HR Document Final

TABLE OF CONTENTS
PART I PAGE NO.
Executive Summary 6
Literature Review 8
PART II
Organizational profile 15
Topic 17
Historical Development 18
Road Map 21
Objectives 22
Research Methodology 23
Factor Analysis 28
Observations/Findings 60
Suggestions & Recommendations 63
Limitations 68
Bibliography 69
Appendix 70
ORGANIZATIONAL
PROFILE
TECHIN IT PROCESS PVT LTD.
TECHIN IT PROCESS PVT LTD. was established in the year 2018 by GUBBALA SRINIVASA RAO..
TECHIN IT PROCESS is a Private Sector Organization that offers services in Internships/ training &
placements /training and development/ with Annual Total Turnover of 0-1 crore and with employee Strength
of 51-100.
TECHIN IT PROCESS PVT LTD.,
TECHIN IT PROCESS is a leading end-to-end provider of HR solutions and process outsourcing that enable
organizations to recruit more effectively and retain employees. The Company was established and formed in
2018, by young result-oriented professionals, who have vast exposure in working with well cultured
professionally managed organizations. Our talent acquisition solutions are based on our number of years of
experience helping clients to maximize the performance of their HR department resulting to the overall
growth of the organization.
TECHIN IT PROCESS assessment solutions include skill testing, psychometric and personality assessment,
structured interviews, phone screening, competency modeling etc. that helps organizations to select right
person for the job resulting in producing potential successors in the organization.
TECHIN IT PROCESS also offers recruiting solutions for Workforce Transformation, Vendor Management,
Campus Recruiting, Diversity Recruiting and Employment Process Outsourcing. We provide full range of
consulting services that includes recruitment process consulting, workforce planning, change management
etc. These solutions results into improving new hire quality, increasing the speed of hiring and reducing the
cost of managing resource levels
Historical Development of Recruitment & Selection
In the earliest stages of an intervention, recruitment decisions often get made on the basis of who is standing
in the right place at the right time with the right look on his/her face. As the situation matures, we have to
think more carefully about picking the right people for longer-term roles including middle and senior
management. The integrity of the recruitment and selection process helps to ensure sustainability by building
a strong and balanced team, demonstrating the Organization’s neutrality, promoting its good name and
serving as an example for partners. You may find that one of the first roles you need to fulfill is a HR
administrator to help achieve these goals.
Here are the major stages in this cycle:
1. Defining the Requirement

Decide what vacancy you have. If you need to fill a new role quickly you might find it helpful to adapt one of
the models provided here:
Task analysis: Draw up a detailed list of tasks that the person will have to do. This helps in
determining the qualities and qualifications genuinely required for the job.
Job description: produce an outline of the broad responsibilities (rather than detailed tasks) involved
in the job.
Person specification: decide what skills, experience, qualifications and attributes someone will need to do
the job as defined in the task analysis and job description.
2. Attracting applications
Your file of previous applicants can be a good place to start.
Advertising: phrase your announcement in a way that makes clear what the job involves and the type of
person needed. Avoid any stipulations, which could be seen as discriminatory e.g.
applying an age restriction, which is not necessary. You can display a notice internally and/or at your gate, in
the local newspaper or with a message on the local radio station.
Application Form: a well-designed form can elicit information about the person's ability and willingness to do
the job. Do not ask for irrelevant information. Make it clear on the form that applicants should consider the
points in the job description and person description when applying. Allow enough space on the form for
applicants' answers, and indicate whether continuation sheets can be used. State
clearly on the form the closing date for applications. For senior positions a supporting letter or CV may also
be required; if this is the case indicate the kind of information sought.
Background information: provide applicants with clear, up-to-date and accurate information about the
organization, its work, its priorities and the job. Clearly indicate the closing date for applications and the
short listing and interview dates.
3. Selection
Select your candidate. Be objective and unbiased. Choose the person who best fits your person specification.
Short listing: assess applications on the basis of the person specification (standard forms can be very helpful
at this stage). Guard against bias and discrimination - ensure that you select for interview those who match
the specifications, regardless of age, sex, race etc, and that the specifications are not themselves
discriminatory.
Interviews: Interview your short-listed candidates. Remember that your job is not only to assess the best
candidate for the job, but also to create a great impression of your organization. The amount and quality of
the information that you establish will be largely due to the effectiveness of your questions. Use open
questions (e.g. tell me about...how you...why did you...talk me through... are do) and probe from the general to
the specific. Avoid any questions, which could be considered discriminatory eg: asking only female candidates
who looks after their young children. If you think such a question is relevant - ask it of all candidates who
have children.
4. Candidate assessments: The interview will provide you with some information but check it out before
offering a job. Ways in which you could do this include:
□ ฀ Ask the candidate to show you examples of previous work, do a presentation, a case study, some tests or
full assessment. Tests can be done before the interview or after the interview. It depends on the number of
candidates being interviewed and the type of job.
□ ฀ Taking up references: You must have the specific permission of the applicant to do so,
particularly if you wish to contact their current employer. If you need them quickly, try phoning.
5. Making a Job Offer

If you think you have found the right candidate, it‟s time to make the job-offer. For your successful
candidate:
□ ฀ Prepare and send the appropriate documentation
□ ฀ Make up the employee's personnel file; and
□ ฀ Arrange the induction plan.
6. Induction
Help your new recruit to settle in quickly and become productive as soon as possible.
.
ROADMAP OF FACTOR ANALYSIS
RECRUITMENT & SELECTION
RECRUITMENT SELECTION
RECRUITMENT FACTORS
SOURCES RESPONSIBLE
FOR
RECRUITMENT UTILITY IN SELECTION
STRATEGY
HRM
TYPES OF CONDITIONS
INTERVIEWS FOR MAKING
THE
SELECTION
COMPETENCY
PROCESS
BASED
SUCCESSFUL
RECRUITMENT
STEPS IN
RECRUITMENT SELECTION
PROCESS PROCESS
INDUCTION
RECRUITMENT
POLICY
CHALLENGES
OF HR IN
RECRUITMENT
OBJECTIVES
1. To make a study on the most preferably used recruitment source in the companies.
(internal/external) whether is it in case of junior, middle or senior level.
2. To understand the recruitment strategies followed by the companies.
3. To identify the types of interviews conducted by the companies.
4. To take into consideration the different types of competency based practices conducted by the
companies.
5. To understand the steps of recruitment procedure followed by the companies.
6. To study the importance of the factors that influences the recruitment policy.
7. To analyze the challenges the countered by the HR of the companies.
8. To make a study on the crucial factors responsible for the selection process.
9. To assess the conditions responsible for making the selection procedure successful.
10. To know the steps of the selection process followed by the companies.
11. To know whether induction is carried on by the companies.
12. To assess the importance of both recruitment & selection in HRM.
Research Methodology
Definition of Research
Research is an organized and systematic way of finding answers to questions.
SYSTEMATIC because there is a definite set of procedures and steps which you will follow. There are certain
things in the research process which are always done in order to get the most accurate results.
ORGANIZED because there is a structure or method in going about the research. It is a planned procedure, not
a spontaneous one. It is focused and limited to a specific scope.
FINDING ANSWERS is the end of all research. Whether it is the answer to a hypothesis or even a simple
question, research is successful when we find answers. Sometimes the answer is no, but it is still an answer.
QUESTIONS are central to research. If there is no question, then the answer is of no use. Research is focused
on relevant, useful, and important questions. Without a question, research has no focus, drive, or purpose.
THE OBJECTIVES OF RESEARCH
 To gain familiarity with a phenomenon or to achieve new insights into it – Exploratory or

Formulative Research.
 To portray accurately the characteristics of a particular individual, situation or a group

– Descriptive Research.
 To determine the frequency with which something occurs or with which it is associated with
something else – Diagnostic Research.
 To test a hypothesis of a causal relationship between variables – Hypothesis-Testing Research.

