Design of human resource management information system Design of human resource management information system
INTRODUCTION
We can see that Vietnam is entering a new era, the era of information science and technology, systems capable of performing tasks instead of human intelligence On the country's path to industrialization and modernization, we are moving towards deep integration with the global economy In any field such as healthcare, education the ability to collect and analyze information accurately and promptly is becoming increasingly important
In the current era of booming information technology, applying a computer management system has become an essential need for all businesses, especially in the field of human resource management - an important topic heart The topic is always hot and receives special attention Therefore, human resource management must be carried out continuously and ensure absolute accuracy [1]
THEORETICAL BASIS FOR HUMAN RESOURCE MANAGEMENT INFORMATION
Theory of Human Resource Management Information System
• Is a powerful and sophisticated tool, designed for comprehensive management of HR- related data and processes within an organization
• Imagine Human Resource Management Information System as an intelligent brain of the organization, where all information about human resources is recorded, processed and stored systematically and accurately
• When each employee enters the company, their personal profile, work history, skills and work contract are carefully updated and stored [3]
Overview of Human Resources Management System
Human resource management information system is an information system that includes all management activities such as human resource management, labor contracts, etc., improving operational efficiency in businesses , having an impact to the relationship between the business and its employees
• Human resources are the most important resource for the survival and development of every organization and business
• To create and maintain a strong human resources team, the company's human resources management board must have good management methods, creating conditions for individuals to develop their abilities
• Good management shows the leader's concern and encouragement for individuals, creating necessary conditions to help individuals improve themselves
• The first benefit of a human resources management information system is to overcome the shortcomings of manual management methods
• Ensure timely and complete provision of information as requested by upper management
• Helps complete the company's plans and tasks in each stage
• The system fully and comprehensively reflects the mental and physical potential of each worker
• Leadership and management can easily monitor the personnel situation in all aspects of the employees
• Optimize the human resource management process: This automation not only saves time but also reduces manual work and errors in the management process
• Manage employees in the best and most effective way
• Enhance employee experience: The system helps improve employee experience by providing a self-service platform where employees can access and manage personal information, daily attendance, and track career progression, helps employees feel more satisfied and attached to the organization
• Enhance security and data management: ensures that personnel information is kept confidential and strictly managed The system provides security features such as access authorization, data encryption and activity tracking, helping to protect the organization's important data.
Systems description
When there is a need to supplement human resources for departments, managers will make a list of missing positions and send it to the Board of Directors for approval If approved, the
Board of Directors will make a recruitment decision and the human resources manager will notify the recruitment to employees
After receiving the application, the labor organization department will coordinate with staff of departments that need additional workers to directly review the application and interview the employee If satisfactory, the company will sign a probationary contract with the employee
Depending on the abilities and professional qualifications of the workers as well as the unit's needs and positions needing additional workers, workers will be assigned to different positions The division of labor will be clearly stated in the company's labor appointment decision b Department management:
Department management is one of the important tasks of the human resources management department in every organization Department management not only ensures efficiency in daily operations but also builds a positive and developing working environment for employees in the department Below are the managed departments:
Department management is not only about running daily activities but also about building and developing a strong and competitive organization, playing an important role in promoting sustainable development of each member of the department and organization c Attendances management:
Every day, employees' work activities are recorded and tracked through timesheets This table includes work shifts and records details about the employee's time at work, and their working status is recorded in the human resources management system In addition, depending on each position, employees will receive different position allowances d Contract management:
In labor contract management, the timekeeping and salary review process plays an important role to ensure fairness and transparency for both employees and the company Each month, based on information from timesheets, the company conducts salary reviews for employees The salary review process includes calculating income, deductions and allowances such as position allowances, which are clearly specified in the company's position allowance table These allowance coefficients reflect the qualifications and job position of each employee in the organization
Labor contract management not only ensures accuracy in salary payments but also helps companies and employees have a fair and transparent working environment, while increasing employee satisfaction with the company e Contract types management:
Managing labor contract is an important part of the human resources department of each organization Classifying and managing contract types helps ensure flexibility in human resource management and compliance with labor-related legal regulations Below are the types of labor contracts:
Managing contract types not only helps companies effectively manage human resources but also creates a stable and fair working environment for employees, while helping to ensure the rights and obligations of both parties within the labor cooperation process f Position management:
Position management is an important part of the human resources system in every organization, ensuring that each employee is assigned to the appropriate position and can contribute maximally to the company's success Below are the managed positions:
Position management is a complex job and requires attention to detail to ensure the sustainable growth of the company and the careers of its employees This is also an important area to build an organization with competent staff.
