INDEPENDENT UNIVERSITY, BANGLADESH

Human Resource Information System

HRM - 430
SEC - 1

Final Group Project

on
HR Control Centre 5.0

Group Members
Saima Sultana Anita ID: 0630171
Kazi Sadia Afrin ID: 0730046
Md. Ahsanul Hoque ID: 0820023
Md. Shakawat Hossain ID: 0630132

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Introduction –
A HRIS, or Human resource information system, is a software solution for
small, medium to large sized businesses to help automate their business
processes and manage their HR, payroll, management, finance and
accounting activities. A HRIS generally should provide the capability to more
effectively plan, control and manage HR costs; achieve improved efficiency
and quality in HR decision making; and improve employee and managerial
productivity and effectiveness.

HRIS therefore offers HR, payroll, benefits, training, employee self-service

portal, recruiting and other compliance solutions. Most are flexibly designed
with integrated databases, a comprehensive array of features, and powerful
reporting functions and analysis capabilities that one needs to manage
workforce. This can give back hours of the HR administrator’s day previously
spent attending to routine employee requests. They also facilitate
communication processes and save paper by providing an easily-accessible,
centralized location for company policies, announcements, and links to
external URL’s. Employee activities such as time-off requests and W-4 form
changes can be automated, resulting in faster approvals and less paperwork.

Some of the most popular modules are:

 Recruiting (Applicant and resume management)

 Attendance (Manage incident based and regular time off, track accrual
pay and all attendance plans, create reports easily)
 Organization charts (Create professional looking, dynamic organization
charts)
 Alerts (Automatically notify personnel of performance reviews, benefits
enrollment, compliance requirements and other key events)
 Employee self service (Employees can update personal information and
view benefits elections, absence transactions, time-off balances and
payroll information)

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 Benefits Administration (Save paper and postage, take weeks off the
benefits open enrollment period, reduce administration time, and improve
data accuracy)
 Produce reports in minutes
 Succession plans
 Track training for employees

About HR Control Centre 5.0 –

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HR Control Centre 5.0 is a program software that tracks employee
information, employee status, records regarding business progress and
employee performances. As such, with this software HR managers can
perform various functions that they need to run an organization. This
software basically fulfills the Human Resource Information needs for a
business unit by acting as a support system in quality and flawless decision
making. It therefore is sophisticated and delicate yet user-friendly for
companies irrespective of size and type.

 Opening view HR Control Centre–

Employee Profile –

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Phase – 1
Requirement – 1
In this report, we will try to analyze the HR setup software and will show the
usage of the three imperative functions of HR provided by this system
according to our knowledge.

Phase – 1
Requirement – 1

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Three Key functions -
This software can perform various functions which is related to employee
information system and among the major functions we shall highlight -
 Salary
 Training
 Benefits

Salary –
Salary is a form of periodic payment from an employer to an employee,
which may be specified in an employment contract. It is contrasted with
piece wages, where each job, hour or other unit is paid separately, rather
than on a periodic basis. In HR salary is an important part. The salary page is
part of the Events Module and makes it easy for HR to keep track of an
employee's full name, date of hire, and many such reviews on the
employment details.
Opening view of salary page –

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Final output -

Training –

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The term training refers to the acquisition of knowledge, skills, and
competencies as a result of the teaching of vocational or practical skills and
knowledge that relate to specific useful competencies. It forms the core of
apprenticeships and provides the backbone of content at institutes of
technology (also known as technical colleges or polytechnics). In addition to
the basic training required for a trade, occupation or profession, observers of
the labor-market recognize today the need to continue training beyond initial
qualifications: to maintain, upgrade and update skills throughout working life.
People within many professions and occupations may refer to this sort of
training as professional development.

Opening view –

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Final output –

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Benefit –
Employee benefits and benefits in kind (also called fringe benefits,
perquisites, or perks) are various non-wage compensations provided to
employees in addition to their normal wages or salaries. Where an employee
exchanges (cash) wages for some other form of benefit, this is generally
referred to as a 'salary sacrifice' arrangement. In most countries, most kinds
of employee benefits are taxable to at least some degree.
Some of these benefits are: housing (employer-provided or employer-paid),
group insurance (health, dental, life etc.), disability income protection,
retirement benefits, daycare, tuition reimbursement, sick leave vacation
(paid and non-paid) social security, profit sharing funding of education, and
other specialized benefits.

