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Bestlink College of the Philippines

I.0 Introduction

Human Resource Management (HRM) is a relatively new approach to managing

people in any organization. People are considered the key resource in this approach it is

concerned with the people dimension in management of an organization. Since an

organization is a body of people, their acquisition, development of skills, motivation for

higher levels of attainments, as well as ensuring maintenance of their level of

commitment are all significant activities. These activities fall in the domain of HRM.

Human Resource Management System is an application of computer to employee

related record keeping and reporting. HRM is an integrated system used to gather, store

and analyze information regarding an organization’s human resources comprising of

databases, computer applications, hardware and software necessary to collect, record,

store, manage, deliver, present and manipulate data for human resources function.

Human Resource Management is a strategic and comprehensive approach to managing

people, it is important because it deals with the issues related to people such as

compensation, hiring, performance management, organization development, safety,

wellness, benefits, employee motivation, communication, administration, and training.

HRM deals with issues related to people such as compensation, hiring,

performance management, organization development, safety, wellness, benefits,

employee motivation, communication, administration, and training. Human Resource

Management (HRM) is the function within an organization that focuses on recruitment

of, management of, and providing direction for the people who work in the organization.

HRM can also be performed by line managers. Effective HRM enables employees to

contribute effectively and productively to the overall company direction and the

accomplishment of the organization's goals and objectives. HRM is moving away from

traditional personnel, administration, and transactional roles, which are increasingly

outsourced. HRM is now expected to add value to the strategic utilization of employees

and that employee programs impact the business in measurable ways. The new role of

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HRM involves strategic direction and HRM metrics and measurements to demonstrate

value.

What are the responsibilities of Human Resource Management? Human resource

is responsible for recruiting new employee’s, training, performance appraisals,

assessment, rewarding of employees, workplace safety, organizational leadership,

motivating employees as well as workplace communication and ensuring compliance

with employment and labor laws.

I.1 Project Overview

Max's Restaurant's beginnings started in 1945, After World War II, American

Occupation Troops stationed in Quezon City, Philippines, were befriended by Maximo

Gimenez, a Stanford-educated teacher. A few came to his nearby house for a drink or

two, until they insisted that they pay for their drinks. Maximo decided to open a cafe

which served chicken, steak and drinks. He was joined by Mercedes, his wife, and

Felipa, his sister-in-law. The cafe initially served chicken, steak and drinks. Maximo's

niece - Ruby, who managed the kitchen, created a special recipe for chicken that became

an instant favorite for the GIs. Soon enough, the Filipino public heard about the delicious

chicken - tender, juicy and crispy. Encouraged by her mother to expand the menu and

serve more Filipino food, Ruby set up the Baclaran branch along Roxas Boulevard in

Paranaque. Max's Restaurant was born. Over the years, Max's Restaurant's popularity

grew and became known as "the house that fried chicken built". It was decided that the

restaurant would be named Max’s which was Maximo’s nickname. It has expanded in

Metro Manila, Southern and Northern Luzon, Cebu and California, USA. Looking

towards the next millennium, Max's Restaurant has established itself as a household

name, an institution, and a proud Filipino tradition. Today Max's Restaurant has opened

a window of business opportunity for dynamic individuals interested and willing to

invest in the long standing tradition of quality which only a Max's Restaurant can offer.

It opened its doors to franchising for the first time in the second quarter of 1998. This is

the opportunity to join the thriving food service industry in the Philippines.

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Human Resource has come to be recognized as an inherent part of management,

which is concerned with the human resources of an organization. In other words, Human

Resource Management is concerned with getting better results with the collaboration of

people. It is an integral but distinctive part of management, concerned with people at

work and their relationships within the enterprise. We develop this system to keep more

records as well as better prepare for future growth. Our propose system is composed of

viewing, updating, and print some important files coming from the database. The system

help the user to reduce manual works and store it in the database to avoid lost of data.

Since our system is integrated with the other system, by the use of computerized

process it will very easy to connect. Human resource management deals with employees

on several levels. When conflicts arise, the HR staff may play a role in bringing about a

fair and speedy resolution. Human resources management also acts pre-emptively,

looking at issues such as job performance and employee interaction, taking measures to

make sure that things run smoothly

I.2 The Problem Domain

1.2.1 Statement of the Problem

Slow process of their Human Resource

In the past recording keeping was done on paper and with

spreadsheets.

Security of employee’s records as well as the company

Employees are becoming more sensitive about who sees their

personal information.

Difficulty in monitoring their daily records

They are just using papers and spreadsheets for their employee’s

records.

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Slow retrieval of data

The information of employee’s are stored in different parts of

department and take a long time to retrieve the data.

Paper Wastage

Much paper is waste due to the number of employees in company,

that’s why unproductive use of storage space happened.

Poor Data Storage

All the data is stored in filling cabinets and because of that Data’s

could be misplaced due to human error or in the event of a break in data

on the employee could be stolen very easily.

Unsecured data

Since data is stored in filing cabinets it is freely available to

anyone. Information may falls into the wrong hands.

1.3 Background and Objectives of the Project

a.Current relevant institutional gaps

Many companies nowadays already using a computerized Human

Resource Management System for their HR process to lessen

problems when it comes to the security of their employee’s

files/records/data.

Traditionally, an employee's immediate boss conducts his or her

performance appraisal. However, some organizations use other

devices, such as peer evaluations, self‐appraisals, and even

customer evaluations, for conducting this important task. The latest

approach to performance evaluation is the use of 360‐degree

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feedback. The 360‐degree feedback appraisal provides

performance feedback from the full circle of daily contacts that an

employee may have. This method of performance appraisal fits

well into organizations that have introduced teams and employee

involvement.

Recruiting strategies. Many external recruiting strategies are

available, including the following: Employment agencies (private,

public, or temporary agencies), Executive recruiters (sometimes

called head-hunters), Unions, Employee referrals, Internship

program and Internet employment sites. But there's more to

recruiting than just attracting employees; managers need to be able

to weed out the top candidates. Once a manger has a pool of

applicants, the selection process can begin.

b. Improvements / Enhancements to the current running system

The proponent realized that they need to enhance their slow

process of HR to a more computerized one and looked into

different Human Resources Management System. To keep more

accurate records as well as better prepare for future growth.

Updating different types of projects to database and providing

detailed information about employees who are working on specific

platforms.

The Data’s / Files / records of every employee is securely keep

from this system that we develop to lessen the slow process in

retrieving the files of employees.

