee training
and development efforts. The system, normally called a Learning Management System if a stand
alone product, allows HR to track education, qualifications and skills of the employees, as well as
outlining what training courses, books, CDs, web based learning or materials are available to develop
which skills. Courses can then be offered in date specific sessions, with delegates and training
resources being mapped and managed within the same system. Sophisticated LMS allow managers
to approve training, budgets and calendars alongside performance management and appraisal
metrics.

Rishiraj Institute of Technology Chetan Kapre

Human Resource Management System 1

Many organizations have gone beyond the traditional functions and developed human resource
management information systems, which support recruitment, selection, hiring, job placement,
performance appraisals, employee benefit analysis, health, safety and security, while others
integrate an outsourced Applicant Tracking System that encompasses a subset of the above.

Rishiraj Institute of Technology Chetan Kapre

Human Resource Management System 1

Rishiraj Institute of Technology Chetan Kapre

Human Resource Management System 1

Rishiraj Institute of Technology Chetan Kapre

Human Resource Management System 1

Rishiraj Institute of Technology Chetan Kapre

Human Resource Management System 1

Rishiraj Institute of Technology Chetan Kapre