CHARACTERISTICS OF RESEARCH
 Research is directed towards the solution of a problem.
 Research is based upon observable experience or empirical evidence.
 Research demands accurate observation and description.
 Research involves gathering new data from primary sources or using existing data for a new
purpose.
 Research activities are characterized by carefully designed procedures.
 Research requires expertise i.e., skill necessary to carryout investigation, search the related
literature and to understand and analyze the data gathered.
 Research is objective and logical – applying every possible test to validate the data collected
and conclusions reached.
 Research involves the quest for answers to unsolved problems.
 Research requires courage.
 Research is characterized by patient and unhurried activity.
 Research is carefully recorded and reported.
RESEARCH DESIGN
Research design can be thought of as the structure of research -- it is the "glue" that holds all of the
elements in a research project together. The elements of a research design include:
 Observations or Measures: These are symbolized by an 'O' in design notation. An O can refer to a
single measure (e.g., a measure of body weight), a single instrument with multiple items (e.g., a 10-
item self-esteem scale), a complex multi-part instrument (e.g., a survey), or a whole battery of tests
or measures given out on one occasion. If you need to
distinguish among specific measures, you can use subscripts with the O, as in O1, O2, and so on.
 Treatments or Programs: These are symbolized with an 'X' in design notations. The X can refer
to a simple intervention (e.g., a one-time surgical technique) or to a complex hodgepodge program
(e.g., an employment training program). Usually, a no- treatment control or comparison group has no
symbol for the treatment (some researchers use X+ and X- to indicate the treatment and control
respectively). As with observations, you can use subscripts to distinguish different programs or
program variations.
 Groups: Each group in a design is given its own line in the design structure. if the design notation has
three lines, there are three groups in the design.
 Assignment to Group: Assignment to group is designated by a letter at the beginning of each line
(i.e., group) that describes how the group was assigned. The major types of assignment are:
 R = random assignment
 N = nonequivalent groups
 C = assignment by cutoff
 Time: Time moves from left to right. Elements that are listed on the left occur before elements
that are listed on the right.
Steps in the Research Design Process
The steps in the design process interact and often occur simultaneously. For example, the design of a
measurement instrument is influenced by the type of analysis that will be conducted. However, the
type of analysis is also influenced by the specific characteristics of the measurement instrument.
Step 1: Define the Research Problem: Problem definition is the most critical part of the research process.
Research problem definition involves specifying the information needed by
management. Unless the problem is properly defined, the information produced by the research process is
unlikely to have any value. The basis goal of problem clarification is to ensure that the decision maker’s initial
description of the management decision is accurate and reflects the appropriate area of concern for research.
If the wrong management problem is translated into a research problem, the probability of providing
management with useful information is low.
Step 2: Estimate the Value of the Information: A decision maker normally approaches a problem with
some information. If the problem is, say, whether a new product should be introduced, enough information
will normally have been accumulated through past experience with other decisions concerning the
introduction of new products and from various other sources to allow some preliminary judgments to be
formed about the desirability of introducing the product in question. There will rarely be sufficient
confidence in these judgments that additional information relevant to the decision would not be accepted if it
were available without cost or delay. There might be enough confidence, however, that there would be an
unwillingness to pay very much or wait very long for the added information.
Step 3: Select the Data Collection Approach: There are three basic data collection approaches in marketing
research: (1) secondary data, (2) survey data, and (3) experimental data. Secondary data were collected for
some purpose other than helping to solve the current problem, whereas primary data are collected expressly
to help solve the problem at hand.
Step 4: Select the Measurement Technique: There are four basic measurement techniques used in
marketing research: (1) questionnaires, (2) attitude scales, (3) observation, and (4) depth interviews and
projective techniques.
Primary Measurement Techniques
I. Questionnaire – a formalized instrument for asking information directly from a respondent concerning
behavior, demographic characteristics, level of knowledge, and/or attitudes, beliefs, and feelings.
II. Attitude Scales – a formalized instrument for eliciting self-reports of beliefs and feelings concerning an
object(s).
A. Rating Scales – require the respondent to place the object being rated at some point along a numerically
valued continuum or in one of a numerically ordered series of categories.
B. Composite Scales – require the respondents to express a degree of belief concerning various attributes
of the object such that the attitude can be inferred from the pattern of responses.
C. Conjoint analysis – derive the value an individual assigns to various attributes of a product.
I. Observation – the direct examination of behavior, the results of behavior, or physiological changes.
II. Projective Techniques and Depth Interview – designed to gather information that respondents are
either unable or unwilling to provide in response to direct questioning.
A. Projective Techniques – allow respondents to project or express their own feelings as a characteristic of
someone or something else.
B. Depth Interviews – allow individuals to express themselves without any fear of disapproval, dispute, or
advice from the interviewer.
Step 5: Select the Sample: Most marketing studies involve a sample or subgroup of the total population
relevant to the problem, rather than a census of the entire group.
Step 6: Select the Model of Analysis: It is imperative that the researcher select the analytic techniques prior
to collecting the data. Once the analytic techniques are selected, the researcher should generate fictional
responses (dummy data) to the measurement instrument.
Step 7: Prepare the Research Proposal / Report: The research design process provides the researcher
with a blueprint, or guide, for conducting and controlling the research project.
Factor Analysis
Factor 1: Recruitment sources used by the Companies.
Every Company has its own criteria of enumerating recruitment sources which are in favour of the employees
and also supports the organization in the long run.
Observation: Respondents from the Companies Surveyed has responded in the following way:
75% of the respondents reflected that they are in favour of internal recruitment while 25% of the
respondents‟ supports external recruitment.
Conclusion: As observed earlier 75% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the
internal recruitment.
I wish to suggest that the lion share of the percentage of respondents who are agreeing to the internal
recruitment denotes that they are satisfied with the jobs internal recruitment provides them the opportunity
of career growth. Companies should take care of those individuals who are supporting the external
recruitment as external recruitment brings additional cost for the organization.
Factor 2: Internal recruitment sources that support junior/entry level.
Every Company has its own criteria of enumerating internal recruitment sources which are in favour of the
employees and also supports the organization in the long run.
Transfer is the most preferred source of internal recruitment, followed by inclusion of retired employees,
demotion & dependents of the deceased employee.
internal recruitment source, i.e. transfer.
I wish to suggest that the lion share of the percentage of respondents who are agreeing to the transfer
denotes that they are satisfied with the jobs as it provides them the opportunity to be placed in a better
prospective area. Companies can take into consideration the option of inclusion of the deceased employee‟s
dependents as it would enhance the companies‟ reputation.
Factor 3: Internal recruitment sources that support middle level.
Promotion is the most preferred source of internal recruitment, followed by transfer, inclusion of retired
employees & dependents of the deceased employee.
internal recruitment source, i.e. promotion.
I wish to suggest that the lion share of the percentage of respondents who are agreeing to the promotion
denotes that they are satisfied with the jobs it provides them the reward & recognition of their hard work.
Companies can take into consideration the option of inclusion of the deceased employee‟s dependents as it
would enhance the companies‟ reputation.
Factor 4: Internal recruitment sources that support senior level.
Promotion is the most preferred source of internal recruitment, followed by transfer, inclusion of retired
employees & dependents of the deceased employee.
internal recruitment source, i.e. promotion.
I wish to suggest that the lion share of the percentage of respondents who are agreeing to the promotion
denotes that they are satisfied with the jobs it provides them the reward & recognition of their hard work.
Factor 5: External recruitment sources that support junior/entry level.
Every Company has its own criteria of enumerating external recruitment sources which are in favour of the
Employee referrals are the most preferred source of external recruitment, followed by advertisements,
unsolicited applicants, labour contractors & employment exchange.
external recruitment source, i.e. employee referrals.
I wish to suggest that the lion share of the percentage of respondents who are agreeing to the employee
referrals denotes that the company has complete faith & believe on the employees. Companies should also
pay attention to unsolicited applicants.
Factor 6: External recruitment sources that support middle level.
Factor 7: External recruitment sources that support senior level.
Factor 8: Recruitment procedure followed by the Companies.
Every Company has its own criteria of enumerating recruitment procedure which depends upon
the company‟s capacity & financial ability.
Observation: Respondents from the Companies Surveyed has responded in the following way: The most
preferred recruitment procedure is centralization. The reason behind such cause is

company‟s capacity & financial ability.
Conclusion: As observed earlier 60% of the employees of TECHIN IT PROCESS PVT LTD are in favour
of the centralization as it keeps them under the contact of with the head quarters.
I wish to suggest that the companies should pay attention to follow the decentralized procedure as it
enable the company to expand itself & at the same time it releases the pressure on the top level management.
Factor 9: Role of academic marks in recruitment procedure.
Every Company has its own criteria of enumerating the role of academic marks in the recruitment
procedure.
85% of the respondents had given their vote to either somewhat/strongly agree or remain neutral.
Surprisingly 15% have not given their vote in favour of academic marks.
academic marks.
I wish to suggest that the companies should pay attention to those individuals who are against the favour of
use of academic marks & understand the reason why they are against the company‟s recruitment strategy.
Factor 10: Employment test to be conducted in junior level.
Every Company has its own criteria of enumerating employment test which depends upon the
company‟s decision & to a certain degree comp0any‟s financial stability.
The most preferred employment test is aptitude test, followed by intelligence test, graphology test,
polygraph test & achievement test.
Conclusion: As observed earlier 45% of the employees of TECHIN IT PROCESS PVT LTD are in favour of
the aptitude test as it enables them to prove their suitability for the job.
I wish to suggest that the companies should also pay attention to the achievement test as it will enable a
fresher to showcase his achievement in the academic area.
Factor 11: Employment test to be conducted in middle level.
company‟s decision & to a certain degree company‟s financial stability.
The most preferred employment test is intelligence test, followed by aptitude test, graphology test, polygraph
test & achievement test.
intelligence test as it enables them to apply their experience & handle a critical situation.
I wish to suggest that the companies should also pay attention to the achievement test as it will enable an
employee to showcase his achievement in the academic & corporate area.
Factor 12: Employment test to be conducted in senior level.
company‟s decision & to a certain degree company‟s financial stability.
The most preferred employment test is achievement test, followed by intelligence test, aptitude test,
polygraph test & graphology test.
achievement test as it enables them to showcase their achievement in the corporate sector.
I wish to suggest that the companies should also pay attention to the intelligence test as it will enable an
employee to use the experience to handle a critical situation.
Factor 13: Should reference check be an integral part of recruitment procedure?
Every Company has its own criteria of enumerating the role of reference check in the recruitment procedure.
96% of the respondents had given their vote to either somewhat/strongly agree or remain neutral. Only 4%
have not given their vote in favour of academic marks.
academic marks.
I wish to suggest that the companies should pay attention to those individuals who are against the favour of
use of reference check & understand the reason why they are against the company‟s recruitment strategy.
Factor 14: Is e-recruiting a suitable way of recruiting?
Every Company has its own criteria of enumerating the usage of e-recruitment in the recruitment procedure.
Surprisingly 62% of the respondents remain neutral.16% has given their vote against such type of
recruitment.
Conclusion: As observed earlier 62% of the employees of TECHIN IT PROCESS are in a neutral position.
I wish to suggest that the companies should make this form of recruitment more popular & aware to the
employees.16% against such recruitment should also be taken into consideration to know the reason of not
supporting the company’s recruitment strategy.
Factor 15: Performance of e-recruitment.
Every Company has its own criteria of enumerating the measurement of the performance of e-
recruitment.
Surprisingly 72% of the respondents have voted for average & 15% for bad.
Conclusion: As observed earlier 87% of the employees of TECHIN IT PROCESS PVT LTD had opted for
average & bad performance in e-recruitment.
I wish to suggest that the companies should make this form of recruitment more popular & aware to the
employees.80% supporting the below performance of such recruitment should also be taken into
consideration to know the reason of not supporting the company‟s recruitment strategy.
Factor 16: Key drivers of e-recruitment.
Every Company has its own criteria of enumerating the key drivers of e-recruitment in the recruitment
procedure.
Improvement of the corporate image & profile is the most preferred key driver of e-recruitment, followed by
reduction of recruitment cost, employee better tool for recruitment team & increasing the speed of time.
Conclusion: As observed earlier 46% of the employees of TECHIN IT PROCESS PVT LTD are in favour in the
improvement of corporate image & profile.
I wish to suggest that the individuals supporting the corporate image & profile denotes their loyalty &
satisfaction towards their company & job respectively. Employees should also takes into consideration the
matter of reduction in recruitment cost which will also benefit the companies at large.
Factor 17: Importance given to the factors while recruiting the junior level.
Every Company has its own criteria of enumerating the factors to be taken into consideration while recruiting
the junior level.
Qualification is the most preferred factor to be taken into consideration while recruiting a fresher, followed
by communication skills, leadership qualities & experience.
qualification factor to be taken into consideration while recruiting a fresher.
I wish to suggest that the individuals supporting the qualification factor denotes they are favoring a fresher‟s
academic achievements. Companies should also value the fresher‟s communication skills equally with that of
qualification factor as it is very much associated with qualification.
Factor 18: Importance given to the factors while recruiting the middle level.
the middle level employees.
Qualification is the most preferred factor to be taken into consideration while recruiting a middle level
employee, followed by, experience, communication skills & leadership qualities.
qualification factor to be taken into consideration while recruiting a middle level employee.
I wish to suggest that the individuals supporting the qualification factor denotes they are favoring a middle
level employee‟s academic achievements. Companies should also value the employee‟s experience higher
than that of qualification factor as a middle level employee adds value to the organization by means of
experience not by academic achievements.
Factor 19: Importance given to the factors while recruiting the senior level.
the senior level employees.
Experience is the most preferred factor to be taken into consideration while recruiting a senior level
employee, followed by, leadership qualities, and qualification & communication skills.
qualification factor to be taken into consideration while recruiting a senior level employee.
I wish to suggest that the individuals supporting the experience factor denotes they are favoring a senior level
employee‟s corporate achievements. Companies should also value the employee‟s communication skills
higher than that of qualification factor as a senior level employee adds value to the organization by
communication skills not by academic achievements.
Factor 20: Number of interviews to be conducted to provide offer letter.
Every Company has its own criteria of enumerating the number of interviews to be taken into
consideration while recruiting employees.
Observation: Respondents from the Companies Surveyed has responded in the following way: The most
preferred number of interviews is two, followed by one, three & more than three.
number of interviews to be taken into consideration while recruiting an employee is two.
I wish to suggest that the individuals supporting the two numbers of interviews denote that they want to face
seldom number of interviews as possible. Companies should limit the numbers of interviews to three in order
to decrease the recruitment & at the same time reduce the pressure on the selected employee/s.
Factor 21: Type of interviews to be conducted to provide offer letter.
Every Company has its own criteria of enumerating the types of interviews to be taken into
consideration while recruiting employees.
The most preferred interview is one-to-one interview, followed by telephonic interview, group interview,
panel interview & stress interview.
Conclusion: As observed earlier 65% of the employees of TECHIN IT PROCESS PVT LTD are in
favour of the „one-to-one interview‟ to be taken into consideration while recruiting an employee.
I wish to suggest that the individual supporting the „one-to-one‟ interview indicates that they want to face
seldom pressure as possible. Companies should pay attention to the stress interview where an individual‟s
stress facing can be exposed.
Factor 22: Type of competency based practices.
Every Company has its own criteria of enumerating the types of competency based practices to be carried on.
The most preferred competency based practices is role play, followed by reference checking guides, notices of
job requirements, template interview & portfolio reviews.
role play to be practiced in organizations.
I wish to suggest that the individual supporting the role play indicates that they want to keep themselves
ready for any role they have to face, if needed. Companies should also practice the notices of job requirements
so that individuals can be kept informed by the organization-a two way communication.
Factor 23: Reasons for vacancy identification.
Every Company has its own criteria of enumerating the reasons of vacancy identification.
The most preferred reason for vacancy identification is the duties to be performed, followed by posts to be
filled, number of persons required & qualification required.
duties to be performed.
I wish to suggest that the individual supporting the duties to be performed indicates that they are laying more
stress on the duty from where they can derive job satisfaction. Companies should look at the qualification
required as it would reduce the number of unwanted applicants to apply for the vacancy.
Factor 24: Factors affecting recruitment policy.
Every Company has its own criteria of enumerating the factors affecting the recruitment policy.
The most preferred factor affecting the recruitment policy organizational need followed by organizational
goals, recruitment costs, preferred recruitment source & personnel policies.
organizational need.
I wish to suggest that the individuals supporting the organizational needs indicates that the working
environment is good as they are keeping their individual needs behind organizational need. Companies
should also pay attention to recruitment source as adoption of internal recruitment will cost less than the
external recruitment.
Factor 25: Major challenges faced by HR in recruitment.
Every Company has its own criteria of enumerating the challenges faced by HR in recruitment.
The most preferred challenge faced by a HR in recruitment is adaptability to globalization, followed by