Paper takes up a massive amount of room. If a computer system

were bought, the paper could all go and there would lots more free

space which could be used for other purposes.

It can hold more files in an organized way rather than a non

computerized system. It also doesn't take too long to find any

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information about the employee. It is 99% free from human error

and cannot be tampered.

c.Request by users / Clientele for systems development initiative

The clients wants to change their slow process of monitoring

their employee, and since they using manual they just want it to

enhance it into a computerized system enable for them to have a fast

and reliable system that could help them definitely in terms of

hiring, checking benefits, employee’s motivation, communication

and training and also they want to use a user friendly system to avoid

hustle to their work.

1.4 Significance and Scope of the project

Human Resource Management System is a strategic and comprehensive

approach to managing people, it is important because it deals with the issues

related to people such as compensation, hiring, performance management,

organization development, safety, wellness, benefits, employee motivation,

communication, administration and training.

HRM is defined as an integrated system used to gather, store and analyze

information regarding an organization’s human resources comprising of

databases, computer applications, hardware and software necessary to collect,

record, store, manage, deliver, present and manipulate data for human

resources function.

Employee’s Information- Access of viewing employee’s records including

employee’s status, service history, contacts especially personal information are

available.

Hiring and Recruiting- The proposed system will be able to post

advertisements with connection to hiring employees.

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Security -For the confidentiality of employee information the system is

protected with password.

Employee Filing of any kind of leave- Access to key employee information

(status, service history, contacts, personal information).

Performance Appraisal and training details- the proposed system have a record

for performance evaluation of the employee.

End of Contract- To avoid overdue of working days.

Performance Rating – A rating is supposed to be assessed for the actual

performance of a given year. As commonly known, someone’s performance

carries the execution of specific goals along with the skills they exhibited to

carry out those objectives. The combined assessment of what they

accomplished and how they accomplished it makes up the final rating for that

year. In theory, someone ranked highly in the talent review process should

demonstrate high performance year over year. In practice however, even highly

talented individuals may have “off years” where they did not achieve all the

expected objectives. This does not necessarily mean that their talent has

diminished or that they should be viewed as such.

Employment Test - is the practice of administering written, oral, or other tests

as a means of determining the suitability or desirability of a job applicant. The

premise is that if scores on a test correlate with job performance, then it is

economically useful for the employer to select employees based on scores from

that test.

Leave Request – Human Resources has developed resources under the Life

Events heading to help employees plan for leave. To offer employees excused

personal leave of absence without pay when circumstances (such as health,

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child/dependent care, education or personal needs) necessitate. Personal leaves

of absence will not be approved under any circumstances for temporary

workers, or employees who have completed less than one year of continuous

employment with more house School of Medicine, unless otherwise required by

applicable law.

The following are the beneficiaries and their benefits from the computerized

Human Resource Management System:

1. Restaurant Owner – The owner will not having a hard time to monitor the

records and information of their employee. For the security of the system,

the owner has to input a username and password to use the system. The

system will automatically view the information of employee. They don’t

have to exert time in looking for the record of their employees.

2. Programmer – One benefit of a programmer is personal satisfaction in

creating a system. Computer technology changes daily, this provides

opportunities for learning and growth. As technologies change, so do skill

demands.

3. Future Programmer – we, the students, have benefits in proposing a

computerized HR system to enhance our skills in information technology.

And this is a big help for us in our future careers.

1.5 Documentation of existence and Seriousness of the problem

1.5.1 Documentation of current systems (if any)

Manual Paper-based Systems

Developing a manual system - Financial constraints may require that a

laboratory use a manual, paper-based system for all

its information management. Careful planning,

attention to detail, and awareness of problems can

allow for the development of a good paper-based

system that will provide satisfactory service.

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Registers, logs and worksheets - The logbook or register can be

supplemented by the use of daily logbooks. For

example, a separate logbook might be used to keep

track of the numbers of employees.

Data entry - When using a paper system, it is important

to emphasize to staff that all data entry must be

complete. A computerized system usually requires

that all “essential fields” contain data, but in

handwritten records there is no check on this point.

Legibility - Illegible writing may be a problem, but it

must be addressed; emphasize to employees the

importance of legibility. Carefully consider the ease

of use, and legibility of the final report of results - it

is the primary product of the laboratory, so make

sure it is done properly and professionally

Handwritten reports - When handwritten reports are issued, the

company needs a copy for its files or archives. Not

having an exact copy of the report can lead to later

problems, if errors in transcription occur. It is

imperative that the records be kept in a safe place

where they can be easily retrieved

Storing paper-based materials - When storing paper-based materials, keep in

mind that the goals are to be able to find a result,

trace a sample throughout its pathway in the entire

process, and evaluate a problem or an occurrence to

find its source.

Some useful rules to think about are:

Keep everything, but develop a system for

when and how to discard.

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Ensure easy access to information by those

who need it.

Paper is fragile, and vulnerable to water, fire, humidity, and vermin (rodents and insects).

Use a storage area that will protect against these elements as much as possible.

1.5.2 Problem/s identified with the existing systems

All of the company have the same problem with regards of their manual works

one of this is lost of files and difficult in retrieving employee’s information

that place at the cabinet so hustle to work.

1.5.3 Process models of existing systems contributing to the problem

1.5.4 Data models

1.5.5 Data (or any form of statistics) that may be relevant to prove existence

and seriousness of the identified problems.

1.6 Review of Existing Alternatives

1.6.1 Description of how user/s clientele currently cope with the problem

We asked the companies about their HR department process and they explain

some ways to solve their problems. One of this is on how to protect the

important documents of every employee. Their solution to that is, by placing

it in a safe place. They also solve their problem regarding of their recruiting

and hiring of new employees, their solution is to give a fliers and lastly their

problem with regards to the absences of employee, their solution to that

problem is to give employee a form where they are obligated to fill up to let

HR department determine their absences.

1.6.2 Assess the best available resources for addressing the problem

1.6.3 Describe how you propose to take advantage of existing and current best

practices in your project

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2.0 Review of Related Literature

Foreign Literature

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According to John Hart (1999) appointed as the Chief Executive Officer of Restaurant

and Catering in Australia. John Hart stated that Restaurant and Catering Australia (R&C) use

Online Training Portal to help owners and their employees with learning and development

opportunities that enhance capability, competency and ultimately your competitive

differentiation. And as such is able to deliver nationally recognised certificate level training and

industry short courses. Competitively priced regulatory and professional development courses

are available across multiple states and in a variety of delivery methods: face to face client

premises, face to face at selected venues and distance learning online. As and when government

funded training becomes available R&C extends free places to members and their employees.

