1

ANALYSISANDDEVELOPMENTOFHRISATOPJIT
APROJECTIN
THEDEPARTMENTOFHUMANRESOURCES,
JINDALSTEEL&POWER,RAIGARH

AVisiontranscending

SteelandPower

JINDALSTEEL&POWER
ISO9002and14001CertificateCompany

A
PROJECTREPORT
ON

ANALYSISANDDEVELOPMENTOFHRISATOPJIT
JSPL,RAIGARH
Submitted in Partial Fulfillment for the award of
Degree in

Master of Technology (Human Resources Dev. &

Mangt.)

Department of Humanities and social

Sciences
Indian Institute of Technology, Kharagpur
Session 2009-2011
Submitted by
Anand Kumar

Guided By
Manish Bishwash

M. Tech.

Dy. Manager, HRD

Human Resources Dev. & Mangt.

Jindal Steel & Power

DECLARATION
I, Anand Kumar, student of M.Tech. (HRDM) in Indian Institute of Technology,
Kharagpur for the session 2009-11 do here by declare that this project report
named Analysis and Development of HRIS at OPJIT has been prepared in lieu of a
compulsory paper for the partial fulfillment of Master of Technology (Human
Resources Dev. & Mgmt.). This is my original work which I have submitted to my
guide Mr. Manish Bishwash, Dy. Manager, HRD, Jindal Steel and Power, Raigarh.

All the information and data in my project are authentic to the best of my
knowledge and taken from reliable sources.

AnandKumar
M.Tech.(HRDM)
IIT,Kharagpur

ACKNOWLEDGEMENT

I would like to express my sincere gratitude to Indian Institute of Technology,

Kharagpur for encouraging me to do this project and Jindal Steel & Power,
Raigarh for giving me an opportunity to do this project in their Organization.

I also express my earnest and sincere gratitude to my guide Mr. Manish Bishwash,
DGM (HRD), Jindal Steel & Power Limited, Raigarh, for his noble guidance ,valuable
suggestions and unflagging supervision during the entire project. His keen interest,
noble motivation, encouragement, intellectual support and ever helping attitude
have made the tenure of my work smooth and easy. I convey my deepest sense of
gratitude to my internal guide Prof. Partho Basu, Indian Institute of Technology,
Kharagpur for encouraging me to do this project.
I would like to express my gratitude to Mr. C.D Mathew, Sr.GM (HRD), for his
continuous support & valuable suggestions from time to time, which helped me
enhance the features of my project. The encouragement and cooperation of my
family members has always been a great source of inspiration.

Anand kumar

Contents

1.

2.

3.
4.

5.

Introduction 7
1.1. Technology and Human Resource 8
1.2. Information System
9
1.3. Human Resource Management and Development
13
1.3.1. Human Resource Functions
16
1.4. Primer of Human Resource Information System
18
1.4.1. History and Background
19
1.4.2. HRIS and Data
21
1.4.3. Effect of HRIS on Organization
22
1.4.4. Uses and Exploitation of HRIS
24
1.4.5. HRIS and Management Work
25
Architecture of HRIS 26
2.1. Theoretical Point of View 27
2.1.1. The Hyde-Shafritz Notion of Integrated Input and Output Model
2.1.2. The Simon Input/Data Maintenance/Output Model 28
2.1.3. The ManziniGridly Hardware Network Model
28
2.1.4. Resource Flow Model
30
2.2. Design Point of View
31
2.2.1. Stand Alone Architecture 31
2.2.2. Two Tier Architecture
31
2.2.3. Three Tier & N-Tier Architecture 32
HRIS Need Analysis
32
3.1. In General 35
3.2. In OPJIT 36
Database Architecture 37
4.1. Introduction to Database Management System
38
4.2. Various Database Terms
38
4.3. Database Design 40
4.3.1. Conceptual Design 40
4.3.2. Logical Design
46
4.3.3. Physical Design
47
4.4. Advance Technology
47
Analysis and Design
49
5.1. Introduction of OOP
50
5.2. Analysis 50
5.2.1. Objects
50
5.2.2. Classes
51
5.2.3. Message 52

27

6
5.2.4. Inheritance 53
5.2.5. Polymorphism
53
5.2.6. System function diagram 55
5.3. Design System
56
5.3.1. Class Diagram
56
5.3.2. Class Description 57
5.3.3. Object Diagram
62
5.3.4. Sequence Diagram 63
6. Feasibility Analysis and Implementation
6.1. Feasibility 65
6.2. Implementation
67
7. Summery and Conclusion
68
8. References
71

65

CHAPTER 1
INTRODUCTION

O.P. Jindal Institute of Technology, Raigarh (A unit of Jindal Education & Welfare Society) is
affiliated to Chhattisgarh Swami Vivekanand Technical University, Bhilai & is recognized by All
India Council for Technical Education (AICTE), Ministry of HRD, and Government of India.
The Institute offers bachelor degree in engineering courses of 4 years (8 semesters) duration in
Mechanical, Electrical & Electronics, Civil, and Metallurgy & Computer Science.
HR management of OPJIT is an extension of HR of JSPL.
This project is about analysis and development of HRIS of HR department of OPJIT.
Analysis part basically covers analysis of current system in OPJIT and analyze current trend of
HRIS.
Development of HRIS consists all phases of development of new software from need analysis of
HRIS to implementation of new software.
First part of this project basically deals necessity of HRIS to HR department through different
research and example and introduction of HRIS in different form.

Technology and Human Resource

Many well-known examples of the use of information technology for competitive advantage
involve systems that link an organization to suppliers, distribution channels, or customers. In
general, these systems use information or processing capabilities in one organization to improve
the performance of another or to improve relationships among organizations. Declining costs of
capturing and using information have joined with increasing competitive pressures to spur
numerous innovations in use of information to create value. The ideas do not constitute a
procedure leading inexorably to competitive advantage. However, they have been of value when
combined with an appreciation of the competitive dynamics of specific industries and a grasp of
the power of information.
A research was conducted by Alice S. in 2006. This is a study by talent management solutions
company TALEO, shows a significant disconnect between HR's strategic functions, including
talent acquisition and workforce planning, and IT ability to support these business initiatives.
The survey of 100 senior HR managers, all in organizations employing more than a thousand
people, found that only a quarter thought that strategic functions such as workforce planning,

leadership development and performance management were well supported by their IT systems.
Only a third felt confident in systems support for recruitment and employee progression. Some
important other findings are:

Current technology systems were out-of-date. Over half the respondents (55%) felt that
more sophisticated technology systems and processes were needed to support recruitment
and development.

IT focused on lower-level, administrative functions. Respondents said that payroll and

employee administration (68%) and evaluation and management reporting (53%) were
adequately supported by IT. However, more strategic HR initiatives such as performance
management (28%), leadership development and planning (25%) and strategic workforce
planning (25%) were not well supported.

IT focused on lower-level, administrative functions. Respondents said that payroll and

employee administration (68%) and evaluation and management reporting (53%) were
adequately supported by IT. However, more strategic HR initiatives such as performance
management (28%), leadership development and planning (25%) and strategic workforce
planning (25%) were not well supported.

Inadequate data and technology systems obstructed workforce management. Just 29% of
respondents felt that they had sufficient systems in place to gain a clear picture of existing
employee skills.

The HR function was striving to become more strategic. 63% of respondents cited talent
management (including recruitment) as a significant priority in the year ahead.

Findings of this study clearly show that HR is evolving to play a more strategic role in
supporting fundamental business objectives, but the systems being used by HR functions are not
keeping up and not as the requirement. It is clear that talent management and other strategic
initiatives are being recognized as essential functions by ambitious companies that want to retain
and recruit the best people, but organizations need to arm their HR peoples with the tools and
technology needed to support this strategy. The right HR technology is a critical element of any
HR strategy moving forward.

10

I have given just one research example but I have found many articles (Eitel J. M. Lauria (2007),
Karen Beaman (2000)) as well as company research document(Africa Health (2009)) that shows
technology and its tool can improve productivity and accuracy of decision making system of any
department. Human resource management system is slightly more backward in the use of
technology and its tool.

Information System
Information system is a term that constitutes two different terms Information
and System.
Information is a systematic, meaningful, relevant and complete data fact. It has many different
definitions relevant to other fields but one thing is common in all that is Information is a pattern
of facts in any kind of fields.
System is a set of several individual and subsystem. It is an integration of people, process, place
and resources to carry out a specific activity, perform a duty or solve a problem. A system has
Organized, purposeful structure regarded as a 'whole' consisting of interrelated and
interdependent elements. These elements continually influence one another to maintain their
activity and the existence of the system, in order to achieve the common purpose of the system.
All system consist followings gadgets and properties
1. Input, Output and Feedback system
2. Maintain an internal steady-state ( homeostasis) despite a changing external environment
3. Display properties that are peculiar to the whole but are not possessed by any of the
individual elements
4. have boundaries that are usually defined by the system observer
Every system is the part of lager system, is composed by sub system and shares common
properties of other system.
Information is a combination of information technology and the people activities that support
operation, management and decision making.
Information system is an integrated set of components for collecting, storing, processing, and
communicating information. Business firms, other organizations and individuals in contemporary
society rely on information systems to manage their operations, compete in the marketplace,
supply services, and augment personal lives.

