SCHOOL OF POST GRADUATE

COURSE TITLE ; Business information system (BIS)

ASSIGNMENT

DEPARTMENT MBA

SECTION 10

PREPARED BY ID NO
 TEMESGEN LEMMA PGMGB/6266/20

SUBMIT TO
Wendemneh (Ph.D)

Ministry of Revenue

The Ministry of Revenue is established with proclamation no 256/1994 issued on

Oct. 10, 2002 on article 4, 5 16 and 26.  In accordance with the proclamation the

aims, powers and duties bestowed on the former revenue board on proclamation

No 5/1987 are fully transferred to the Ministry of Revenue.  In addition, the

ministry is given the responsibility of conducting the Revenue sector reform

program continuously.  Furthermore, the Ministry leads and supervises three

affiliated Revenue sectors.  Namely: The Federal Inland Revenue (FIRA), The

Ethiopian Customs Authority (ECuA) and the National Lottery Administration

(NLA).
The Ministry has prepared its vision and mission statement. The vision and

mission statements are prepared with full participation of the staff, stakeholders

and collaborators.
 Vision:

 “Our vision is to see a modern and effective government revenue policy and

administration system that is not exposed to corruption and delivers efficient

service to the public and lays down a reliable basis for the acceleration of the

country’s social and economic development.”

 Mission statement:

  "To enable government revenue be collected by performing revenue sector

reform program continuously, laying down modern government revenue

collection and administration; raising the awareness of the public and

executing revenue laws without discrimination and giving transparent,

efficient, fair and effective service to delivery."

 Objective:

 “The objective of the Ministry shall be to facilitate conditions for the

 systematic, efficient and timely collection of Government revenue and to

direct their collection.”

 Powers and Duties:

 To set up systems of supervision and follow-up aimed at the

efficient collection of Government revenues;

 To direct and supervise the Federal Inland Revenue Authority,

The Ethiopian Customs Authority and the National Lottery

Administration;

    To ensure the due assessment collection and proper keeping of

accounts of Government revenues as well as of joint revenues of

the Federal and Regional Governments, in accordance with the

relevant laws;

    To direct and coordinate the ongoing tax reform program;

To perform such other duties so as to help enhance the carrying out of its

activities.
 To establish modern revenue assessment and collection system; and provide

customers with equitable, efficient and quality service,

 To cause taxpayers voluntarily discharge their tax obligations,

 To enforce tax and customs laws by preventing and controlling contraband

as well as tax fraud and evasion,

 To collect timely and effectively tax revenues generated by the economy;

 To provide the necessary support to regions with a view to harmonizing

 federal and regional tax administration systems.

 Values and Principles:

The Ministry is attempting to instill the following values and working principles,

these principles and values are:

  Develop the Revenue sector workers interest to collect and increase

government revenue; their commitment to the organization.

  The top management commitment to bring change and to make things to be

time.
  Interest to deliver open, efficient and fair service.
  A feeling of integrity and not being exposed to corruption.
  The enthusiasm to create a sector that brings development.
Based on the above stated vanguard values and principles the ministry's top

management and staff have designed their own ethical ruler.

 Components

The main function of an HR Management System is to standardize and consolidate

the core processes related to Human Resource management. An HRMS includes
separate HR modules to take care of specific HR and admin tasks leaving HR staff
free to focus on creating a better workplace. These are the core functionalities of an
ideal Human Resource Management System:

1. Application management ;A holistic employee on boarding module to track

and monitor applicants across job boards, recruitment portals, and websites
throughout all phases (find, shortlist, interview and hire) seamlessly in a single
interface to collaborate with recruiters and streamline the hiring process.

2. Employee management ;Store and retrieve all up-to-date, employee-related

information (basic profile, employment history, performance, role, etc.) on a
centralized database that can be accessed anywhere, anytime to take workforce or
organization-related decisions.
3. Organizational management ;Accurately build an organizational structure with
pre-defined industry-relevant templates, business processes, related reports, and
compliance obligations to support global employee relocation and all other global
workforce management tasks in a flexible way.

4. Benefits management ;Include multiple plans and assorted options to auto-

define, manage, and tailor a full spectrum of employee-specific benefits in a single
interface to easily govern the eligibility/costs associated with it.

5. Payroll management ;Tone down the complexities in payroll processing with a

complete array of payroll services by offering inbuilt accounting module,
automated tax computations, frequent audit & reporting tool, tabular data storage,
and configurable rule-based engine.

6. Workplace management ;Optimize daily headcount using trends forecast and

pre-defined templates for planning and managing workforce properly between
processes like recruitment, employee on boarding, learning & development, etc.

7. Compensation management ;Design and manage comprehensive employee

compensation plans across multiple teams, departments, and geographies
uniformly. Link compensation with performance and organizational objectives,
aggregate compensation data to view/edit it anytime.