The recent additions of the “On Line” course capability provides a great opportunity for regional

and metro members to up skill and keep abreast of industry developments in a cost and time

effective manner. Through the Doing Business Better program we also run a number of informal

educational seminars across the country covering topical and on-trend areas of interest to our

members. Presentations and interactive sessions range from key trends influencing food, wine,

service and fit outs through to social media and consumer activation strategies and innovations.

After you register for an online course you will be given access to the Online Training Portal.

According to Sumathi V. Selvaretnam, the role of the HR professional has evolved with

new business demands. HR is now expected to play a more proactive role, engaging different

business units to drive HR-business alignment. “Increasingly, HR is expected to play a strategic

business-partnering role in the organisation, contribute to business growth and productivity,

drive change management, and establish organisational culture,” says Gog Soon Joo, Executive

Director, Institute for Adult Learning (IAL) Singapore.

Today’s HR professional also needs to go beyond his or her main domain and grasp a

good understanding of areas such as finance, legal and operations. According to the HR

Certification Institute, the field of HR is constantly evolving and changing as technology,

legislation and other factors shape policies and procedures. “Many of today’s HR professionals

oversee the function for offices across the world and must understand workforce regulations for a

number of jurisdictions,” it says. “They also must be able to translate their understanding of HR

regulations to the business and serve as advisors to the C-suite on how to shape the workforce for

success.” With the economic restructuring taking place in the local operating environment, HR

will also need to play a key role keeping its workforces employable through workplace learning

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http://www.hrmasia.com/contact-us/


and workforce development, Gog says. “As the economic landscape toughens, heads of

companies are also demanding clearer demonstrations of how these deliver value to their

business. Most HR professionals are great with the HR Management aspect, but when it comes

to HR Development, or what some call Capability Development, many are unfamiliar or lack

experience, says Arthur Chiang, Assistant Director, Learning, Curriculum and Design, Kaplan

Professional.

HR professionals who want to find future success would benefit from learning about the

industry in which their organisations operate and how it is affected by the economy and

competition. According to the HR Certification Institute: “They also should be social media

savvy, as the social media landscape has – and will continue to – greatly influence how

companies and HR departments communicate with former, current and potential employees.”

Other areas that an HR professional should consider learning more about for a successful career

in today’s global economy include global economies, data privacy and security regulations,

cross-cultural communications, and strategic planning, the Institute said. It is also advantageous

for HR professionals to develop themselves as “T-Shaped” professionals, says Gog. A T-shaped

professional is one who focuses on both attaining deeper expertise as well as holistic

development beyond specific industry specialisation. “Developing oneself as a T-Shaped

professional would afford (HR professionals) more career mobility, and help them to move and

develop their career across industries,” Gog says. For example, HR Development professionals

need to learn how to plan ahead to ensure they are able to demonstrate the business impacts of

workforce development investments. This will combat the increasing pressures to justify

company investments in training its workforce, says Gog. “This means they need to learn how to

obtain good ROI data.” As Singapore continues to strive for productivity gains, there is also a

need for HR professionals to analyse their organisational needs, profiling and equipping

employees with the right competencies, developing their capabilities, and importantly, retaining

them. “I suppose most companies don’t invest a lot in these aspects because it’s tedious work –

but nonetheless, it’s important,” Chiang says.

Beijing Foreign Enterprise Human Resources Service Co., Ltd. (FESCO) founded in

1979 and being the first company in China to provide professional service of human resources

(HR) to foreign enterprises' representative offices in China, foreign financial institutions and

economic organizations, has a long history of providing professional HR service and is highly

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experienced in the market and fully qualified to provide such service. As one of the top 500

enterprises in China, FESCO is the primary HR strategic partner for multinational companies in

China and is reputed to be the best in competitiveness and brand value in China’s HR service

industry. As a leading company in China's HR service industry, FESCO provides service to

above 10,000 customers from hundreds of countries and regions as well as 700,000 domestic and

overseas employees working for these institutions. The customers include a large number of

leading multinational companies, exclusively owned foreign enterprises, joint ventures of

Chinese companies and foreign companies, cooperative companies of Chinese companies and

foreign companies, state-owned enterprises, private businesses, covering high-tech industries like

communication electronics, IT, bio-technology, Internet, automobile and many other industries

such as petrochemical, medical, financial and fast consumables industry.

By relying on its website and call centre among other technical facilities, FESCO

provides services in recruitment, dispatch, personnel welfare outsourcing, IT personnel

outsourcing, finance outsourcing and foreign personnel service. FESCO has established over 60

investment companies and branches across China and formed a service network reaching out to

280 cities 31 provinces and autonomous regions from its two centres in Beijing and Shanghai.

The service mode of "contract signing in one place for services across the country" provides

great convenience for its customers. At the end of 2010, FESCO joined hands with Adecco to

establish FESCO Adecco, a joint venture in Shanghai. The joint venture is not only a milestone

in FESCO's Go-International initiative but also a new starting point on its way to the

international arena. In the future, FESCO will constantly improve its abilities in participating in

international competition so as to contribute to the international and professional development of

China's HR service industry.

In their HR management FESCO assume the responsibility as the employer who

dispatches employees, Management of employees’ HR profiles and labor contracts,

Management, accounting and payment of employees’ salaries, paying employees’ social

insurance, Counting and paying personal income taxes on behalf of employees, Implementation

of other employee welfare programs and the settlement of employees’ labor dispute.

Anne-Wil Harzing is Professor in International Management at the University in

Melbourne, Australia. Her research interests include international HRM, expatriate management,

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HQ -subsidiary relationships, cross-cultural management and the role of language in

international business. According to her Human resource management (HRM) has been

perceived by many observers as a key ingredient accounting for the success of Japanese

companies on world markets during the 1980s. Suggestions of how Western managers could

learn from Japanese HRM practices were plentiful. Only one decade later, however, Japan went

into a recession from which it has not yet fully recovered. Paradoxically, these same HRM

practices are now being viewed by a series of authors as the root of the malaise. This chapter

investigates whether Japanese HR managers are now planning to learn from the West. More

specifically, it explores whether Japanese HR managers are keen to learn from Western (in this

case American and German) HRM and what they intend to adopt. In order to find answers to

these questions we study Japanese HR manager’s intentions and practices at two levels: at

headquarters (HQ) and at subsidiary level.

