EMPLOYEE MANAGEMENT SYSTEM: NATIONAL INFORMATICS CENTER (NIC) (No of pages: 125)

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Description

INTRODUCTION:

In this world of growing technologies everything has been computerized. With large number of work opportunities the Human workforce has increased. Thus there is a need of a system which can handle the data of such a large number of Employees. This project simplifies the task of maintaining records because of its user friendly nature.

THE OBJECTIVES OF THIS SYSTEM INCLUDE:

  1. To Design of a web based HR management system to fulfill requirements such as project management, leave management, report generation to assist in performance appraisal, ESS and employee trainings.
  2. To Well-designed database to store employee information.
  3. A user friendly front-end for the user to interact with the system.

PROBLEM STATEMENT:

Manual handling of employee information poses a number of challenges. This is evident in procedures such as leave management where an employee is required to fill in a form which may take several weeks or months to be approved. The use of paper work in handling some of these processes could lead to human error, papers may end up in the wrong hands and not forgetting the fact that this is time consuming. A number of current systems lack employee self-service meaning employees are not able to access and manage their personal information directly without having to go through their HR departments or their managers. Another challenge is that multi-national companies will have all the employee information stored at the headquarters of the company making it difficult to access the employee information from remote places when needed at short notice.

The aforementioned problems can be tackled by designing and implementing a web based HR management system. This system will maintain employee information in a database by fully privacy and authority access.

LITERATURE REVIEW:

Kular et al. (2008) explored Five key areas: What does ‘employee engagement’ mean?; How can engagement be managed?; What are the consequences of engagement for organisations?; How does engagement relate to other individual characteristics?; How is engagement related to employee voice and representation? Robertson-Smith and Markwick (2009) throw light on what engagement is and reveals that it is an important yet complex challenge, and there remains a great deal of scope for discussing the various approaches. Simpson (2009) discussed that the current state of knowledge about engagement at work through a review of the literature. This review highlighted the four lines of engagement research and focuses on the determinants and consequences of engagement at work. Susi & Jawaharrani (2011) examined some of the literature on Employee engagement, explore work-place culture & work-life balance policies & practices followed in industries in order to promote employee engagement in their organizations to increase their employees’ productivity and retain them. Work-life balance is key driver of employees’ satisfaction.

Ram & Gantasala (2011) investigated the antecedents and consequences of employee engagement in Jordanian Industry. Bhatla (2011) focused on the need for such employees and how their presence can improve the progress and work efficiency of the organization as a whole .Also focused on the challenges faced by the HR managers to improve employee engagement for an organization’s survival.

Shashi (2011) reinforced the importance of employee communication on the success of a business. She revealed that an organization should realize the importance of employees, more than any other variable, as the most powerful contributor to an organization’s competitive position. Bijaya KumarSundaray (2011) focused on various factors which lead to employee engagement and what should company do to make the employees engaged. Proper attention on engagement strategies will increase the organizational effectiveness in terms of higher productivity, profits, quality, customer satisfaction, employee retention and increased adaptability.

HARDWARE AND SOFTWARE :

Hardware Specification

  • Processor: Dual Core 2.4 GHz
  • Hard Disk: 40 GB
  • Monitor:15 VGA Colour
  • RAM: 1 GB
  • Modem or WI-FI Or LAN

Software Specification

  • Operating System: Windows XP, Windows 7, Windows 8.1
  • Server: IIS(Internet Information Server)
  • Coding Language: ASP,HTML
  • Data Base: MS SQL Server 2000

METHODOLOGY TO BE USED

The system will be developed in ASP.NET as front end and  MySQL as back end.

FRONT END:

ASP.NET (Active Server Pages.net):

WHAT IS ASP.NET: Microsoft ASP.NET is a free technology that allows programmers to create dynamic web applications.ASP.NET can be used to create anything from small, personal websites through to large, enterprise-class web applications.

BACK END:

About MS SQL Server 2000:

SQL Server 2005 exceeds dependability requirements and provides innovative capabilities that increase employee effectiveness, integrate heterogeneous IT ecosystems, and maximize capital and operating budgets. SQL Server 2000 delivers rapid return on your data management investment.

DATABASE DESIGN:

A database design is a collection of stored data organized in such a way that the data requirements are satisfied by the database. A collection of relative records make up a table. To design and store data to the needed forms database tables are prepared. Two essential settings for a database are:

  • Primary key: – The field that is unique for all the record occurrences.
  • Foreign key: – The field used to set relation between tables. Normalization is a technique to avoid redundancy in the tables.

A HRMS refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges systems evolved into standardized routines and packages of enterprise resource planning (ERP) software.

1.The Waterfall Model

The waterfall model is a sequential design process, often used in software development processes. It takes the fundamental process activities of specification, development, validation, and evolution and represents them as separate process phases such as requirements specification, software design, implementation, testing, and so on.

  1. Incremental Model:

This approach interleaves the activities of specification, development, and validation. The system is developed as a series of versions (increments), with each version adding functionality to the previous version.

  1. Reuse-oriented methodology:

This approach is based on the existence of a significant number of reusable components. The system development process focuses on integrating these components into a system rather than developing them from scratch.

The sequencing of various activities required for developing and maintaining systems in an ordered form is referred as Systems Life Cycle. It helps in establishing a system project plan as it gives overall list of process and sub-processes required for developing any system. Here, the systems life cycle will be discussed with reference to the development of Employee Management System.

  • Problem Definition
  • Systems analysis
  • Drawbacks of the existing system16
  • Processing
  • Proposed system
  • Systems Requirement study
  • Data flow analysis
  • Feasibility study
  • Systems design
  • Input Design (Database & Forms)
  • Updation
  • Query /Report Design
  • Administration
  • Testing
  • Implementation
  • Maintenance

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