11

Communicati
on

Banking

Accounti
ng

Economi
cs

Managem
ent

Informati
on
system

Agricult
ure

Psycholo
gy
Architect
ure

Engineeri
ng

There are four type of information system:

1. Transaction Processing System
2. Management Information System
3.

Decision Support System

4. Knowledge Management System Or Expert System

These four information system uses different levels of information and provide different set of
output to different types of user.
As the name implies, Transaction Processing Systems ("TPS") are designed to process routine
transactions efficiently and accurately. A business may have several TPS
- Billing systems to send invoices to customers
- Systems to calculate the weekly and monthly payroll and tax payments
- Production and purchasing systems to calculate raw material requirements
- Stock control systems to process all movements into, within and out of the business

12

A management information system is mainly concerned with internal sources of information.

MIS usually take data from the transaction processing systems (see below) and summarize it into
a series of management reports.
MIS reports tend to be used by middle management and operational supervisors.
Decision-support systems are specifically designed to help management make decisions in
situations where there is uncertainty about the possible outcomes of those decisions. DSS
comprise tools and techniques to help gather relevant information and analyze the options and
alternatives. DSS often involves use of complex spreadsheet and databases to create "what-if"
models.
Knowledge Management Systems exist to help businesses create and share information. These
are typically used in a business where employees create new knowledge and expertise - which
can then be shared by other people in the organization to create further commercial opportunities.
Good examples include firms of lawyers, accountants and management consultants.
KMS are built around systems which allow efficient categorization and distribution of
knowledge. For example, the knowledge itself might be contained in word processing
documents, spreadsheets, PowerPoint presentations, Internet pages or whatever. To share the
knowledge, a KMS would use group collaboration systems such as an intranet.

13

Human Resource Management and Development

HRM is an important branch of management, it emphasis on people and their
activity management. It covers all activity from manpower planning, recruitment to termination of people
in any organization. HR department is also responsible to built work culture, organizational climate and
take care of them. We know people are most valuable asset of any organization, and many organizations
have many people as

Under Valued
Under Trained
Under Utilized
Poorly motivated

The market place for talented, skilled people is competitive and expensive. Taking new
employee is an expensive issue and loss of any such employee is a loss as capital. So the role of
HR department is truly defined:
Selection of right people in correct number with right quality at adequate cost at right time and
finally with the scheme to retain these people
The business or service organizations used to consider human resource management (HRM) as
the anchor of managing their people within their employer-employee relationship. But now these
concepts have been expanded to focus on the efficient and effective management of people in
achieving the organizations vision or purpose.
The business or service organizations used to consider human resource management (HRM) as
the anchor of managing their people within their employer-employee relationship. But now these
concepts have been expanded to focus on the efficient and effective management of people in
achieving the organizations vision or purpose.
One of the precarious HR practices, that we were so used to, was to consider this as a stand-alone
system that is devoid of any meaningful relationships to other organizational functions and
purpose. Conceptually, the HRM goes beyond a set of coordination functions and activities of an
organizations human resources. One of the fundamental ideas underlying the HRM theory is that
the organization can create a strategic fit or synergy between its HR strategies and organizational
strategies. In other words, the organization should be able to side with its HR strategies and
policies with whatever their organization might exist for. HRM if designed carefully can become
the driving force for organizational success. For, it is the HR that stands in the key position to
influence growth and development of any organization. Variables such as customers and
stakeholders, the quality of products or services, revenues or development outcomes are greatly

14

determined by HR strategies and polices. In the present competitive environment, all the
companies have access to the latest technological advancements; therefore, it is the HR practices
which sets the companies apart.
Harward has given analytical framework of Human Resource Management

Stake Holder
Concern
Shareholders
Management
Employee Group
Government
Institution
Community
Unions
Situational Factors
Workforce Characteristics
Business strategy and
condition
Management Philosophy
Labor Market
Union
Technology
Law and social values

HRM Policies
Planning
Recruitment &
selection
Orientation &
training
Performance
Appraisal
Compensation
Separation

HRM
Outcomes
Commitment
Compliance
Congruence
Cost
effectiveness

Long term
Outcomes
Individual wellbeing
Organizational
Effectiveness
Social well-being

We know that every system has internal and external component to influence it, in 2000 The
International Civil Service Commission (ICSC) is adopted a frame work for human resource
management system. We know that many forces at various levels influence changes the strategy
and direction of HRM. These forces may change organizations mission, work and overall policy,
it include external and internal forces.
A human resources management framework does not exist in a vacuum but is interconnected
with the organizations mission and is subject to a number of forces, both internal and external.
International organizations of the United Nations family, however, present three additional
unique features that in one way or another affect the management of human resources:

15

Their system of governance: all organizations are responsible to large numbers of Member
States which decide their missions, mandates and strategies

Their legal status: the organizations are extraterritorial and not bound by national legislation
or international labor conventions

Their international, multicultural nature: the organizations aims and activities are global and
their employees come from all parts of the world

The frame work of ICSE is as

Human Resource
Management Strategies
Ethics/Standards of conduct
For the international civil service

Human Resource Information

Management
Underpins the framework

Organizational design, Job design and Human Resource

Planning

Compensation &
Benefit
System to maintain
it

Employment
Recruitment,
Placement &
retention

Contractual
arrangements

Staff well-being
ICSC HRM framework, 2000

Career
Management
Career
management, staff
development &
training

Mobility

Performance
Management

Good Governance
Management Style

Role of staff
representative

Administration of
justice

16

Human Resource Functions

HR department practices several functions that cover from recruitment to
separation of employee and planning to termination. It plays important role in organization and
study organizational need from people and people need from organization. It also participate in
major decision making system in business like expansion of business, acquisition and merging of
companies, downsizing people, transfer, promotion etc.
Some of important HR functions are as follows:

a. HR Planning
Integration of business and HR planning suggest HR planning is a process that identifies
current and future human resources needs for an organization to achieve its goals. HR
planning should serve as a link between human resources management and the overall
strategic plan of an organization. HR priorities, strategies and work plans should be based
on the organizations goals, environmental scan and gap analysis. Integrated planning is
central to the successful implementation of the PSMA. It will help align an organizations
workforce to government priorities, and the organizations mission, strategic plan and
budgetary resources.
b. Making policies and procedure
As the accountability of people HR department should have a complete and clear policies
and procedure. These policies should be documented and available to concern people in
easy way. Policy must have clear map for every decision in all condition and complete
procedure for implementation.
c. Performance Measurement and Risk Management
Human resource department are expected to maintain an effective internal control and
ensure availability the performance information to decision makers. A batter performance
management system improves the productivity of employee and organization can take the
decision about employees future career like transfer, promotion, training etc.
HR department also plays an important role in risk management in two ways. First,
employee is a prime source of risk so HR department must implement a procedure to
identify and keep the track of the source of risk. Shortage of employee, denial to take
additional responsibility from key employee, sloppy work, key employee leaving the
organization etc. are example of risk. Second, people are important to handle the risk so
HR department should take appropriate system to identifies and delegate responsibility to
these people.
d. Resourcing for service delivery

17

HR professionals are expert in handling people problems like health, psychological,

technical, behavioral, work satisfaction etc. so HR people are responsible to provide
resource and suggestion to manager to handle such problem.
e. Compensation, Classification, and Staff Relations
Compensation is main motive of any employee, its distribution to
employee is justified manner is much more important. Classification is a high profile job
that may create new position in organization and assign duties to these positions. Staff
relation must be kept healthy and friendly in organization, its motivate people to stay in
organization.
These three actions from HR department must helps organization to basic infrastructure
system.
f. Staffing
This is another important action; HR department is responsible to distribute people to
several positions and departments. Staffing should be based on policy and legal
obligation imposed by state or organization.
g. Learning and Development
Learning and development is continuous process that keeps people update and make them
ready for future need and threat. Identification of people, training, trainer, process is
critical work in this phase. Program should be beneficial to organization and its ROI must
be calculated.
h. Recruitment
Most of people this is main job and may be only job or HR people, but I can say HR
function starts with HR planning for staffing and it require people for that. So recruitment
is only way to fill requirement of organization.
i. Workplace maintenance
This is a code of conduct of HR department. This is a responsible though
which HR people secure and manage workplace with several rule and regulations in both
ways physical and psychological. Values and Ethics apply here that give life to workplace
and people do the work as his own work.
All HR functions cannot be documented on any volume of paper
because we can feel its presence in everywhere. The success of HR activity is not
mirrored in revenue generation of organization only but its presence can be seen also in
the kitchen of employee, on the face of employees family, in employees success, in
work culture and organization climate etc.

18

Primer of HRIS
HRIS are a novel research subject in IS field. The definitions of HRIS are created in the
1980s and in the 1990s. The literature of HRIS has its base mostly on research articles and
papers because HRIS have been studied more extensively and thoroughly not until in the new
millennium. Four books are available of HRIS. They are mainly handbooks or other practical
guidebooks of the design and use of HRIS in organizations. Thus, so far any other books on
HRIS do not exist. In addition, even though DeSanctis (1986) wrote an article on HRIS in the
1980s, the number of the research articles on HRIS has not increased until in the late 1990s and
in the new millennium.
As we know, HRIS is a system to operate human resource management activity in systematic
way. Because of its important in management of human resource, its knowledge, definition,
development and management of other aspect is also important.
What is HRIS?
There are several definitions of HRIS but I am giving four definitions to introduce HRIS.
1. Walter(1982)
The modern Human Resource Information System may be defined as a computerbased method for collecting, storing, maintaining, retrieving, and validating certain data needed
by an organization about its employees, applicants, and former employees.
2. Kavanagh, Gueutal & Tannenbaum (1990)
A human resource information system is a system used to acquire, store, manipulate,
analyze, retrieve, and distribute pertinent information about an organizations human resources.
3. Kossek, Young, Gash & Nichol (1994: 135)
The composite of data bases, computer applications, and hardware and software
that are used to collect/record, store, manage, deliver, present, and manipulate data for
Human Resources.
4. Kovach & Cathcart Jr. (1999: 275)
A Human Resource Information System is a systematic procedure for collecting,
storing, maintaining, retrieving, and validating data needed by an organization about its human
resources, personnel activities, and organization unit characteristics.
All the four definitions of HRIS emphasize the technical activities to process the data of
human resources. The definitions are also affected by the application area. Because HRIS is
related to HRM thus all other things referred to HRM. HRM is defined by using lists of different
tasks associated with employees like: recruiting, training, promoting, record keeping and meeting

19

various legal requirements. HRM is also defined as monitoring, facilitating and setting up
processes that select, assess, and assign people to appropriate roles in an organization (Townley
1994, Hubbart, Forcht & Thomas 1998, Targowski & Deshpande 2001, Ball 2001). HRIS, earlier
personnel systems, were mostly designed and implemented for those activities of HRM.

