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 Kazi Sadia Afrin Md. Ahsanul Hoque Md. Shakawat Hossain ID: 0630171 ID: 0730046 ID: 0820023 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:
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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

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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 –

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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