LITERATURE REVIEW
Framework of Human Resource Management
Human resources refers to a company's whole workforce, which spans all areas such as industry and the economy Human capital is a more focused term that refers to people's knowledge and talents Synonyms include manpower, labor, staff, companions, and persons Within a company, the HR department is in charge of critical employment issues such as guaranteeing labor law compliance, managing benefits, keeping employee records organized, handling recruitment (or talent acquisition), and managing employee exits
Human resource management (HRM) strategically deploys employees to fulfill organizational objectives Because all managers attain their goals through others, HRM is essential at all levels Practitioners face problems such as managing diverse workforces, navigating regulations, adjusting to new technologies, and responding to economic swings Given global competitiveness, firms prioritize cost-efficiency and productivity, making human resource issues crucial to senior management
Human resource management policies and practices cover operations such as recruitment, development, performance, compensation, and employee decision-making [2]
Functions of human resource management
Human resource management (HRM) encompasses a wide range of operations aimed at properly managing an organization's workforce These functions are crucial to connecting human capital with business goals and ensuring that various HR processes run smoothly Staffing and recruitment include evaluating workforce needs, sourcing candidates through recruitment channels, screening applicants, conducting interviews, and selecting the best
13 candidates for open positions Effective staffing ensures that the organization has the right people in the proper positions, increasing productivity and attaining organizational goals
Employee Development and Training: HRM is in charge of determining training needs, planning training programs, and implementing development activities to improve employee skills and capacities Continuous learning and development boost employee performance, job happiness, and retention while also building an organizational growth culture
Employee Relations: HRM manages employee relations by developing positive working interactions, resolving problems and grievances, and creating a supportive work environment Strong employee interactions promote a happy workplace, boost morale and productivity, and reduce turnover and absenteeism
Compliance and Legal Issues: Human resource management ensures that labor laws, regulations, and ethical standards are followed, including workplace safety, equal employment opportunity, and diversity Adherence to legal requirements reduces legal risks, protects the company from lawsuits, and promotes a fair and inclusive workplace
These roles work together to improve human resource management, allowing firms to maximize their personnel, stimulate employee growth, ensure legal compliance, and achieve strategic goals and objectives Each function contributes significantly to the organization's overall performance and sustainability [2]
Importance of human resource management
Human Resource Management (HRM) has grown from its origins in organizational psychology to become an important strategic discipline in 21st-century enterprises This theoretical article underlines the critical importance of HRM practices, managers, and their impact elements in today's business context It highlights the challenges that HR managers confront in the current context and investigates new concerns through a thorough examination of HR literature
In today's business environment, HRM is recognized as a critical function for gaining a competitive advantage, encompassing activities such as job analysis, recruitment, training, employee relations management, compensation, and conflict resolution HRM is a key factor in achieving organizational success by influencing employee performance, attitudes, and behaviors What was once considered a secondary duty is now required for effective
14 organizational administration, including all areas of employee benefits, relationship management, remuneration, health and safety, and professional development
To summarize, HRM in the twenty-first century does more than just manage personnel; it also plays a strategic role in creating organizational success through effective workforce management techniques and tackling contemporary difficulties in the dynamic business environment
In reaction to dynamic changes, human resources departments must guarantee that employees have the essential knowledge, talents, and skills for the current job needs This flexibility is critical for preserving organizational stability and basic values in the face of changing surroundings, as well as for cultivating a psychological contract in which employees feel valued and important to the organization's success
Finally, firms can use their distinct set of resources, which are frequently complicated, dynamic, and intangible, to gain a competitive advantage and succeed in today's demanding business environment Human resource management is critical to negotiating these difficulties while maintaining organizational resilience and profitability [2]
Impact of HRM on organization’s performance
Research constantly shows the critical importance of Human Resource Management (HRM) in developing and implementing organizational strategy, emphasizing that HRM is linked to overall business strategy, with HR managers becoming more involved in strategic decision- making processes
Other study supports similar findings, showing that effective HRM methods improve operational outcomes and quality performance
To summarize, empirical data consistently supports the idea that strategic HRM practices help drive corporate success by improving human performance and aligning organizational capabilities with strategic goals [2]
CHOOSING THE DEVELOPMENT TOOLS
Introduction
This is a list of identified criteria that will be used to research possible methods that could be used to create system Research will then be compared to determine the best programming method
