HUMAN RESOURCE MANAGEMENT SYSTEM

Introduction
Human Resource Management (HRM) is the management of an

organization's employees.[

It is the function within an organization that focuses on recruitment

of, management of, and providing direction for the people who work in the organization. communication facilities between the employees and HR Administration. advice to line management.

The system has been developed to facilitate good Interaction/

The Human Resources (HR) function provides significant support and

WHAT MAKES IT DIFFERENT..

EXISTING SYSTEM
The HR Administration

PROPOSED SYSTEM
The decision about the

falls short of controlling the employees activities .

DISADVANTAGES:

employees skills is of prime importance.

ADVANTAGES:

Need of extra manual effort. Danger of losing the files in

some cases. Less accurate and is slow.

No need of any extra manual effort. No fever of data loss. Need a little knowledge to operate the system and is fast,

MODULES

Recruitment:
This includes: In-house: The HRM department fills the vacancies through

transfer, promotion, or deputation of existing capable human resources. Employee referral: The HRM enables existing employees to take part in contributing efficient human resources to the company by providing employee referral incentives. Existing database: The HRM executive maintains a record of those potential candidates who were rejected previously . HR consultancy: The HRM of UGI has a patch-up with an HR consultancy organization, which is contacted if the need arises. Newspaper: The HRM of UGI gives advertisements in local newspapers if the amount of vacant positions is high.

Planning:
This includes:
Training and development: Training

and development of employees in every department has been an ongoing process at UGI. Every employee is informed about upcoming trainings and seminars so that aspiring employees can enhance their skill set. Building human pillars: The HR executives always look for prospective team leaders and managers who can be groomed as human pillars in the near future.

People Management:
This includes: Allocation of employees: The HR executives determine the number of employees required for a specific task. Allocations of resources: The HR executives determine the nature
and amount of resources required to accomplish a task efficiently and timely. Deciding timelines: The team leaders and managers decide the timelines for a specific task. Setting objectives: The managers set various types of objectives, such as short time, long time, personal, team goals, and organizational objectives. The main focus is to bring the employees and the company together. Client interaction: The managers along with the business development executives are responsible to study the market trends and handle the clients and perform business activities.

Payroll:
This includes: Salary calculation: The total salary payable to every

employee of the company is calculated. The total payable salary is calculated confirming to prevalent governmental policies, and includes various other considerations, such as: Loan calculation Tax calculation Deductions Employee savings

Appraisal:
Appraisals include discussing the past years performance, identifying potential objectives, and determining employee ratings.

HR Policies:
Regular revision and practical analysis of the HR policies, such as leave and holiday policies, is made by the HRM department to achieve maximum employee satisfaction.

A Sneak Peek On The Project:

LOGIN FORM:

MAIN PAGE:

Searching a candidate:

Updating the profile:

Payroll:

References:
Herbert Schildt
http://download.oracle.com/javase.htm http://netbeans.org/

DBMS- Korth

Thank You.