process analysis, lack of motivation & strategic prioritization.
adaptability to globalization.
I wish to suggest that the individuals supporting the adaptability to globalization denote their inability to
come in terms with changing global environment. So the companies should train those individuals &
make them habituated with the changing environment.
Factor 26: Factors affecting selection process (junior level).
Every Company has its own criteria of enumerating the factors affecting the selection process (junior level).
The most preferred factor affecting the selection process (junior level) is the industry type, followed by salary
budget, willing to relocate, domain experience & relevant experience.
industry type.
I wish to suggest that the individuals supporting the industry type indicates that Organizations are
unwilling to take individuals from different industry. Employees should also rate the salary factor equivalent
to the industry type.
Factor 27: Factors affecting selection process (middle level).
Every Company has its own criteria of enumerating the factors affecting the selection process (middle level).
The most preferred factor affecting the selection process (middle level) is the domain experience, followed by
relevant experience, salary budget, industry type & willing to relocate.
domain experience.
I wish to suggest that the individuals supporting the domain experience indicates that Organizations are
unwilling to take individuals from different domain. Employees should also rate the salary factor equivalent
to the domain experience.
Factor 28: Factors affecting selection process (senior level).
Every Company has its own criteria of enumerating the factors affecting the selection process (senior level).
The most preferred factor affecting the selection process (senior level) is the relevant experience, followed by
industry type, domain experience, willing to relocate & salary budget.
relevant experience.
I wish to suggest that the individuals supporting the relevant experience indicate that Organizations are
to the relevant experience.
Factor 29: Essentials to make the selection procedure successful.
Every Company has its own criteria of enumerating the essentials of the selection procedure.
60% of the respondents have voted for strongly/somewhat agree but 20% have gone for neutral. Surprisingly
10% of the respondents are against it.
essentials (having the authority to select, job description & job specification, availability of sufficient number
of applicants) of the selection procedure.
I wish to suggest that the individuals supporting the essentials indicate that they are very much satisfied with
the organization. According to me, if the duties to be performed are also included the 10% of rejection would
decrease.
Factor 30: Should induction procedure be carried on?
Every Company has its own criteria of enumerating the induction procedure.
95% of the respondents have voted for the induction procedure & surprisingly 5% are against such
procedure which is very much useful for a new comer. One thing is to be mentioned here is that 5% includes
mainly the top level employees.
induction procedure.
I wish to suggest that the individuals supporting the induction denote that it helps them to get accustomed
with the working environment, subordinates & the immediate supervisor. As mentioned that top level
employees (5%) are against it as the company has to bear a certain degree of cost.
Factor 31: Form of induction procedure.
Every Company has its own criteria of enumerating the form of induction procedure.
90% of the respondents have voted for the informal induction procedure & surprisingly 10% are against such
procedure which is very much helpful for a new comer. One thing is to be mentioned here is that 10%
includes mainly the top level employees.
informal induction procedure.
I wish to suggest that the individuals supporting the informal induction denote that it helps them to get
accustomed with the working environment, subordinates & the immediate supervisor quickly in comparison
to formal induction. As mentioned that top level employees (10%) are against it as they believes that being
formal enables an employee to get accustomed with formal corporate culture quickly.
Factor 32: Major feature of the approach to selection interviewing.
Every Company has its own criteria of enumerating the major feature of the approach to selection
interviewing.
The most preferred feature of the approach is objective-reliable-methodological, followed by use of panels to
share information & reduce bias, focusing attention to competencies most critical to success & all of them
Conclusion: As observed earlier 55% of the employees of TECHIN IT PROCESS PVT LTD are in favour of
being objective, reliable & methodological.
I wish to suggest that the individuals supporting the objective, reliable & methodological indicate that they
want to face as much as objective questions as possible in comparison to elaborate ones.
OBSERVATIONS/FINDINGS
I) 75% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the internal recruitment.
II) 51% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the internal recruitment source,
i.e. transfer (junior level).
III) 35% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the internal recruitment source,
i.e. promotion (middle level).
IV) 40% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the internal recruitment
source, i.e. promotion (senior level).
V) 46% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the external recruitment source,
i.e. employee referrals (junior level).
VI) 50% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the external recruitment
source, i.e. employee referrals (middle level).
VII) 52% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the external recruitment
source, i.e. employee referrals (senior level).
VIII) 60% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the centralization as it keeps
them under the contact of with the head quarters.
IX) 85% of the respondents had given their vote to either somewhat/strongly agree or remain neutral.
Surprisingly 15% have not given their vote in favour of academic marks.
X) 45% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the aptitude test as it enables
them to prove their suitability for the job (junior level).
XI) 47% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the intelligence test as it
enables them to apply their experience & handle a critical situation (middle level).
XII) 49% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the achievement test as it
enables them to showcase their achievement in the corporate sector (senior level).
XIII) 96% of the respondents had given their vote to either somewhat/strongly agree or remain neutral.
Only 4% have not given their vote in favour of academic marks.
XIV) 62% of the employees of TECHIN IT PROCESS PVT LTD are in a neutral position in case of e-
recruitment.
XV) 87% of the employees of TECHIN IT PROCESS PVT LTD had opted for average & bad performance in
e-recruitment.
XVI) 46% of the employees of TECHIN IT PROCESS PVT LTD are in favour in the improvement of
corporate image & profile.
XVII) 48% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the qualification factor to
be taken into consideration while recruiting a fresher.
XVIII) 40% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the qualification factor to
be taken into consideration while recruiting a middle level employee.
XIX) 52% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the qualification factor to
be taken into consideration while recruiting a senior level employee.
XX) 60% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the number of
interviews to be taken into consideration while recruiting an employee is two.
XXI) 65% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the „one-to-one
interview‟ to be taken into consideration while recruiting an employee.
XXII) 48% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the role play to be
practiced in organizations.
XXIII) 75% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the duties to be
performed.
XXIV) 55% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the organizational need.
XXV) 55% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the adaptability to
globalization.
XXVI) 42% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the industry type.
XXVII) 39% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the domain experience.
XXVIII) 49% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the relevant experience.
XXIX) 60% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the essentials (having the
authority to select, job description & job specification, availability of sufficient number of applicants) of the
selection procedure.
XXX) 95% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the induction procedure.
XXXI) 90% of the employees of TECHIN IT PROCESS PVT LTD are in favour of the informal induction
procedure.
XXXII) 55% of the employees of TECHIN IT PROCESS PVT LTD are in favour of being objective, reliable &
methodological.
SUGGESTIONS & RECOMMENDATIONS
1) I wish to suggest that the lion share of the percentage of respondents who are agreeing to the internal
recruitment denotes that they are satisfied with their jobs as internal recruitment provides them the
opportunity of career growth. Companies should take care of those individuals who are supporting the
external recruitment as external recruitment brings additional cost for the organization.
2) I wish to suggest that the lion share of the percentage of respondents who are agreeing to the transfer
denotes that they are satisfied with the job as it provides them the opportunity to be placed in a better
prospective area. Companies can take into consideration the option of inclusion of the deceased employee‟s
dependents as it would enhance the companies‟ reputation.
3) I wish to suggest that the lion share of the percentage of respondents who are agreeing to the promotion
denotes that they are satisfied with the job as it provides them the reward & recognition of their hard work.
4) I wish to suggest that the lion share of the percentage of respondents who are agreeing to the promotion
denotes that they are satisfied with the job as it provides them the reward & recognition of their hard work.
5) I wish to suggest that the lion share of the percentage of respondents who are agreeing to the employee
8) I wish to suggest that the companies should pay attention to follow the decentralized procedure as it
enable the company to expand itself & at the same time it releases the pressure on the top level management.
9) I wish to suggest that the companies should pay attention to those individuals who are against the favour
of use of academic marks & understand the reason why they are against the company‟s recruitment strategy.
10) I wish to suggest that the companies should also pay attention to the achievement test as it will enable a
fresher to showcase his achievement in the academic area.
11) I wish to suggest that the companies should also pay attention to the achievement test as it will enable an
employee to showcase his achievement in the academic & corporate area.
12) I wish to suggest that the companies should also pay attention to the intelligence test as it will enable an
employee to use the experience to handle a critical situation.
13) I wish to suggest that the companies should pay attention to those individuals who are against the
favour of use of reference check & understand the reason why they are against the company‟s recruitment
strategy.
14) I wish to suggest that the companies should make this form of recruitment more popular & aware to the
employees.16% against such recruitment should also be taken into consideration to know the reason of not
supporting the company‟s recruitment strategy.
15) I wish to suggest that the companies should make this form of recruitment more popular & aware to the
employees.80% supporting the below performance of such recruitment should also be taken into
consideration to know the reason of not supporting the company‟s recruitment strategy.
16) I wish to suggest that the individuals supporting the corporate image & profile denotes their loyalty &
satisfaction towards their company & job respectively. Employees should also takes into consideration the
matter of reduction in recruitment cost which will also benefit the companies at large.
17) I wish to suggest that the individuals supporting the qualification factor denotes they are favoring a
fresher‟s academic achievements. Companies should also value the fresher‟s communication skills equally
with that of qualification factor as it is very much associated with qualification.
18) I wish to suggest that the individuals supporting the qualification factor denotes they are favoring a
middle level employee’s academic achievement. Companies should also value the employee’s experience
higher than that of qualification factor as a middle level employee adds value to the organization by means of
experience not by academic achievements.
19) I wish to suggest that the individuals supporting the experience factor denotes they are favoring a senior
level employee’s corporate achievement. Companies should also value the employee’s communication skills
higher than that of qualification factor as a senior level employee adds value to the organization by
communication skills not by academic achievements.
20) I wish to suggest that the individuals supporting the two numbers of interviews denote that they want to
face seldom number of interviews as possible. Companies should limit the numbers of interviews to three in
order to decrease the recruitment & at the same time reduce the pressure on the selected employee/s.
21) I wish to suggest that the individual supporting the „one-to-one‟ interview indicates that they want to
face seldom pressure as possible. Companies should pay attention to the stress interview where an
individual‟s stress facing can be exposed.
22) I wish to suggest that the individual supporting the role play indicates that they want to keep themselves
ready for any role they have to face, if needed. Companies should also practice the notices of job requirements
so that individuals can be kept informed by the organization-a two way communication.
23) I wish to suggest that the individual supporting the duties to be performed indicates that they are laying
more stress on the duty from where they can derive job satisfaction. Companies should look at the
qualification required as it would reduce the number of unwanted applicants to apply for the vacancy.
24) I wish to suggest that the individuals supporting the organizational needs indicates that the working
environment is good as they are keeping their individual needs behind organizational need. Companies
should also pay attention to recruitment source as adoption of internal recruitment will cost less than the
external recruitment.
25) I wish to suggest that the individuals supporting the adaptability to globalization denote their inability to
come in terms with changing global environment. So the companies should train those individuals &
make them habituated with the changing environment.
26) I wish to suggest that the individuals supporting the industry type indicates that Organizations are
unwilling to take individuals from different industry. Employees should also rate the salary factor equivalent
to the industry type.
27) I wish to suggest that the individuals supporting the domain experience indicates that Organizations are
to the domain experience.
28) I wish to suggest that the individuals supporting the relevant experience indicate that Organizations are
to the relevant experience.
29) I wish to suggest that the individuals supporting the essentials indicate that they are very much satisfied
with the organization. According to me, if the duties to be performed are also included the 10% of rejection
would decrease.
30) I wish to suggest that the individuals supporting the induction denote that it helps them to get
accustomed with the working environment, subordinates & the immediate supervisor. As mentioned that top
level employees (5%) are against it as the company has to bear a certain degree of cost.
31) I wish to suggest that the individuals supporting the informal induction denote that it helps them to get
accustomed with the working environment, subordinates & the immediate supervisor quickly in comparison
to formal induction. As mentioned that top level employees (10%) are against it as they are of the belief that
being formal enables an employee to get accustomed with formal corporate culture quickly.
32) I wish to suggest that the individuals supporting the objective, reliable & methodological indicate that
they want to face as much as objective questions as possible in comparison to elaborate ones.
LIMITATIONS
1) Sample constraint.
2) Time constraint.
3) Respondents did not take the questionnaire method seriously.
4) Respondents were very much reluctant in answer the question.