History and Background

The history of HRIS begins from payroll systems in the late 1950s and continues
into the 1960s when the first automated employee data was used (Kavanagh 1990, Walker 1993,
Martinsons 1997). Walker (1993) presents how a true personnel system was defined in the late
1960s:
A true personnel system has following Characteristics:
1. It is used to solve personnels needs, not just payrolls. That is the system is developed
primarily for the Personnel Departments use, to solve personnel not financialproblems.
2. It is multifunctional and in that it handles or addresses user needs in more than one
personnel area. In other words, it is not limited to one function such as benefits, or
employment, or wage and salary administration.
3. It utilizes the five basic concepts underlying human resource systems.
a. a database with definitions specified for data elements
b. a method of data update and entry
c. ad-hoc retrieval techniques
d. a human resource information centre to assist with administration
e. A data quality focus.
These concepts bring methodology to the development and operation of personnel systems. As
objectives, they provide an approach and structure for the work, and they necessarily involve
procedures, users, and systems professionals.
Thus, the first personnel systems were made to store a tremendous amount of data for record
keeping and reporting associated with personnel administration. In the course of time, the
development of HR activities generated the design, development and the successful
implementation of various computer-based HRIS (Martinsons 1997). Kavanagh et al. (1990)
present their conception of the development of HRIS introducing the historical eras in HR from
the pre-World War II era to the 1980s and how the eras have affected the development of HRIS.
Table shows development and changes in HRIS with time Ref Table1.

20

Table 1 Historical eras in HR

Era
Pre-World War II

Emphasis in HR
Reactive, caretaker activity; not part of the mainstream of business;
record keeping and caretaker of employees.

Postwar: 19451960

Importance of employee morale; personnel is part of operating costs

but not yet in mainstream of operations; research and development
(R&D) in selection of employees; payroll automation; early
applications of mainframe computers for personnel are used in
defense industry.
Social issues legislation changes HR; increased paperwork and
reporting requirements; protector of employees; advent of MIS in
computer world; introduction of IBM/360; HR now more in
mainstream of operations.

Social issues era: 1963

1980

Cost-effectiveness era:
the 1980s

HR expected to cost justify activities; the increased government

regulation of the 1980s increases HR role and paperwork; advent of
microcomputers and HR software explosion; HRIS capabilities
lower in cost, thus affordable by smaller firms; HR becomes part of
the business strategy process; increased emphasis on R&D for HR,
particularly utility analysis

In the 1990s there existed various expectations of how HRIS should have affected an
organizations HR activities and business planning. Studies about advantages of using HRIS and
about users of HRIS were performed. An organization was considered efficient if it had
technology and IS to support HR activities. Also, effectiveness of HRIS on work and
development of HR departments and HR professionals were under discussion.
In the new millennium electronic services such as e-learning, e-commerce and e-business
became possible and common because of the invention of World- Wide-Web (WWW 1994).
Along with the development of HRIS the concept of electronic HRM (e-HRM) has also been
launched as an internet invention and implementation of HRIS. Because of the different technical
devices and realizations, there are terms which may have similar meanings to e-HRM, such as
electronic HR (e-HR), virtual HR (M), HR internet, web-based HR; computer based human
resource information systems (CHRIS) and HR portals. Still, according to the literature, various
articles and web sites, e-HRM is the most commonly-used term.
We can define e-HRM as:

21

A way of implementing HR strategies, policies, and practices in organizations through a

conscious and directed support of and/or with the full use of web-technology-based channels
Rul, Bondarouk & Looise (2004)

As a rule, spatial segregated; both technically networked and supported, shared and
organized performing of HRM tasks through at least two actors. Strohmeier (2005: 2)

Based on the above it is possible to conclude that today the development of HRIS is still an ongoing process both in practice and in science.

HRIS and Data

The commonly used interpretation is that the purpose of HRIS is to store,

manipulate and provide data on employees. In addition, HRIS have been designed to accomplish
most of the routine HR tasks that help to maintain necessary HR knowledge in databases. The
data is important a) for management and b) to keep the HRM effective and in real-time order.
Thus, HRIS are mostly constructed for knowledge management (KM) of HRM. The reason for
that is the desire to control basic data of personnel, which creates better challenges to a profitable
and effective organization. For example, strategic human resource development and planning
(SHRDP) is focused on strategic management, organizational behavior and HRM. It links
business strategy and organizational strategy to the management skills. Strategic information
systems planning (SISP), for its part, supports the process of SHRDP, and knowledge-based
system (KBS) helps deliver HRM qualitative outputs as well as increases both employee and
customer satisfaction (Grundy 1997, Martinsons 1997, Basu, Hartono, Lederer & Sethi 2002).
Therefore, for SHRDP reliable data and knowledge are vital issues. Mainly HRIS have been
designed to store, manipulate and provide data of employees for the organizational use. Names,
addresses, phone numbers, education, training, career development and documents of the
personal development discussion are typical employee data in HRIS. Also different private or
semi-private data could have been stored in the system. Herein it should be taken into account
that because of the automation, data can be available in a different way than in manual systems
and requires more concern of data security and sensitivity than earlier. Therefore, at least
following questions should be asked when designing, implementing and maintaining HRIS: Who
can have access to the system? What kind of data is available to different users? How are the
system and data protected? What kind of security system has been implemented? What legal and
ethical issues should be considered in data specifications? (Hubbard et al. 1998)

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Effects of HRIS on organizations

Personnel, software and hardware can be regarded as both investments and costs
for the organization. Top management and stakeholders expect the investments to benefit the
organization. At the same time the costs should be kept in check. Thus costs and benefits are the
subjects of conversations when employment and device investments are in question in an
organization. Therefore the discussions of the costs and benefits of the employees and HRIS are
highlighted. A chronological development of personnel costs and computer costs can be
described as HRIS cost and personnel cost and its comparison is shown in figure1. The figure
does not include specific HRIS costs but it concentrates on computer costs. In addition, the
figure does not speak out the ranges between employee and computer costs directly, in other
words it does not give exact numbers of either of the costs, but it indicates visually that in the
1960s employee costs were low whereas big computers were expensive investments for
organizations. Only big enterprises could use personnel systems because they were able to invest
in both computers and software. The development of technology influenced the prices of big
computers. In the 1970s new inventions such as microcomputers, databases and personal
computers (PC) decreased the costs of computers. Now companies were also able to invest in
different IS due to the decline in costs of technology. In addition, small companies became
interested in automating their HR actions and making them more effective. (DeSanctis 1986,
Kavanagh et al. 1990; Walker 1993.) Simultaneously, legislation of personnel functions as well
as demands and needs of different administrative activities and reports developed significantly.
Personnel costs started to increase resulting in careful consideration when investing in IS.
Although technology was cheap, a company had to budget money for personnel expenses. Also,
the design and implementation of other organizational IS needed more resources and increased
prices of software, which had an effect on investments in HRIS. In addition to costs and benefits,
the automation and computerization of HR activities and tasks have other influences as well.
First, a well-designed, workable and effective HR information system provides a company with a
significant competitive advantage (Broderick & Boudreau 1992). Developed and sophisticated
HRIS do not only reduce overall HR costs but also help to simplify the way the customers,
managers and employees access and use HRIS both locally and globally. Secondly, globalization
gives an extra challenge to HRIS. An organization must be aware which parts of the HR
information system is similar in every unit regardless of the country. Simultaneously the
organization must be familiar with cultural differences which should be taken into account in
designing the HR information system (Stroh et al. 1998.). Thirdly, the automation and
computerization of HR activities and tasks have on influence on the implementation of new HR
technology and the HR information system in an organization. The process should be started step
by step, and necessary resources, i.e. devices and workforce, should be allocated for the process
sufficiently. At the same time, it is important to inform personnel in detail about the
implementation and the reformation of the system as well as to organize training to all levels to
confirm capability to use the system. Herein, the collaboration between HR and IT experts keeps

23

the users ideas in practical shape and help all of them in problematic situations (Axel, 1998.)
Still, regardless of all the notions and advice concerning the HRIS use, in the 2000s the
implementations of HRIS are still under consideration.
Figure 1 comparison of computer and employee trend
Computer storage and retrieval cost

C
o
s
t

Employee Cost
1950

1960

1970

1980

1990

2000

Yea
r

Cost and benefits are constantly the matters involved when measuring the meaning of HRIS. A
positive finding is that some studies have already been made to investigate and highlight the
barriers behind the implementation of HRIS in organizations. (Ngai & Wat 2006.) As IS in other
organizational application areas, HRIS usually bring about changes in the activities of HRM.
Changes affect not only everyday processes but also the skills of managers, leaders and HR
professionals. It is important that HR people understand what an information system is about and
what it takes to design, accomplish and to implement HRIS. The skills to understand database
management help HR professionals to understand what data is stored and how it is stored as well
as why and how that data can be manipulated, for example, how to produce reports for decisionmaking. It would be a great advantage if managers, leaders and HR professionals were aware of
how to specify data technically and what the changes to the old system are. If technological
development and changes are not taken into account, an organization will lose a lot of money and
resources.

