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Product Category: Projects

Product Code: 00007364

No of Pages: 53

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In the modern era of digital transformation, the efficient management of human resources is paramount for public organizations seeking to optimize their operations. This study presents a case study of the design and implementation of a web-based Human Resource Management System (HRMS) at the Voice of Nigeria, a prominent public office in Nigeria. The study focuses on the challenges faced by public offices in managing their human resources and demonstrates how the adoption of a web-based HRMS can enhance operational efficiency. The study utilizes a mixed-methods approach, combining quantitative data gathered through surveys and qualitative insights from interviews and document analysis. It highlights the existing HR management challenges faced by the Voice of Nigeria, such as manual record-keeping, slow decision-making, and a lack of real-time access to HR information. The web-based HRMS designed for the Voice of Nigeria encompasses key modules, including employee information management, leave and attendance tracking, performance appraisal, and payroll management. The implementation process involved system development, data migration, user training, and change management strategies to ensure a smooth transition from the traditional HR system. Results from the study reveal significant improvements in HR management, including increased data accuracy, faster decision-making, and enhanced transparency. Employees and management alike reported higher satisfaction levels with the new system. The case study also identifies areas for further improvement, such as data security and ongoing system maintenance. The findings of this research contribute to the growing body of knowledge on the importance of web based HRMS in public offices, shedding light on the benefits and challenges of implementation. Public organizations can draw valuable insights from this case study to inform their own HR modernization efforts. In an era of increasing digitalization, the adoption of web-based HRMS is crucial for enhancing HR efficiency and ultimately improving the overall performance of public offices.



Table of Contents


Table of Contents. 1

Abstract. 3



1.1        Background of the Study. 4

1.2        Statement of the Problem.. 5

1.3        Objectives of the Study. 6

1.4        Significance of the Study. 6

1.5        Scope of the Study. 7

1.6        Limitations of the Study. 8

1.7        Definition of Terms. 9



2.1        Introduction to HRMS. 11

2.1.1         Key Components of an HRMS. 11

2.1.2         Benefits of HRMS. 12

2.2       History and Practices of HRM in Voice of Nigeria (VON)



3.1        Fact Finding Techniques. 15

3.2        System Design. 15

3.3        Database Design. 16

3.3.1         Database Tables. 17

3.4        ER Diagram (Entity Relationship Diagram). 18

3.5        Development Tools Used. 19

3.5.1 Programming Languages. 19

3.5.2         Integrated Development Environments. 21

3.5.3         Infrastructural Software. 23

3.5.4 Frameworks and Library. 23

3.6        Software and Hardware requirements. 25

3.6.1         Client System Requirements. 25

3.6.2         Server-side System Requirements. 25



4.1        System Implementation. 26

4.2        Interface Design. 26

4.2.1         Login Procedure. 27

4.2.2         Personnel Information Management (PIM) module. 28

4.2.3         Leave Module. 30

4.2.4         Recruitment Module. 31

4.3        Limitations. 32



5.1        Summary. 33

5.2        Conclusion. 33

5.3        Recommendations. 34



login.php. 36

index.php. 37

leaveapplication.php. 42











1.1 Background to the Study

In the contemporary landscape of public administration and governance, the effective management of human resources is a critical element in ensuring the efficiency and productivity of government institutions (Raadschelders, 2015; Reina & Scarozza, 2021). Public offices, including those in Nigeria, are increasingly recognizing the need to modernize their human resource management systems to meet the demands of a rapidly evolving digital world (Haricharan, 2023). This study presents a case study that delves into the design and implementation of a Web-Based Human Resource Management System (HRMS) in a notable public office, the Voice of Nigeria.


The public sector in Nigeria, like many other nations, plays a pivotal role in the development and welfare of the citizens (ASAJU & AYENI, 2020). Government agencies and offices are responsible for a wide array of services and functions, ranging from public communication, education, and healthcare to infrastructure development and public safety. The success of these services is intricately linked to the management of the human capital within these organizations (Eneanya, 2018).


Historically, public offices in Nigeria, as in many parts of the world, have been characterized by traditional and paper-based human resource management systems (AbdulKareem et al., 2020). These systems often entail manual record-keeping, cumbersome administrative processes, and limited access to real-time HR data. Such inefficiencies not only hinder the productivity and effectiveness of public offices but can also lead to issues such as payroll errors, delays in decision-making, and a lack of transparency in HR processes (Ukandu, 2015).


