SCHOOL OF ENGINEERING AND TECHNOLOGY

Project Work Report

On
HUMAN RESOURCE MANAGEMENT SYSTEM PROJECT

For the requirement of 3rd Semester (4CSPL1111 – Problem solving and

programming using C) B.Tech In Electronics and Communication Engineering

Submitted By
A Divya Sree(22BBTEC006)
Deeksha B S (22BBTEC019)
Ruchitha N(22BBTEC054)
Kesar K(22BBTEC070)

Under the guidance of

Prabhakar K
Assistant Professor

DEPARTMENT OF COMPUTER SCIENCE and ENGINEERING

CMR University
(Lakeside Campus)
Off Hennur - Bagalur Main Road,
Near Kempegowda International Airport, Chagalahatti,
Bengaluru, Karnataka-562149

Academic Year 2023-2024

 SCHOOL OF ENGINEERING AND TECHNOLOGY
Chagalahatti, Bengaluru, Karnataka-562149

Department of Electronics and Communication Engineering

CERTIFICATE
Certified that t h e Project Work entitled “HUMAN RESOURCE MANAGEMENT
SYSTEM” carried out by A Divya Sree(22BBTEC006),Deeksha B S(22BBTEC019
),Ruchitha N(22BBTEC054), Kesar K(22BBTEC070), in Electronics and
Communication Engineering of CMR UNIVERSITY, Bengaluru for 3rd Semester course
4CSPL1111 – PROBLEM SOLVING AND PROGRAMMING USING C during the academic
year 2023 - 2024. It is certified that all corrections/suggestions indicated for the Internal
Assessment have beenincorporated in the report. The project has been approved as it
satisfies the academic requirements in respect of project work prescribed for the said
degree.

Signature of Course In-charge Signature of HOD

…………………… ……………………
Dept. of CSE Dept. of ECE
SoET, CMRU, Bangalore SoET, CMRU, Bangalore

Name of the Examiners: Signature with Date:

1. …………………… ……………………

2. …………………… ……………………

1
 DECLARATION

We, TEAM bearing USN 22BBTEC006, 22BBTEC019, 22BBTEC054,22BBTEC070

Students of Bachelor of Technology, Electronics and Communication Engineering, CMR
University, Bengaluru, here by declare that the Project Work entitled “HUMAN RESOURCE
MANAGEMENT SYSTEM” submitted by us, for the award of the Bachelor’s degree in
Electronics and Communication Engineering to CMR University is a record of bonafide
work carried out independently by us under the supervision and guidance of Prabhakar K,
Assistant Professor, Dept of CSE. CMR University.

We further declare that the work reported in this mini project work has not been submitted
and will not be submitted, either in part or in full, for the award of any other degree in this
university or any other institute or University.

Place: Bengaluru A Divya Sree(22BBTEC006)

Date: 31/01/2024 Deeksha B S(22BBTEC019)
Ruchitha N(22BBTEC054)
Kesar k(22BBTEC070)

2
 ABSTRACT

Human The Resource Management System (HRMS) Project represents a crucial endeavor

in modern organizational efficiency and human resources administration. In response to

the growing complexity of workforce management, this project aims to develop a

comprehensive system that streamlines the storage, retrieval, and maintenance of

employee records within an organization. The HRMS will leverage advanced database

technologies to securely store diverse employee information, including personal details,

job roles, performance evaluations, and attendance records.

The system will incorporate user-friendly interfaces for seamless data input and retrieval,

ensuring that HR professionals can access accurate and up-to-date information swiftly. By
centralizing employee records, the HRMS seeks to enhance data accuracy, reduce

administrative overhead, and promote better decision-making processes within the

organization.

