TABLE OF CONTENTS
CHAPTER ONE
1.1 INTRODUCTION
1.2
BACKGROUND OF THE
STUDY
1.3 STATEMENT OF
THE PROBLEMS.
1.4 OBJECTIVES
OF THE STUDY
1.5 JUSTIFICATION OF THE STUDY
1.6 SCOPE OF THE STUDY
1.7 LIMITATIONS
OF THE STUDY
1.8 ASSUMPTION
OF THE STUDY
1.9 DEFINITION
OF TERMS/ VARIABLES
CHAPTER TWO
REVIEW OF
RELATED LITERATURE
2.1 DEFINITION OF PERSONNEL MANAGEMENT AND
INFORMATION SYSTEM
2.2 INFORMATION
SYSTEM
2.3 FUNCTIONS OF INFORMATION SYSTEM
2.3.1
Functions of an information system
2.4 TYPES OF
INFORMATION SYSTEMS
2.4.1
TYPES OF INFORMATION SYSTEM
2.5
MANAGEMENT INFORMATION SYSTEM
2.6 ORIGIN
OF PERSONNEL MANAGEMENT
2.7 OBJECTIVES OF PERSONNEL MANAGEMENT
2.8 FUNCTIONS
OF PERSONNEL MANAGEMENT
2.9 FACTORS
AFFECTING PERSONNEL MANAGEMENT
2.10 PROBLEMS OF PERSONNEL MANAGEMENT
2.11 SUGGESTED SOLUTIONS TO THE PERSONNEL MANAGEMENT
PROBLEMS.
CHAPTER THREE
METHODOLOGY AND
ANALYSIS OF THE EXISTING SYSTEM
3.1 GENERAL DESCRIPTION OF THE EXISTING
SYSTEM
3.2 FACT FINDING METHODS USED
3.2.1 PRIMARY SOURCE
3.2.2 SECONDARY SOURCE
3.3 OBJECTIVES OF THE EXISTING SYSTEM
3.4 ORGANIZATIONAL STRUCTURE
3.5
INPUT ANALYSIS
3.6 PROCESS ANALYSIS
3.7 OUTPUT ANALYSIS
3.8 INFORMATION FLOW DIAGRAM
3.9 PROBLEMS OF
THE EXISTING SYSTEM
3.10 JUSTIFICATION
FOR THE NEW SYSTEM
CHAPTER FOUR
DESIGN AND
IMPLEMENTATION OF THE NEW SYSTEM
4.1 DESIGN STANDARD
4.2
OUTPUT SPECIFICATION AND DESIGN
4.3 INPUT DESIGN AND SPECIFICATION
4.3.1 STAFF EMPLOYMENT FORM
4.3.2 ASSESSMENT FORM
4.4 FILE DESIGN
4.4.1 STRUCTURE FOR FILE “STAFF”
4.4.2
STRUCTURE FOR FILE “ASSESSMENT”
4.5 PROCEDURE CHART / DESIGN
4.6 SYSTEM
FLOWCHART
4.7 SYSTEM REQUIREMENTS
4.7.1 HARDWARE
REQUIREMENTS
4.7.2 SOFTWARE REQUIREMENTS
4.8 PROGRAM FLOWCHART
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS.
5.1 SUMMARY
5.2 CONCLUSION
5.3 RECOMMENDATIONS.
BIBLIOGRAPHY
APPENDICES
APPENDIX
A: “WELCOME SCREEN”
APPENDIX
B: “INPUT
FORM”
APPENDIX
C: “OUTPUT FORM”
APPENDIX
D: “THE PROGRAM SOURCE CODES”
CHAPTER ONE
1.1 INTRODUCTION
In most organizations
particularly business organizations, most of what goes on consists largely of
transactions. A transaction is a recorded event having to do with routine
business activities. This includes everything concerning the product or service
in which the organization is engaged: production, distribution, sales, order
and stock-taking. It also includes the materials purchased, employees hired,
taxes paid and so on. Today in most organizations, the bulk of such
transactions are recorded in a computer-based information system.
Computer-based information systems are
systems that tend to have clearly defined inputs and outputs that enable and
provide necessary facilities for accurately and efficiently managing an
organizational process. It could be sales, order or record keeping of staff.
Information system is a collection of people, procedures, software, hardware
and data. Connectivity allows computers to connect and share information,
thereby greatly expanding the capability and usefulness of an information
system. Computer-based information systems are meant to reduce the stress in
managing businesses or organizational procedures.
Management Information System (MIS) is
one of the major types of computer-based information systems. It uses the
database of an organization in producing well structured forms of reports.