Local Literature

ZenHours is the first real fully automated Leaves and Overtime tracking solution

specifically made for the Philippines. Unlike other systems where Leaves & Overtime Tracking

and are different individual systems, with ZenHours they're all fully integrated hence no need for

manual and repetitive encoding. ZenHours is also managed hence updates for government

reports that change regularly are always available. ZenHours was designed and developed by us,

Cr8v Web Solutions, one of the Philippines' top software firms, which means we have no

problem fully customizing it and tailor-fitting ZenHours to our clients' needs. Compared to our

competitors, we did not outsource the development of this system to a third party nor are we just

reselling something imported from other countries.

According to Cr8v Web Solutions, ZenHours track your employees’ schedule,

attendance, leaves and overtime. Find out whose on-time, who's late and who's absent real time.

ZenHours makes it easy to track your employees' attendance, breaks, overtime and leaves.

Managers can review, approve or reject overtime and leaves applications online. And our

powerful scheduling system can manage even the most complicated BPO-style shifting

schedules.

Restaurant Human Resource Group believes surrounding your restaurant with the best

people and people systems is truly what separates you from your competitors. That's where they

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come in. With their team of HR and recruiting experts, they can help manage your staffing, HR

admin, benefits, HR training and more. Essentially, what they do is give you the time you need

to do what you love – run your restaurant. They are not a one-size-fits-all company and they

support restaurants of all sizes. They can evolve the way they support your restaurant as your

needs change. They pride there selves on being flexible, affordable and adding enormous value

to the restaurants they support.

With regards to the human resources of RHRG, they provide Employee Handbooks, Job

Descriptions, Unemployment Claims Administration, Reward and Recognition Programs,

Employee Relations/Grievances Guidance, HRIS Implementation and Management, HR Best

Practices, Employment assessments, and Criminal Background Checks. Their Benefits

administration, RHRC gives Benefits Implementation and Renewal to their employees, Medical,

Dental, Vision, Disability and Life Insurance, Flexible Spending, and Workers Compensation.

Under staffing of RHRG are Job Postings, Job Fairs/Hiring Events/Open Calls, Source &

Interview Candidates, Hourly Crew, Management, Corporate, Executive, Reference Checks, and

Offer Letters. In their Leadership and Development, they Customized Leadership workshops,

Seminars and training sessions, Ongoing guidance and coaching, and Personal Development

Plans. In compliance, they manage employment eligibility verifications and Equal Pay Act,

Overtime, Minimum wage.

Foreign Studies

Michael Armstrong (1977) is an honours graduate in economics from London School of

Economics, a companion of a Chartered Institute of Personnel and Development and a Fellow of

the Institute of Management Consultancy. According to him, Human Resource Management

(HRM) and Human Resources (HR) have largely replaced the term “personnel management” as

a description of processes involves in managing people in organization. Human Resource

Management is a strategic and coherent approach to the management of an organization’s most

valued assets – the people working there who individually and collectively contribute to the

achievements of its objectives. Storey (1989) believes that HRM can be regarded as an asset of

interrelated policies with an ideological and philosophical underpinning. He explains six

coherent ways that HRM operates through human resource systems: First is the HR Philosophies,

this describes the overarching values and guiding principles adopted in managing people. Second

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is the HR Strategies, defining the direction in which HRM intends to go. Third is the HR

Policies, which are the guidelines defining how this values, principles and the strategies should

applied and implemented in specific areas of HRM. Fourth is the HR Processes, consisting of the

formal procedures and methods used to put HR strategic plans and policies into effect. Fifth is

the HR Practices, compromising the informal approaches used in managing people. Lastly is the

HR Programmes, which enable HR strategies, policies and practices to be implemented

according to plan.

The other founding fathers of HRM were the Harvard School of Beer et al (1984) who

developed what Boxall (1992) calls the Harvard Framework. This framework is based on the

belief that the problems of historical personnel management can only be solved: when general

and managers develop a viewpoint of how they wish to see employees involved in and developed

by the enterprise and of what HRM policies and practices may achieve those goals. Without

either a central philosophy or a strategic vision – which can be provided only by general

managers – HRM is likely to remain a set of independent activities each guided by its own

practice tradition. Beer and his colleagues believed that today many pressures demanding a

broader, more comprehensive and more strategic perspective with regard to the organizations

human resources. These pressures have created a need for: a longer - term perspective in

managing of people and consideration of people as potentials assets rather than merely a variable

cost. They were the first to underline the HRM tenet that it belongs to line managers. They also

stated that Human Resource Management involves all management decisions and actions that

affect the nature of the relationship between the organizations and its employees – its human

resources. The Harvard school suggested that HRM had two characteristic features: 1) line

managers accept more responsibility for ensuring the alignment of competitive strategy and

personnel policies; 2) personnel has the mission of setting policies that govern how personnel

activities are developed and implemented in ways that make them mutually reinforcing. But

these characteristic of HRM are by no means universal. There are many models, and practices

within different organizations are diverse, often only corresponding to the conceptual version of

HRM in a few respects.

Perhaps the most significant feature of HRM is the important attached to strategic

integration, which flows from top management’s vision and leadership, and which requires the

full commitment of people to it. Guest (1987, 1989a, 1989b, and 1991) believes that this is a

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key policy goal for HRM, which is concerned with the ability of the organization to integrate

HRM issues into its strategic plans, to ensure that the various aspects of HRM cohere, and to

encourage line mangers to incorporate an HRM perspective into their decisions – making. Guest

wrote that one of the HRM policy goals was the achievement of high commitment – behavioural

commitment to pursue agreed goal and attitudinal commitment reflected in a strong identification

with the enterprise. Guest (1989a) has suggested that there are two contradictory concerns about

HRM. The first is formulated by Legge (1995) is that while management rhetoric may express

concern for workers, the reality is harsher. Keenoy (1997) complains that the real puzzle of

HRMism is how in the face of such apparently overwhelming critical “refutation” it has secured

such influence and institutional presence. Guest (1989b) remarks that it s difficult to treat HRM

as a major threat (though what it is a threat to is not always made explicit) deserving of serious

critical analysis while at the same time claiming that it is not practiced or is ineffective. It was

noted by Karen Legge (1995) that human resources may be tapped most effectively by mutually

consistent policies that promote commitment and which as consequence, foster willingness in

employees to act flexibly in the interest of the “adaptive organization’s” pursuit of excellence.