BIBLIOGRAPHY
1) http://EzineArticles.com/?expert=Ngo Vinet
2) http://EzineArticles.com/?expert=Jerome_Baladad
3) RECRUITING THROUGH JOB ADVERTISEMENT: THE EFFECT OF COGNITIV ELABORATION ON

DECISION MAKING INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, VOLUME 14, NUMBER 2,
pp . . . . 167-179(13)
Payroll Management System
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Payroll management system encompasses all the tasks involved in paying an organization’s
employees. It typically involves keeping track of hours worked and ensuring that employees
receive the appropriate amount of pay. It also includes calculating taxes and social security, as
well as ensuring that they are properly withheld and processed. Depending on the company in
question, a full range of other deductions may be calculated, withheld, and processed as part of
payroll administration. Additionally, the processing of contractor payments may fall under the
umbrella of payroll administration.
The specific tasks involved in payroll administration tend to vary according to the needs of each
unique company or organization. For example, some companies have workers that receive
commissions in addition to salaries. In these companies, including commissions in employee
salaries is a part of payroll administration. For some companies, it also involves assigning
exempt or non-exempt status to workers, adding bonuses into paychecks, calculating overtime
payments, and adhering to applicable employment laws.
Handling payroll-related problems are part of payroll administration as well. If an employee

is paid an incorrect amount or a direct deposit fails to go through, both things are payroll
administration issues. Likewise tax filing and deduction errors are payroll administration
matters as well.
Payroll administration can be very simple, involving the payment of just a handful of
employees, or very complicated, involving payroll for thousands of employees and contractors.
In some, very small companies, payroll may be handled by the owner of the company or an
employee. However, other companies may have many employees to pay and keep track of
necessitating a well planned, efficient payroll administration system.
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Payroll is defined as a method of administrating employees’ salaries in the organizations. The

process consists of calculation of salaries and tax deductions of the employees, administrating
the retirement benefits and disbursements of salaries to employees. It can also be called as an
accounts activity which undertakes the salary administration of employees in t he
o r g a n i z a t i o n . Administrating the employees’ salaries is not an easy task, the HR and
accounts department work together to calculate and disburse the salary to the employees. Thus,
payroll management can be further subdivided into two sub processes, i.e. Payroll accounting
and payroll administration. Payroll refers to the administration of employees' salaries, wages,
bonuses, net pay, and deductions. It consist of the employee ID, employee name, date of joining,
daily attendance record, basic salary, allowances, overtime pay, bonus, commissions, incentives,
pay for holidays, vacations and sickness, value of meals and lodging etc. There are some
deductions such as PF, taxes, loan installments or advances taken by employee.
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In this research, the researchers to provide a better way of monitoring the attendance of an
organization, where the staff and the manager can handle a faster and easy way of recording and
monitoring their daily Attendances. Only the Admin, HR and Accounting department has the
authority to use the system that can manipulate the records in the system. The system will provide
a reliable and efficient way of Timekeeping activity. The study aims to produce a result of Time
keeping and Payroll System that can cope up with the needs of the company.
Operational Definition of Terms
Barcode
This refers to acode consisting of a group of printed and variously patterned bars and
spaces and sometimes numerals that is designed to be scanned and read into computer memory and
that contains information (as identification) about the object it labels.
Basic Pay
This refers to monthly rate divided by the number of working days multiplied by the
number of days worked.
Biometrics
This refers to the measurement of physical characteristics such as fingerprints and DNA, or
retinal patterns for use in verifying the identity of individuals.
Bundy Clock
This refers to a clock card machine or punch clock or time recorder is a mechanical (or
electronic) timepiece used to assist in tracking the hours an employee of a company worked.
Daily Time Record
This refers to a record of how a person’s time has been spent. It is used to calculate pay,
asses the efficient use of time, or charge for work done.
Database
This refers to a organized collection of data for one or more purposes, it is usually in digital
form.
Days Worked
This refers to the actual days worked by an employee, often well in excess of those stated in
the contract of employment and sometimes without the payment of overtime.
Deduction
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This refers to business expenses or losses which are legally permitted to be subtracted from
the gross revenue of a firm in computing its taxable income.
Employee
This refers to a person who is hired to provide services to a company on a regular basis in
exchange for compensation.
Gross Pay
This refers to total of an employee’s regular remuneration including allowances, overtime

pay, commissions and bonuses, etc. before any deductions are made.
LAN (Local Area Network)
This refers to supplies networking capability to a group of computers in close proximity

to each other such as in an office building, school or home.
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Loan
This refers to funds transferred from one party to another as payment for purchased
goods or services.
Net Pay
This refers to the remaining amount of an employee’s gross pay, after deductions,
such as taxes and retirement contributions, are made.
Payroll
This refers to a sum of all financial records of salaries for an employee, wages, bonuses
and deductions. In accounting, payroll refers to the amount paid to employees for services they
provided during a certain period of time.
Pay slip
This refers to a detailed breakdown on how much an employee is paid during a

Specific period.
Report
This refers to give an official account or statement of as a treasurer reports the receipts
and expenditures.
Router
This refers to a router is a device that forwards data
packets between computer networks, creating an overlay internetwork.

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Salary
This refers to wages received on a regular basis, usually weekly, bi-weekly or monthly.
Spreadsheets
refers to spreadsheet is a computer application with tools that increase the user's
productivity in capturing, analyzing, and sharing tabular data sets.
UTP or Unshielded Twisted Pair
This refers to type of cable used in telecommunications and computer network.
The Proponents used Descriptive method of researched; the "Descriptive" method of

research is where the person doing the research presents it in a descriptive manner." The
descriptive research designs enable researchers to describe or present the picture of a phenomenon
or phenomena under investigation”. It is the opposite of another form of research methodology
called "Analytical".
1. The Descriptive Method
The proponents conduct a personal interview with our client. The project team talked
to the security personnel, HR, accountant for gathering of data about the system specification,
needed for creating our proposed system that can help them for their security, timekeeping and
payroll system in an efficient manner.
1.1 Interview
During requirements gathering stage, the proponents conduct interview with security
personnel, HR, accountant of Blanco Family Academy, who gave the resources about the flow of
the current system and the process of computing the salaries, monitoring and timekeeping of the
employees.
Observation:
The proponents had some inspection regarding the current system to gather more ideas
on how to design our proposed system. From this observation, we noted some problems being
encountered.
1.2 Internet Research
The proponents also conduct an internet research to gather more data and topics that
are related to our study.
1.3 Library Research

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The proponents also used library materials like thesis documentation and books that
are related to our study in gathering significant information and validation of our study.
1.4 Survey and Testing
The proponents conduct a survey and user testing to derive interpretations and
inferences. The survey is presented in accordance with the statement of the specific problem.
Proponents also conduct Usability testing, it is a technique used in user-centered interaction design
to evaluate a Payroll system using biometric for the company.
1.5 System Testing
Proponents also conduct System Testing of software the testing conducted on a complete,
was based on the system's compliance with its specified requirements.
Data Gathering Instruments
1. Company Observation.
The proponents had some inspection regarding the current system to gather more ideas
on how to design our proposed system. From this observation, we noted some problems being
encountered.
1.1 Naturalistic observation

