Professional Documents
Culture Documents
A Vision transcending
Steel and Power
PROJECT REPORT
ON
Submitted by Guided By
DECLARATION
All the information and data in my project are authentic to the best of my
knowledge and taken from reliable sources.
Anand Kumar
M. Tech. (HRDM)
IIT, Kharagpur
4
ACKNOWLEDGEMENT
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
5
Contents
1. Introduction 7
2. Architecture of HRIS 26
3.1. In General 35
3.2. In OPJIT 36
4. Database Architecture 37
5.2. Analysis 50
5.2.1. Objects 50
5.2.2. Classes 51
5.2.3. Message 52
5.2.4. Inheritance 53
5.2.5. Polymorphism 53
6.1. Feasibility 65
6.2. Implementation 67
8. References 71
8
CHAPTER 1
INTRODUCTION
9
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.
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.
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.
11
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.
12
Communicati
Accounti
Banking on
ng
Economi Managem
cs ent
Informati
on
Agricult system
ure
Psycholo
gy
Architect
Engineeri
ure
ng
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.
14
• 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 organization’s 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 organization’s 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
organization’s 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
15
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 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.
Stake Holder
Concern
Shareholders
Management
Employee Group
Government
Institution HRM Policies
Planning HRM Long term
Community Outcomes
Unions Recruitment & Outcomes
selection Commitment Individual well-
Orientation & Compliance being
training Congruence Organizational
Situational Factors Performance Cost Effectiveness
Workforce Characteristics Appraisal effectiveness Social well-being
Business strategy and Compensation
condition Separation
Management Philosophy
Labor Market
Union
Technology
Law and social values
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 organization’s 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 organization’s 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:
16
• 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 Human Resource Information
Management
For the international civil service
Underpins the framework
Career
Management
Employment Good Governance
Career
Recruitment, Management Style
management, staff
Placement & development &
retention training
Compensation &
Benefit Role of staff
representative
System to maintain Contractual Mobility
it arrangements
Administration of
justice
Performance
Staff well-being Management
ICSC HRM framework, 2000
17
a. HR Planning
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.
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 employee’s 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
18
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.
These three actions from HR department must helps organization to basic infrastructure
system.
f. Staffing
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
ways physical and psychological. Values and Ethics apply here that give life to
workplace and people do the work as his own work.
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.
What is HRIS?
There are several definitions of HRIS but I am giving four definitions to introduce HRIS.
1. Walter(1982)
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.
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
21
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
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.
1. It is used to solve personnel’s needs, not just payrolls. That is the system is developed
primarily for the Personnel Department’s use, to solve personnel – not financial-
problems.
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.
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)
22
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.
23
Era Emphasis in HR
Pre-World War II Reactive, caretaker activity; not part of the mainstream of business;
record keeping and caretaker of employees.
In the 1990s there existed various expectations of how HRIS should have affected an
organization’s 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.
Based on the above it is possible to conclude that today the development of HRIS is still an on-
going process both in practice and in science.
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.
C
o
s
t
Employee Cost
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 decision-
making. 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.
27
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.
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
staff’s 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.).
29
Chapter 2
ARCHITECTURE OF HRIS
30
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 char-
acteristics 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
This model does not show any internal structure but it viewed and input and output module.
Figure 2.1
31
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.
Figure 2.2
Source: Andrew O. Manzini and John D. Gridley, Integrating Human Resources and
Strategic Business Planning. New York: American Management Association, 1986
33
Figure 2.3
34
Hyde, A.C., and Shafritz, J.M. "HRIS: Introduction to Tomorrow's System for Managing
Human Resources," Public Personnel Management, 6 (March-April 1977)
35
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 application’s 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.
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 roles—as 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 BEA’s 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 middleware—software 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
37
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 browser’s 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.
Chapter 3
HRIS NEED ANYLYSIS
40
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.
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.
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.
4. Decision making
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
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
organization’s 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.
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.
1. HR Process
OPJIT has teaching and non-teaching employee, Regular and non-regular employee. HR
department practice almost all HR functions.
e. Medical claim
My project provides the solution of all above problem. This HRIS provide computerized
set of solution of HR process.
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.