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The purpose of the benefits is to increase the economic security of
employees.
Opening view –

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Final output –

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Final view of the key functions after updates –
 Salary

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 Training

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 Benefit

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Phase – 1
Requirement – 2
Oldest Active Employee in the firm –
From the HR setup software we can track personal information of employees
apart from performing other HR related tasks. As such, according to the
software we can find the oldest active employee by his/ her hiring date and
classification of post. In case of this company, the oldest active staff is
Hershelle Williams who is the Managing Director of the company and whose
profile snapshots are shown below –

Snapshots of Oldest Active employee -

Hershelle William’s personal information

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 Hershelle William’s personal information

In personal information about oldest active employee we found the title, sex,
birth date, department, marital status, reports to Area, salary etc.

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Phase – 2
Design of the Online Recruitment form –
The second phase basically consists of the design of the online recruitment
form that would ease the responsibilities of the HR department of a company
which is small, medium or large; irrespective of the size of the business. The
online technique does not only relaxes the HR department from the paper
checking and analyzing from a wide pool of applicants to call for interview
but also the applicants themselves have the opportunity to directly give their
required info’s as wanted by the organization sitting right at home and
without taking the hassle of submitting long and lengthy resumes in person.
Now, how we have sorted the form is such that there would be five
distinguished categories or dimensions where candidates would write in.
fields with red asterisk marks are mandatory fields to fulfill and also to go to
each of the next categories, the first or previous sections must be fulfilled as
a prerequisite.
The Five basic criterions to be fulfilled in the Recruitment form are:
 Personal Information
 Educational qualification & training info
 Employment history
 Others
 Photograph attachment

Snapshots of each of the boxes are shown from the next page onwards.

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 Personal info –

 Career & Application Information

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 Preferred Job –

 Preferred Job Location –

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 Outside Bangladesh (Conditional) –

 Preferred Organizations – Incase of any Multinational company or

group of companies which has different units. For example – Square
Company

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 Other relevant info –

 Password –

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 Educational qualification Info and Training Info –

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 Training –

 Professional qualification –

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 Employment History –

 Others –
Specialization –

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 Reference –

 Photograph Attachment –

*reference – web link - www.bdjobs.com/resumes.com

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The snapshots shown of the model that we suggest for organizations to
practice as online recruitment forms consists of all required information that
a company would consider in order to analyze a candidate for entry level or
higher level employees. Even fresh graduates who possess potentials and
seek good opportunities would be able to apply as like experienced
candidates.

Phase – 1 Recommendation –
As we have seen and learnt in phase 1, the system software encompasses all
the required qualities to perform traditional and time consuming HR tasks but
however, it has major drawbacks as well. The control centre is a bit complex
in terms of its inputs for any updates, and as such a lot more work is
necessary to bring it to perfect shape and use. Lest see some of the
imperative issues of concern that is to be sorted in future –
 In the salary maintenance function, it is seen that the salaries have to be
updated manually. More particularly, the system of auto calculating or
deducting procedure is offered by the system and it is more like taking
pen or paper based attendance because the HR person has to manually
give inputs of the attendance and absence rate regularly. Therefore, the
system software can be developed to auto calculate the salaries by taking
the log in and log out timings of the employees, as like in GrameenPhone.
 If any sort of training is due by the employees, there is no way to figure
out the next step or what should be done in order to make up for the due
training session. The system can be developed as such that if any training
is missed by an employee there would be alerts given or shown to that
employee to join the next upcoming training of the same thing and the
employee would be automatically registered to attend the next training
session.
 The performance assessment of the employees is shown simply by the
grading system and for that also, HR managers need to give inputs of
their performance target fulfilled or have to analyze their KPI manually.

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 However, this should also be developed as auto grading system by taking
the KPI within the system and therefore auto generation of the grades.

So to conclude, it can be said that the HRIS or HR control centre is definitely

of great help and a huge leap point for traditional works that saves time and
effort and gives almost flawless results but time to time update and renewing
is also required so that the performance level of the software can be
maintained evenly.

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