Below is a list of functions the system will need to provide:
● Runs on Visual Studio Code platform
Implementation
The front-end is built with HTML, PHP, and CSS a HTML
HTML, or HyperText Markup Language, is the major markup language for building web pages and other content that can be viewed in a web browser HTML is composed of tags enclosed in angle brackets (such as ) within the web page content
A web browser reads HTML texts and makes them visible HTML allows you to create organized documents by specifying structural semantics in text like headers, paragraphs, lists, links, quotations, and other elements b CSS
CSS (Cascading Style Sheets) is a style sheet language that describes the appearance and formatting of a markup-based document CSS is most typically used to style web pages and interfaces written in HTML and XHTML, but it may be applied to any XML document
CSS is a fundamental component of the web, and almost all web pages employ CSS style sheets to define their presentation CSS is primarily intended to allow the separation of document content from document presentation, which includes elements such as layout, colors, and fonts This separation can increase content accessibility, provide more freedom and control in
16 determining display features, allow numerous pages to share formatting, and decrease complexity and duplication in structural material, so promoting table-less web design
CSS also allows the same HTML page to be presented in different styles for distinct rendering methods, such as on-screen and in print CSS can also be used to change the appearance of web pages according on the screen size or device used to view them c PHP
PHP is a server-side scripting language that was intended primarily for web development but may also be used for other purposes It's deployed on over 244 million websites and 2.1 million web servers Rasmus Lerdorf designed PHP in 1995, and it is presently maintained by The PHP Group
A web server interprets PHP code using a PHP processor module to generate the final web page PHP commands can be integrated directly into an HTML source document, removing the requirement to use an external file to handle data PHP has also developed a command-line interface and may be used in standalone graphical applications
PHP is free software available under the PHP License It is free to deploy on most web servers and as a standalone shell on nearly every operating system and platform [4]
The system's back end is built utilizing database technology, and we chose MySQL for our implementation MySQL is used to construct and manage databases that include all of the core data [5]
Several database technologies can be used for the underlying database, and we analyzed three major options:
Microsoft Access is a desktop database management solution designed for small-scale applications and personal or corporate use It is renowned for its simplicity of use and interaction with other Microsoft Office applications However, it keeps data locally, which can raise security problems because unauthorized users may copy the data
Microsoft's SQL Server is a platform-dependent relational database management system designed for medium to large-scale applications SQL Server executes database queries quickly and is more secure than MS Access since it is integrated with Windows NT security Additionally, it supports direct data import from MS Excel However, SQL Server is expensive, with prices starting at £1,000 and rising depending on the version
MySQL is an open-source relational database management system commonly used in online applications It supports a variety of programming languages, including Java, and is compatible with Windows, Linux, and Mac MySQL has several advantages, including robust technical help via forums and mailing groups, being free of charge, and providing security through user authorization and access privileges One disadvantage is the difficulty in importing data straight from Microsoft Excel files
After evaluating the above database technologies, MySQL was chosen as the best technology for our system The decision was based on several factors:
• Cost: SQL Server was discounted because it requires a purchase, which is outside the project budget MySQL offers similar functionality at no cost, making it a more viable option for the project
• Security: MySQL provides an additional layer of security compared to MS Access In
MS Access, data stored locally can be easily copied, posing a risk of unauthorized access MySQL's security features mitigate this risk through user authorization and access privileges
• Platform Independence: MySQL's platform independence allows the owner to use the system across different operating systems, providing flexibility in case of an OS switch Overall, MySQL is the favored database technology due to its cost-effectiveness, security, and platform independence, which make it ideal for our system's requirements
REQUIREMENT ANALYSIS
Fuctional requirement
Adding personnel: HR staff can use the HRM system to add new employees Employee ID Assignment: HRM systems enable the assignment of a unique employee ID to each new hire, which serves as their identify throughout their employment
• Process for deleting employee records:
Delete employee records: HR administrators can delete employee records from the system after termination
Update available positions: HR administrators update the availability of job positions after an employee leaves the company
Employee information reports: The HRM system creates thorough reports for each employee, including their name, contact information, title, department, supervisor, and other relevant information
Position Availability Report: The HRM system generates reports on the availability of job positions, including unfilled and filled positions in various divisions
Employee Information: Each employee's profile must include the following information: contact number, complete name, employee ID, address, email, location, department, and starting date
Update employee information: Human resources personnel can update employee information as needed, ensuring that all data in the system is constantly accurate and current.