But this emphasis on commitment has been criticized from the earliest days of HRM. Guest

(1987) asked: “commitment to what?” and Fowler (1987) has stated, At the heart of the concept

is complete identification of employees with the aims and values of the business – employee

involvement but on the company’s terms. Power in the HRM system remains very firmly in the

hands of the employer. It is really possible to claim full mutuality when at the end of the day the

employer can decide unilaterally to close the company or sell it so someone else. Karren Legge

(1995) holds that human resources are valuable and a source of competitive advantage.

Local Studies

According to Professor Dr. Nagy Sandor, Human resource management is an essential

part for any organization. Moreover, development of this department is the first step, the ground

on which the future of the company depends. It is essential for any every single business unit and

especially for such international company as coca-cola company. Human resource management

has many advantages as well as disadvantage. It is the global company and it is impossible to

create certain policies or procedures applicable in all divisions of the company, cultural and

political differences need to be taken into account. Human Resources Management focuses on

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the acquisition and retention of highly skilled and knowledgeable employees so that it can

maintain its top position in the market. It treats these resources as an asset. It provides such

conditions of employment and procedures that enables all employees to develop a sense of unity

with the enterprise and to carry out their duties in the most willing and effective manner. It also

provides for the security of employment to the workers so that they may not be distracted by the

uncertainties of their future. These objectives, strategies, policies, and programs are pre-specified

by the company, which guides the management and unions in taking decisions. Also they are in

accordance with the organization's mission, objectives, strategies, policies and its and internal

external environments.

Ayesha Mirza stated that HRM is one of the most critical aspects of organizational

management in the 21st Century. No matter whether an organization is a non-profit, start-up

enterprise, or mature business employees are crucial to achieving objectives, delivering results

and being successful. The activity once known as personnel and now more commonly described

as human resource management (HRM) is a fundamental aspect of successful management.

The most important HRM practices are :1) HR planning (i.e. to forecast and foresee the

future business and employee needs and plan for them)2) Recruitment and selection job

descriptions, selection tools, background checks, offers3) Compensation (i.e. methods,

consistency, market)4) Employee relations(i.e. labor agreements, performance management,

disciplinary procedures, employee recognition)5) Mandated benefits (i.e. social security,

unemployment insurance, worker's compensation, COBRA/HIPPA)6) Optional group benefits

(i.e. insurance, time off benefits, flexible benefits, retirement plans, employee assistance

programs, perks)7) Payroll (i.e. internal vs. external options, compliance)8) Recordkeeping (i.e.

HRIS, personnel files, confidential records, I-9,other forms)9) Training and development (i.e.

new employee orientation, staff development, technical and safety, leadership, tuition

reimbursement, career planning) 10) Employee communications (i.e. handbook, newsletter,

recognition programs, announcements, electronic communication)11) Internal communications

(i.e. policies and procedures, management development, management reporting).

Project Study 1


Analysis and Design

3.1 Software Requirements Specification

- These are the software requirements, enlists all necessary requirements that are

required for the developing a project.

Project Study 1


Language : JAVA NetBeans 7.3.1

Database : Sqlyog

Operating System : Windows7

Memory : 32GB

3.1.1 Introduction

Max's Restaurant's beginnings started in 1945, After World War II,

American Occupation Troops stationed in Quezon City, Philippines, were

befriended by Maximo Gimenez, a Stanford-educated teacher. A few came to his

nearby house for a drink or two, until they insisted that they pay for their

drinks. Maximo decided to open a cafe which served chicken, steak and

drinks. He was joined by Mercedes, his wife, and Felipa, his sister-in-law. The

cafe initially served chicken, steak and drinks. Maximo's niece - Ruby, who

managed the kitchen, created a special recipe for chicken that became an instant

favorite for the GIs. Soon enough, the Filipino public heard about the delicious

chicken - tender, juicy and crispy. Encouraged by her mother to expand the menu

and serve more Filipino food, Ruby set up the Baclaran branch along Roxas

Boulevard in Paranaque. Max's Restaurant was born. Over the years, Max's

Restaurant's popularity grew and became known as "the house that fried chicken

built". It was decided that the restaurant would be named Max’s which was

Maximo’s nickname. It has expanded in Metro Manila, Southern and Northern

Luzon, Cebu and California, USA. Looking towards the next millennium, Max's

Restaurant has established itself as a household name, an institution, and a proud

Filipino tradition. Today Max's Restaurant has opened a window of business

opportunity for dynamic individuals interested and willing to invest in the long

standing tradition of quality which only a Max's Restaurant can offer. It opened

its doors to franchising for the first time in the second quarter of 1998. This is the

opportunity to join the thriving food service industry in the Philippines.

Project Study 1


Human Resource Management System is an application of computer to

employee related record keeping, reporting and management decisions making.

Human Resource Management is a strategic and comprehensive approach to

managing people, it is important because it deals with the issues related to people

such as compensation, hiring, performance management, organization

development, safety, wellness, benefits, employee motivation, communication,

administration, and training. HRM is an integrated system used to gather, store

and analyze information regarding an organization’s human resources’

comprising of databases, computer applications, hardware and software necessary

to collect, record, store, manage, deliver, present and manipulate data for human

resources function.

What are the responsibilities of Human Resource Management? Human

resource is responsible for recruiting new employee’s, training, performance

appraisals, assessment, rewarding of employees, workplace safety, organizational

leadership, motivating employees as well as workplace communication and

ensuring compliance with employment and labor laws.

3.1.1.1 Goals and Objectives

To develop a system that updates employee’s information. To

update the employee’s details whenever there are changes in the

employees profile pertaining to that organization. To create a system

that focus on employee’s benefits. To secure all the record files of the

employee such as Employees compensation, attendance and employees

cash bond that they will get after of their contract. To create a system that

will merge the different parts of Human Resources including Payroll,

labor productivity and benefit management. And lastly to design a system

that can access with the other parts of Human Resource.

3.1.1.2 Statement of Scope

Project Study 1


Employee’s Information- Access of viewing employee’s records

including employee’s status, service history, contacts especially

personal information are available.

Hiring and Recruiting- The proposed system will be able to

post advertisements with connection to hiring employees.

Security -For the confidentiality of employee information the

system is protected with password.