24

Use and exploitation of HRIS

Since the 1960s due to the growth of computerized HRIS, HR managers and
professionals have spent a great deal of time establishing, maintaining and using HR databases.
Before automated HR data, HR managers needed a lot of time, for example, to identify which
employees need certain technical skills, which need supervisory skills or management skills.
Today HRIS are supported by techniques which help recognize the needs of training and allow
tracking suitable training for employees. HR people spend less time on day-to-day administrative
tasks and have more time on strategic decision making and planning. HRIS have become more
sophisticated than ever. Some people state that HRM and HRIS are ready to assume a far greater
enterprise role. The HR information system is a tool that supports HR management functions and
assists managers in managing their human resources more effectively than earlier (Targowski &
Deshpande 2001.). New technologies give new possibilities to solve administrative work
efficiently. Although HRIS are mainly created for HR people, also employees and managers
should be able to use and should use the system. Technology offers effective devices to
implement and use IS. Still, users can be skeptical when using IT and IS. They may wonder if the
technology works, if the data is reliable and if they are familiar enough with the technology, i.e.
if they make mistakes when using IT and IS. Lippert & Swiercz (2005) introduce their model
which offers 11 propositions to explore the relationship between HRIS technology trust and
implementation success. Technology trust can be defined as an individuals willingness to be
vulnerable to a technology based on person specific expectations of the technologys
predictability, reliability, and utility as moderated by the individuals predisposition to trust
technology. (Lippert & Swiercz 2005: 341). Lippert & Swiercz (2005) argue that the model
forms a framework to test the relationship empirically. They also emphasize that the theoretical
development of the model brings out several significant conclusions. For example, by
understanding the technology trust, the improvement of user satisfaction may increase. Also the
understanding of the determinants of HRIS may improve overall organizational performance
(Lippert & Swiercz 2005.). What organizational qualities make an organization use HRIS? The
number of employees is the first issue. In a large organization usually both individual and
organizational knowledge of HR functions are computerized. Secondly, using HRIS generates
needs to add new useful modules to the system. For example, some organizations utilize HRIS
when hiring people and therefore HRIS are developed widely in HR activities and administrative
actions. There are also organizations utilizing HRIS in training and recruitment. They begin
developing HRIS by separating it from HR administration (Ball 2001.). As stated before, the
essential purpose of HRIS has been to store, manipulate and to provide data on employees. Some
questions can be presented when the core meaning of HRIS is evaluated: What tasks is the
system for? What do managers expect of HRIS? Does the HR information system support
strategic initiatives? Does it provide information not just raw data to support decisions? How
does the HR information system serve corporate needs and expectations? Furthermore, the HR
information system brings changes to everyones work. It is important for managers, leaders and

25

HR professionals to be involved together when designing and developing HRIS with the help of
IT professionals. This may cause co-operational challenges between managers, leaders and HR
people, but the situation also gives an opportunity for possible hidden features of HRM to
emerge. Still, technology brings more possibilities to operate with data than manual systems.

HRIS and management work

We know, originally HRIS have been planned for managerial and HR work. Their use has caused
uncertainty about the division of labor between managers and HR staff. Managers have been
responsible for employee data and thus they may have drawn a conclusion that it has been on
their shoulders to update administrative information. On the other hand, HR professionals, who
have wanted to maintain the control of HR issues, have not been pleased with the change brought
about by managers and employees more active roles in HR administrative work. Yet, a HR
information system can be designed so that it is easy to use by everyone and it will not be a
burden or a loss to anyone.
The questions when considering HRIS design are: How does the HR information system help
managerial work? How can employees attend to their own profiles in the system? What is HR
staffs responsibility in using the HR information system?
HR professionals mostly work with top and line management because HRM is part of the
managers work. When the HR work is shared between the managers and HR staff, the HR
professionals have more time to develop HR strategy in the organization.
Technology and computerization may also cause the management work to transfer from
managers to HR professionals. If managers are not comfortable with the HR information system
and if they do not get needed data, they will not use the system. Furthermore, the managers with
longer work experience may be less satisfied with the HR information system. It is important to
pay attention to encouragement at management level and point out the usefulness of the HR
information system. Also HR professionals with more general IS experience may encourage
users at higher levels. User satisfaction and system usage have become common measures of
system success in HR function. Even though managers and HR professionals may have good
skills to construct HRIS, it does not automatically mean they are effective and sufficiently good
users of systems. A HR information system is considered a tool to support HRM functions and an
aid to help managers in managing their human resources effectively. HRIS also develop
management both locally and globally. Therefore, organizations must be familiar with cultural
differences to identify them in HRIS. Globally integrated HRIS should be efficient by
developing management in the increasingly competitive multinational global markets (Haines &
Petit 1997, Stroh et al. 1998, Hussain et al. 2007.).

26

Chapter 2
ARCHITECTURE OF HRIS

27

Architecture of HRIS
HRIS is basically function oriented system, its application taken care of at least
two points of HR need. One, personnel data that was maintained in hardcopy in past but it
became automated now with the help of processing power, programming tools, database features,
reporting format and communication facilities. Second point, consists of applications made
necessary to meet the government reporting requirements. In order to satisfy legislation, firms
began developing computer-based systems to maintain data on job applicants, pay characteristics
and changes, and compensation and benefits, as well as data describing job functions.
From the evolution time HRIS is described is several forms and architecture, some are as follows

Theoretical Point of View

1. The Hyde-Shafritz Notion of Integrated Input and Output Modules
Albert C. Hyde and Jay M. Shafritz were among the first to attempt a conceptual
framework for the HRIS. In a 1977 journal article, they identified sixteen database modules,
which were integrated in that they had the capability of exchanging data. Table 2.1 lists the
modules and provides brief descriptions. These particular modules were identified during a study
for the State Department, and the authors recognize that each firm could have a unique
combination of such modules.
This model does not show any internal structure but it viewed and input and output module.
Figure 2.1

28

Source: Albert C. Hyde and Jay M. Shafritz, HRIS: Introduction to Tomorrow's System for
Managing Human Resources. Public Personnel Management, 6 (March-April 1977), 76.
2. The Simon Input/Data Maintenance/Output Model
This model contains three different system Input, Data maintenance and Output.
The input function provides the capability for entering data into the HRIS. This function includes
procedures that describe the details of data gathering: who provides data, when it is provided,
and how it should be processed. Also included are data validation and error correction. The
maintenance function is next performed, and includes the standard processes of keeping the
human resource database currentadding new records, changing existing records, and deleting
records. The output function uses the database contents to produce information, primarily in the
form of periodic reports.
3. The Manzini-Gridley Hardware Network Model
In 1986, this model present HRIS in the term of interfaces with a corporate human
resources database.
Their model appears in Figure 2.2. The database contents are illustrated with shapes that
resemble file drawers. According to this model, users interface with the system by means of online devices, such as PCs or terminals, and receive outputs in the form of hardcopy re-ports and
responses to ad hoc queries. An administrative function called HRIC (for Human Resources
Information Center) exists within HR for the purpose of assisting users, providing database
security, and enforcing privacy controls.

29

Figure 2.2

Source: Andrew O. Manzini and John D. Gridley, Integrating Human Resources and
Strategic Business Planning. New York: American Management Association, 1986

30

4. Resource Flow Model

A resource-flow view of the HRIS focuses on the flow of human resources
through the firm. It recognizes that the firm's environment provides a pool of potential
employees who are subjected to a screening process before joining the firm. While in the
firm, the employees receive training and education, perform their tasks, and receive
evaluations. The employees are compensated for their efforts with money and other
benefits. Eventually, the employees terminate their employment and return to the
environment. The employees who retire continue to receive benefits. The task of the
HRIS is to gather data that tracks this human resource flow, store the data until it is
needed, and use the data to produce information that enables persons both in the firm and
its environment to monitor the flow.
This system is described in figure 2.3
Figure 2.3

Hyde, A.C., and Shafritz, J.M. "HRIS: Introduction to Tomorrow's System for Managing
Human Resources," Public Personnel Management, 6 (March-April 1977)

31

Design Point of View

Hare I am going to present some architecture that commonly found in several
organizations on practical point of view. Different architecture must require different angle of attention of
programming and design aspect. Some of architectures are as follows:

1. Stand Alone System

A single system consist all thing input system, storage, output, reporting and
processing. It is basically a single user system that must be HR professional. Everything
is done locally in this system.
2. Two-Tier System
This is basically a client server model of system. Server consist all data, logic,
administrative, security and report subsystem. The purpose of client-server architecture
was to spread out low-powered processing capability to the dozens of PCs now being
used across an organization. High-performance applications such as Payroll would still be
run in a batch process on the mainframe computer or outsourced to vendors such as
Automated Data Processing (ADP). But day-to-day processing could be implemented on
the PC. In this case, an HR applications logic or set of business rules would run on the
local machine. Issues such as having valid data entries for hiring dates, home addresses,
and name formats would be checked instantly by the PC, that is, without looking up the
business rule at the server on the mainframe. Even more complex checks such as term of
employment and salary deduction calculations could be done on the local PC. In addition,
software applications could apply the more graphics-oriented user interface of the
Windows environment. Ease of computer usage was a major factor that enabled
individuals with a relatively low level of technology experience to use the applications.
Figure 2.4 shows the client server architecture.

