Chapter II

Review of Related Literature

Government Human Resource Information System
The Government Human Resource Information System (GHRIS) project is
envisioned to provide the Philippine National Government with a comprehensive human
resource management information system for all of its 1.7M national government
employees. The GHRIS application should have the capability to be accessed at over
1,500 various locations within the Philippines, with some locations having limited
electrical and networking capability. The system should

be able to initially support 10,000 operational users with the ability to expand to
cover 1.7M users should the Employee Self Service be activated. Access to the system
should be controlled and restricted to individual accounts using unique personal login
information. The ability to define levels of user access rights within the system and other
strong security features and measures are required functions.
In its finalized implementation, the GHRIS system should handle the complete
lifecycle of all national government employees including their initial entry into service, to
their retirement or separation which includes the following HR actions such as
recruitment and hiring, promotions, retirements, awards, evaluations, casualty operations,

calculations for re-contracting requirements, retention, assignments, training, schooling,

finance, absences, personnel assigned equipment and other associated personnel actions
specific to the different agencies and common within the government. The system should
also support and streamline lengthy approval processes by providing an efficient and
timely method of approving and tracking actions. The system is for 6 pilot government
agencies namely the Commission on Audit (COA), The Department of Budget and
Management (DBM), The Department of Finance (DOF), The Bureau of Treasury (BTr),
the Department of Science and Technology Advanced Science and Technology Institute
(DOST-ASTI) and the Department of Science and Technology National Computer Center
(DOST-NCC).
http://www.asti.dost.gov.ph/attachments/article/705/Terms%20of%20Reference%20%20cmm%2012-31-2012-v9.pdf

Issues in human resources management and approaches to their solution*

In the article created by Dr. Divina M. Edralin, a full-time professor on Business
Management Department of De La Salle University about issues in human resource
management and approaches to their solution, she mentioned that it is an acceptable fact
that the success of an enterprise is tied to the competence and effectiveness of the people
who work in and with the organization. And therefore, if the people are genuinely to be a
sustainable source of distinctive competitive advantage of Philippine companies in the
next millennium, the underlying principles that management must adhere to in the
strategic planning and implementation of approaches in resolving issues in human
resources management are: (1) Respect for the rights and dignity of workers, (2) Concern

for the general welfare and security or workers; and (3) Recognizing that people are
valued stakeholders of the enterprise.

There is no one best approach for any given industry or firm. The greatest challenge
for businesspeople is to understand the, and use a nexus of, diversified approaches which
are labor-friendly and concomitantly focused on achieving organizational goals through
technological (production processed), structural (roles and relationships), managerial
(administrative actions), and people (human resources can be educated, trained, coached,
and counseled) transformation of renewal.
This is the Renewal-Driven HRM paradigm shift that Filipino managers/owners
can seriously consider to address core issues and problems in human resources
management that have impeded Philippine industries and deterred them from pursuing
appropriate and doable approaches that will enable such firms to be globally competitive
at the turn of the millennium.
Edralin, D. M. (2001, January - February). Issues in human resources management and
approaches to their solution*.
http://www.dlsu.edu.ph/research/centers/cberd/pdf/business/vol4/vol4no1.pdf.

Bulacans Human Resources Office Human Resource Information System

The Provincial Government of Bulacans Human Resources Office (PHRMO),
formerly known as Personnel Management Information System, is responsible for,
among other services, the maintenance of records associated with payroll preparation and

processing. They are also responsible for maintenance of 201 files of each individual
employee.
Among the significant services brought about by PHRMO through the use of
HRIS, on top of the list is the fast and accurate processing of pertinent employee records
like service records and payroll. Through the automatic computation facility and
integrated time keeping system, processing time to determine leave credits, which is
necessary for computation of pay of employees who have absences and processing time
to prepare remittances for GSIS, PAG-IBIG and MEDICARE are very well addressed.
This system did not only empower the employees and increased their productivity, but
also became a tool to eliminate red tape. Through HRIS (Human Resource Information
System), response time to employee request is admirable.
Human Resources Information System (HRIS) formerly Personnel Management
Information System consists of areas in Local Governance:

eAdministration (Support Services/Administrative Services and Human Resource

Management)

eServices (Payroll Processing and Records Management)

The HRIS is a LGU type, locally used by Provincial Government of Bulacan. Its
functions are to give innovative services in maintenance of personnel records, payroll
management and processing and biometrics time keeping.
http://www.bulacan.gov.ph/government/pmis.php

Review of Related Study

Human Resource Management Systems at Galaxie Software Solutions
Srikanth T., MIT, developed the Human Resource Management Systems for
Galaxie Software Solutions using VB.NET and ADO.NET and MS Access as its
database. The goal was to develop a software application for the Human Resources
department that provides general information about their employees, it also enhances the
HR management in adding, viewing, and updating employees details and generates
various reports with regards to an employees skill and experience, timesheets, etc.
Suggestions and Grievances posted by the employees are upheld for taking care of the
necessary steps in forwarding companys obligation.
Srikanth

T.