Non-fucntional requirement
User authentication: Users must authenticate themselves with login ID and password to access the HRM system
Modify data: Only HR administrators have permission to perform operations such as insert, delete, or update in the HR database Changes are synchronized on the fly and logged to ensure accountability
Employees can read and amend their employee records
Administrators have complete access to the HRM program, allowing them to examine and alter any information
Response time: When accessing employee information or conducting routine operations, the system will respond within one second
Capacity: The HRM system must accommodate at least 1000 concurrent users while maintaining performance
The user interface loads and reacts within five seconds, ensuring smooth user engagement
Accessibility compliance: Systems must adhere to accessibility principles to provide usability for all users, including Microsoft requirements
Data Backup: The system must include appropriate mechanisms for regular data backup to avoid data loss in the case of a system failure or error
Error logging: All system problems and exceptions must be consistently recorded to aid in troubleshooting and system maintenance
Availability: The HRM system must be operational at all times to ensure that employees have access to relevant information and can complete activities without interruption
DESIGN OF HUMAN RESOURSE MANAGEMENT INFORMATION SYSTEM
Entity-Relationship Diagram
Use case diagram
1 Amin Admin has comprehensive management capabilities, allowing them to manage user accounts, contracts, contract types, and departments
2 Employee Employee have limited interactions focused on personal account management, viewing contracts, and managing attendance
Identifier-Name UC-A1: Manage employee account
Description This use case involves managing employee information, ensuring accurate and up-to-date employee records It covers activities such as adding new employees, updating employee details, deleting records upon termination, and viewing comprehensive employee profiles
Preconditions The user must be logged in as an administrator with appropriate permissions to manage employee accounts
Main flow a The use case starts when the administrator selects the option to manage employee accounts from the admin dashboard b The system retrieves and displays the list of all employees to the administrator c The administrator selects the 'Add New Employee' option d The administrator fills in the required fields and submits the form e The system validates the input data f If validation passes, the system adds the new employee to the database and confirms the addition g If validation fails, the system displays appropriate error messages and prompts the administrator to correct the errors h The administrator selects an employee from the list to update their details i The system displays the selected employee's current information
24 j The administrator modifies the necessary fields and submits the changes k The system validates the updated data l If validation passes, the system updates the employee's information in the database and confirms the update m If validation fails, the system displays appropriate error messages and prompts the administrator to correct the errors n The administrator selects an employee to delete o The system prompts the administrator to confirm the deletion p The administrator confirms the deletion q If the administrator confirms, the system removes the employee record from the database and confirms the deletion r If the administrator cancels, the system aborts the deletion process s The use case ends
Post conditions Employee records updated: After each action (add, update, delete), the employee records are accurately reflected in the system
System state: The system remains accessible and operational for ongoing management tasks
Notes Error handling: The use case should include error handling mechanisms for scenarios like invalid data entry, system errors, or unauthorized access attempts
Security: Ensure that only authorized individuals have access to sensitive employee information
Identifier-Name UC-A2: Manage contracts
Description This use case handles the management of employment contracts within the organization, includes creating new contracts, modifying existing ones
Preconditions The user must be logged in as an administrator with appropriate permissions to manage contracts
Main flow a The use case starts when the administrator selects the option to manage contracts from the admin dashboard b The system retrieves and displays the list of all existing contracts to the administrator c For each contract, the system provides options such as view, update, and delete d The administrator selects a contract to view e The administrator selects the 'Add New Contract' option f The system displays a form for entering new contract details g The administrator fills in the required fields and submits the form h The system validates the input data i If validation passes, the system adds the new contract to the database and confirms the addition j If validation fails, the system displays appropriate error messages and prompts the administrator to correct the errors k The administrator selects a contract to update its details
26 l The system displays the selected contract's current information m The administrator modifies the necessary fields and submits the changes n The system validates the updated data o If validation passes, the system updates the contract information in the database and confirms the update p If validation fails, the system displays appropriate error messages and prompts the administrator to correct the errors q The use case ends
Post conditions Contract records updated: After each action (create, update, terminate), the contract records are accurately reflected in the system
System state: The system remains accessible and operational for ongoing contract management tasks
Notes Error handling: Include error handling mechanisms for scenarios like invalid data entry, contract conflicts, or system errors