8. Performance management ;Set individual goals, assign weightage, collaborate,

create a development plan, and align it with organizational values to evaluate each
employee in an organization with comprehensive performance reviews (quarterly,
half-yearly or annual).

9. Timesheet management ;Automate timesheet approval process of employees to

analyze performance, estimate costs incurred across the organization under several
parameters (employee, department, client, role, project or activity) and integrate
seamlessly with payroll and other modules.

• Interrelationships

Human resource development is primarily concerned with training employees and

aligning their personal development goals with the broader goals of the
organization or business. Human resource management has a broader focus on

labor relations, compensation, benefits and compliance.

• Objective/purpose

The primary objective of HRM is to ensure the availability of competent and

willing workforce to the organization as well as to meet the needs, aspirations,
values and dignity of individuals/employees and having due concern for the socio-
economic problems of the community and the country.

Societal Objectives, Organizational Objectives, Functional Objectives, Personal

Objectives

• Boundary

Human Resource Management is the process of recruiting, selecting, inducting

employees, providing orientation, imparting training and development, appraising

the performance of employees, deciding compensation and providing benefits,

motivating employees, maintaining proper relations with employees and their trade

..

• Environment

In simple words, environment comprises all those forces which have their bearing

on the functioning of various activities including human resource activities.

Environment scanning helps HR manger become proactive to the environment

which is characterized by change and intense competition.

 • Interface

The Human Resources (HR) Interface is where you enter employee information

into a template and upload it to the Labor Management data warehouse. ... This

significantly reduces the amount of time spent on reviewing multiple employee HR

information and manually entering each and every employee into Labor

Management.

 Input

The inputs of HRIS include the information relating to employees, their abilities,

qualifications, potentialities, creative instincts, age, pay scales, various jobs in the

organization, their required skills and qualifications to do them, the number of

employees and executives manning various positions, organization. Inputs into the

Develop Human Resource Plan process include: activity resource requirements,

enterprise environmental factors, and organizational process assets.

 Output

include commitment, quality output, and engagement. These HRM outcomes lead

in turn to improved internal performance. Examples include productivity,

innovation, and quality. These outcomes lead to financial performance (e.g. profits,
financial turnover, better margins, and ROI).

 Constraints

Some of the constraints faced human resources management

1. Reputation of the Enterprise:

The image of the enterprise in the community largely influences recruitment

process. A person may not be interested to apply for a job in an enterprise whose

goodwill is not good. An enterprise may get bad reputation on account of

undesirable attitude of the management, bad working conditions, etc. Such

enterprises do not get sufficient number of personnel even if they offer higher

wages.

2. Unattractive Jobs:

If the job is boring, hazardous, tension ridden and lacking in opportunities for

advancement, very few persons may be available for such jobs. On the other hand,

if it carries good salaries, promotional avenues, or good working conditions, there

may be many persons available for such jobs.

3. Organizational Policies:
Internal policies of the enterprise may also act as a constraint on recruitment of

new persons. A policy of filling up higher positions from outside can discourage

competent persons to apply in such an enterprise (because of lack of promotion

avenues).

4. Trade Union Requirements:

In some cases, agreements with trade union may also act as constraints to employ

persons from outside. An understanding with the union to fill up certain percentage

of posts through it will restrict the choice of management.

5. Government Policies:

Government policies may also act as constraints on recruitment policy.

Government legislation may require reserving certain percentage of posts for

weaker sections of society or for persons belonging to specified castes. Legislation

may require the enterprise to recruit new persons only from the lists supplied by

government employment exchange. Such legislations restrict the choice of

management in recruiting new persons.

 Feedback

An organization is a complex network of employees working in various

departments, domains and profiles. Each employee has a different role,

responsibility and decision making capacity. However, all work towards to

objectives and goals set by the company. Hence, constant monitoring of the work

being done is important for the business. This is where feedback is an important

aspect in understanding the work done by an employee in an organization. It is an

important aspect for good business and a pivotal role is to be player by the HR

department. It helps in understanding the performance of employees. Those who

are doing good are rewarded and those who are lacking some skill are trained.

 Concluding remarks

Conclusion. Human resources are a key element in the success or failure of

monitoring programmer to meet their objectives. Without an adequate strategy to

develop the human resources available and attract high caliber staff, monitoring

programmer rapidly stagnate.

 The introduction of lean/continuous improvement requires the heavy

involvement of the HR unit together with other internal and external experts
 Lean is based on some simple and easily understandable principles and tools
that can give quick results.
 Requires openness, creativity and willingness to change among participants.
 Requires (as usual) good management and follow up.
 References

 ministry of revenue

 Ministry of Revenue Proclamation

 Ministry of revenue official page

 Inter net