32

3. Three Tier Architecture and N-Tier Architecture

Throughout the 1990s and into the current decade, this division of processing
activity expanded from 2-tier to 3-tier and, finally, N-tier architectures. With a 3-tier
architecture, the servers have two rolesas database (DBMS) server and as application
server(s) (Figure 2.5).
With the development of the 2-tier and 3-tier systems, the HRIS professional still
managed the user interface, but more demanding processing occurred in the middle,
application server, and tier. Products such as BEAs Tuxedo1 transaction processor
implemented transaction logic to maintain data reliability. For example, if two recruiters
updated the same job position at the same time, a transaction processor would ensure that
both updates were entered into the database. This allowed several users to access the
central database simultaneously. This type of software, which performed tasks between
the client and the database server, became known as middlewaresoftware that managed
data and transactions before they were saved to the database. There are a couple of
drawbacks with both 2-tier and 3-tier systems. First, a large amount of information has to
move from the client computer across the network to the server to execute database
transactions quickly, which necessitates the use of significant bandwidth, or the ability to
move lots of data quickly between computers. Second, the user interface client needs to
be installed (along with database drivers) on every PC needed to access the HRIS. The
corollary issue of this requirement is that employees need to be trained on this
application. Therefore, HRIS access tended to be limited to employees within the four
walls of the enterprise, that is, only those residing within the local area network of the
organization. Low-bandwidth access, such as Internet dial up, was impractical.
To provide for employee self-service, the Web browser was adopted to solve the
above issues. The browser provides a thin client and is a relatively small piece of
software requiring fairly small client computing resources, made possible by the 3-tier
computing model. A thick client would require a significant-sized software product and
computing power at the client location (as necessitated by the 2-tier model). An Internet
Web browser comes installed on all major operating systems (Windows, Mac OS, Linux,
and even Palm OS). The browsers user interface has become ubiquitous. Therefore, very
little employee training is required to use a browser-based application. Finally, a browser
works well in a low-bandwidth network environment. So now the typical HRIS
application architecture looks like Figure 2.5.
N-Tier architecture is a general form of Three-Tier Architecture. It shows multiple level
of processing and data storage. It is basically a distributed system; processes and data are
distributed and populated to entire company architecture on local or global platform.

33

Figure 2.5 Three Tier

Figure 2.6 N-Tier Architecture

34

Chapter 3
HRIS NEED ANYLYSIS

35

Before doing any need analysis we have do a review of advantages and component of HRIS. We
have study the impact of HRIS on the organization in general then on OPJIT.
Various authors have advocated that the use of a Human Resource Information
System (HRIS) should lead to valuable outcomes for the organization. Decreased costs,
improved communication, and decreases in time spent on mundane activities should create an
environment where in the Human Resources (HR) department would play a more strategic role
in the organization.

In General
The use of Human Resource Information Systems (HRIS) has been advocated as an
opportunity for human resource (HR) professionals to become strategic partners with top
management. The idea has been that HRIS would allow for the HR function to become more
efficient and to provide better information for decision-making.
Some impacts of HRIS are as follows
1. HR Process
We know almost every HR process required a processing of huge amount of data, it take
time for presentation to relevant audience, its timely and accurate retrieval.
A computerized HRIS can provide speed, accuracy and data storage. It can improve data
processing and maintenance, recruitment process, training process, planning, forecasting
etc. It also decreases paper work.
2. Cost saving and Time saving
HRIS decreases the cost of almost every process of HR activity.
3. Information Effect
This is most important advantage of any computerized system. This IS improve the
information effect through accuracy, real time or online processing, better presentation,
data analysis capability, business data intelligence capability.
Almost 90% managers agree on this.
4. Decision making
A general purpose of an HRIS is to provide decision support applications that help HR
and non-HR managers, as well as employees, make better decisions, and the key is to
make better decisions rather than simply produce data faster. The HRIS appears to have
little effect on decision making. Most of the HR directors perceived that HR decision
making had become less effective in 1990s and the results were similarly negative
pertaining to the impact of HRIS on decisions concerning promotion and especially those
decisions related selection and the timing of training and of hiring. One area where
respondents believed that the system did aid in making decisions concerns promotions,
with 60% responding that it provides useful information. Now we have more advance

36

system, database tools (data warehouse, data mining), programming Tools etc. So now
HRIS may more helpful in this area.
5. Role of HR
HRIS has been envisioned as having a substantial impact on the importance of human
resource departments, leading to a more strategic/managerial role and contributing to the
organizations competitiveness, as well as creating new paths for HR to add value to the
organization. With the introduction E-HRM, 3-Tier or N-Tier architecture of HRIS,
distributed system and computing in HR, E-Training, E-Recruitment etc into HR
department HR people become in strategic role in organization.
So we can say HRIS must provide an edge to HR
people through they become more profitable and more valuable for organization.

In OPJIT
O.P. Jindal Institute of Technology, Raigarh (A unit of Jindal Education & Welfare
Society) is affiliated to Chhattisgarh Swami Vivekananda Technical University, Bhilai & is
recognized by All India Council for Technical Education (AICTE), Ministry of HRD, and
Government of India.
A section of HR department of JSPL is active in OPJIT to manage employee activity or HR
activities. There are some other colleges also have to manage, but this project cover OPJIT only.
1. HR Process
OPJIT has teaching and non-teaching employee, Regular and non-regular employee. HR
department practice almost all HR functions.
They have following set of situation
a. Collect adequate set of resume( Soft and hard copy )
b. Duplicate set of resume
c. Salary statistics required
d. History of applicant and employee
e. Medical claim
f. Different section of HR for other institution
My project provides the solution of all above problem. This HRIS provide computerized
set of solution of HR process.
2. Cost saving and Time saving
Computerized short listing process, automatic data transfer from applicant to employee on
joining, find duplicate applicant from applicant history etc gives cost and time saves.
3. Decision making
HRIS must provide much useful information on time and request, so it makes system
helpful for decision making.

37

Chapter 4
DATABASE ARCHITECTURE

38

Introduction to Database management System

Database management system is a complete system that manages data of
any organization in systematic manner.
Database provides several facilities to information system like storing, retrieval, security, backup
and operative facility (analyzing, sorting, merging etc.).
Every DBMS must have following quality
1. Data Redundancy: Since, each application has its own data files, the other users within
the department / organization can not have access to these data files. Thus for every
application separate data files are maintained, even if they are common. This causes data
redundancy, and wastage of storage space.
2. Data Inconsistency: Data redundancy leads to data inconsistency. Data inconsistency
means discrepancy in values of data elements in same data files physically stored at
different locations.
3. Data Isolation: The data files of common use cannot be made available for sharing, even
if desired so.
4. Security: There cannot be enforcement of centralized control on data access, as the data
files are created / duplicated as per individual applications requirements. The decisions
regarding storing the same data at multiple places are taken at various levels by different
people, which are usually of ad hoc nature. Access controls planning becomes difficult in
such situation.
5. Data Dependency: The coding in applications is very much dependent upon the data
files design. Any change in design of data files (say addition of a new field, or deletion of
a field) will warrant for changes to be made in the coding of application also, which uses
it.

Various Database Terms

Database is a databank, which is managed by a single agency, and it consists of interrelated files, in which data items are organized in such a way that one can have random access to
data, as per specific needs of the users.
Some database terms are as follows:
Field: It is the smallest unit of data, which can be stored in a database. For example, a students
name in a universitys database would appear in the field named as student_name. Usually the
data types in a field are Numeric, Character string, Date, Memo, Logical, Hyperlink, Picture etc.
The field is at times referred as attribute/data element / data item also. These nomenclatures can
be used synonymously.
Record: It is a collection of related stored fields. A student record may consist of collection of
fields like Students name, the course taken, the date of birth, contact address and the grade etc.

39

File (Table): It is a collection of different occurrences of same type of stored record. A file is
usually referred as a Table also; it describes an entity (something, about which data is to be
stored).
Primary Key: Every record in a file usually contains at least one field that uniquely identifies
that record for the purpose of data retrieval, and updating of values of fields corresponding to a
record. This identifier field is called the primary key, and it always has a unique value.
Combination of more than one field to act as identifier of a record is called Composite Primary
Key.
Foreign Key: For setting relationship between two tables, there should be at least one common
field in two tables. Usually that common field is Primary key in one table, and it is called foreign
key in the second table. Foreign key can have repeated values also.
Cursor: A cursor is a temporary work area created in the system memory when a SQL statement
is executed. A cursor contains information on a select statement and the rows of data accessed by
it. This temporary work area is used to store the data retrieved from the database, and manipulate
this data. A cursor can hold more than one row, but can process only one row at a time. The set of
rows the cursor holds is called the active set.
Trigger: A trigger is a PL/SQL block structure which is fired when DML statements like Insert,
Delete, and Update is executed on a database table. A trigger is triggered automatically when an
associated DML statement is executed.

40

Database Design
Database design is the process of producing a comprehensive data model for any
database with storage and management parameters being pre-set. The database development life
cycle starts with requirements specification for the database and ends with its support and
maintenance after its implementation and deployment. Nowadays every business needs a
database for the management of its business data based on different querying models suitable for
different organizations. We carry out a comprehensive analysis of Organizational database needs
and provide database solutions that fulfill business needs. As a carefully thought database forms
the foundation of business functionality and adds efficiency to the whole system.
Database design has basically three different Phases:
1. Conceptual Design
To begin with, one needs to be clear about the Information System
requirements, for which database and the procedures are to be designed. This can be done
by adopting systematic technique2 for structured analysis. The output of this process is
known as System Requirements Specifications (SRS). It mainly consists of:

A well defined objective of database application

The objective of database is to acquire data of employee of OPJIT, Applicant,
Equipment given to employee, history of employee, department, courses etc
Database should keep physical data and maintain it as per security, backup and recovery.
One more additional work is to support business data intelligence that provides some
additional analysis report to decision maker.