(2005).

Human

Resource

Management

Systems.

https://www.scribd.com/doc/3263270/Human-Resource-Management-Systems-HRMS

Human Resource Management System (An Online Web Application)

The project titled Human Resource Management System was implemented
using PHP for CMC Limited a leading IT solution company and a subsidiary of Tata
Consultancy Services (TCS Ltd.). The project is an online application with the aim of
developing a Human Resource management module for the Intranet Automation of HR
software. This project also aims to maintain the database of the employees working in an
organization their salary, payrolls with a facility to edit and update it. It also facilitates
user as per their hierarchy and grants privilege to them accordingly. The HR
administrator is provided of adding employee in to the company. He then adds the new
employees general information and can also enter his contact, skill, education

background, certifications if applicable, and project details. The administrator also has
the right to view and update all employees general information and other details. The
project is designed using HTML, CSS and JavaScript on the front-end and PHP with
MySQL on the back-end and WAMP as its server.
Prakash, G. (2008).
Application).

Human Resource Management System (An Online Web

https://docs.google.com/document/d/1RTqQpkjvjGcNKEmAPlLo-

OBxy1Q5JOrfDGroiq9irTs/edit?hl=en_US.

A NATIONAL STUDY of Human Resource Practices, Turnover, and Customer Service

in the Restaurant Industry
According to National Survey, the first national employer survey of work and human
resource management in the U.S. restaurant industry, they conducted a telephone survey
of managers in 1,150 restaurant establishments across the country. Managers in each
workplace provided information on the types of customers served and restaurant
characteristics. They reported the number and types of employees providing front-andback-of-the-house services. For this report, front-of-house employees include servers,
bartenders, hosts, bussers, runners, barbacks and cashiers. Back-of-the-house employees
include line cooks, prep cooks, dishwashers and potters. For each of these groups,
managers reported on their human resource practices including staffing and selection,
training and development, compensation, and the organization of work. Performance
outcomes such as turnover and employment tenure were also addressed.

Batt, R. (2014, January 15). A NATIONAL STUDY of Human Resource Practices,

Turnover, and Customer Service in the Restaurant Industry. http://rocunited.org/wpcontent/uploads/2014/01/HRPTCS_Cornell_Report_4.pdf.

Human Resource Information Systems and Their Impact on Human Resource

Management Strategies
Some authors have proposed that the use of a HRIS would reduce HR costs by
automating information and reducing the need for large numbers of HR employees; by
helping employees to control their own personal information; and by allowing managers
to access relevant information and data, conduct analysis, make decisions, and
communicate with others without consulting an HR professional (Awazu & Desouza,
2003; Ball, 2001). Ideally, with an appropriate use of HRIS, less people should be needed
to perform administrative tasks such as record keeping and more time would be made
available for HR managers to assist by providing data on a strategic level. Many of these
authors believe the future to be bright for HRIS as it creates new paths for human
resources and for the organizations that effectively use HRIS. One study even goes as far
as to suggest that there is evidence that HRIS can improve shareholder value (Brown,
2002).
Human resource management (HRM) issues have been major concern for
managers at all levels, because they all meet their goals through the efforts of others,
which require the effective and efficient management of people (Dessler, 1999).The
spacious array of HRM activities for example, planning, recruiting, selection, and
training just to mention but few place enormous responsibilities on supervisors and

managers alike. These embrace analyzing jobs, planning labor needs, selecting
employees, orienting and training employees, managing compensation, communicating
(which includes counseling and disciplining), and maintaining employee commitment.
Al-Shawabkeh, K. M. (2014, November 4). Human Resource Information Systems and
Their

Impact

on

Human

Resource

Management

Strategies

https://www.questia.com/library/journal/1P3-3624955101/human-resource-informationsystems-and-their-impact.
REFERENCE IN THESIS OF HRIS