Naturalistic observation is a research tool in which a subject is observed in its natural
habitat without any manipulation by the observer.
The Time Keeping and Payroll System of the Blanco Family Academy are sometimes imprecise to use.
Also, the Employees of the company are using Bundy Clock to indicate in their Date Time Card their time
of work in and out every day and the Accountant administrator based the wages of each employee in
that time Card.keeping which the Human Resources need to encode all the attendance of employee using
spreadsheets. Therefore the School’s Time Keeping and Payroll system need improvement
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Participant observation
Participant observation is a structured type of research strategy. It is a

widely used methodology in many disciplines, particularly, cultural anthropology,
but also sociology, communication
studies, and social psychology. Its aim is to gain a close and intimate familiarity with a given
group of individuals (such as a religious, occupational, or sub cultural group, or a
particular community) and their practices through an intensive involvement with people
in their natural environment, usually over an extended period of time.
The Proponents Indicate the Specific Problem of the Time Keeping and Payroll
for Blanco Family Academy.
1.1.1. The information on time consumed by employees can easily be change.
1.1.2. The data are harder to monitor and more time consuming on the part of Human
Resources, Accountant and Administrator when it comes to payroll computation.
1.1.3. The Date Time Card has a huge tendency to be lost by employees.
1.1.4. It’s so hard to monitor the employees attending by security personnel.
Statistical Tools
These tools were used to compute the data gathered in relation to the proponents study.
1. Percentage Distribution
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Percentage and frequency of distribution were used to describe the profile of the
respondents of the study in terms of age, gender and profession using time keeping and payroll
system, and if they were the users, administrator or field expertise on this system; this is solved by
the formula: (Probability Statistics for scientist and Engineer, 7th edition, Walpale Myer)
Percentage (%) = (f / n) * 100

Where:
P- Percentage distribution f-
Scores in the distribution n-
Number of respondents
2. Weighted Mean.
This was used for most of the item in the questionnaire checklist, weighted is utilized. The
following scales and its equivalency used as follows:
Survey
It measures the average numerical value of a set of scores. It is calculated by adding all the
scores and dividing the sum of its frequency. The formulas are as follows:
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WM = ∑X
Where: X = Score
N = Number of cases or respondents
Analytical Tools
The analytical tools in conducting the proposed study were the Context Diagram, Data Flow
Diagram, System flowchart, HIPO (Hierarchical Input- Process-Output) and VTOC (Visual Table of
Contents).
Context Diagram. It is a data flow diagram, with only one massive central process that
subsumes everything inside the scope of the system. It shows how the system will receive and send
data flows to the external entities involved. The context diagram shows how the main scope of the
system wherein the employee
will login and the system will read the information entered by the employee. The human resources
manage the employee’s details including the reports coming from the accountant who computes
payroll transaction that will reflect on employee’s payslip. (See Appendix B for the Context diagram).
Data Flow Diagram. It is a graphical representation of the "flow" of data through an

information system, modeling its process aspects. Often they are a preliminary step used to create an
overview of the system which can later be elaborated. It also shows what kinds of data will be input
to and output from the system, where the data will come from and go to, and where the data
will be stored.
Data flow diagram show the step by step procedure that is more complicated on how the
system will works for example, an employee registers and it will validate the fingerprint
automatically, the input information going through the database that computes the time record,
gross pay and net pay that generates the deduction one by one. It is much easier compared to the
manual procedure which is time consuming. (See Appendix C for the Data Flow diagram)
System Flowchart. It is the graphical representation of the flow of data in the system, and
represents the work process of the system. Information system flowchart show how data flows from
source documents through the computer to final distribution to users. Program flowcharts show the
sequence of instructions in a single program or subroutine.
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It shows the flow of the payroll system were the human resources is in charge in adding new
employee information including editing, deleting and set of salary for every employee. The user
allows all the employee to register their finger print for their time log, the system will have a
transaction were it will show all the computation of payroll and generate the reports for the
employee unlike the existing system of Blanco family academy it is more sophisticated when it comes
into computation and filling the records of each employee. It will be efficient for the user to use if the
system is more accurate and fast when it comes into preparing the payroll of employee. (See
Appendix D for the System Flowchart)
HIPO (Hierarchy plus Input-Process-Output) technique is a tool for planning and/or

documenting a computer program. A HIPO model consists of a hierarchy chart that graphically
represents the program’s control structure and a set of IPO (Input-Process-Output) charts that
describe the inputs to, the outputs from, and the functions (or processes) performed by each module
on the hierarchy chart.
Hierarchical Input process output is similar to vtoc where it shows the module needed by
the system. The process on how the data has been entered and how it’s being process will show its
output or results. (See Appendix E for the Hierarchical input process output ).
VTOC or Visual Table of Contents. It is an analytical tool for planning and/or documenting a
computer program. Each function represented by a rectangular box can be described in
further detail in an IPO (or input-process- output) diagram. It also show the scope of the system
were the module are connected.
VTOC shows every module of the system, their module contains the form where it reflects on
how the modules are connected and every form represents the detailed information of every module
at it is arranged through tables.(See Appendix F for the Visual table of contents)
ERD or Entity-Relation Diagram is a specialized graphic that illustrates the relationships

between entities in a database. ER diagrams often use symbols to represent three different types of
information. Boxes are commonly used to represent entities. Diamonds are normally used to
represent relationships and ovals are used to represent attributes. ERD is used to see the
relationship of different entity in the system.
The entity relationship diagram shows the relations of entities or the user of the system on how
he/she does the process, you will see the flow where the user is connected to what he/she does.
Example is the input of registrations in filling the records of every employee to the computation of
salary deduction and to distribution of employee’s pay slip. (See Appendix G for the Entity Relation
Diagram)
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Analysis Used for Project Evaluation
The Feasibility Study is a critical document which defines the initial system concepts,
objectives, requirements, and alternatives. The study also forms the framework for the system
development project and establishes a baseline for further studies.
1. Technical Feasibility
Blanco Family Academy has agreed to implement this proposed system if it will succeed;
they provide adequate hardware and software for the completion of this project.
2. Operational Feasibility
This feasibility study measures how well a proposed system solves the problems, and takes
advantage of the opportunities identified during scope definition and how it can organization adopt
identified in the requirements analysis phase of system development.
2.1 Implementing a payroll system
According to Steven Bragg on his book entitled “Accounting for Payroll” he stated that the
Employers are responsible for paying their workers correctly and on time. To simplify the payroll
process, the employer needs a payroll system. A payroll system streamlines the payroll aspect of the
business. Without one, it is difficult to track and pay employees' time and to adhere to the
changing payroll and tax laws set by the government. When implementing a payroll system, the
employer must perform several steps.
2.1.1. Determine the type of payroll system you want to establish.
The payroll system you choose should be based on the size of your business and how much
payroll responsibility you would like to maintain.
2.1.2 Purchase payroll software and hire a payroll staff, Depending on the size of your company.
A computerized payroll system saves on time and gives you access to an onsite payroll
staff.
2.1.3. Establish a pay date.
Report pay frequencies are up to you; however, weekly and biweekly are most common for
hourly workers, and biweekly and semi-monthly are most common for salaried workers.
2.1.4. Decide on a time-keeping method, such as a time clock.
According to the Department of Labor, an employer can use whichever time-keeping

strategy he chooses as long as it correct and complete.
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2.1.5. Train the payroll staff on the payroll system, if necessary.

As Ultimate Software, consider hiring specialists to train the payroll staff. Have the payroll
department do a mock payroll before running the first payroll. A test run will pinpoint any system
glitches. Address issues before the time for doing the actual payroll arrives.
2.1.6. Ensure your payroll department and your finance department is working together, if
applicable.
Some payroll personnel are responsible for wage reporting and tax matters. However, some
companies have a finance department that handles tax issues and payroll accounting. If so, ensure
the two departments are properly streamlined.
2.2 Proposed System Component
The in LAN-Based Payroll System Using Biometrics for TECHIN can be completely
parameterized to suit corporate salary / wages in entire employees of a Company and is an ideal
payroll management solution for this company.
The following are the components provided in LAN-Based Payroll System.
2.2.1. Employee Management
Once an employee management is selected, a detailed employee profile is updated which

contains complete details. This information would then be used for creating payroll.
Create, update and delete employee accounts using this section.
2.2.2. Finger print Scanner
The Finger print Scanner is use to register the employees finger print to allow them to scan
their finger for their daily time record.
2.2.3. Payroll Transaction
Payroll Transaction will generate monthly payroll employee, approve overtime and print
payroll slip.
2.2.4. Loan
This will be to acquire loan by selecting the loan type and amortization date. In this section
it can also cash advance.
2.2.5. Leave
This will be the employee who wants to request vacation or Sick leave.
2.2.6. Holiday
This would enable to set the Holidays (National Holiday or Non- working Holiday.
2.2.7. Reports
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This section would enable you to view and print the payroll, With holding Tax, SSS,
PhilHealth, HDMF, 13th month, tax refund reports of all the employees, individually or
groups.
2.2.8. Control Access
It gives you the ability to access user to a specific section.

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2.3 PAYROLL POLICY

The purpose of this Payroll Policy is to ensure that Blanco Family Academy employees are
paid correctly and timely. Accounting Clerks/Finance Officers must work as a team to establish a
good relationship with our employees to provide assistance with payroll inquiries and produce
accurate pay checks. Accounting Clerks/Finance Officers must be familiar with the provisions of the
various collective bargaining agreements and need to keep informed of all changes. Payroll entries
must be done in accordance with generally accepted accounting principles.
INTERNAL POLICY PROCEDURES
2.3.1. Employee Responsibility
Time In / Time out Procedure. Employees must scan their finger print to biometrics
finger print scanner before they go in and out of work.
2.3.2 Finance Responsibility
2.3.2.1.0. Accounting Clerk/Finance Officer
2.3.2.1.1. The Accounting Clerk/Finance Officer is responsible for generate

payroll.
2.3.2.1.2 The Accounting Clerk/Finance Officer must then compute the

appropriate hours and date under the appropriate pay type code in the payroll
system so as to track the actual time worked/used for each employee.
2.3.2.1.3 Once all payroll generate, the Accounting Clerk/Finance Officer must
run a GrossPay /Deduction Proof report.
2.3.2.1.4 Once the Earnings/Deduction Proof has been reviewed and approved,
the Accounting Clerk/Finance Officer can run the payroll checks and the
corresponding vendor payroll checks.
2.3.3. Printing and Distribution of Payroll Checks & Transfers
Once the check run is completed and all vendor processes are completed, the
payroll checks are given to the Treasurer for distribution. The Treasurer will receive a
report from the Accounting Clerk on the total amount to transfer, by fund, into the Payroll
checking account to cover the checks issued.
2.3.4. Records
All records shall be kept in the Finance Section in compliance with the retention
schedule. Destruction of any financial record will be done in
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compliance with the procedures set forth in the Blanco Family Academy Records
Managements Manual Payroll.
2.3.5. SL/VL of Absence Procedures.
2.3.5.1.1 Sick leaves are filled by the employee 7 days before the date of leave
and with the approval of their heads.
2.3.5.1.2 The Accounting Clerk/Finance Officer must then collate the leave
form for Earnings/Deduction as of 2.3.2.1.3 payroll policy.
2.3.5.1.3 Every employee has number of SL/VL per year based on the approval
of their heads when their hired.
2.3.6. Compensation and Benefits
2.3.6.1. 13th Month Pay
The company give the 13 month pay for compensation and benefits to the
entire employee. The 70% of the total basic income
given every 2nd payroll of December and the other 30% of the total basic
income will be given on the 2nd payroll of March the other year.
2.3.6.2. Holidays
Pursuant to the provisions of the Labor Code, as amended in relation to the

observance of declared holidays and in response to the queries received every time
a Presidential Proclamation or a law is enacted by Congress which declares certain
days either as a regular holiday, a special day or a special working holiday, the
following guidelines shall be observed by all employers in the private sector.
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2.3.8. Computation
2.3.8.1. Formulation of computing lates and overtime
Lates
Monthly Salary 480min of 1day - Minutes of Lates
20 days
❖ Overtime
Monthly Salary 480min of 1day * Minutes of Overtime
20days
2.3.8.2. Formulation computing 13month Pay Step
1. Monthly Salary / 12 = 13month pay Monthly
Step 2. 13month Pay Monthly * Months of work = 13month pay yearly
Step 3. 13month pay yearly * .70 =13month pay given by December
Step 4. 1month pay yearly * .30 =13month pay given by March