3
 TABLE OF CONTENTS

CHAPTER CONTENTS PAGE NO

NO
I INTRODUCTION 6

II OBJECTIVES 7

III PROJECT SCOPE 8

IV SOFTWARE REQUIREMENTS 10
SPECIATION

V SYSTEM DESIGN 13

VI IMPLEMENTATION 14

VII RESULTS AND SCREENSHOTS 16

VIII CONCULSION 17

IX FUTURE SCOPE 18

X REFERNCES 19

4
 TABLE OF FIGURES

FIGURE NO. FIGURES PAGE NO.

5.1 ER Diagrams 12

7.1 Input code 1 14

7.2 Output 15

7.3 Output 16
7.4 Output 16

5
 CHAPTER I

INTRODUCTION

A Human Resource Management System (HRMS) is a comprehensive software solution designed

to streamline and automate various HR functions within an organization. It serves as a centralized
platform for managing employee data, payroll, recruitment, performance evaluation, training, and
other essential HR processes. By digitizing these tasks, HRMS enhances efficiency, accuracy, and
compliance while reducing the administrative burden on HR teams.

One of the primary features of an HRMS is its ability to centralize employee information. This
includes personal details, contact information, employment history, salary records, benefits
enrollment, and performance evaluations. With all this data accessible from a single interface, HR
personnel can easily track and manage employee records, ensuring they remain up-to-date and
compliant with relevant regulations.

Another key aspect of HRMS is its payroll management capabilities. It automates payroll
processes, such as calculating wages, deductions, and taxes, based on predefined rules and
regulations. This not only saves time but also minimizes the risk of errors associated with manual
payroll processing. Additionally, HRMS can generate various reports related to payroll,
facilitating budget planning and financial analysis for the organization.

Furthermore, HRMS often includes features for talent acquisition and management. It streamlines
the recruitment process by providing tools for posting job vacancies, screening candidates,
scheduling interviews, and onboarding new hires. Additionally, it may offer performance
management modules for setting goals, conducting appraisals, and providing feedback to
employees. Overall, an HRMS plays a crucial role in optimizing HR operations, fostering
employee satisfaction, and supporting organizational growth.

6
 CHAPTER II OBJECTIVES

Efficiency: Streamline HR processes to improve efficiency in managing employee data, payroll,

benefits, and performance evaluations.

Accuracy: Ensure accurate and up-to-date employee information, reducing errors in payroll
and compliance reporting.

Compliance: Facilitate compliance with labor laws, regulations, and company policies through
standardized processes and data tracking.

Data Analysis: Provide insights into workforce trends, performance metrics, and HR analytics to
support strategic decision-making.

Employee Self-Service: Empower employees to access and update their personal information,
request time off, and view company policies and documents.

Cost Reduction: Reduce administrative costs associated with paper-based processes, manual data
entry, and inefficient workflows.

Talent Management: Facilitate recruitment, onboarding, training, and career development

initiatives to attract, retain, and develop top talent.

7
 CHAPTER III
PROJECTSCOPE

A human resources management system (HRMS) encompasses a comprehensive suite of tools and
processes designed to streamline and optimize various aspects of HR operations within an
organization. At its core, an HRMS centralizes employee data, facilitating efficient management
of personnel records, including contact information, employment history, performance
evaluations, and benefits enrollment. It typically includes features such as payroll processing, time
and attendance tracking, and compliance management to ensure adherence to labor regulations and
organizational policies.

Moreover, an HRMS often extends beyond administrative tasks to support strategic HR functions
like recruitment and onboarding, training and development, and performance management. By
automating routine tasks, providing insights through analytics, and enabling seamless
communication between HR professionals and employees, an HRMS enables organizations to
enhance productivity, improve decision-making, and foster a positive work environment
conducive to employee growth

8
 CHAPTER IV
SOFTWARE REQUIREMENTS SPECIFICATION

User Requirements :
An ideal Human Resource Management System (HRMS) should streamline the entire employee
lifecycle, from recruitment to retirement, with features such as efficient applicant tracking,
comprehensive employee profiles, performance management tools, payroll and benefits administration,
training and development modules, and robust analytics for data-driven decision-making. It should
prioritize user-friendly interfaces, customizable workflows, data security, and integration capabilities
with other business systems to enhance efficiency and support strategic HR initiatives effectively.

