Professional Documents
Culture Documents
BY
SANDIP FOUNDATIONS
Sandip Institute Of Technology Research Center
Sandip Foundation Mahiravani, Trimbak Road
NASHIK 422 213
SAVITRIBAI PHULE PUNE UNIVERSITY
ACEDEMIC YEAR 2016-17
SANDIP FOUNDATIONS
SANDIP INSTITUTE OF TECHNOLOGY AND
RESEARCH CENTER
MAHIRAVANI, NASHIK - 422 213
SAVITRIBAI PHULE PUNE UNIVERSITY
ACADEMIC YEAR 2016-17
SEMINAR REPORT
Name of seminar : Human resources management system
Students name -
Mr. Varun Deshpande (T120618509)
Mr. Rohan Kothawade (T120618522)
Mr. Vardan Hingmire (T120618515)
Mr. Yash Belgaonkar (T120618503)
Semester : V
1 Introduction 1
1.1 Introduction of topic . . . . . . . . . . . . . . . . . . . . . . . . . 1
1.2 Sponsership Letter . . . . . . . . . . . . . . . . . 1
1.3 Aim and Objective . . . . . . . . . . . . . . . . . . . . . . . . . . 2
2 Literature Review 3
2.1 Advantages of Human Resource . . . . . . . . . . . . . . . . . . . 3
2.2 Human Resource Planning . . . . . . . . . . . . . . . . . . . . . . 5
3 Software Requirements 6
3.1 Hardware Requirements . . . . . . . . . . . . . . . . . . . . . . . . 6
4 System Design 8
4.1 Lack of immediate retrievals: . . . . . . . . . . . . . . . . . . . . . 8
4.2 Maintenance of Accuracy and Reliability issues: . . . . . . . . . . . 8
4.3 Lack of prompt update: . . . . . . . . . . . . . . . . . . . . . . . . 8
5 Methodology 11
5.1 Augmented Reality . . . . . . . . . . . . . . . . . . . . . . . . . . 11
5.2 Functions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
5.3 Applications . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
5.4 Merits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
5.5 Demerits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
6 FEASIBILITY OF PROJECT 14
6.1 ECONOMIC FEASIBILITY . . . . . . . . . . . . . . . . . . . . . 14
6.2 TECHNICAL FEASIBILITY . . . . . . . . . . . . . . . . . . . . 16
7 Conclusion 17
References 17
8 Base Paper 19
List of Figures
Chapter 1
Introduction
The new emerging trends and technologies such as virtual and augmented reality
make it very easy to present the information and as well to understand in an inter-
active way, thus to make this interaction more efficient we are trying to make use of
one more technology that is Human Resources Management System (HRM).
Project Aim
The aim of the project is to create a environment in which we are building
and managing databases needed in IT industry in a precise way.
Project Objective
The Human Resource Database Management software is very user friendly
and appealing. The Human objective of the system is to maintain and retrieve
in-formation about the entire personnel framework of the organizational
system. The system is fairly simple in design and implementation. The main
objectives of this system can be summarized as follows:
Design of a hierarchical framework in terms of positions held thus
depicting the organizational hierarchy. Update of the structure of the
same, as well as addition of new elements.
Search for all employees, departments, dependent information etc possible.
Also department-wise, level-wise and other parameter based search enabled.
Communication between employee and administrator.
Computerized payroll generation, manipulation and management.
Easy management of databases of various sections covering key aspects.
Chapter 2
Literature Survey
Long-term Human Resource (HR) planning is a strategic and very important part
in a process of preparation and realization of such a complex organizational system
also for the sake of cost reduction. Many organizations describe HR as the com-
bination of traditionally administrative personnel functions with performance man-
agement, employee relations and resource planning. HR has at least two meanings
depending on context. The more common practice within corporations and busi-
nesses refers to the individuals within the firm and some organization that deals
with hiring, firing, training and other personnel issues. The main objective of HR is
to maximize the return of investment from organizations human capital and
minimize financial risk. HR manager is the responsible person to conduct these
activities in an effective, legal, fair and consistent manner
Human resource planning (HRP) is the term used to describe how companies
ensure that their staffs are the right staff to do the jobs. Several definitions have been
given by different writers what planning is all about. HRP links people management to
the organizations mission, vision, goals and objectives, as well as its strategic plan
and budgetary resources. A key goal of HRP is to get the right number of people with
the right skills, experience and competencies in the right jobs at the right time and at
the right cost. Vetter (1967) has defined HRP as the process by which management
determines how the organization should move from its current manpower position to its
desired position. Via planning, management struggles to have the right number and
the right kinds of people, at the right places, at the right time, doing things right and
give benefit to both the individual and the organization. All the definition of HRP was
explaining and stress out about people. The function of Human resource planning are
to assists organizations to recruit, maintain, and optimize the deployment of the
personnel needed to meet business objectives and respond to changes in the external
environment. The process involves carrying out a skills analysis of the existing
workforce, carrying out manpower forecasting, and taking action to ensure that supply
meets demand. This may include the development of training and retraining strategies.
