DESIGN AND IMPLEMENTATION OF PERSONNEL MANAGEMENT AND INFORMATION SYSTEM

DESIGN AND IMPLEMENTATION OF PERSONNEL MANAGEMENT AND INFORMATION SYSTEM

CHAPITRE ONE

1.1 BEGINNING

Most groups, particularly corporate organizations, revolve primarily around transactions. A transaction is a documented occurrence related to typical business activities. This comprises everything related to the organization’s product or service: manufacturing, distribution, sales, orders, and stock-taking. It also involves the purchase of supplies, the hiring of staff, the payment of taxes, and so on. The majority of such transactions are now documented in a computer-based information system in most firms.

Computer-based information systems are systems with clearly defined inputs and outputs that enable and provide the capabilities required to manage an organizational activity precisely and efficiently. It could be sales, orders, or staff record keeping. A computer information system is a grouping of people, procedures, software, hardware, and data. Connectivity allows computers to connect and share information, considerably enhancing an information system’s capabilities and value. Computer-based information systems are designed to alleviate stress associated with commercial or organizational procedures.

One of the key forms of computer-based information systems is the management information system (MIS). It makes use of an organization’s database to generate well-structured reports.

1.2 THE STUDY’S BACKGROUND

Personnel management evolved during World War I in the year 1915, and more recently during the human relations movement from 1935 to 1950.

In one of his investigations, Elton Mayor discovered that psychological and social factors influence people at work more than physical factors.

Among the specific causes for the advancement of human management are: –

(i) As trade unions’ influence grew, personnel administration generally took on the duty of pacifying them so that management could run the companies without hindrance from employees.

(ii) The development of low-cost minimum wages and individual legislation enhanced the necessity for a team of human specialists.

(iii) As the union grew more complex and strong, the demand for highly skilled individual relationships should rise.

(iv) As businesses, governments, and other organizations grew in size, the profession of human management took on new dimensions.

It was traditionally performed in houses where the father was the leader of the family. He decided what the family should do, including the sort of farming, size, and location of the harvested products. His women and children assisted in the process; there was no external recruitment, thus the more wives and children a man had, the more probable the family would be well-off. Recent personnel management techniques in Nigeria are linked to the history and growth of public agencies, private corporations, and civil services.

1.3 PROBLEM STATEMENT.

Human resource management has remained the most difficult part of many firms. Indeed, the majority of management scientists in the study regarded personnel management as the backbone of any firm.

Following the problem in Nigeria National Petroleum Corporation, there were cases where files went missing, the cabinet became jammed, delaying the presentation of certain information about the staff, the destruction of files and records in the event of a fire outbreak, the time required to record as well as present an information, and the cost of purchasing files, paper, furniture, and fixtures.

The situation is exacerbated by their ineffective record-keeping techniques.

1.4 THE STUDY’S OBJECTIVES

The following are the project’s objectives:

• Provide timely and high-quality output to management for decision-making.

• Producing a specific form of output in response to a given input

• It also strives to provide a safe database management system.

Most notably, the usage of this computerized Personnel Management System software aims to eliminate the problems found in the manual system of personnel management activities.

1.5 THE STUDY’S JUSTIFICATION

This work may be valuable for personnel managers or officers in an organization, as well as those working in personnel management research. However, the findings of this study indicate that the success of an organization is primarily dependent on the assessment and appraisal of individuals and corporate employees’ potential, performance, and how well the organization can aim to equip all of its workers.

As a result, this research will be extremely beneficial to the organizational environment because personnel will be able to find the best solution to the various personnel problems because the computerized personnel management information system software will play a significant role in removing the stress associated with record keeping.

There are numerous other benefits, some of which are described here.

• It saves a significant amount of time while processing personnel information.

• Database access is quick, dependable, and secure in terms of allowed access through the use of data encryption and decryption.

• All transactions are encrypted (login page).

• It aids in the reduction of labor, fixture, and stationary costs (paper, files, pens, markers, and so on).

1.6 STUDY OBJECTIVES

This research will focus on the staff employment form, which includes the name, gender, location, and other information about the staff, performance evaluation, retirement, and the handling of some queries such as updating staff records, deleting staff records, and searching for staff information via Rank, Department, or ID, as applicable. Nigeria Petroleum Corporation Lagos is the case study.

1.7 THE STUDY’S LIMITATIONS

Due to time constraints, financial constraints, and information secrecy, the program designed covers all aspects of employment, evaluation, and retirement. Whatever is omitted is due to the specified constraints.

1.8 THE STUDY’S ASSUMPTION

Personal management information was gathered from Nigeria National Petroleum Corporation Lagos during the data collection procedure. During my industrial attachment, I obtained the information from the administrative staff. As a result, it is presumed that the data obtained is correct and does not contain any incorrect information.

1.9 TERM/VARIABLE DEFINITION

Personnel: A department within a corporation that handles personnel records, employment, and retirement.

Management is the coordination of all an organization’s resources through the processes of planning, organizing, directing, and controlling.

The government owns and operates the industries and services in the public sector.

Private sector: Industries and services owned and operated by private firms.

System: A system or collection of procedures, or even a group of people, working together to achieve a goal.

Data: Numbers, text, or images in a format suitable for computer storage or processing, or incomplete information.

Information: A complete set of meanings produced from computer data by arranging and interpreting it in a specific way.

Data entered into a computer for storage or processing is referred to as input.

Output: The information generated by a computer after it has been processed.

An information system is a collection of interconnected components that gather (or retrieve), process, store, and distribute information to assist organizational decision making and control.