System Requirements :

A Human Resource Management System (HRMS) typically requires a server infrastructure capable of
hosting the software, with specifications varying based on factors like the number of users and the
complexity of the system. Generally, it necessitates a database server, such as MySQL or SQL Server, for
data storage and retrieval. Additionally, sufficient processing power and memory are essential for seamless
performance, along with adequate network bandwidth to facilitate smooth communication between clients
and servers. Depending on the deployment model, whether on-premises or cloud-based, compatibility with
operating systems and web browsers also plays a crucial role. Security measures, including encryption
protocols and access controls, are vital to safeguard sensitive HR data, necessitating robust firewall and
antivirus solutions. Regular updates and maintenance are imperative to ensure system stability and
compliance with evolving regulatory requirements.

9
Hardware requirements :

The hardware requirements for a Human Resource Management System (HRMS) typically include server
infrastructure capable of hosting the HRMS software, with specifications varying based on the scale of the
organization and the expected user load., RAM, and storage capacity to accommodate the HRMS database
and support concurrent user access. Additionally, network infrastructure such as routers, switches, and
firewalls may be necessary to facilitate seamless communication between users and the HRMS server.
Compatibility with client devices such as desktop computers, laptops, and mobile devices should also be
considered, ensuring smooth accessibility and usability across various platforms.

Software requirements :

A comprehensive Human Resource Management System requires several key software components to
effectively manage personnel-related tasks. These include modules for employee data management, such as
personal information, job history, and performance evaluations, as well as features for recruitment,
onboarding, training, time and attendance tracking, payroll processing, benefits administration, and
performance management. Additionally, integrations with other systems, such as accounting software for
payroll processing and enterprise resource planning systems for overall organizational data alignment, are
essential for seamless operations. Security measures to safeguard sensitive employee information and
compliance with data privacy regulations are also paramount considerations in designing HRMS software.

10
 CHAPTER V

SYSTEM DESIGN

User Authentication and Authorization: Implement a robust authentication system to ensure only
authorized users can access the system. Use role-based access control to manage permissions for different
user types (e.g., employees, managers, HR administrators).

Employee Data Management: Design a database schema to store employee information, employment
history, performance evaluations, and benefits. Implement CRUD (Create, Read, Update, Delete) operations
to manage employee records efficiently.

Attendance and Leave Management: Develop modules for tracking employee attendance and managing
leave requests. Include features such as timesheet management, leave accrual, approval workflows, and
integration with payroll systems for accurate compensation calculation.

Performance Management: Create tools for setting performance goals, conducting evaluations, and
providing feedback to employees. Include features for performance appraisal, goal tracking, competency
assessment, and performance improvement planning.

Reporting and Analytics: Build reporting and analytics functionalities to provide insights into workforce
metrics, such as employee turnover, productivity, diversity, and compliance. Utilize data visualization
techniques to present information in a user-friendly format for decision-making purposes.

11
ER DIAGRAM:

Fig 5.1

12
USER INTERACTION AND INTERFACE:

1. User-Friendly Interface

2. User Roles and Permissions

3. Employee Self-Service Portals

4. Data Entry and Validation

5. Search and Filter Options

6. Notifications and Alerts

7. Mobile Accessibility

8. Integration with Other Systems

9. Training and Support

10. Customization Options

11. Security Measures

12. Feedback Mechanism

13
 CHAPTER VI

IMPLEMENTATION

#include <stdio.h>
#include <stdlib.h>

// Structure to store employee details

struct Employee {
char name[50];
int employeeID;
float salary;
int workingDays;
float lossOfPayment;
int leaveDays;
};