List of users who supply inputs

Employee, HR manager (HR policy for promotion, Equipment distribution,
General Board Meeting Information, Courses), Operators, College Committee

List of agencies / roles who receive reports

Employee, HR manager, College Committee, Employee Documents, College
Documents
List of expected output reports and their layout
o Training Reports
o Applicant Report: History, current applicant statistics, report for current
openings.
o Shortlisted Report: Report in every phase of recruitment.
o Search Training: Search based on training information.
o Hiring Report: Total hire by year, by designation
o Termination, resignation : By year, category, designation

41

o Faculty List: A list of all faculties, by position, designation, by subject taught, by

Qualification.
o Position List: A list of all positions.
o Search Report: Search all person records in the system, Facilities, Holidays
o Age Distribution: Total of all staff by age range.
o Classification Breakdown: A total of all staff by classification.
o Hires per Year: Hire totals by year.
o Job Breakdown: Total staff by job
o Retirement Planning: Staff totals by retirement year.
o Emergency Contact List: A list of all staff with emergency contact details.
o Home Contact List: All staff with home contact details.
o Salary List: A list of all employees with salary details, Salary statistics.
o Staff Directory: A list of all current staff with work contact information.
o Promotion History

List of inputs transactions & data entry forms layout

o Applicant Information- General, Address, Qualification etc
o Employee Information
o List of holidays
o Courses, Departments, users, college information, Salary Script, Job Description,
List of Leaves
o Continuing Education
o Training program
o Performance appraisal Inventory
List of major processes
o Short listing of Applicant
o Report generation in various format
o Error finding in various methods
o Joining the employee
o Salary Fixation
o Searching Process
o Salary Enhancement
o Medical claim fulfillment
o Salary report generation
Layout of User Interfaces to link various processes
Start
1. Short listing
Select
required
Position
Short Listing Process

Applicant
information

Graph
Analysis
Process
Short Listed

JobDescription

42

43

2. Report Generation
Start
Select or Write
Criteria

Process Data Given By

Database

Database

Generate Intermediate Report

Select Format

Report in given
format

3. Joining of Employee
Start

Select Applicant ID
from list of final short
listing after interview

NO
Is Medical
Report OK?
YES
Stop
Collect all relevant data of
applicant.
Add some additional
relevant data

Employee
Information

Applicant
Information

44

4. Salary Fixation

Start

Select Applicant ID
and designation

Retrieve salary range

norm of AICTE
Compute some statistics
of Existing Employee

Display all
values
NO
Is negotiation
succeeding?
YES
Stop
Add fixed Salary to applicant

Employee
Information

45

List of entities
o Applicant
General
Qualification
Address
Expectation
Experience
Benefits
o Employee
General
Experience
Qualification
Address
Leave status
Salary
Identification
Family
Continuing Education
Research and publication
Medical claim Fact information
History
Contacts
o Leave Matrix
o Salary matrix
o Equipment
General
Issuing
Vendor information
o History
Employee history
Applicant history
o GBM Information
o Job Description
o Holidays
o Users
o Institute General Information
o Department
o Courses

46

Conceptual database
This is design of database system where we indentify relationship between
entities.
n

Applicant
Address

n
1

Applicant
Qualification

Applicant

Applicant

General
n

Experience
Applicant

Copy of
data
when
selected

Expectation
Applicant

Employee

Benefits

Address
n

Employee

Qualification

Employee
1

Employee

General

Employee

Family
Employee

Experience

Employee

Identification

Salary
n

Employee

Employee

Benefits

Medical Claim
n

Employee
R&P

Employee

Employee

Continuing EDU

Contact

Employee
Leave

47

2. Logical Design
Logical database design helps us to define and communicate our business
information requirements. When we create a logical database design we have to describe
each piece of information that we need to track and the relationships among, or the
business rules that govern, those pieces of information. Once we create a logical database
design, we can verify with users and management that the design is complete and it is
accurate. Creating a logical data design is an information-gathering and it is a iterative
process. It includes following steps:
o Define all table
o Establish Relationship between table
o Determine content of each table and it constraints
o Normalize the form of table
Here I am going to presents some example of this project.
We know table is logical collection of data of same entity that is formed by row. Here we
have to decide collection of attribute for row.
Example: - Table: JobD (Job Description)
JobD

Skill and Experience

Job Title- Text

Duties and
responsibility- Text

Job Title- Text

Work condition- Text

Duties and
responsibility- Text
Work condition- Text

Salary DescriptionText
M

Salary DescriptionText

Qualification
Degree- Text
Institute- Text

One JD Has Multiple QualificationsDurationand Multiple

Experiences on one Qualification.
Date
JOBD
pos_id(PK) nvarchar(15)

Salary DescriptionText

Unchecked

48

position

nvarchar(30)

Unchecked

role
descrip
Job_cat

nvarchar(MAX)
nvarchar(MAX)
nvarchar(15)

Checked
Checked
Checked

JOBQuali
Pos_id(FK)
quali
expr
role_on_quali

nvarchar(15)
nvarchar(30)
nvarchar(2)
nvarchar(MAX)

Unchecked
Unchecked
Checked
Checked

Jobd table is parent table and it has a key field ( pos_id). Jobquali table is connected
with jobd table on key field so pos_id in JOBQuali is foreign key.
3. Physical Design
In the physical design, the actual structures of tables are created using a
particular DBMS package. The physical design shows how the files, records, fields are
actually stored on the physical storage media, depending upon the type of database, the
DBMS supports. This physical design giving complete logical view (the way user wants
to view it) of the database, is called schema. Various applications developers have the
choice of getting different logical views (which may be even partial) of the same
database. They can customize these views as per their specific needs. Such logical view is
called subschema. DBMS provides tools for creating the subschema.
Advance Topic in Database
Database is an area in computer field that growing in every day. Database
incorporates some intelligence system, active tools, and deductive tools with inference
method (Artificial Intelligence) etc. to improve the functionality of database
technology.
Database is not now used as storage only but it helps user in decision making. Data mining,
Data warehouse, Active database, Deductive database, Grid database,
Multidimensional database etc are the examples of advance feature.
Data Warehouse for Storage
A data warehouse is a computer system designed for analyzing the historical data of an
organization, such as sales, salaries, or other information from day-to-day operations. Normally,
an organization summarizes and copies information from its operational systems (such as human
resources) to the data warehouse on a regular schedule, such as every night or every weekend;
after that, management can perform complex queries and analysis on the information without
slowing down the operational systems. The data warehouse also normally stores information at a

49

coarse grain than the operational systems: for example, if the operational systems contain a
record for every sale, the data warehouse might simply contain the total number of sales for each
product at each store. The data warehouse need not be a relational database, as it must be
organized to hold information in a structure that best supports not only query and reporting, but
also advanced analysis techniques, like data mining. Most data warehouses hold information for
at least one year and sometimes can reach half century, depending on the business/operations
data retention requirement.

CHAPTER 5

50

ANALYSIS AND DESIGN

51

Software system is basically a complete set of logical world that appears to user physically
through a set of hardware. Keyboard, Monitor, Printer etc are the external system that helps user
to interact with the system for real work.
System analysis and design refers the process that analyzes actual work place work and design a
logical system for same work place.
Software design process has a vast set of methodology. The methodology is changing in
continues pattern with the evolution of new technology. Some methodologies are as follows

Waterfall Model
Prototype
Incremental
Spiral
Rapid Application Development
Object Oriented Model

Analysis
Object Oriented Model of software development is in developing phase and software industry is
trying to take move towards this methodology. This methodology is based on a concept that is
real world programming concept. All programming component is design as real world
component.
In real world, every system has people, things, place and process. Each and every separate thing
has basically two different concepts that are characteristics and behavior.
Characteristic refer all data part of object and behavior refers all functional part. One object can
communicate with other though message. Some concept of OOPS are as follows.

Object
An object is an instance of a class. It can be uniquely identified by its name and it defines
a state which is represented by the values of its attributes at a particular time.
In any system we have to identify all objects separately. Some object example of HRIS of OPJIT.
DatabaseConnection, EmployeeGeneral, EmployeeQuali, EmployeeHistory, LeaveMatrix,
SalaryMatrix, MainProgram, ApplicantGeneral, ApplicantExpact, Holidays, Equipment,
JobDescriopsion etc.

52

Classes
A class is a structure that defines the data and the methods to work on that data. Actually class is
a building block of object. It define object in all manner data, method, security, accessibility,
communication etc.

An example of Class from project:

DatabaseConnection
Imports System.Data.SqlClient
Imports System.Data.SqlTypes
Public Class oraconn
Dim user As String
Dim pass As String
Dim utype As String
Dim uname As String
Dim s As Integer
Dim conn As New SqlConnection
Public Sub New()
user = String.Empty
pass = String.Empty
utype = String.Empty
s=0
End Sub
Public Sub connect()
conn.ConnectionString = "Data Source=rohit-pc;Initial Catalog=JITS;Integrated
Security=True"
Try
s=s+1
conn.Open()
Catch ex As Exception
MessageBox.Show(ex.Message.ToString + "/ Please Try with correct Value", "LOGIN
ERROR", MessageBoxButtons.OK)
End Try
End Sub
Public Function getconn() As SqlConnection
Return conn
End Function
Public Function getuser() As String
Return user
End Function

53

Public Sub setutype(ByVal s As String, ByVal us As String)

utype = Trim(s)
uname = Trim(us)
End Sub
Public Function getutype() As String
Return utype
End Function
Public Function getuname() As String
Return uname
End Function
Public Sub conclose()
conn.Close()
End Sub
End Class
This class describes the connection of database with program through valid user ID and
password. This class provides database connection to all project area.
The object is declare as
Dim conn as oracon
Conn is object and oraconn is class.