43
Chapter 4
DATABASE ARCHITECTURE
44
Database provides several facilities to information system like storing, retrieval, security, backup
and operative facility (analyzing, sorting, merging etc.).
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.
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.
Field: It is the smallest unit of data, which can be stored in a database. For example, a student’s
name in a university’s 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.
45
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 Student’s name, the course taken, the date of birth, contact address and the grade etc.
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.
46
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.
1. Conceptual Design
o Employee Information
o List of holidays
o Continuing Education
o Training program
Short Listed
Process
48
49
2. Report Generation
Start
Select or Write
Criteria
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
Employee
Information
50
4. Salary Fixation
Start
Select Applicant ID
and designation
Display all
values
NO
Is negotiation
succeeding?
YES
Stop
Add fixed Salary to applicant
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• 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
52
• Conceptual database
This is design of database system where we indentify relationship between
entities.
n Applicant
Address
n Applicant
1
Qualification
Applicant
General Applicant
n Experience
Applicant
1
Copy of Expectation
data
when
Applicant n Employee
selected n
Benefits Address
n Employee
1
Qualification
Employee
1 General Employee
Employee
1 n Experience
Family n
Employee
1
Employee n
Identification
Salary
n
Employee
Employee n
Benefits
Medical Claim
n n n
n
Employee Employee
Employee Employee
R&P Leave
Continuing EDU Contact
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2. Logical Design
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.
M Qualification1
Degree- Text
Institute- Text
Duration- Date
Salary Description-
Text
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JOBD
JOBQuali
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
55
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.
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
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.
56
CHAPTER 5
ANALYSIS AND DESIGN
57
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
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.
58
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.
DatabaseConnection
Imports System.Data.SqlClient
Imports System.Data.SqlTypes
End Try
End Sub
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:
Oraconn
Getconn MainForm
Connect()
Departmnet()
Getconn()
Intitree()
Getuser()
Give
Loginform
Connection
SetuType() Conn
Connect ()
Getuser(conn)
Connect
UserTyp SetuType()
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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.
System
Forms
OleD Sqlclie OracleClie
Odbc
b nt nt
Security Service
Drawing2
Imaging Imaging
D
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
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So ‘S’ may show the form of data or window which object of base class system
During the analysis and introduction of system we have found several classes, object and
message passing method of communication.
Departments
Courses
Job Description
Setup Leave
Holidays
Salary Metrics
Training
This diagram shows admin work and some work that must be done after installation of software.
62
This diagram shows all system function in OPJIT. It also shows hierarchy of function for
execution.
63
64
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
Generally follows a “hierarchical data abstraction” strategy where the design components
are based on classes, objects, modules, and processes
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
CLASS JobdFrm
AppFrm CLASS ComFrm
EmpFrm
65
2. Class description
End Sub
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
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
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
End Sub
Else
mainform.appid = String.Empty
End If
End If
Me.Close()
End Sub
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))
69
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)
newr.Item(16) = Trim(Ccat.Text)
End If
End Sub
Return s
End Function
3. Object Diagram
This diagram covers all type of object and describes the way of communication between
object.
Object
GenEmp
Object Object
Quali Leave
Object Object
Address Family
Object
Object
Benefits
Contacts
Object
Object MediClaim
Termination
Object
Salary
Object
Loan
4. Sequence Diagram
This diagram basically deals sequence of execution of module with response sequence.
Short listing Job Description Graph Design
Applicant
a. Sequence Diagram of short listing of applicant
Process
Position
Position
Position
Job
description
Graph
Short listing
Applicant
Shortlisted List
List
72
Start Program
Call
Call
User, pass
Confirm
Confirm
User Type
Start Application
73
Chapter 6
Feasibility Analysis & Implementation
74
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.
Software development system performs study multiple times and at multiple phase. It has to
design several break points where feasibility study performed.
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
75
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.
Cost of S/H: Dot Net Visual studio: 35000 Crystal Report: 20000(Small scale)
Total: 101000/Rs
Return:
b. Technical feasibility
This software is event driven, Window based, user friendly and incorporate well available
technology.
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
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
77
Chapter 7
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 inter-
related 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.
79
Conclusion
HR departments are usually not much happy with implementation of new technologies,
that’s 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.
80
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