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2.3.8.3. Formulation computing Tax Refund
Tax Refund = Yearly Tax Computation - Yearly Tax Contribution
2.3.9. Cash Advance
Cash advance will be limited to 1thousan a month only.
External Policy
2.3.10.1. Contribution and loan Remittances
Remittance will only be done after the accomplishing the necessary

required form given by the SSS, PAG-IBIG, PHILHEALTH and other remittance
offices.
2.2.10.2. Bank Transaction
The Treasurer will receive a report from the Accounting Clerk on the total
amount to transfer, by fund, into the Payroll checking account to cover the checks
issued and the bank will responsible to divide the deposited check to distribute to
the list account on the report given by the accountant.
2.4. Disaster Recovery Plan
Disaster recovery is the process, policies and procedures related to preparing for recovery
or continuation of technology infrastructure critical to an organization after a natural or
human-induced disaster. Disaster recovery is a subset of business continuity. While business
continuity involves planning for keeping all aspects of a business functioning in the midst of
disruptive events, disaster recovery focuses on the IT or technology systems that support
business functions.
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2.4.1. Plan A:
Main database will be located on a area that is water proof, fire proof to have maximum
security for the system and database that can only be access solely by an administrator this
is to prevent any forms of loss, leakage, corruption and tampering of the data’s due to other
uncontrollable and unforeseen circumstances.
2.4.2. Plan B:
System
The LAN- Based Time Keeping and Payroll using Biometrics for Blanco Family Academy
system will be uploaded to www.mediafire.com, a hosting web site where you can upload unlimited
storage up to of 200 MB per file (4GB for Pro users and 10GB for Business users) MediaFire does not
enforce waiting times for downloads, limit simultaneous downloading or set bandwidth limits. The
admin of the system will solely assign this for the backup.
Database
The Database of this system is uploaded also to MediaFire every end of the day to back-up
the record file of this system. The admin of this system assign to update back-up.
2.5. Data Manipulating Language
The Proponents use Microsoft Visual Basic 2008 Express edition the system can be update
with the latest Microsoft Visual Basic programming language by the programmer when it’s
necessary.
3. Economic Feasibility
This is where the feasibility could be established by conducting a Market Analysis or Cost
Benefit Analysis. The researcher could choose the appropriate tool. If the proposed software is
customized for a particular company and there will a basis for the computation of the operating cost,
benefits, Return on Investment (ROI), Payback Period. The researcher should present under this
subsection, the formula he/she will use in establishing the economic feasibility of his/her studies.
3.1 Operating costs:

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Operating costs stated the annual of personnel expense, supplies and equipment cost required for
the existing and proposed system, the use of this is to compare both of them to analyze which save
more. The total annual cost for existing is Php.387,784.20 and in the total annual cost for proposed is
Php.196,703.95 (See Appendix H for Economic Feasibility Study)
3.2 Development costs:
Development cost is incurred during the development of the system are one time
investment, its Include the Adequate Software, Hardware requirements, labor cost, supplies cost,
electric consumption, food and transportation cost. And total development cost is Php.22,956.57 (See
Appendix H. Economic Feasibility Study)
3.3 Cost and Benefits Analysis
Cost benefit analysis (CBA) it is important to identify cost and benefit factors. It’s a technique
designed to determine the feasibility of a project or plan by quantifying its cost and benefits. Through
this analysis you will be able to compute the total cost saving, payback period and net saving by use
of this formulation.(See Appendix H. Economic Feasibility Study)
Annual Cost = Existing Cost – Proposed Cost
Payback Period = Annual Cost / Present Value
Net Saving = End Cumulative Present Value –
Total Development Cost

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3.4 Return of Investment (ROI)
A performance measure used to evaluate the efficiency of an investment or to compare the

efficiency of a number of different investments. To calculate ROI, the benefit (return) of an
investment is divided by the cost of the investment; the result is expressed as a percentage or a ratio.
The return on investment formula:
Return of Investment (ROI) (5 years) = ((End Cumulative Present Value – Total

Development Cost / End Cumulative Present Value) * 100
The "end cumulative present value" formula refers to the proceeds obtained from
selling the investment of interest. Return on investment is a very popular metric because of its
versatility and simplicity. That is, if an investment does not have a positive ROI, or if there are
other opportunities with a higher ROI, then the investment should not be under taken. (See Appendix
H. Economic Feasibility Study) This chapter presents the data gathered through the research
instrument. These data are analyzed and statistically treated in order to derive interpretations and
inferences. The data are presented in accordance with the statement of the specific problem.
The Employees of an organization respond in terms of gender and age to answer the
survey form to express the situation in their time keeping and payroll.
In Table shows the distribution of Blanco Family Academy employees respondents in terms of
gender. It can be seen from this figure that 55% of the respondents are female with a frequency of
11. On the other hand, 45% of the respondents are male with a frequency of 9. It appears
therefore that there are more female respondents than the male respondents.
Table 4
Distribution of Respondents in Terms of Age
Age Employees % Rank
20-30 36 60% 1
31 and Above 24 40% 2
Total 60 100%
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Table shows the frequency of the respondents’ profile in terms of age. The figure shows that
majority is 60% of the respondents are aged 20-30 years. Next age reveals with a percentage of 40%
Male Female
Yes 23 34 60%
No 1 2 40%
Total 24 36 60 100%
were respondents whose ages were 31 and above years old.
Table 6
Male Female
Yes 24 36 60%
No 0 0 40%
Total 24 36 60 100%
Distribution of the Respondents in Terms of biometrics is more accurate than using the
usual time card.
Table shows the distribution of the respondents’ in terms of Biometrics is more accurate
than using usual time card. It can be seen from the data that 95% of the employees’ respondents says
yes, Biometrics is more accurate than using usual time card, on the other hand 5% says no, using
usual time card is more accurate than Biometrics.
Project Statement 4: Do you agree that implementing the proposed system to your
company would lessen the fraud committed by some of the employees?
.Table 8
Distribution of the Respondents in Terms of proposed system would lessen the fraud
committed by some of the employees.
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Male Female
Yes 24 35 60%
No 0 1 40%
Total 24 36 60 100%
Table shows the distribution of the respondents’ in terms of proposed system would lessen
the fraud committed by some of the employees. It can be seen from the data that 95% of the
employees’ respondents says yes, proposed system would lessen the fraud committed by some of the
employees, on the other hand 5% says no, proposed system would not lessen the fraud committed by
some of the employees
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Table shows the distribution of the respondents’ in terms of proposed system will optimize
the process of the company in computing wages and time keeping. It can be seen from the data that
100% of all employees’ respondents says yes, proposed system will optimized the process of the
company in computing wages and time keeping.
User Testing
Level of efficiency of the system when evaluated by the User Evaluation result of the
existing, the prototype system and the proposed system in terms of: Correctness, Reliability,
Efficiency, Testability and Portability.
Table 10
Results of Software Evaluation According to Respondent’s Category of
Existing System
Criteria Technic Mea NonTechni Mea Tota l Interpretati Ran

al n cal n Mea on k
Correctness 5 2.20 5 2.80 2.60 A 2
Reliability 5 2.20 5 3.00 2.70 A 1
Efficiency 5 2.40 5 2.80 2.50 A 4
Testability 5 2.20 5 2.60 2.30 P 5
Portability 5 2.80 5 2.40 2.60 A 2
Overall 2.54
Mean
Overall A
Interpretati
on:
Legend: E – Excellent P - Poor

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G – Good NI – Needs Improvement
A – Average
The table illustrates the user evaluation results according to the respondents’ category; the computed
weighted mean for Correctness corresponds to a 2.60 average which is interpreted as Average. On the other
hand the computed weighted mean for Reliability category is 2.70 which describe the analysis as
Average. A 2.50 weighted mean is seen on the Efficiency category that equates to the interpretation of
Average, 2.30 weighted mean is shown on the Testability describe as Poor category and 2.60 for Portability
which equates to Average. The total computed weighted mean for the user evaluation result is 2.54 which
describes as the overall computed mean as Average. From the tabulated result, the level of efficiency of the
existing system evaluated is Average.
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Table 11
Results of Software Evaluation According to Respondent’s Category of Prototype System
Criteria Technic Mea NonTechni Mea Tota l Interpretati Ran

al n cal n Mea on k
n
Correctness 5 3.00 5 3.40 3.10 A 4
Reliability 5 2.60 5 3.80 3.30 A 2
Efficiency 5 3.20 5 3.40 3.30 A 2
Testability 5 3.00 5 3.60 3.40 G 1
Portability 5 3.20 5 3.40 3.20 A 3
Overall 3.26
Mean
Overall A
Interpretati
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on:
A – Average
The table illustrates the user evaluation results of the prototype system according to the
respondents’ category; the computed weighted mean for Correctness corresponds to a 3.10 average
which is interpreted as Average. On the other hand the computed weighted mean for Reliability
category is 3.30 which also describe the analysis as Average.
A 3.30 weighted mean is seen on the Efficiency category that equates to the
interpretation of Average, 3.40 weighted mean is shown on the Testability category and 3.20 for
Portability which equates to Average. The total computed weighted mean for the user evaluation
result is 3.26 which describes as the overall computed mean as Average. From the tabulated result,
the level of effectiveness of the prototype system evaluated is Average.
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Table 12
Results of Software Evaluation According to Respondent’s Category of Proposed System
Criteria Technical Mean NonTechnical Mean Total Interpretation Rank