Message
A running program is a pool of objects where objects are created, destroyed and interacting. This
interaction is based on messages which are sent from one object to another asking the recipient to
apply a method on itself. A message is a request to an object to invoke one of its methods.
Example:
MainForm

Oraconn

Getconn

Connect()

Departmnet()

Getconn()

Intitree()

Getuser()

Give
Connection

Conn

SetuType()
Getuser(conn)

Loginform
Connect ()

UserTyp

SetuType()

Connect

54

Inheritance
One object-oriented concept that helps objects work together is inheritance. Inheritance
defines relationships among classes in an object-oriented language. In the .NET programming
language, all classes descend from System.data.Sqlclient and implement its methods.
In inheritance, a new class can be derived by any base class or classes and in this process derived
class can get the access of all public and private attributes.
VB.net has complete framework of inheritance as follows
System

Collectio
n

Data

Diagnost
ics

Drawin
g

Globalizati
on

IO

NE
T

Security

Window
s

Web

Xm
l

Forms
OleD
b

Sqlclie
nt

Odbc

OracleClie
nt
Security

Drawing2
D

Imaging

Imaging

Polymorphism
Polymorphism refers multiple forms, OOPS provides a feature that is a object can
show different forms and it helps the programming method to generalized the program.
An object of system object may show multiple forms or it appears in all subclass forms.
Dim s as system
S= new data
S=new window
So S may show the form of data or window which object of base class system

Service

55

During the analysis and introduction of system we have found several classes, object and
message passing method of communication.
This analysis result can be shown by some components
1. admin resource diagram
Setup User

Departments

Courses

Admin

Set HR Policy for

Equipment
Job Description

Setup Leave

Holidays

Salary Metrics

Training

This diagram shows admin work and some work that must be done after installation of software.

56

2. System Function Diagram

This diagram shows all system function in OPJIT. It also shows hierarchy of function for
execution.

57

Design
Design is basically a phase where we design a logical solution or blue print of solution of entire
system. OOD (Object oriented Design) has different type of notation of different face of system.
Some characteristics of OOD are as follows
Design based on modeling classes and objects in the application domain
Generally follows a hierarchical data abstraction strategy where the design components
are based on classes, objects, modules, and processes
Operations are related to specific objects and/or classes of objects
Groups of classes and objects are often combined into frameworks
Some notations of OOD are used in design of HRIS.
1. Class Diagram(Higher level)
Class diagram shows actual class name and interaction between classes. This project
contains many forms (window) to receive request and give response to users. Every
window is a class that performs transition between them. Class diagram of such forms is
a higher level diagram because it does not shows any description.

CLASS

CLASS

FirstFrm

LoginFrm

CLASS

CLASS

SalmFrm

EquipFrm
CLASS

CLASS

Mainfrm

HrpFrm
CLASS
HoliFrm
CLASS

CLASS
AppFrm

CLASS
CLASS
EmpFrm

ComFrm

JobdFrm

58

2. Class description
Class description refers the actual code or detail description of a class.
Example of Applicant Form
Imports System.Data.SqlTypes
Imports System.Data.SqlClient
Public Class addapp
Dim
Dim
Dim
Dim

da1, da2, da3 As SqlDataAdapter

ds As New DataSet
s1, s2, s3 As String
sb As StatusBar

System Class
call
Add Applicant Class
begin

Private Sub addapp_Load(ByVal sender As System.Object, ByVal e As System.EventArgs)

Handles MyBase.Load
Me.Location = New Point(270, 80)
sb = New StatusBar
sb.Location = New Point(10, 420)
Cms.Items.Add("Married")
Cms.Items.Add("Single")
Cms.Items.Add("Divorced")
Cms.Items.Add("Widow")
Crel.Items.Add("Hindu")
Crel.Items.Add("Islam")
Crel.Items.Add("Sikh")
Crel.Items.Add("Christian")
Crel.Items.Add("Others")
Ccat.Items.Add("General")
Ccat.Items.Add("SC")
Ccat.Items.Add("ST")
Ccat.Items.Add("OBC")
Ccat.Items.Add("Others")
Cblood.Items.Add("O")
Cblood.Items.Add("A")
Cblood.Items.Add("B")
Cblood.Items.Add("AB")
Crh.Items.Add("Positive")
Crh.Items.Add("Negative")
Cgn.Items.Add("Male")
Cgn.Items.Add("Female")
Me.Controls.Add(sb)
s1 = "select * from applicant"
s2 = "select * from job_desc"
s3 = "select * from tempapp"
da1 = New SqlDataAdapter(s1, mainform.con.getconn)
da2 = New SqlDataAdapter(s2, mainform.con.getconn)
da3 = New SqlDataAdapter(s3, mainform.con.getconn)
da1.Fill(ds, "app")
da2.Fill(ds, "jd")
da3.Fill(ds, "tem")
Call get_pos()

59

End Sub
Private Sub ComboBox4_SelectedIndexChanged(ByVal sender As System.Object, ByVal e As
System.EventArgs) Handles Ccat.SelectedIndexChanged
If (Ccat.SelectedIndex = 4) Then
sb.Text = "Enter Catagory into The Box"
Else
Label14.Text = " "
End If
End Sub
Private Sub ComboBox3_SelectedIndexChanged(ByVal sender As System.Object, ByVal e As
System.EventArgs) Handles Crel.SelectedIndexChanged
If (Crel.SelectedIndex = 4) Then
sb.Text = "Enter Religion into The Box"
Else
Label14.Text = " "
End If
End Sub
Private Sub init()
Dim cnt As Control
For Each cnt In Me.Controls
If (TypeOf cnt Is TextBox) Then
cnt.Text = String.Empty
End If
Next
End Sub
Private Sub Label24_Click(ByVal sender As System.Object, ByVal e As System.EventArgs)
Handles Label24.Click
With Odb
.Title = "Select Applicant Photograph"
.DefaultExt = "*.jpg"
.Filter = "Image file|*.jpg;*.bmp|All File|*.*"
.InitialDirectory = "c:\downdata"
End With
Odb.ShowDialog()
If (Odb.ShowDialog() = Windows.Forms.DialogResult.OK) Then
Pphoto.Image = Image.FromFile(Odb.FileName)
Pphoto.SizeMode = PictureBoxSizeMode.StretchImage
End If
End Sub
Private Sub get_pos()
Dim i As Integer
For i = 0 To ds.Tables("jd").Rows.Count - 1
Cpos.Items.Add(ds.Tables("jd").Rows(i).Item("position"))
Next
End Sub
Private Sub Dbirth_Leave(ByVal sender As Object, ByVal e As System.EventArgs) Handles
Dbirth.Leave

60
Dim y, d As Integer
y = DateDiff(DateInterval.Year, CDate(Dbirth.Text), Today)
If (y < 18) Then
MessageBox.Show("Please Check Date of Birth", "Age Error", MessageBoxButtons.OK,
MessageBoxIcon.Error)
Else
d = DateDiff(DateInterval.Day, CDate(Dbirth.Text), Today) Mod (365 * y)
End If
Tyear.Text = Str(y)
Tday.Text = Str(d)
End Sub
Private Sub Cpos_MouseEnter(ByVal sender As Object, ByVal e As System.EventArgs) Handles
Cpos.MouseEnter
sb.Text = "Select Position(If position is Not In List Go Job Description)"
End Sub
Private Sub Tfn_MouseEnter(ByVal sender As Object, ByVal e As System.EventArgs) Handles
Tfn.MouseEnter
sb.Text = "First Name"
End Sub
Private Sub Tmn_MouseEnter(ByVal sender As Object, ByVal e As System.EventArgs) Handles
Tmn.MouseEnter
sb.Text = "Middle Name"
End Sub
Private Sub Tln_MouseEnter(ByVal sender As Object, ByVal e As System.EventArgs) Handles
Tln.MouseEnter
sb.Text = "Last Name"
End Sub
Private Sub Dbirth_MouseEnter(ByVal sender As Object, ByVal e As System.EventArgs) Handles
Dbirth.MouseEnter
sb.Text = "Age Should be Greater than 18"
End Sub
Private Sub Dbirth_ValueChanged(ByVal sender As System.Object, ByVal e As
System.EventArgs) Handles Dbirth.ValueChanged
End Sub
Private Sub Label24_MouseMove(ByVal sender As Object, ByVal e As
System.Windows.Forms.MouseEventArgs) Handles Label24.MouseMove
sb.Text = "Click to Add Applicant Photo"
End Sub

61

Private Sub Bcancle_Click(ByVal sender As System.Object, ByVal e As System.EventArgs)

