Project TitleHuman Resource Management SystemObjectives• Employee Log in and log out Employees record their in and out times at the beginning and the end of each day. • Compensatory off When an employee works on a holiday or works overtime on a working day, he/she can apply for a compensatory off. The duration of comp-off will depend on the extra time worked by the employee and is subject to approval by supervisor. The comp off time can be banked for a maximum of 30 days. • Leave Application Based on the availability of leave, employee can apply for leave online. Several categories of leave are supported and the following business rules govern each type of leave. • Casual leave:Cannot be availed for more than one day at a time. Unused leave
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Compensatory off: Can be taken only if comp-off balance is available. All leaves and comp offs will require supervisor’s approval. Problem StatementEfficient and effective management of “Human Capital” has progressed to an increasingly imperative and complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments salary, attendance and leave information. Successful employee management and leadership promote employee engagement, employee motivation, employee development, and employee retention.The existing system leads to many errors like data redundancy, data inconsistency, and also much more paper work that wastes valuable time and money. Keeping this in mind we are developing a software named as HRMSwhich is very user friendly and helps to make research a real chore. Existing System: In the current system, an attendance register is maintained at the front-office and employees enter their in and out times. The HR department does the attendance and leave calculation manually at the end of each month. This increases the paper work and makes the record maintenance …show more content…
It shall be an essential ingredient for Succession Planning. • Succession Planning Policy: HODs and above identify successors, primary and secondary, to his position at the time of annual appraisal. This is reviewed every year along with the annual appraisal. • Job Enrichment: Deepak Group follows a people cantered approach to job enrichment with a view to enhance the performance of the employee, leading to higher job satisfaction. • Exit Interview Policy: Feedback is obtained from the employee on occasions of separation from the organization. Data Analysis and Interpretation: • Recruitment & Selection: Regarding external recruitment sources 82% employees are satisfied or agree whereas 18% are not satisfied which is performed in the organization. Therefore, the employees are satisfied by recruitment process. • Induction: Regarding induction programme which is conducted in the organization, 82% of the employees are satisfied whereas 18% of the employees are not
Compensatory off: Can be taken only if comp-off balance is available. All leaves and comp offs will require supervisor’s approval. Problem StatementEfficient and effective management of “Human Capital” has progressed to an increasingly imperative and complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments salary, attendance and leave information. Successful employee management and leadership promote employee engagement, employee motivation, employee development, and employee retention.The existing system leads to many errors like data redundancy, data inconsistency, and also much more paper work that wastes valuable time and money. Keeping this in mind we are developing a software named as HRMSwhich is very user friendly and helps to make research a real chore. Existing System: In the current system, an attendance register is maintained at the front-office and employees enter their in and out times. The HR department does the attendance and leave calculation manually at the end of each month. This increases the paper work and makes the record maintenance …show more content…
It shall be an essential ingredient for Succession Planning. • Succession Planning Policy: HODs and above identify successors, primary and secondary, to his position at the time of annual appraisal. This is reviewed every year along with the annual appraisal. • Job Enrichment: Deepak Group follows a people cantered approach to job enrichment with a view to enhance the performance of the employee, leading to higher job satisfaction. • Exit Interview Policy: Feedback is obtained from the employee on occasions of separation from the organization. Data Analysis and Interpretation: • Recruitment & Selection: Regarding external recruitment sources 82% employees are satisfied or agree whereas 18% are not satisfied which is performed in the organization. Therefore, the employees are satisfied by recruitment process. • Induction: Regarding induction programme which is conducted in the organization, 82% of the employees are satisfied whereas 18% of the employees are not