Security: Ensure that access to sensitive contract information is restricted to authorized personnel only
Identifier-Name UC-A3: Manage contract types
Description This use case focuses on defining and managing different types of employment contracts, allows administrators to define contract templates, update contract types as per organizational policies, and assign appropriate contract types to employees based on their roles and employment status
Preconditions The user must be logged in as an administrator with appropriate permissions to manage contract types
Main flow a The use case starts when the administrator selects the option to manage contract types from the admin dashboard b The system retrieves and displays the list of all existing contract types to the administrator c For each contract type, the system provides options such as add, update, and delete d The administrator selects the 'Add New Contract Type' option e The system displays a form for entering new contract type details f The administrator fills in the required fields and submits the form g The system validates the input data h If validation passes, the system adds the new contract type to the database and confirms the addition
28 i If validation fails, the system displays appropriate error messages and prompts the administrator to correct the errors j The administrator selects a contract type to update its details k The system displays the selected contract type's current information l The administrator modifies the necessary fields and submits the changes m The system validates the updated data n If validation passes, the system updates the contract type information in the database and confirms the update o If validation fails, the system displays appropriate error messages and prompts the administrator to correct the errors p The administrator selects a contract type to delete q The system prompts the administrator to confirm the deletion r The administrator confirms the deletion s If the administrator confirms, the system removes the contract type from the database and confirms the deletion t If the administrator cancels, the system aborts the deletion process u The use case ends
Post conditions Contract type records updated: After each action (create, update, delete), the contract type records are accurately reflected in the system
System state: The system remains accessible and operational for ongoing contract type management tasks
Notes Error handling: Include error handling mechanisms for scenarios like duplicate contract type names, dependencies on existing contracts, or system errors
Security: Ensure that access to contract type management
29 functionalities is restricted to authorized personnel only
Identifier-Name UC-A4: Manage departments
Description This use case involves managing organizational departments in system It includes creating new departments, updating department details, deleting old departments, and assigning employees to specific departments based on their job roles
Preconditions The user must be logged in as an administrator with appropriate permissions to manage departments
Main flow a The use case starts when the administrator selects the option to manage departments from the admin dashboard b The system retrieves and displays a list of all existing departments to the administrator c For each department, the system provides options such as add, update, and delete d The administrator selects the 'Add New Department' option e The system displays a form for entering new department details f The administrator fills in the required fields and submits the form g The system validates the input data
30 h If validation passes, the system adds the new department to the database and confirms the addition i If validation fails, appropriate error messages are displayed, prompting the administrator to correct the errors j The administrator selects a department to update its details k The system displays the selected department's current information l The administrator modifies the necessary fields and submits the changes m The system validates the updated data n If validation passes, the system updates the department information in the database and confirms the update o If validation fails, appropriate error messages are displayed, prompting the administrator to correct the errors p The administrator selects a department to delete q The system prompts the administrator to confirm the deletion r The administrator confirms the deletion s the system removes the department from the database and confirms the deletion t If canceled, the system aborts the deletion process u The use case ends
Post conditions Department records updated: After each action (create, update, delete), the department records are accurately reflected in the system
System state: The system remains accessible and operational for ongoing department management tasks
Notes Error handling: Include error handling mechanisms for scenarios like invalid data entry, contract conflicts, or system errors
Security: Ensure that access to sensitive contract information is restricted to authorized personnel only
Identifier-Name UC-A5: Manage postitions
Description This use case deals with managing job positions or roles within the organization It allows administrators to create new job positions, update position details, remove some positions, and assign employees to appropriate positions based on their skills and career
Preconditions The user must be logged in as an administrator with appropriate permissions to manage positions
Main flow a The use case starts when the administrator selects the option to manage positions from the admin dashboard b The system retrieves and displays a list of all existing positions to the administrator c For each position, the system provides options such as add, update, and delete d The administrator selects the 'Add New Position' option e The system displays a form for entering new position details f Input: The administrator fills in the required fields and submits the form g The system validates the input data h If validation passes, the system adds the new position to the database and confirms the addition i If validation fails, appropriate error messages are displayed, prompting the administrator to correct the errors j The administrator selects a position to update its details