The Voice of Nigeria, a government-owned media organization, represents a prominent case in this context. As a dynamic and multifaceted institution, it serves as the country's external broadcasting agency, disseminating information and promoting Nigeria's interests globally (Ekwo, 2011; ONIBOKUN, 2023). Efficient human resource management is fundamental to its ability to operate effectively and achieve its mission.


Recognizing the need to enhance HR operations, the Voice of Nigeria embarked on a journey to modernize its HR management system. This case study aims to provide a comprehensive exploration of the design and implementation of a web-based HRMS at the Voice of Nigeria, shedding light on the challenges faced, the strategies employed, and the outcomes achieved. It also offers valuable insights for other public offices in Nigeria and beyond, seeking to transform and streamline their HR management systems in the age of digital transformation.


As governments worldwide continue to harness technology to improve public service delivery, this study highlights the crucial role played by innovative HRMS solutions in enhancing the performance of public offices, ultimately contributing to the betterment of society at large. The Voice of Nigeria's experience serves as a real-world example of the potential benefits and challenges associated with this transition.

1.2       Statement of the Problem

Public offices in Nigeria, including the Voice of Nigeria, face significant challenges in the management of their human resources. Traditional, paper-based HR management systems are characterized by manual record-keeping, time-consuming administrative processes, and a lack of real-time access to HR data (AbdulKareem et al., 2020; Ukandu, 2015). These challenges result in inefficiencies, including delayed decision-making, payroll errors, and a lack of transparency in HR processes. Such inefficiencies can hinder the overall performance and effectiveness of public offices, limiting their capacity to deliver essential services to the public (AbdulKareem et al., 2020). The key problem this research addresses is how the design and implementation of a web-based Human Resource Management System (HRMS) can improve HR operations in the context of a public office like the Voice of Nigeria.

1.3       Objectives of the Study

This study is aimed at developing a web based HRMS for Voice of Nigeria (VON). The objectives of this study are to:

1.        Identify HRMS required modules.

2.        Build system architecture incorporating selected modules in (1).

3.        Design HRMS work flow.

4.        Design a central database incorporating selected modules in (1).

5.        Implement designs in 2,3,4 using software tools namely: Toad Data Modeller 5.4, PHP 5.6 & MySQL 5.6, Netbean IDE 8.2


1.4       Significance of the Study

This research holds several significant implications for the field of public administration and human resource management in Nigeria and similar contexts:

1.      Improved Public Office Efficiency: The study's findings can contribute to the enhancement of HR management practices in public offices, such as the Voice of Nigeria, leading to greater operational efficiency, reduced administrative burdens, and quicker decision-making processes.

2.      Modernization of Public Sector: The successful implementation of a web-based HRMS serves as a practical example of how public offices can harness technology to modernize their operations, aligning them with global trends in digital governance and public administration.

3.      Cost Savings and Resource Optimization: A streamlined HRMS can result in cost savings through reduced paperwork, more accurate payroll management, and efficient resource allocation, which are crucial in resource-constrained public offices.

4.      Transparency and Accountability: The web-based HRMS can improve transparency in HR processes, promoting accountability and reducing the risk of errors and fraudulent activities.

5.      Strategic Decision-Making: By providing real-time access to HR data, the system can empower management at the Voice of Nigeria and similar public offices to make data-driven, strategic decisions in their human resource management.

6.      Best Practices for Implementation: The case study can offer insights and best practices for other public offices in Nigeria and beyond, guiding them in the successful design and implementation of web-based HRMS systems tailored to their specific needs.


In summary, the study on the design and implementation of a web-based HRMS at the Voice of Nigeria has the potential to drive positive changes in public sector HR management, offering a model for improved efficiency and effectiveness in the delivery of public services.

1.5       Scope of the Study

The scope of the study on the design and implementation of a web-based Human Resource Management System (HRMS) in the context of the Voice of Nigeria encompasses various dimensions:

1.      Geographical Scope: The study focuses on the Voice of Nigeria, a government-owned media organization in Nigeria. The research will be conducted within the premises of the organization and its HR department.