// Function to display employee details in a table

void displayTable(struct Employee employees[], int numEmployees) {
printf("%-20s%-15s%-10s%-15s%-15s%-15s\n", "Name", "Employee ID", "Salary", "Working Days", "Loss of Payment",
"Leave Days");
printf(" \n");

for (int i = 0; i < numEmployees; ++i) {

printf("%-20s%-15d%-10.2f%-15d%-15.2f%-15d\n",
employees[i].name, employees[i].employeeID, employees[i].salary,
employees[i].workingDays, employees[i].lossOfPayment, employees[i].leaveDays);
}
}

int main() {
// Number of employees
int numEmployees = 5;

// Array to store employee details

struct Employee employees[numEmployees];

// Input employee details

for (int i = 0; i < numEmployees; ++i) {
printf("Enter details for Employee %d:\n", i + 1);
printf("Name: ");
scanf("%s", employees[i].name); // Assume single-word names for simplicity
printf("Employee ID: ");
scanf("%d", &employees[i].employeeID);
printf("Salary: ");
scanf("%f", &employees[i].salary);
printf("Working Days: ");
scanf("%d", &employees[i].workingDays);
printf("Loss of Payment: ");
scanf("%f", &employees[i].lossOfPayment);
printf("Leave Days: ");
scanf("%d", &employees[i].leaveDays);
}

// Display table of contents

displayTable(employees, numEmployees);

return 0;
}
Fig 7.1 INPUT CODE 1
14
 CHAPTER VII

RESUITS AND SCREENSHOTS

Output

Fig 7.2 Output

15
Fig 7.3 Output

Fig 7.4 Output

16
 CHAPTER VIII
CONCLUSION

Implementing a Human Resource Management System (HRMS) can revolutionize the way an
organization manages its workforce. By centralizing employee data, streamlining processes, and
automating tasks such as payroll and performance management, an HRMS enhances efficiency
and accuracy while reducing administrative burdens. Moreover, it fosters better decision-making
by providing real-time insights into workforce analytics, enabling HR professionals to identify
trends, anticipate needs, and align strategies with organizational goals.

However, successful implementation requires careful planning, thorough training, and ongoing
support. Engaging stakeholders, addressing change management concerns, and ensuring data
security are paramount. Moreover, customization to fit the organization's unique needs and regular
updates to keep pace with evolving technologies and compliance requirements are essential.
Ultimately, a well-executed HRMS not only enhances operational effectiveness but also empowers
HR to become a strategic partner in driving organizational success..

17
 CHAPTER IX
FUTURE SCOPE

AI and Automation: HRMS will increasingly leverage artificial intelligence and automation for
tasks like candidate screening, onboarding, training, and performance evaluations, streamlining
processes and reducing manual effort.

Predictive Analytics: With access to vast amounts of data, HRMS will employ predictive
analytics to forecast workforce trends, identify potential issues, and make informed decisions
regarding recruitment, retention, and talent management.

Employee Experience Enhancement: Future HRMS will prioritize enhancing the employee
experience through personalized interfaces, feedback mechanisms, and tailored development
plans, fostering greater engagement and satisfaction.

Remote Work Support: As remote work becomes more prevalent, HRMS will evolve to provide
robust support for managing remote teams, including tools for virtual collaboration,
communication, and performance tracking.
Continuous Learning and Development: HRMS will facilitate continuous learning and
development opportunities for employees through personalized training programs, skill
assessments, and access to online resources, ensuring a skilled and adaptable workforce.

Integration and Interoperability: Expect HRMS to become more integrated with other business
systems such as ERP, CRM, and project management tools, enabling seamless data exchange and
improving overall organizational efficiency.

Compliance and Ethics Management: Future HRMS will place greater emphasis on ensuring
compliance with regulations and ethical standards, with features for monitoring and enforcing
policies related to diversity, equity, inclusion, and data privacy.

These advancements will collectively contribute to HRMS playing a pivotal role in driving
organizational success by optimizing workforce management, fostering employee growth and
satisfaction, and aligning HR strategies with business objectives.

18
 CHAPTER X
REFERNCES

https://www.hrmsworld.com/

https://www.sourcecodester.com/c/14218/human-resource-management-system.html

19
20