1.3 BACKGROUND OF THE
STUDY
The development of personnel management dates back to the period of World
War I around the year 1915 and more recently to the human relations movement of
1935 – 1950.
In one of
the studies of Elton mayor, he discovered that psychological factors as well as
social factors influence individuals at work rather than physical factors.
Specific
reasons for the development of personnel management include: -
(i) As a result of increasing influence of trade
unions, traditionally personnel administration took on the role of pacifying the trade unions, so that management could be free to run the companies without
interference from employees.
(ii) The formulation of minimum wages low costs and
individual legislations increased
the need for a team of personnel specialties.
(iii) As the union became more sophisticated and
powerful the need for highly skilled individual relations should increase.
(iv) The
increasing size of business, government and other institutions brought new dimension into the profession of personnel
management.
Traditionally, it was practiced in homes where the father is the head of
the family. It was he who planned what the family should do, the type of
farming, size and where to sell the harvested products. His wives and children
helped in the process, no external recruitment was involved, so the more wives
and children a man had, the more likely it was that the family be well-of. The
recent practices of personnel management in Nigeria is tied up with history and
development of the public services, private companies and civil services.
1.3 STATEMENT OF THE
PROBLEMS.
The management of human resources has remained the most complex aspect of
many organizations. In fact, this had been the reason why most management
scientists in the research identified personnel management as the backbone of
any organization.
Following the problem in Nigeria National Petroleum Corporation, there
were cases were files get missing, cabinet gets jammed delaying the presentation
of certain information about the staff, destruction of files and records in the
case of fire outbreaks, time required to record as well as presenting an
Information and also the cost of purchasing files, paper and furniture and
fixtures.
Lack of effectiveness in their
methods of record keeping, further compounds the problem.
1.4 OBJECTIVES OF
THE STUDY
The objectives of this
project work include;
·
Timely and quality
output to managers for decision making
·
Providing specific
type of output according to specified input
·
It also aims at
providing a well secure database management system
Most importantly, this project work aims at eliminating the
problems
encountered in the manual system of personnel
management
operations by the use of this
computerized Personnel Management
System software.
1.5 JUSTIFICATION OF THE STUDY
This work could be useful for personnel managers or officers in an
organization as well as those involved in research work on personnel
management. However, this research work would let us know that the success of
an organization largely depends on the assessment and appraisal of individuals
and company employee’s potential, performance and how well the organization can
strive to equip all its workers.
Hence, this research work will be of immense assistance to the
organizational environment because personnel will be able to find the best
solution to the various personnel problems as the computerized personnel
management information system software will play a very big role in removing
the stress in record keeping.
There are many other
advantages, and some of them are listed below.
·
It saves a lot of time in processing personnel
information.
·
Database access is fast, reliable and secure in term
of
authorized access using data encryption
and decryption.
·
Transactions are secured (login page).
·
It helps in reducing the costs of labour, fixtures
and stationary
(Paper, files, pens, marker and
so on.
1.6 SCOPE OF THE STUDY
This research work will concentrate on staff
employment form which includes the name, sex, location in fact information
about the staff, performance assessment, retirement and handling of some
queries like; updating staff record, deleting staff record and searching for
staff information via Rank, Department or ID as the case may be. It is a case
study of Nigeria Petroleum Corporation Lagos.
1.7 LIMITATIONS OF THE
STUDY
Due to time constraint,
finance and confidentiality of information, program developed covers all aspect
of employment, assessment and retirement. Whatever is left out is as a result
of the stated limitations.
1.8 ASSUMPTION
OF THE STUDY
During
the process of data collection, information relating to personal management was
obtained from Nigeria National Petroleum
Corporation Lagos. The information was
collected from the admin staff during the course of my industrial attachment. Hence,
it is assumed that all the data collected are correct and contains no false
information.
1.9 DEFINITION OF
TERMS/ VARIABLES
Personnel: It is a department in an organization that deals
with employees records, hiring or retirement.
Management: It is the co-ordination of all the resources
of an organization through the process of planning, organization,
directing and controlling.
Public sector: The industries and services that
are owned and run by the government.
Private sector: The industries and services that
are owned and run by private companies.
System: A method or set of procedures even personnel working together as a whole to achieve a goal.
Data: Numbers, Text or image which is in the form
suitable for storage in or processing by a computer, or an
incomplete information.
Information: A meaning full material derived from
computer data by organizing it and Interpreting it in a specified way.
Input: Data entered into a computer for storage or
processing.
Output: Information produced from a computer after
processing.
Information System: A set of interrelated components that collect (or retrieve), process, store and distribute
information to support decision making and control in
an organization.
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