2.      HRMS Design: The research includes a detailed examination of the design process for the web-based HRMS, encompassing modules such as employee information management, leave and attendance tracking, performance appraisal, and payroll management.

3.      HRMS Implementation: The implementation phase is a significant part of the study, covering the migration from the existing traditional HR system to the web-based HRMS. It involves system development, data migration, user training, and change management strategies.

4.      Impact Assessment: The study evaluates the impact of the web-based HRMS on HR operational efficiency, including data accuracy, decision-making speed, and transparency. It also examines employee and management satisfaction levels with the new system.

5.      Recommendations: The research provides recommendations for further improvements in the web-based HRMS and suggests strategies for ongoing maintenance and development.

      1.6       Limitations of the Study

While the study has a comprehensive scope, it is essential to acknowledge its limitations:

1.      Generalizability: The findings of this case study are specific to the Voice of Nigeria and may not be directly transferable to other public offices or sectors due to variations in organizational structures, requirements, and resources.

2.      Time Constraints: The study's duration may be limited, and the long-term impact of the web-based HRMS may not be fully assessed. Ongoing developments and challenges may emerge post-implementation.

3.      Resource Constraints: The research may be subject to resource limitations, including access to sufficient HRMS implementation data and the ability to engage all relevant stakeholders for in-depth interviews.

4.      Data Availability: The study relies on the availability and accuracy of data and documents provided by the Voice of Nigeria, which may have inherent limitations or potential biases.

5.      Human Factors: The success of the web-based HRMS may depend on the willingness and adaptability of employees and management to embrace the new system. Employee resistance or challenges may affect the study's outcomes.

6.      Security and Privacy: Data security and privacy concerns may be a limitation, especially in a public office handling sensitive information. These aspects may not be fully addressed within the study's scope.

7.      Technological Challenges: Technical issues or limitations in the web-based HRMS implementation may impact the study's findings. These could include software bugs, network issues, or compatibility problems.

8.      External Factors: The study may not consider external factors, such as changes in government policies or economic conditions, which can influence the success of HRMS implementation in public offices.

9.      Bias and Subjectivity: The research may be influenced by the perspectives and biases of the researchers and those involved in the project. Steps will be taken to mitigate this potential limitation.

Despite these limitations, the study provides valuable insights into the challenges and benefits of modernizing HR management in a public office. It serves as a useful case study for understanding the implications and considerations of adopting such systems in similar contexts while recognizing its specific focus and constraints.

1.7       Definition of Terms

Design: In the context of the study, "design" refers to the process of planning and creating the architecture, structure, and functionality of a web-based Human Resource Management System (HRMS). It involves determining the system's features, user interface, database structure, and other technical and user-centric aspects.

Implementation: Implementation refers to the actual execution and deployment of the web-based HRMS in the Voice of Nigeria. This includes activities such as system development, data migration from existing HR systems, user training, and integrating the new HRMS into the organization's workflow.

Web-Based: "Web-based" signifies that the Human Resource Management System is accessible and operates via the internet or an intranet. Users can access the system through web browsers, which allows for remote access and real-time updates.

Human Resource Management System (HRMS): An HRMS is a software solution designed to streamline and automate various human resource management functions within an organization. This includes but is not limited to employee information management, attendance tracking, performance appraisal, and payroll management.

Public Office: A "public office" refers to government institutions or agencies that provide services and perform functions on behalf of the public. This includes government ministries, departments, and authorities. In this study, the focus is on the Voice of Nigeria, a specific government-owned media organization.

Case Study: A "case study" is a research method that involves an in-depth, detailed examination of a particular instance or situation, such as the implementation of the web-based HRMS at the Voice of Nigeria. Case studies are used to gain insights and understanding of real-world phenomena.

Voice of Nigeria: The "Voice of Nigeria" is the specific public office under investigation in this study. It is a government-owned media organization with a mission to broadcast information and promote Nigeria's interests globally. In this context, it serves as the primary subject and case for the research.

These terms collectively describe the primary focus and objectives of the study, which involves the planning and deployment of a web-based HRMS at the Voice of Nigeria, a public office, with the aim of improving its human resource management processes. The study is conducted as a case study to provide specific insights and lessons that can be applied to similar contexts.


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