Employee Filing of any kind of leave- Access to key employee

information (status, service history, contacts, personal

information).

Performance Appraisal and training details- the proposed system

have a record for performance evaluation of the employee.

End of Contract- To avoid overdue of working days.

Performance appraisal- performance appraisal is a formal,

structured system designed to measure the actual job performance

of an employee against designated performance standards.

Although performance appraisals systems vary by organizations,

all employee evaluations should have the following: Specific, job‐related criteria against which performance can be compared, a

rating scale that lets employees know how well they're meeting the

criteria and Objective methods, forms, and procedures to determine

the rating.

Employment Tests- Exam should be updated weekly, the proposed

system automatically counts the points of the examinees.

Employee Schedule

Recovery of Reports

Project Study 1


3.1.1.3 Software Context

The Human Resource Management System (HRMS) is a

software solution for the data entry, data tracking, and data

information needs of the Human Resources, payroll, management,

and accounting functions within a business. Normally packaged as a

data base, hundreds of companies sell some form of HRMS and

every HRMS has different capabilities. Typically, the better the

Human Resource Information Systems (HRMS) provide overall

management of all employee information, reporting and analysis of

employee information, complete integration with payroll and other

company financial software and accounting systems. An effective

HRMS provides information on just about anything the company

needs to track and analyze about employees, former employees, and

applicants. Your company will need to select a Human Resources

Information System and customize it to meet your needs. With an

appropriate HRIS, Human Resources staff enables employees to do

their own benefits updates and address changes, thus freeing HR

staff for more strategic Functions. Additionally, data necessary for

employee management, knowledge development, career growth and

development, and equal treatment is facilitated. Finally, managers

can access the information they need to legally, ethically, and

effectively support the success of their reporting employees.

3.1.1.4 Major Constraints

Recruitment

The proposed system will not include the process of

recruiting employee online.

Project Study 1


Linked to other sites

The system is not able to link to other sites for other

processes.

Payroll

Payroll manages the portion of accounting that is related to

salaries, wages, and bonuses for employees. The software must be

able to support the following set of functionality: payroll profile for

the employees, benefits and deductions, eligibility control,

user’s balance, tax deductions, as well as payroll calculations,

processing of payment, check printing, check distribution, tax

documentation, security and auditing and automated timesheets.

3.1.2 Usage Scenario

3.1.2.1 User Profiles

Administrator

An administrator can access, update and view the whole

profile of a system. Admin is also responsible for monitoring and

registering of new employees.

HR Clerk

The HR Clerk can add and edit employee’s information,

and also print some reports.

Employee

The employee can view some of their information and

previews list of their salary

3.1.2.2 Use Cases

Administrator:

Log on to system

Register employee and add employee

View employees information

Project Study 1


Update and delete employees information

View Reports

Print reports and certificate of the employee

View training list

View performance evaluation list

add users

HR Clerk:

Log on to system

register employee


View Reports

Print reports and certificate of the employee

View training list

View performance evaluation list

Employee:


View previous salary

3.1.2.2.1 Use - Case Diagram

Project Study 1

LOG IN


Figure 3.1.2.2.1: Use – Case Diagram of Max’s Human Resource Restaurant System

It is the overall used based for HR it shows the general responsibilities of each users.

3.1.2.2.2 Use – Case Description

Project Study 1

HR CLERK

ADMINISTRATOR

Update and delete records

Print reports and certificates

Register employee

View employee’s profile

View previous salary

View and update examination for employee

View and update performance rating and

evaluation

Assigning a task

EMPLOYEE


Use-case: Log on to system

Primary actor: Employee

Goal in context: To gain access to the system

Preconditions: The employee has the valid username and password

Trigger: An Employee needs access to the system to perform their job

Scenario: 1. The system prompts the employee for their user name and password.

2. The employee enters their username and password.

3. The system sends the username to the server.

4. The Web Server sends back the password registered to the username.

5. The system verifies the password and sets the user authorization.

6. The employee is given access to the system.

Exception: The user name and password cannot be verified.

Figure 3.1.2.2.2.1: It shows the scenario in Log on to system.

Use-case: Register Employee

Primary actor: Administrator

Goal in context: To create account for the employee’s

Preconditions: Qualify for the given job

Trigger: The Admin will create an account for a new employee.

Scenario: 1.log on to system

2.the admin filled the employees information

3.the admin checks the additional details

4.the admin select SAVE

5.the system ask an confirmation

6.the system save the information.

Exception: No vacant job position

Figure 3.1.2.2.2.2: show the scenario in registering the employee’s info.

Project Study 1


Use-case: Update employees Information


Goal in context: To update account Information

Preconditions: The Admin should know the exact spelling of the employee’s name

Trigger: Account Information has been changed and needs to be update

Scenario: 1. The Admin logs on to the system.

2. The Admin selects edit account.

3. The system requests the record from the web server.

4. A form for the report is displayed on the screen.

5. The Admin edits some of the information that needs to be change.

6. The Admin Save the Information.

7. The system sends the updated records for storage.

8. The Administrator’s employee ID number and when the account has

been change are logged.

9. The Administrator receives confirmation that the information was

saved.

Exception:

Figure 3.1.2.2.2.3: show the process on how to update employee’s info.

Use-case: View Employee’s Information

Primary actor: Employee

Goal in context: To retrieve account information

Preconditions: The account exist

Trigger: The Administrator decides to view and summarized the reports.

Scenario: 1. The employee logs on to the system

2. The Employee views the account information.

3. All information displayed on the screen.

Exception:

Figure 3.1.2.2.2.3: it show how to view employee’s information

Project Study 1


Use-case: View Reports


Goal in context: To view a Report

Preconditions: Information required for the report has previously been entered.

Trigger: The Administrator decides to view and summarized the reports.


2. The Admin view the reports.

3. The Admin selects the name of the reports.

4. The system requests the report from the Web Server.

5. The report displayed on the screen.

6. The Admin is given the option to close or print the records.

7. The report is closed or printed.

Exception:

Figure 3.1.2.2.2.4: the administrator view the reports

Use-case: Update performance evaluation


Goal in context: To view performance evaluation


Trigger: The Administrator decides to view and summarized the evaluations.