Mean
Correctness 5 4.00 5 4.20 3.90 G 2
Reliability 5 3.40 5 4.60 4.10 G 1
Efficiency 5 3.60 5 4.20 4.10 G 1
Testability 5 3.60 5 4.20 3.90 G 2
Portability 5 3.80 5 4.20 4.10 G 1
Overall Mean 4.02
Overall G
Interpretation:
A – Average
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The table illustrates the user evaluation results of the proposed system according to the
respondent’s category; the computed weighted mean for Correctness corresponds to a 3.90 average
which is interpreted as Good.
On the other hand the computed weighted mean for User Reliability category is 4.10 which
describe the analysis as Good. 4.10 weighted mean is seen on the Efficiency category that equates to
the interpretation of Good, 3.90 weighted mean is shown on the Testability category and 4.10 for
Portability which equates to Good. The total computed weighted mean for the user evaluation result
is 4.02 which describes as the overall computed mean as Good. From the tabulated result, the level of
effectiveness of the proposed system evaluated is good.
A. System Testing
Percentage of the System Efficiency Evaluated by the System Testing
Result
System Testing 3 2 1 AVG
Block and White 8 7 5 2.15
Box Testing
Unit Testing 9 8 3 2.30
Security Testing 10 9 1 2.45
Integration Testing 12 6 2 2.50
No. of Respondents 20
Overall Interpretation: 2.35 (FullCompliance)
The Table illustrates the system testing according to the field expertise, the average measurement of
Block and White testing 2.15, for the average measurement of Unit Testing 2.30, for the average
measurement of system testing
2.45 and for the average measurement of integration testing 2.35. The respondents gave higher
rating on system testing of 2.50 than respondents who gave low rate f 2.15.
The total computer weighted mean for the system evaluation result is 2.35 which describes
as Full Compliance.
There is no significant difference between effectiveness of the system evaluated by the user
evaluation result of the present, the proposed system and the prototype system in terms of:
Correctness, Reliability, Efficiency, Testability and Portability.
Table 14
Result of Software Evaluation computed in One way ANOVA

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Ave_Eval
Sum of Df Mean F Sig

Squares Square
Between 16.917 11 1.538 8.978 0.000
Groups
Within 3.083 18 0.171

Groups
Total 20.000 29
Result of Software Evaluation: Existing, Prototype and Proposed
System
Ave_Result
Ave_Exist Ave_Prot Ave_Prop
Mean 2.54 3.26 4.02
Interpretation Average Average Good
The Table illustrate the computed difference was found to be significant since the computed
value 2.54 from the Existing System, and 3.26 from the Prototype System is less than the tabular
value of the Proposed System which equates to 4.02 with this result the researcher rejects the null
hypothesis that there is no significant difference between the effectiveness of the system
evaluated.
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Conclusion
The system proposal entitled “Payroll Management System” will be beneficial to the
company for maximizing its profits; and minimizing manpower and additional equipments necessary
for LAN-Based Time keeping and Payroll System.
With the use of this new system, computations and gathering are all accurate, Data
manipulating and processing are expedited, report generations ate faster and security for the held
are better, and consumes less office space, a powerful business tool that would greatly aid updating
of new time keeping and payroll system.
The computed difference was found to be significant since the computed value 2.54 from the Existing
System, and 3.26 from the Prototype System is less than the tabular value of the Proposed System
which equates to 4.02 with this result the researcher rejects the null hypothesis that there
is no significant difference between the effectiveness of the system evaluated by the user
evaluation result of the present, the proposed system and the prototype system.
Recommendation
This “LAN-Based Timekeeping and Payroll System by using Biometrics” thus increasing
effectiveness by a very considerable amount.
Based on the performance of the LAN-Based Timekeeping and Payroll system using
Biometrics, the researchers highly recommend that this study be implemented to any company and
other possible branches. Also with its dependable performance and easy to use procedures, this
study can be a great help for companies and organizations concerning their Time Keeping and
Payroll system using Biometrics.
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Entity Relation Diagram of Time Keeping and Payroll System
Economic Feasibility
OPERATION COST (Existing for a Pen Manufacturing Company)
A. Personnel M A
o n
n n
t u
h a
l l
y l
y
(2) Payroll Personnel @ 3 3

16,000 2 8
, 4
0 ,
0 0
0 0
0 0
. .
0 0
0 0
3 3
2 8
, 4
0 ,
0 0
0 0
. 0
0 .
0 0
0
B. Supplies
(2) Log book @ 85.00 1 2

7 ,
0 0
. 4
0 0
0 .
0
0
(5) Ball pen @ 7.00 3 4

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5 2
. 0
0 .
0 0
0
(2) Two small box staple 3 4

wire @ 19.25 8 6
. 2
0 .
5 0
0
(1) Liquid eraser @ 25.00 2 3

5 0
. 0
0 .
0 0
0
(1) Small box of paper clip 2 2

@ 21.00 1 5
. 2
0 .
0 0
0
Total Supplies Cost
3
,
4
7
4
.
0
0
C. Equipment
(1) Calculator @ 270 Salvage value = 270.00 * .2
= 54.00
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Description value = 270.00 – 54.00
= 216.00/year
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(1) Medium stapler @ 75.00 Salvage value = 75.00 * .2
= 15.00
= 60.00/year
(1) 12inch ruler @ 24.00 Salvage value = 24.00 * .2
= 4.80
Description value = 24.00 – 4.80.00
=19.20/year
Total Equipment Cost: 310.20
A. Personnel 384,000.00
B. Supplies 3,474.00
C. Equipment 310.20
Total Annual Cost (Existing System) 387,784.20
OPERATION COST (Proposed)
Page 83
A. Personnel Monthly Annually

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(1) Payroll Personnel @ 16,000 16,000.00 192,000.00
(The other personnel will be assign 16,000.00 192,000.00
Provided a new job description by the employer)
B. Supplies
(2) Ball pen @ 7.00 14.00 168.00
(4) Folder @ 8.00 32.00 384.00
(4) Fastener @ 3.00 12.00 144.00
(1) Ream bond paper @ 160.00 160.00 1,920.00
218.00 2,616.00
C. Equipment
(1) Medium stapler @ 75.00 Salvage value = 75.00 * .2
= 15.00
=60.00/year
(1) Canon printer @ 6525.00 Salvage value = 6525.00 * .2

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= 1,305.00
1,740.00/year
1BOX LAN CABLE @ 800.00 Salvage value = 800.00 * .2
= 160.00
=213.33/year
1BOX RJ45 @ 150 .00 Salvage value =150.00 * .2
= 30.00
=40.00/year
(1) Router @ 1398 .00 Salvage value =1398.00 * .2
= 270.06
DescRiption value =1398.00 – 270.06
=375.08/year
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Total Equipment Cost: 5280.33
A. Personnel 192,000.00
B. Supplies 2,369.13
C. Equipment 2334.82
Total Annual Cost (Proposed System) 196703.95

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Development Cost
A. Hardware Cost
(3) Computer set @ 16181.00
Diamond Evolution LCD17 inch Monitor = 5082.00
Diamond Evolution AVR = 535.00
Diamond Evolution Mouse = 150.00
Diamond Evolution Key Board = 250.00
Diamond Evolution Desktop =10164.00

Desktop Specs.
Internal Memory RAM = 2.00GB
Hard Disk Capacity =60.00GB
Processor = Intel Pentium 1.60GHZ
Video Card =400 300 AGP
Window System Type = MS Window7 32bit

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Salvage value = 48543.00 * .2
= 9708.06

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=12,944.98/year
(1) Biometrics @ 4500.00 Salvage value = 4500.00 * .2
= 900.00
=1200.00/year
1BOX LAN CABLE @ 800.00 Salvage value = 800.00 * .2
= 160.00
=213.33 year
1BOX RJ45 @ 150 .00 Salvage value =150.00 * .2
= 30.00
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Description value =150.00 – 30.00
=40.00/year
(1) Router @ 1398 .00 Salvage value = 1398.00 * .2
= 270.6
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=375.8/year
(1) Canon printer @ 6525.00 Salvage value = 6525.00 * .2
= 1305.00
=1740.00/year
Total Hardware Cost 16138.31
B. Software Cost
(1) Visual Studio 2008 @ 1825.00 Salvage value =1825.00 * .2
= 365.00

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= 486.26
Total Software Cost 486.26
C. Labor Cost
Programmer 12,000 per Month = 48000.00

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D. Supplies Cost
Printer Ink 500.00
Ream bond paper 160.00
Ball pen 7.00
DVD-R 15.00
Total Labor Cost 682.00
E. Electric Consumption Cost
Florescent 25watts * Hrs usage in 4 months/ 4months
25watts * 128 / 4 = 800.00
Computer 220v * Hrs usage in 4 months/ 4months
220v * 128 / 4 = 2560.00
Total Labor Cost 3650.00
F. Food and Transportation Cost 2000.00

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A. Hardware Cost 16,138.31
B. Software Cost 486.26
C. Labor Cost 48,000.00
D. Supplies Cost 682.00
E. Electric Consumption Cost 3,650.00

COSTt and Benefits
Analysis F. Food and Transportation Cost 2,000.00
Total Development Cost 22,956.57
Existing Cost 387,784.20
Proposed System Cost 196,703.95 Annual

Cost Saving 191,980.25
YEAR ANNUAL COST PRESENT CUMMLATIVE
BENEFIT VALUE PRESENT VALUE
1 191,980.25 171,438.00 171,438.00
2 191,980.25 153,200.00 324,628.00
3 191,980.25 136,690.00 461,318.00
4 191,980.25 122,099.00 583,417.00
5 191,980.25 108,853.00 692,270.00
To get the Present Value:
Present Value =191,980.25* 1 (1+12/100) 171,438.00

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=191,980.25* 1 / (1.12)
for first year
=191,980.25* .893
Present Value =191,980.25* 1 (1+12/100)2

153,200.00
=191,980.25* 1 / (1.12 x 1.12)

for second year
=191,980.25* .797
Present Value =191,980.25* 1 (1+12/100)3

136,690.00
=191,980.25* 1 / (1.12 x 1.12 x 1.12)

for third year
=191,980.25* .712
Present Value =191,980.25* 1 (1+12/100)4

122,099.00
=191,980.25* 1 /
for fourth year
(1.12 x 1.12 x 1.12 x 1.12)
=191,980.25* .636
Present Value =191,980.25* 1 (1+12/100)5

108,853.00
=191,980.25* 1 /
for fifth year
(1.12 x 1.12 x 1.12 x 1.12 x1.12)
=191,980.25* .567
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To get the payback period:
Formula: Payback Period = Annual Cost / Present Value
Payback Period per Year Annual Cost Present Value
1.1198 YEAR 1 191,980.25 171,438.00

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1.2531 YEAR 2 191,980.25 153,200.00
1.2531 YEAR 3 191,980.25 136,690.00
1.5723YEAR 4 191,980.25 122,099.00
1.76367 YEAR 5 191,980.25 108,853.00
get the net saving:
Present Value Development Cost
148,481.43 year1 171,438.00 22,956.57
301, 671.43 year2 324,628.00 22,956.57
438,361.43year3 461,318.00 22,956.57
560,460.43year4 583,417.00 22,956.57
669,313.43year5 692,270.00 22,956.57

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To get the ROI:
Formula:
ROI End Cumulative