Human resource planning has traditionally been used by organizations 19 to ensure
that the right person is in the right job at the right time. Generally, HRP involves
gathering of information, making objectives and making decisions to enable the
organization achieve its objectives. HRP give a lot of benefits to organizations. HRP
makes the organization move and succeed by assisting the organization to manage its
staff strategically. Poor HRP and lack of it in the organization may result in huge costs
and financial looses. It may result in staff posts taking long to be filled. This will
increase costs and reflect the effectiveness of work performance because employees
are requested to work unnecessary overtime and may not put more effort due to
exhaustion.
Chapter 3
System Dynamics
HR is a product of the human relations movement of the early 20th century, when
researchers began documenting ways of creating business value through the strategic
management of the workforce. The function was initially dominated by transactional
work, such as payroll and benefits administration, but due to globalization, company
consolidation, technological advances, and further research, HR as of 2015 focuses on
strategic initiatives like mergers and acquisitions, talent management, succession
planning, industrial and labor relations, and diversity and inclusion.
Human Resources is a business field focused on maximizing employee produc-
tivity. Human Resources professionals manage the human capital of an organization
and focus on implementing policies and processes. They can be specialists focus-ing
in on recruiting, training, employee relations or benefits. Recruiting specialists are in
charge of finding and hiring top talent. Training and development profes-sionals ensure
that employees are trained and have continuous development. This is done through
training programs, performance evaluations and reward programs. Employee relations
deals with concerns of employees when policies are broken, such as harassment or
discrimination. Someone in benefits develops compensation structures, family leave
programs, discounts and other benefits that employees can get. On the other side of
the field are Human Resources Generalists or Business Partners. These human
resources professionals could work in all areas or be labor relations representatives
working with unionized employees.
In startup companies, trained professionals may perform HR duties. In larger
companies, an entire functional group is typically dedicated to the discipline, with staff
specializing in various HR tasks and functional leadership engaging in strategic
decision-making across the business. To train practitioners for the profession, in-
stitutions of higher education, professional associations, and companies themselves
have established programs of study dedicated explicitly to the duties of the func-
tion. Academic and practitioner organizations likewise seek to engage and
further the field of HR, as evidenced by several field-specific publications. HR is
also a field of research study that is popular within the fields of management and
industrial/or-ganizational psychology, with research articles appearing in a
number of academic journals, including those mentioned later in this article.
Businesses are moving globally and forming more diverse teams. It is the role of
human resources to make sure that these teams can function and people are able to
communicate cross culturally and across borders. Due to changes in business, current
topics in human resources are diversity and inclusion as well as using tech-nology to
advance employee engagement. In the current global work environment, most
companies focus on lowering employee turnover and on retaining the talent and
knowledge held by their workforce.[citation needed] New hiring not only en-tails a high
cost but also increases the risk of a newcomer not being able to replace the person
who worked in a position before. HR departments strive to offer benefits that will
appeal to workers, thus reducing the risk of losing corporate knowledge.
.
Chapter 4
Problem Statement
In the conventional system, information is distributed across several files. This might
also lead to data redundancy with repetition of the same information in various files. In
the event of a complex or nested query, the search has to scan several files, thus
making procurement of requested query results very cumbersome.
Chapter 5
Methodology
5.2 Functions
5.3 Applications
HRMS Security
Security is of great concern when it comes to choosing a human
resources man-agement system. The information stored in a HRMS is
highly sensitive, includ-ing proprietary company data and volumes of
personal information about em-ployees. It is essential for companies
to choose a solution that utilizes a method of secure transmission
such as SSL which encrypts the data as it transmits over the internet.
Internal security is also critical; information should be guarded by
passwords that have varying levels of access in relation to what is needed
for the job posi-tion. While most companies now allow employees to access
portions of HRMS solutions, employees must understand the importance of
maintaining the in-tegrity of the system and protecting the security of the
information it contains (i.e. no password sharing). Safeguards should also
be in place to quickly bar terminated employees access to systems.
5.4 Merits
5.5 Demerits
Privacy
One of the chief disadvantages of HR management systems is the
increased ca-pacity for breaches in the privacy of your employees,
management and business officials
User Error
Inherent in the use of HR management systems is the means for inaccuracy
Down Time
Integrated with all computers and software are the inevitable issues
that cause technical difficulties. HR management systems are equally
susceptible to down time.
Chapter 6
FEASIBILITY OF PROJECT
The feasibility report of the project holds the advantages and flexibility of
the project. This is divided into three sections:
Technical Feasibility
Economical Feasibility
Operational Feasibility
The system will have GUI interface and very less user-training is
required to learn it.
The system will provide service to view various information for proper
man-agerial decision making.
The hardware and software required are easy to install and handle
there The system supports interactivity with the user through GUI
Chapter 7
Conclusion
References
Chapter 8
Base Paper