2. The Admin view the evaluation reports.

3. The Admin selects the name of the reports.

4. The system requests the report from the Web Server.

5. The evaluation list displayed on the screen.

6. The Admin is given the option to close or print the records.


Exception:

Figure 3.1.2.2.2.4: the administrator updates performance evaluation

Project Study 1

Enter: User name and password

Log

onto

Sys

tem

Activ

ity D

iagr

am

Prompt for Username and password

Lock User ID outof the System

Verify password


Use-case: View previous salary

Primary actor: Employee/admin

Goal in context: To view past salary from the start of the contract


Trigger: The Administrator decides to view and create a reports for the

evaluations


2. The Admin view the previous salary reports


Exception:

Figure 3.1.2.2.2.4: the employee/administrator can view the salary reports

3.1.2.3 Special Usage Consideration

3.1.2.4 Activity Diagrams

Project Study 1

Record personal information

Regi

ster

Em

ploy

eeAc

tivity

Dia

gram

Validate records


[Incorrect]

Correct

Figure 3.1.2.4.1: Activity diagram for logging on the system

Admin should have an account (user name and a password) to access the system and also for the

system security.

Project Study 1

View

/ U

pdat

e Em

ploy

ee’s

Info

rmati

on

Logon to system

Enter Employee’s name

Select: Employee’s information

Display information

Select Search button


Figure 3.1.2.4.2: Activity diagram for Registering the Employee

This activity diagram shows how to record the employee’s information in a system, employee’s

registration and employees should have a user account.

Project Study 1


Figure 3.1.2.4.3: Activity diagram for View / Updates Employee Information

HR admin can only view and updates employees’ information in a system.

Project Study 1

View and

Print ReportsActivity Diagram Log on to System

Determine User Authorization


[Not Administrator]

[Administrator]

no

yes

yes

Figure 3.1.2.4.4: Activity Diagram for Viewing and Printing Reports

HR should log on to the system then select the reports you want to print or view.

Project Study 1

Display report

Prompt to print report

Select report

Print report

View and

update perform

ance evaluati

on

Log on to system

Select: performance rating and evaluation

Log on to system

Select: previous salary report

Log on to system

Select: previous salary report


Figure 3.1.2.4.5: Activity diagram for Viewing performance rating and evaluation

Log on first before you select performance rating and evaluation you want to print or update.

Employee Administrator

Project Study 1

View and print previous

salary

Display previous salary

Select: print

Print records

Display report

Select: print or update

Print report

Log on to system

Verifying the users

Verifying the users


Figure 3.1.2.4.6: Activity diagram for viewing the previous salary of the employee

HR

Project Study 1


Figure 3.1.2.4.7: Activity diagram for Assigning task to the designated department

3.1.3 Data Model Description

1.1.3.1 Data Objects

Registering an employee

User ID : Unique number of an employeeUser Password : Employee’s password use to log in to the

systemUsername : Employee’s last name and first nameAge : Employee’s ageAddress : Employee’s addressDepartment : Department to be designatedPosition : Employee’s position to be givenBirthday : Employee’s birthday

Educational attainment

Elementary : Name of school attended in elementary level

Secondary : Name of school attended in secondary level

Tertiary : Name of school attended in tertiary level

Employment history

Company name : Name of companyEmployer name : Name of the company ownerReasons for leaving : State the reason for your resignation on

your past jobDate Assign : Beginning of your contractDate of deadline : Date of your end of contract

Performance Evaluation Data Objects

Project Study 1


User ID : Unique number of an employeeUser Name : Employee’s last name and first nameDepartment : Department to be designatedPosition : Employee’s position to be givenDate Assign : Beginning of your contractDate of deadline : Date of your end of contractAssigned task : Task assigned by your employerRemarks : Remarks for you performance

Add User AccountsUser ID : Unique number of an employeeUser Password : Employee’s password use to log in to the

systemUser Name : Employee’s last name and first nameDepartment : Department to be designated

3.1.3.2 Relationships

The Human Resource is responsible for hiring a good employee to

register the information on the system. The first step in getting the

employee’s information is, HR need to hire a employee and give the

application form to be filled after that HR record the information in the

system therefore One-to-many relationship exist ere between HR and the

employee.

The HR /Admin need to monitor the daily and weekly

performances of the employee. The HR records the remarks for this

employee if he/she reaches the qualification of being a good employee.

One-to-many exist in this situation between the Officer and the employees.

In viewing the previous salary the employee can access that by

logging on the system the hr help the employee in that situation. The

employee enters their password on the system to access it. One-to-One

exist here because the entire employee can access the system.

3.1.3.3 Entity Relational Diagram

EmployeeERD

Project Study 1

Employee’s info Pk Emp_ID Emp_lname Emp_fname Emp_age Emp_address Emp_b-day Emp_position Emp_department Emp_datestarted Emp_dateofdeadline


Figure 3.1.3.3 Employee Erd

3.1.3.4 Complete Data Model

Project Study 1

Create

ADMINISTRATOR

Employee’s Accounts

Username

Password

LnameFname

save

employee

view

Employee’s info.

User ID

Employee_name

Employee_age

Employee_address

Employee_b-day

Employeecompensation and benefits

SSSPag-ibig

philhealth

Rate per hour

Total salary

Add accountsPk User_ID User_lname User_fname User_Designate

Performance Eval.PK Emp_ID Emp_lname Emp_fname Emp_position Emp_department Emp_datestarted Emp_dateofdeadline Emp_Remarks

HR ADMINISTRATORHR ID:

HR Name:

*add employee

*view and delete employee’s info.

*view training list

*Update employee’s info.

*view and print reports


Figure 3.1.3.4

3.1.4 Functional Model Description

3.1.4.1 Class Diagrams

A class is a description of a set of objects that share the same

attributes, operations, relationships and semantics.

Project Study 1


1 1

0

0

1

N

3.1.4.2 Data Dictionary of Class Diagram

HR Administration – admin access all the part of the system responsible in

add, edit and delete employee’s information , monitor the training list to

avoid over due of training and also in keeping it safe by using

password.

Project Study 1


Employee Information – composed of employee id no., employee name,

and department. Employee can also view employee’s information and

view previous salary.

Compensation report - HR monitors the compensation of the employee

every cut-off before the pay day to check it, this report is coming from the

accounting department.

3.1.4.3 Software Interface Description

3.1.4.3.1 External Machine Interfaces

The software is capable for printing reports.......

3.1.4.3.2 External System Interfaces

3.1.4.3.3 Human Interfaces

The web pages shall permit complete navigation using

the keyboard alone, in addition to using mouse and

keyboard combinations.

