The document introduces a project to develop HR automation software for an organization. It aims to integrate employee details and allow the HR department to easily update profiles. The software would also facilitate communication between employees and HR. The scope involves creating an application to manage the intranet-based HR system, maintaining all employee data. Key modules would include payroll, benefits administration, recruitment, and training management. The purpose is to streamline HR processes and provide self-service options to reduce administrative workload.

1. Introduction
 Project Summary
1. Introduction
 Purpose
 Scope
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2. Introduction
Chapter – 1 INTRODUCTION
1.1 Project Summary
To develop a software application that supports the application specific to the HR
automation in an intranet specific to a company there by allowing the integration of all the
employees pertaining to that organization. To keep track of all the other departments
related to that organization such as marketing, development etc.
To allow the HR of an organization to update the employee details when ever there
is a change in the employee profile pertaining to that organization. To bring onto a string
the employee specific suggestions and make them free to post their requirements to the
HR thus bringing the organization more specific regarding the maintenance of the
organization.
The function of Human Resources departments is generally administrative and
common to all organizations. Organizations may have formalized selection, evaluation,
and payroll processes. Efficient 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 and salary. To reduce the manual workload of these
administrative activities, organizations began to electronically automate many of these
processes by introducing specialized Human Resource Management Systems. Due HR
executives rely on internal or external IT professionals to develop and maintain an
integrated HRMS. Before the "client-server" architecture evolved in the late 1980s, many
HR automation processes were relegated to mainframe computers that could handle large
amounts of data transactions. In consequence of the high capital investment necessary to
purchase or program proprietary software, these internally-developed HRMS were limited
to organizations that possessed a large amount of capital
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3. Introduction
Human Resource Management Systems enabled take increasingly higher administrative
control of such systems. Currently Human Resource Management Systems encompass:
1. Payroll
2. Work Time
3. Benefits Administration
4. HR management Information system
5. Recruiting
6. Training/ Learning Management System LMS
7. Performance Record
The payroll module automates the pay process by gathering data on employee time and
attendance, calculating various deductions and taxes, and generating periodic pay cheques
and employee tax reports. Data is generally fed from the human resources and time
keeping modules to calculate automatic deposit and manual cheque writing capabilities.
This module can encompass all employee-related transactions as well as integrate with
existing financial management systems.
The work time gathers standardized time and work related efforts. The most advanced
modules provide broad flexibility in data collection methods, labour distribution
capabilities and data analysis features. Cost analysis and efficiency metrics are the primary
functions.
The benefits administration module provides a system for organizations to administer
and track employee participation in benefits programs. These typically encompass,
insurance, compensation, profit sharing and retirement.
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4. Introduction
The HR management module is a component covering many other HR aspects from
application to retirement. The system records basic demographic and address data,
selection, training and development, capabilities and skills management, compensation
planning records and other related activities. Leading edge systems provide the ability to
"read" applications and enter relevant data to applicable database fields, notify employers
and provide position management and position control. Human resource management
function involves the recruitment, placement, evaluation, compensation and development
of the employees of an organisation.
The Human Resources functionality aids hospital executives and employees in the areas of
staff planning and recruitment, compensation, staff development, employee relations,
benefits administration, and reporting. The product allows for automated and integrated
workflow. It provides Web-based processing and servicing capabilities and includes event-
driven triggers. Report scheduling, within HR, also allows for timely and efficient
information flow to executives.
The Human Resources functionality helps both multiple- and single-facility health care
organizations to:
• Track and analyze applications via on-line applicant submission
• Maintain a complete employee file including comprehensive demographics
• Train and develop staff with on-line class enrollment and automatic skill updates
• Manage performance appraisals of employees via electronic performance reviews and
Notifications
• Track health records including immunizations, physicals, and encounters
• Increase employee satisfaction via self-service routines
• On-line Benefit Enrollment.
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5. Introduction
1.2 PURPOSE:
Most companies have introduced HR software to design, organize, and
streamline an organization's human resources. While choosing a new HR software
application, it is necessary to evaluate a company's needs and processes and determine
if the functions of the software are relevant to it. Therefore, a list is to be made that is
referred to as the requirements list, which would contain all the desired functions of
the new software system.
HR software facilitates various functions of the human resource department
that deal with employee benefits, vacations, compensation, employee information, and
performance. In fact, HR software can be customized to simplify the daily tasks
involved in the HR department of an organization. It is generally web-based, user-
friendly, and facilitates easy comprehension by HR personnel. A quality HR software
system will seamlessly link staff to payroll, benefit providers, and other departments
of the organization. As a result, it becomes an indispensable tool for the HR
department.Major benefits of using HR sof twareSome of the major benefits of HR
software are automatic processing of human resource functions, tracking and
monitoring of human resource data, creation of templates, forms and customary
reports. It also enables streamlining of essential data such as employee benefits and
performance analysis, which in turn reduces the management cost considerably.
HR software also enables users to view and compare benefits as well as
make enrolment changes. It facilitates them to update personnel information, view
current and previous payroll information, and generate real-time benefit statements at
the touch of a button. There are a variety of HR software packages available these
days.
Many different versions of the HR software also offer templates for drafting offer
letters, appointment letters, and dismissal letters. Customized HR software programs
also provide templates of various frequently required HR documents.
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6. Introduction
1.3 SCOPE:
This project can be used to identify a employee in the organization. The project
maintains the details of the entire employee. Each employee is given with different
employee Id. Allow a for the creation of an application specification to the human
resource that maintain the intranet automation of the HR software i.e., which contains the
data related to the employee.
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