32 k Current Information: The system displays the selected position's current information l The administrator modifies the necessary fields and submits the changes m The system validates the updated data n If validation passes, the system updates the position information in the database and confirms the update o If validation fails, appropriate error messages are displayed, prompting the administrator to correct the errors p The administrator selects a position to delete q The system prompts the administrator to confirm the deletion r The administrator confirms the deletion s If confirmed, the system removes the position from the database and confirms the deletion t If canceled, the system aborts the deletion process u The use case ends
Post conditions Position records updated: After each action (create, update, delete), the position records are accurately reflected in the system
System state: The system remains accessible and operational for ongoing position management tasks
Notes Error handling: Include error handling mechanisms for scenarios like duplicate position titles, dependencies on existing records, or system errors
Security: Ensure that access to position management functionalities is restricted to authorized personnel only
Identifier-Name UC-E1: Edit account
Description This use case allows employees to modify their account information in the system, including functions such as updating personal information and managing notification-related preferences or contact settings
Preconditions Employee authentication: The employee must be authenticated and logged into the system
System availability: The system must be operational and accessible
Main flow a The use case starts when the employee selects the option to edit their account information within the system b The system retrieves and displays the employee's current account information, including personal details, notification preferences, and contact settings c The employee updates the desired fields such as personal information d The employee modifies the necessary fields in the provided form or interface e After making modifications, the employee submits the updated information f The system validates the input data to ensure it conforms to required formats and constraints g The system updates the employee's account information in the database
Class Diagrams
1 Employee profile This class stores personal and employment information for employees
2 Administrator This class handles the Administrator actions
3 Contract Represents employment contracts, includes contract details and employee information
4 Contract Type This class defines different types of contracts with names and descriptions
5 Department This class manages organizational units, includes department details
6 Attendance Tracking This class records attendance details, tracks clock-in and clock-out times for employees
7 Position This class is used to identify the job position of each employee in the company.
Activity diagram
● Step 1: On the system administration interface, the user chooses to log in
● Step 2: The system displays the login interface, asking the user to enter usename and password
● Step 3: User enters username and password, selects the appropriate options
● Step 4: The system receives information, checks the user's username and password
● Step 5: If valid, the system accepts the login and displays a successful login message
● Step 1: User logs into the system (the system checks whether it is correct or not)
● Step 2: When successfully logged in, the user interface form requires entering information
● Step 3: Enter information into the information form -
● Step 4: After entering, the system checks the data
DEVELOPMENT OF HUMAN RESOURSE MANAGEMENT INFORMATION
Sample Source Code
index.php: starts the session with session_start();, loads the initial settings from bootstrap.php, and initializes the App object to handle HTTP requests, route them to the appropriate controller and action, and return the results for users
42 bootstrap.php: used to start and set up the environment for the web application This is an important part to prepare the necessary resources and configuration before the application starts processing requests from users header.php: defines a web page header, typically used to display navigation bars and user login information
43 footer.php: defines the footer section of a website, an indispensable part of every website, mainly to display information about the company and social network links usermodel.php: located in the models folder designed to interact with the database in PHP applications, perform user-related operations such as retrieving information, adding, updating and deleting users from the User table
Authcontroller.php: located in the Controllers folder has methods that handle user login
(signin, handle_sign_in) and logout, Uses sessions to store and manage user login status The functions in AuthController are responsible for handling user requests and navigating users to corresponding pages after successful login or logout
Signin() function: This function displays the login form and handles error and success messages from the session
● Get error messages and old data from the session using Session::flash()
● Set up data for the view including notifications and titles
● Returns the signin/signin view embedded in layout layout/app/app-layout
Function handle_sign_in(): This function handles the user login process
● Checks if the request is a POST (i.e the user has submitted the login form)
● Validate form input data using defined rules (required, min, max) login.php: in the views folder, which includes commands to display the interface to users such as administrators or employees
Images of final Application
The admin, employee can access the system by filling the login form with correct authentication data then click login They will enter to the Home page dashboard