3.1.4.4 Reports

3.1.4.4.1 Inventory of Reports

All the upcoming reports is coming form the accounting

and vendor system.

3.1.4.4.2 Layout of Reports

3.1.4.4.3 Data Dictionary of Reports

3.1.5 Behavioural Model Description

3.1.5.1 Description for Software Behaviour

3.1.5.1.1 Events

Hr register an employee in the system

Project Study 1


Hr recruit employee

Hr hired an employee

Hr give an examination

Hr file all the reports

Employee class events

Employee is hired

Employee log in to the system

Employee log out to the system

Employee gets promoted

Employee is no longer employed

3.1.5.1.2 States

Admin states Description

Monitoring - admin monitor the performance of he

employee.

Terminate - admin can terminate the employee.

Promotion - admin give’s a promotion to the employee

based ion their performance rating.

Accounts - admin can change the accounts of their

employees.

Register - admin can register new user and

employees to the system.

Employee’s states Description

Hired - an employee has been hired and new

account must be set up.

Project Study 1


Promoted - the employee has been promoted and

their access privileges may need to

change.

Online - the employee has logged on to the

system.

Offline - the employee has log off to the system.

Terminated - the employee has been terminated and

must be blocked from using the

system

3.1.5.3 State Chart Diagram

3.1.6 Restrictions, Limitations and Constraints

The project becomes very useful and enough to solve the particular

problem of company. Just like other system our proposed system have also

limitations and restrictions for example in monitoring of time and attendance of

the employee, Payroll and compensation of each personnel are not included,

accounting department are only responsible in doing that. HR department get

the reports every cut-off just to check it, and lastly, HR didn’t compute the total

salary of employee accounting also responsible for that. In personnel

information the personal family background of the employee are not included in

the personal data of the system.

3.1.7 Validation Criteria

3.1.7.1 Classes of Test

Project Study 1


To prove that our proposed system is already running the following

content should also functions.

Add employee

View employee’s information

Update employee’s information

Print reports

Update employment exam

View previous salary of the employee

Connected to the other system (vendor & accounting system)

3.1.7.2 Expected Software Response

The software should display an error message when a value outside

they accepted limits is entered.

The software should not be capable of deleting customer record in the system.

3.1.7.3 Performance Bounds

3.2 Software Design Specification Documents

3.2.1 Introduction

3.2.1.1 Goals and Objectives

To develop a system that updates employee’s information. To update

the employee’s details whenever there are changes in the employees profile

pertaining to that organization. To create a system that focus on employee’s

benefits. To secure all the record files of the employee such as Employees

compensation, attendance and employees cash bond that they will get after of

their contract. To create a system that will merge the different parts of Human

Resources including Payroll, labor productivity and benefit management. And

lastly to design a system that can access with the other parts of Human

Resource. There are many goals for which the system is developed such as:

Project Study 1


Update the employee records.

Security of data.

Efficient

3.2.1.2 Statement of Scope

Employee’s Information - Access of viewing employee’s records

including employee’s status, service history, contacts especially

personal information are available.

Hiring and Recruiting - The proposed system will be able to

post advertisements with connection to hiring employees.

Security - For the confidentiality of employee information the

system is protected with password.

Employee Filing of any kind of leave - Access to key employee

information (status, service history, contacts, personal

information).

Performance Appraisal and training details - the proposed system

have a record for performance evaluation of the employee.

End of Contract - To avoid overdue of working days.

Performance appraisal - performance appraisal is a formal,

structured system designed to measure the actual job performance

of an employee against designated performance standards.

Although performance appraisals systems vary by organizations,

all employee evaluations should have the following: Specific, job‐related criteria against which performance can be compared, a

rating scale that lets employees know how well they're meeting the

Project Study 1


criteria and Objective methods, forms, and procedures to determine

the rating.

Employment Tests - Exam should be updated weekly, the proposed

system automatically counts the points of the examinees.

Employee Schedule – Assigning task for employee.

Recovery of Reports -

Time Keeping

Major Inputs

Employee Information

Recruiting and Hiring of employee

Security

Employee’s filing of leave

Performance Appraisal

Training details

End of contract

Contract renewal

Employment Test

Employee Schedule

Attendance Tracking

Overtime

Processing Functionalities

Function Priority

Employee information entry Essential

Recruiting and Hiring of employee Essential

Security of data Essential

Project Study 1


Employee’s filing of leave Desirable

Performance Appraisal Essential

Performance Evaluation Essential

End of contract Essential

Contract renewal Desirable

Employment Test Essential

Employee Schedule Essential

Attendance Tracking Essential

Overtime Essential

Training details Essential

Outputs

Employee Information reports, Assigning employee task .....

3.2.1.3 Software Context

Project Study 1


The Human Resource Management System (HRMS) is a

software solution for the data entry, data tracking, and data information

needs of the Human Resources, payroll, management, and accounting

functions within a business. Normally packaged as a data base, hundreds

of companies sell some form of HRMS and every HRMS has different

capabilities. Typically, the better the Human Resource Information

Systems (HRMS) provide overall management of all employee

information, reporting and analysis of employee information, complete

integration with payroll and other company financial software and

accounting systems. An effective HRMS provides information on just

about anything the company needs to track and analyze about employees,

former employees, and applicants. Your company will need to select a

Human Resources Information System and customize it to meet your

needs. With an appropriate HRIS, Human Resources staff enables

employees to do their own benefits updates and address changes, thus

freeing HR staff for more strategic Functions. Additionally, data necessary

for employee management, knowledge development, career growth and

development, and equal treatment is facilitated. Finally, managers can

access the information they need to legally, ethically, and effectively

support the success of their reporting employees.

3.2.1.4 Major Constraints

Recruitment

The proposed system will not include the process of

recruiting employee online.

Project Study 1


Linked to other sites

The system is not able to link to other sites for other

processes.

Payroll

Payroll manages the portion of accounting that is related to

salaries, wages, and bonuses for employees. The software must be

able to support the following set of functionality: payroll profile for

the employees, benefits and deductions, eligibility control,

user’s balance, tax deductions, as well as payroll calculations,

processing of payment, check printing, check distribution, tax

documentation, security and auditing and automated timesheets.

3.2.2 Data Design

3.2.2.1 Internal Data Structure

3.2.2.2 Global Data Structure

3.2.2.3 Temporary Data Structure

3.2.2.4 Database Description

Project Study 1