Present Value Total End Cumulative
Development Cost Present Value
6.61 Year 1 171,438.00 22,956.57 171,438.00
92.93 Year 2 324,628.00 22,956.57 324,628.00
95.02 Year 3 461,318.00 22,956.57 461,318.00
96.06 Year 4 583,417.00 22,956.57 583,417.00
96.68 Year 5 692,270.00 22,956.57 692,270.00
6.61 Year 1 171,438.00 22,956.57 171,438.00
92.93 Year 2 324,628.00 22,956.57 324,628.00
95.02 Year 3 461,318.00 22,956.57 461,318.00
96.06 Year 4 583,417.00 22,956.57 583,417.00
96.68 Year 5 692,270.00 22,956.57 692,270.00

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Return of Investment (ROI) (5 years) = ((End Cumulative Present Value – Total

Development Cost / End Cumulative Present Value) * 100
Existing System
The Organization which is maintaining most of their day-to-day transactions date in the
register (manually). The employees of the organization are doing the whole work manually. All
the work is done manually (maintained and registers) so different employees are appointed for
the maintenance of register containing all information related to the organization
The Timekeeping and Payroll System of any company is inaccurate sometimes when it comes
to computing their time logs and payroll. Also, the Employees of the company are using Bundy Clock
to indicate in their Date Time Card their time of work in and out every day and the Accountant
administrator based the wages of each employee in that time Card. It is hustle to use and long
term creating the payroll slip, and the time keeping which the
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Human Resources need to encode all the attendance of employee using spreadsheets. Therefore the
Company’s Time Keeping and Payroll system need improvement.
Appendix I
Main Form
1.) Picture- it display the employee photo.
2.) Employee Information- it shows the information of the employee that has been logged.
3.) Login- it display the login name and time of the employee. 4.) Time-
display the current time.
5.) Logout-it display the logout name and time of the employee. 6.) Manual
login- it allow the user to input the logged manually.
Form Manual Login
Form Manual Login
1.) Username- Where the user inputs the username. 2.)

Password- Where the user inputs the password.
3.) Login- Submit the username and password to enter the Form schedule. 4.) Back-cancel
the session and to go back to the Main Form
lOMoARcPSD|14009950
Form ManuaL
Form Manual
1.) Employee Information- Select an Employee that will add a date and time schedule.
2.) Date- it allow the user to select a date that will to set the schedule. 3.) Get
Schedule- it allows the user to view the Schedule.
4.) Time- where the user inputs the time of the employee’s time in and out. 5.) Save- it
allows the user to save the schedule.
6.) Back- it allow the user to close the form and go back to the main form.
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Login Form
Login Form
1.) Username- Where the user inputs the username. 2.)

Password- Where the user inputs the password.
P ge 97
a
3.) Login- Submit the username and password to enter the Form Management. 4.) Cancel -
cancel the session and to go back to the Main Form.
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Form Management
Form Management
1.) Employee Management- it allows the user to add new employee Information, were it can be
edited, set it salary delete and view the information about the employee.
2.) Finger Print Registration- It allows the user to select an employee that will enroll its
fingerprint.
3.) Payroll Transaction- Where the user select an employee to view the work details and
compute its salary deduction.
4.) Loan- it allow the user to view, add a new loan and cash advance for an employee.
5.) Leave- it allow the user to set a leave for an employee whether it Vacation, Sick, Paternal or
Maternal leave.
6.) Holiday- It set a Holiday if it’s Special or non working Holiday. 7.) Reports- it
allow the user to view all kind of reports.
8.) Control access- It allows the admin to add an account that can be access a limited section in
the system.
9.) Logout- it allows the user to close the Form Management.
Employee Management Form
Employee Management Form
1.) Search- It allows the user to search the name of the Employee. 2.) Next &
Previous – it allows the user to view the next or previous
Employee.
3.) Employee Information- it allow the user to enter new and edit information of the employee.
4.) Add Employee- where the user can add new employee Information. 5.) Edit
Employee- where the user can edit the employee information. 6.) Salary- allows the
user to set the salary for the employee.
7.) Set Schedule- allows the user to set the schedule of the employee 8.) Delete
Employee- where the user can delete the current employee. 9.) Clear- where the
user can clear the information of the employee.
10.) Save Employee- allows the user to save the new employee information. 11.) Back – it
allows the user to go back in the Form Management
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Form Schedule
Form Schedule
1.) Day- it allow the user to select the days of work of an employee.
2.) Start Time- It allows the user to select what time of start of work on the employee.
3.) End Time- It allows the user to select what time of end of work on the employee.
4.) Add- where the user can add the days and time of schedule of the employee.
5.) Delete- where the user can remove the days of worked the employee.
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Figure 17: Salary Form
Salary Form
1.) Allowances- it allows the user to add some aalowances into the employee. 2.) Monthly
Salary- it allows the user to enter the basic salry of the employee.
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3.) Deductions- it allow the user to see the deductions of SSS, Philhealth and Tax and its
contributions every month.
4.) Table- it will view the deduction table of SSS, Philhealth and Tax. 5.) Reset- it resets
all the deduction of employee.
6.) Save- it saves the deductions of an employee.
Finger Print Registration Form
Fingerprint Registration Form
1.) Emloyeename- it allows the user to select the employee to be registered its fingerprint.
2.) Search- it allows the user to search employee.
3.) Input finger- it allow the user to select what finger to be registered. 4.) Register- it
registered the finger print of the employee.
5.) Cancel- cancel the registration of the finger print.
6.) Sensor- it recognize the fingerprint of employee to be registered

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Payroll Transaction Form
Payroll Transaction Form
1.) Search- it allows the user to search the employee.
2.) Print-shows the print results of payslip of the employee. 3.) Close-it
close then form and stop the transaction.
4.) Next & Previous- it view the next and previous employee.
5.) Late and Overtime – it Display the value of lates and overtime.
6.) Work Details- it shows the worked hours, days, present absent and leave of employee.
7.) Deductions- it display the deduction of SSS, Phil health, Tax and Loans
8.) Month- it allows the user to select on what month of the transaction he/she wants to
transact.
9.) Year-it allows theuser yto input on what year he/she wants to transact.
10.) Calculate- it computes the worked details, OT,Lates adn deductions.
11.) Overtime- it shows if the user wants to add the overtime in the
computations.
12.) View calculations- it allows the user to view the computations of the
transaction.
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Figure 20: Loan Form
Loan Form
1.) Search- it allows the user to search the employee’s name.
2.) Loan Type- it allows the user to select on what type of loan that it will be given to the
employee
3)Loan Amount and Interest- it inputs the amount and interest the loan
4)Amortization Period- it set the period of starting date to end and how long it will be a
finished.
5.) Compute- it computes the loan amount and interest. 6.) Save-
lOMoARcPSD|14009950
save the current type of loan.
7.) Cash Advance Amount- it inputs the amount needed by the employee maximum of
500 pesos.
8.) Save- save the cash advance. 9.)

Cancel- cancel the transaction.
Leave ForM
1.) Search- it allow the user to search the name of employee. 2.) Date
Period-it set the date of Leave.
3.) Type of leave- where the user can select what type of leave. 4.) Submit-
submit the leave form of employee.
5.) Exit- it close the form and back to the Form Management.
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Holiday Form
Holiday Form
1.) Date- sets the date of Holiday.
2.) Description- the user inputs the description of holiday.
3.) Holiday Type- it allows the user to choose what type of holiday he/she wants to add.
4.) Add- add new type of holiday.
5.) Save- saves the new type of holiday.

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6.) Delete- It allows the user to delete a type of holiday. 7.) Back- it
close the form Holiday.
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Form Reports
Form Reports
1.) Reports- it allows the user to select a type of reports.
2.) Report Type- where the user can select a type of report whether its group or individual.
3.) Search- it allows the user to search the name of employee.
4.) Month- it allows the user to select what month he/she wants to generate. 5.) Year- it allows
the user to select what year he/she wants to generate.
6.) Generate- it allows the user to generate the Report
Form Access Control
Form Access Control
1.) Select user – it allows the admin to select user that he/she wants to give some access on
the system.
2.) Submit- it allows the admin to submit the enrolled section that will be accessed by the
user.
3.) Cancel- Cancel the enrolled section .
4.) Enrolled button- it allows the admin to enroll some section that he/she wants to give
some access in the system.
5.) Username- it allows the user to input its username to accessed the system. 6.) Password- it
allows the user to input its password to accessed the system.
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TABLE OF CONTENTS

PART I PAGE NO.

Suggestions & Recommendations 63

TECHIN IT PROCESS PVT LTD.,

1. Defining the Requirement

5. Making a Job Offer

□ ฀ Make up the employee's personnel file; and

□ ฀ Arrange the induction plan.

RECRUITMENT & SELECTION

Research is an organized and systematic way of finding answers to questions.

THE OBJECTIVES OF RESEARCH

 To gain familiarity with a phenomenon or to achieve new insights into it – Exploratory or

 To portray accurately the characteristics of a particular individual, situation or a group

 To test a hypothesis of a causal relationship between variables – Hypothesis-Testing Research.

 Research is directed towards the solution of a problem.

 Research is based upon observable experience or empirical evidence.

 Research demands accurate observation and description.

 Research activities are characterized by carefully designed procedures.

 Research involves the quest for answers to unsolved problems.

 Research requires courage.

 Research is characterized by patient and unhurried activity.

 Research is carefully recorded and reported.

Steps in the Research Design Process

Primary Measurement Techniques

Factor 1: Recruitment sources used by the Companies.

preferred recruitment procedure is centralization. The reason behind such cause is

The most preferred challenge faced by a HR in recruitment is adaptability to globalization, followed by

3) Respondents did not take the questionnaire method seriously.

4) Respondents were very much reluctant in answer the question.

3) RECRUITING THROUGH JOB ADVERTISEMENT: THE EFFECT OF COGNITIV ELABORATION ON

Handling payroll-related problems are part of payroll administration as well. If an employee

Payroll is defined as a method of administrating employees’ salaries in the organizations. The

Operational Definition of Terms

Daily Time Record

This refers to total of an employee’s regular remuneration including allowances, overtime

LAN (Local Area Network)

This refers to supplies networking capability to a group of computers in close proximity

This refers to a detailed breakdown on how much an employee is paid during a

This refers to a router is a device that forwards data

packets between computer networks, creating an overlay internetwork.

UTP or Unshielded Twisted Pair

This refers to type of cable used in telecommunications and computer network.

The Proponents used Descriptive method of researched; the "Descriptive" method of

1. The Descriptive Method

1.2 Internet Research

1.3 Library Research

1.4 Survey and Testing

1.5 System Testing

Data Gathering Instruments

1.1 Naturalistic observation

Participant observation is a structured type of research strategy. It is a

1.1.1. The information on time consumed by employees can easily be change.

1.1.4. It’s so hard to monitor the employees attending by security personnel.

Percentage (%) = (f / n) * 100

N = Number of cases or respondents

Data Flow Diagram. It is a graphical representation of the "flow" of data through an

HIPO (Hierarchy plus Input-Process-Output) technique is a tool for planning and/or

ERD or Entity-Relation Diagram is a specialized graphic that illustrates the relationships

Analysis Used for Project Evaluation

2.1 Implementing a payroll system

2.1.1. Determine the type of payroll system you want to establish.

2.1.3. Establish a pay date.

2.1.4. Decide on a time-keeping method, such as a time clock.