The document provides details about developing a Human Resource Management Information System (HRMIS) for CARE Bangladesh. It discusses analyzing and designing the proposed system, which will integrate various HR modules like employee information, staff transactions, training and reports. Prototyping methodology was used. The system was developed using SQL Server and tested successfully. An implementation plan details how the new system improves upon the previous manual system. Overall, the HRMIS helps optimize HR processes and supports management decision making.

1. Welcome to the honorable board
members

2. HUMAN RESOURCE MANAGEMENT
INFORMATION SYSTEM (HRMIS) FOR CARE
BANGLADESH

3. Md. Rofiqul Islam
ID: 063-17-179
Department of MS in MIS
Daffodil Internal University (DIU)
Prepared by:

4. • Background of the project
Overview
• Problems of the existing system
• Aim of the Project
• About HRM
• HRM Process
• System Analysis & Design
• Proposed System (System Development)
• Testing & Implementation
• Critical Appraisal
• Conclusion
• HRMIS in an Organization

5. Background of the Project
• To develop software within organization initiative, we can save the
money and use this money for other development project.
• Encourage in-house development and build expertise within the
organization.
• Limitations of the existing system.

6. • Scope of work is limited.
Problems of the existing system
• Not integrated with other programs.
• Less flexible.
• User interface is less user friendly.
• Reports unable to fulfill management requirements.
• Existing system was developed with the help of old language.

7. Information system has a vital role to run the organizations operational
activities smoothly and in a systematic way.
Aim of the Project
Project helps the management to fulfill the followings;
• Integration with other programs.
• Sufficient reports as per management requirement.
• Less dependency to others.
• Less paper work.
• Maximum automation.
• Ensure information accuracy and consistency.
• In-house program development.

8. HRM has a variety of definitions but there is general agreement that it has a
closer fit with business strategy than previous models, specifically personnel
management.
About HRM
Contributing to the working definition of HRM is Abecker et al., (2004)[Ref 13]
.
The authors identified HRM with the field it covers. These include planning
aspects- personnel requirements analysis and personnel asset analysis, and
change aspects- recruitment, personnel development and labor displacement.
Diagrammatic representation of HRM:

9. The following process involved in executing the HRM functions.
HRM Process
• Planning.
• Recruitment.
• Selection.
• Orientation, Training and Development.
• Career Planning and Development.
• Performance Appraisal.
• Employee Compensation & Benefit.

10. The Human Resource Management Information Systems (HRMIS) is introduced by
presenting the various definitions, development, costs and benefits, as well as
their functions and relationship with HRM.
HRMIS in an Organization
HRMIS functions:
• Integrating the Technologies of HR.
• Increased Efficiency.
• Increased Effectiveness.
• IT-Enabled Process.
HRMIS Cost & Benefits:
• Increase competitiveness by improving HR practices.
• Produce a greater number and variety of HR operations.
• Make employee’s part of HRMIS.
• Reengineering the entire HR functions.

11. Basic concept:
System Analysis & Design
Four levels of integration exist between the HR functions and the strategic
management function:
Administrative linkage: HR function’s attention is focused on day-to-day
activities.
One-way linkage: The firm develops the strategic plan and then informs the
HR.
Two-way linkage: Strategic planning team informs HR of the various
strategies, HR analyze them and present the results to the team. After
deciding, the strategic plan is passed to HR to implement.
Integrative linkage: It is a dynamic process, based on continuing rather than
sequential interaction, done by the HR executive who is a member of the
senior management team.
Continue…

12. System Analysis & Design
This HRMIS is developing based on CARE-Bangladesh NGO. CARE-B is organized
into twelve departments and 13 various programs; and has a current authorized
head count of about 850 full time employees; 750 permanent and 100
contractual. Employee history is also currently maintained for approximately
6300 separated employees, representing 9 years of historic data.
• Employee Information
Continue…
Scope Define:
• Relative Information
• Staff Transaction • Disciplinary Action
• Performance Management • Training
• Search Engine • Reports
Minimum functionality of the HRMIS would include the following integrated
modules:

13. System Analysis & Design
The nature of data elements needed to perform the above calculations is
detailed and aggregate data. Those data will be gathered and stored in the
application data models of different departments in the organization. We
considered the following issues for our data elements;
• Document Current Application Flows and Functionality.
Continue…
Data Elements:
• Document Current Technical Architecture.
• Conduct Needs Analysis/Business Requirements Definition.
• Gap Analysis: Gaps between what we currently do versus what we want to
do.
• Revisit feasibility based on what is known about existing and desired
system and potential solutions.

14. System Analysis & Design
Here placed a sample DFD for staff transaction (Promotion).
Continue…
Data Flow Diagram (DFD):

15. System Analysis & Design
Here placed the ERD.
Continue…
Entity Relationship Diagram (ERD):

16. System Analysis & Design
Prototype methodology are used here.
Methodology:
•A prototype is a smaller version of the system with a minimal amount of
features.
•Prototyping-based methodologies perform the analysis, design and
implementation phases concurrently.
•All three phases are performed repeatedly in a cycle until the system is
completed.

17. Proposed System (System Development)
In the HRD&M department at Head Quarter, there is an existing MIS for
maintaining Personnel Information. The existing system was developed many
years ago with FoxBASE and currently it is running under FoxPro DOS version.
The significant problems exist with the system are:
Continue…
System Study:
• Absence of a good (user friendly) user interface.
• The system has not been developed under multi-user/client server
environment.
• Not suitable with the current demand of users which has been changing in
course of time.
• This is simply a one-table system. So there is no any concept of RDBMS
(Relational Database Management System) and limitation exists in getting
information.
• The reports produced from the system minimum are used by the MIS,
because reports are not so fruitful.