The dashboard consists of two parts: the left part is the menu, and the right part has two parts The upper part is statistical results and the lower part displays the Attendances section, allowing admins to track employee check-in and checkout
The employee dashboard displays include personal information, labor contract and attendance checking
When employees arrive at the office, they will log in to the system and click check in to take attendance when they arrive and click checkout when they finish working
In the employee dashboard, they can directly view their work contract such as the contract signing date, start date and end date, in addition to seeing their salary and the type of contract they have signed
TESTING
This section focuses on testing and evaluating HRMIS against the requirements identified during the requirements analysis and system analysis process analyzed above The goal is to ensure that the system operates as expected and meets all specified requirements
Functional testing is important because it ensures that HRMIS functions correctly and produces expected results Testing confirms that all system functions operate as required
Usability testing is crucial to ensure the HRIMS is intuitive and user-friendly for its intended users
Following usability engineering tests (refer to Appendix A), initial results align closely with expected outcomes However, due to resource constraints, additional user testing could not be conducted at this stage
Initial findings suggest that the HRIMS usability is near expected levels, though identified areas for improvement aim to optimize user experience
The HRIMS maintains consistency in design elements across all modules, ensuring a uniform user experience
Error messages, such as those prompted when missing information is entered during data entry, effectively guide users to fix errors and move on
Moreover, HRIMS maintains consistency in design elements across all modules, ensuring a unified user experience
The system will be critically evaluated The first thing that can be noticed is the simple interface, which is reflected in the colors minimal schema and components placed on each form This can also have an additional negative impact by boring professional users because they find the system too basic to use The parties provide buttons linking to all forms that describe how the system works using buttons as the primary method of navigation Each button is labeled with an appropriate description of the function that will be performed when the button is pressed Using buttons as the main form of navigation works well for this system due to its simple nature, however if the system were more complex, the forms would have too many buttons, thus another navigation like the left screen would be more suitable
One important area that can cause the biggest problems for users is the search section, before being directed to several forms in the system where supervisors are asked to select employees Staff are required to be identified by their code number or full name During the audit stakeholders were raised over this approach with the staff list displayed on the form providing a solution to the problem However, a more appropriate method may be to list all current employees allowing one to be selected by the supervisor
Adding performance ratings to employees is an easy process and one of the most beneficial aspects of the system An improvement in this area would be to allow supervisors to add more than one rating employee at a time Viewing employee performance ratings is another great aspect of the system Allowing multiple employee ratings to be viewed on one chart would be a great benefit to the employee management system and process.
CONCLUSION
Achieved results
The essay explains how effective human resource management may help companies and organizations gain a competitive advantage and ensure their success
Key system activities such as recruitment, training and development, labor relations, and legal compliance are discussed in detail, demonstrating how they contribute to the organization's operations and strategic objectives
The essay also discusses the issues that human resource managers confront in today's business climate, such as managing a diverse workforce, adapting to technology, and changing to global economic situations
Finally, the essay discusses how HRM evolved from an administrative function to a strategic role in organizational management and commercial development.
Recommendations
Proposing to enhance investment in continuous training and skill development programs so that personnel may stay current and improve their capabilities, allowing them to adapt to a quickly changing corporate environment
Encourage a supportive work environment by managing employment relationships effectively, resolving conflicts in a timely manner, and facilitating employee engagement and contribution to corporate decisions organization
Propose using current technology such as human resource management software, artificial intelligence (AI), and data analytics to increase HRM effectiveness and make data-driven decisions
Ensure strict adherence to labor laws and related regulations, as well as frequent review and improvement of internal policies to keep up with the changing legal and business environment
It is recommended that you create and maintain a strong organizational culture in which fundamental principles are honored and everyone feels recognized and cherished
Measuring concept Ease of Login
Measuring method Elapsed time take to complete Login
Attribute name Add an employee
Measuring concept Ease of adding an employee
Measuring method Elapsed time take to complete addition of employee
Attribute name Edit an employees details
Measuring concept Ease of editing an employees details
Measuring method Elapsed time take to edit and employees details
Measuring concept Ease of removing a user from the system
Measuring method Elapsed time take to remove a user
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