Handles Bcancle.Click
If (Bcancle.Text = "Cancle") Then
If (MessageBox.Show(" You May Lose Entered Information--> Continue ", "Exit
Confirmation", MessageBoxButtons.YesNo, MessageBoxIcon.Error) =
Windows.Forms.DialogResult.Yes) Then
Me.Close()
Else
Exit Sub
End If
Else
If (Not mainform.appid = String.Empty) Then
MessageBox.Show("You Have still To Add" + mainform.appid, "Exit Unsaved
Information", MessageBoxButtons.OK, MessageBoxIcon.Error)
Else
mainform.appid = String.Empty
End If
End If
Me.Close()
End Sub
Private Sub Bsave_Click(ByVal sender As System.Object, ByVal e As System.EventArgs)
Handles Bsave.Click
Dim cnt As Control
Dim f As Boolean
f = True
For Each cnt In Me.Controls
If (cnt.Text = String.Empty And (TypeOf cnt Is TextBox Or TypeOf cnt Is ComboBox)) Then
MessageBox.Show("Empty field", "Error In Fill Form", MessageBoxButtons.OK,
MessageBoxIcon.Error)
f = False
Exit For
End If
Next
If (f) Then
Dim newr As DataRow
newr = ds.Tables("app").NewRow()
newr.Item(0) = UCase(Trim(Tappid.Text))
newr.Item(1) = UCase(Trim(Cpos.Text))
newr.Item(2) = UCase(Trim(Tfn.Text))
newr.Item(3) = UCase(Trim(Tmn.Text))
newr.Item(4) = UCase(Trim(Tln.Text))
newr.Item(5) = UCase(Trim(Tfname.Text))
newr.Item(6) = UCase(Trim(Tfocc.Text))
newr.Item(7) = CDate(Dbirth.Text)
newr.Item(8) = Trim(Temail.Text)
newr.Item(9) = Trim(Cblood.Text)
newr.Item(10) = UCase(Trim(Crh.Text))
newr.Item(11) = Trim(Cms.Text)
newr.Item(12) = UCase(Trim(Tmt.Text))
newr.Item(13) = UCase(Trim(Tfl.Text))
newr.Item(14) = UCase(Trim(Tsl.Text))
newr.Item(15) = Trim(Crel.Text)

62
newr.Item(16) = Trim(Ccat.Text)
Dim fs As New System.IO.FileStream(Odb.FileName, IO.FileMode.OpenOrCreate,
IO.FileAccess.Read)
Dim data(fs.Length) As Byte
fs.Read(data, 0, fs.Length)
fs.Close()
newr.Item(17) = data
newr.Item(18) = Trim(Cgn.Text)

If (MessageBox.Show("Sure About Save", "Save Confirmation",

MessageBoxButtons.OKCancel, MessageBoxIcon.Question) = Windows.Forms.DialogResult.OK)
Then
ds.Tables("app").Rows.Add(newr)
Dim cb1 As New SqlCommandBuilder(da1)
da1.Update(ds, "app")
mainform.appid = UCase(Trim(Tappid.Text))
End If
Bcancle.Text = "Exit"
appall.Show()
End If
End Sub
Private Function makemes(ByVal cnt As Control) As String
Dim s As String
s = Mid(cnt.Name, 1, Len(cnt.Name) - 1)
s = "L" + s
Return s
End Function
Private Sub Cpos_SelectedIndexChanged(ByVal sender As System.Object, ByVal e As
System.EventArgs) Handles Cpos.SelectedIndexChanged
Dim s As String
Dim c As Integer
If (Cpos.Text <> String.Empty) Then
s = Mid(Cpos.Text, 1, 8)
Else
s=" "
End If
Dim sql As String
sql = "select position from applicant"
Dim dal As SqlDataAdapter
Dim dsl As New DataSet
dal = New SqlDataAdapter(sql, mainform.con.getconn)
dal.Fill(dsl, "loc")
c = dsl.Tables("loc").Rows.Count + 1
Dim s1 As String
s1 = Trim(Str(c))
While (Len(s1) <= 5)
s1 = "0" + s1

63
End While
dsl.Clear()
dal.Dispose()
s = s + s1
Tappid.Text = s
End Sub
Private Sub Button1_Click(ByVal sender As System.Object, ByVal e As System.EventArgs)
Handles Button1.Click
appall.Show()
End Sub
Add Applicant Class
End Class

End

3. Object Diagram
This diagram covers all type of object and describes the way of communication between
object.
Example Employee Object Diagram

Object
GenEmp
Object

Object

Quali

Leave

Object

Object

Address

Family

Object
Contacts

Object
Benefits
Object

Object
Termination
Object

MediClaim
Object
Salary

Loan
Object
Object
Object
4. Sequence Diagram
This diagram basically
of execution of module
with response sequence.
ResPub deals sequence
Identification
Notes
a. Sequence Diagram of short listing of applicant

64

Position

Short listing
Process

Job Description

Applicant

Graph Design

Short listing
Position
Position
Job
description
Graph

Applicant
List

Shortlisted
List

b. Sequence diagram of Login

Main Form

Login Form

User Form

Database

Start Program
Call
Call
User, pass

Confirm
Confirm
Start Application

User Type

Chapter 6
Feasibility Analysis & Implementation

65

Feasibility Analysis
Feasibility analysis is a process through which we can estimate or measure the ratio between
cost, effort in development of system and benefit of the system.
It is actually a pre-development study that emphasizes on multiple issues of project design.
Software development system performs study multiple times and at multiple phase. It has to
design several break points where feasibility study performed.
Figure 5.1 Feasibility check points

This is typical system of feasibility study with check points. Analyst has to do feasibility
study before the starting of each phase but feasibility study before start of project is most
important, it may save cost and effort for not feasible project.

a. Economical feasibility

66

Economic analysis is the most frequently used method for evaluating the
effectiveness of a proposed system. More commonly known as cost-benefit analysis, the
procedure is to determine the benefits and savings that are expected from a candidate
system and compare them with costs. If benefits outweigh costs, then the decision is
made to design and implement the system. An entrepreneur must accurately weigh the
cost versus benefits before taking an action.
Since that was an internship project so its cost can be estimated as
Cost to developer: 36000/ Rs
Cost of S/H: Dot Net Visual studio: 35000 Crystal Report: 20000(Small scale)
SQLServer express (Database Application): (free)
Other cost: 10000
Total: 101000/Rs
Return:
Stop repeated Applicant: 10/year
Cost per Applicant: 10000Rs

Saving: 100000Rs

Cost will return in one year.

Other non quantity Benefits: accuracy, Time saving
b. Technical feasibility
Technical feasibility analysis has one important purpose that is estimate
technological availability, robustness, uncertainty and adaptation.
This software is event driven, Window based, user friendly and incorporate well available
technology.
One database administration is required to handle recovery and backup.
So HRIS for OPJIT is technical feasible software.

67

Implementation
Implementation of any software system refers a process that involves from installation of
new system to easy handling of system in organization. Implementation process takes care from
hardware, network, reporting, backup, software issues and training of users. It is the very last
phase of any software process or any process. This is a million dollar phase and if any software
system is failed in this phase then entire
Implementation has basically three important phases
1. Software Installation
Installation is very easy and it automatically provides path setting and icon.
2. Database Configuration
This requires some effort design of database on customer system and gives
authorization to administration.
3. Training
Training to user just take 6 hours, it require introduction to component and terms used in
software

68

Chapter 7
Summery and Conclusion

69

Information is the raw material of planning. A quality planning effort cannot be accomplished
without sound and adequate information. Information is provided in an organization by an interrelated set of procedures and process known as an information system.
HRIS is a tool that improves decision making capability and participation into corporate decision
making system.
Introduction chapter present some term related with industry, HR department, problems related
to interaction of HR and technology. Adaptation of technology in HR department is slower than
any other department, so HRIS has slower rate of adaptation also. HRIS makes some changes in
organizational work culture and make it more users friendly. In Architecture of HRIS, HRIS has
two different class of architecture. One, theoretical structure, it describes several structures and
all structure shows combination and interaction between components. Second, Design structure,
it describes basic structure for programming and one can be selected on the basis of
organizational size. I have found a significant difference between these two architectures,
theoretical structure gives only high level contents and study, but design level study based on
current available technology and programming capability.
HRIS need analysis is introduced in chapter 3; this study presents need of HRIS in organization
and how an HRIS can satisfy expectation of organization. Database architecture is very much
important. This chapter deals basic database architecture for HRIS in OPJIT, construction of
basic tools of DBMS, Data storage, manage, security to data, availability of data and form of
data, constraints on data etc. Design of database is processed in database architecture phase.
Some advance tools of database are used in database construction like Cursor, Trigger and
Business data intelligence.
HRIS for OPJIT is designed in Object oriented design method, chapter 5 describe several tool of
analysis and design, Class diagram shows high level interaction, but object diagram shows
internal structure and interaction.
Every design requires coding, HRIS is developed in VB.NET, and database system is SQLServer
2008 express Edition.
This system is very much feasible as technical and economical shown in chapter 6 and smoothly
implemented at OPJIT.

70

Conclusion
HR departments are usually not much happy with implementation of new technologies,
thats why very less number of software products are available in the market. Most of HR
managers felt that current technologies could not give much support to HR department rather to
data processing function. Many available HRIS support HR planning, employee management,
recruitment, succession planning, training and development. But we have to do more work in this
area to cover entire function of HRM. I have designed this software as per requirement of
OPJIT and it has lots of future work to do like performance appraisal, and Risk management
tools, task monitor, Succession planning etc.
HR work is basically people related work, department must have the knowledge of each and
every employee, their strength and weakness, hobby, ambition, skill etc. HR people require a
complete system with intelligence tools and capability to handle large volume of data. HRIS is in
growing phase and it will definitely reach to that stage so that it becomes an integral part of
HRM.
HRIS for OPJIT has all necessary functions and I include two tools in this architecture of HRIS;
first, graph based automatic short listing process. Second, salary fixation system that provides
statistics of all current employees and specific class of employees, expectation of the applicant
and norms for particular class of job to HR manager during salary negotiation.
Finally, I think HRIS is not a data processing tool only but it is a privilege to HR department
that helps us to think our system in different manner and become an integral part of corporate
decision maker.

71

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