18. Proposed System (System Development)
A survey was conducted among the senior positions; 30 questionnaires were
distributed and we received 20 filled up questionnaires. The points from the
respondents to be highlighted are:
Continue…
Distribution of questionnaire and views from the respondents:
• All the respondents want the MIS in a multi-user environment as they can
have access to the reports through network.
• 18 out of 20 want the Training Information System as part of MIS.
• The respondents wanted various types of reports/on screen views with the
system that can help them during decision making. Their expectation can
add value during development of MIS and that can be considered while
coding (programming).

19. Proposed System (System Development)
As there is a significant technical difference between the existing system and
the presently developing database systems, we should go for developing a new
HRMIS than modifying the existing one.
Continue…
Proposed System:
• Developing the system in a multi-user environment.
• Making a user friendly interface.
• Introducing Relational Database model.
• Integrating Training Information System, APA, Relative Information etc. with
the HRMIS.
• Attaching photograph of the employee with HRMIS.
• Regular and temporary staff tracking separately.
• Promotion, Transfer, Re-designation Tracking.
• Search engine for various kind of search.
• MIS monthly Report.

20. Proposed System (System Development)
The following most powerful and latest development tools will be used. These
are;
Continue…
Development Tools:
Back-end Database Use: MS SQL Server 2000 is the RDMS solution from Microsoft
Corporation. This is one of the leading and secured database software in the world
developed by Microsoft Corporation.
Front-end Language: Microsoft Visual Studio development tools – The latest powerful
front-end development tools in the world developed by Microsoft Corporation.
User Friendliness: The software will be design to serve highly user friendliness. User’s
active involvement will be requested to advice their satisfaction and suitability.
Multi-user: The software will be design to run from a single PC to multiple PCs in large
network like Windows NT or Window 2003 Server. Special care would be taken in each
stage of laboratory testing multi-user functionality would confirmed.
Report Design: In generation of user, requested outputs and reports from the HRMIS
would be popular report generating software Crystal Report would be used.
Operating System: Windows98, Windows Me, Windows 2000, windows XP, Widows 2003 or
higher.

21. Proposed System (System Development)
As mentioned above, the project will output several versions of the Toolkit,
each one including;
Project Output:
• Objective
Reduce/Optimum use of manpower.
Less paper work.
Less information seeking time.
• Physical
Regular Reports.
Monthly various tracking reports.
Reports as per donor requirements.

22. Testing and Implementation
This testing alludes to tests that are conducted at the software interface. It is
also called behavioral testing, focuses on the functional requirements of the
software.
Continue…
Black Box Testing:
The first step in black-box testing is to understand the objects that are
modeled in software and the relationships that connect these objects. Once
this has been accomplished, the next step is to define a series of tests that
verify “all objects have the expected relationship to one another”.
Graph-based testing methods

23. Testing and Implementation
Input: First, display staff information on the screen. Following screen appears.
Continue…
Sample Testing (Promotion):…
Now, choose Promotion from MIS Action drop down list. Side screen appears.
Now input promotion information, Save and finally exit from this screen.
Previous screen appears again. Here change necessary information also. Finally
Update the information.

24. Testing and Implementation
Output: Click Monthly Report>Personnel Changes Summary. Follow screen
appears. Now place Month/Year and click OK. Monthly report appears.
Continue…
Sample Testing (Promotion):

25. Testing and Implementation
After successfully testing, it’s successfully approved by the management. Now it
is running smoothly. IT provides a great support to implement this software. It
uses the IT Server for its database and client software running from various
corners. Preliminary connection ensured the following clients.
Continue…
Implementation:...
• All HR people.
• Head of the various departments.
• Finance payroll team.

26. Testing and Implementation
Here’s the comparison between Old & New System:
Implementation:
Name of Work Time in Old System Time in New System Result
Request for Information Minimum 1 day Minimum 15 minutes Excellent
Papers missing No way to track Trace any time Excellent
Any kind of analysis Minimum 1 day Minimum 30 minutes Excellent
Monthly Reporting Minimum ½ day Minimum 60 minutes Excellent
Information provide Minimum 1 day Minimum 60 minutes Excellent
Meet up audit
requirement
Take long time Take short time Excellent

27. Critical Appraisal
Strengths: Here I use real data. So, generated report will more accurate and
real which is very important to test effectiveness of software. Historical report
is also generated from this data.
Continue…
SWOT Analysis:
Weakness: Here I have used SQL Server 2000. But in the market, now going on
SQL Server 2008. So, if management goes to latest version, then I have to
change some codes. Now our organization use Windows Server and if they want
to use different language Server in future, then program code must be changed.
Opportunity: Total program designed nicely. Database structure is also strong. If
management want to develop a web-based program with use of this database, it
will also possible very nicely.
Threats: Commercially there are no threats for this software. If organization
changes the Server version or operating system, then it will go a great threat
for them.

28. Critical Appraisal
This study aimed at criticizing HRMIS and also find out the gaps.
• Database only use LAN environment.
• Every staff has no access in the database through this software. As a
result root level feed back is absent.
• Database is not integrated with Finance and other database.

29. Conclusion
This project aimed at exploring HRMIS role in HRM. The project output
attempted to examine how HR professionals or managers in different
organizations see the effects of HRMIS on strategic HR tasks, and job roles.
Continue…
Analysis of the Contribution:…
What
• People are now using this software for their day to day activities.
• They try to understand the benefit of proper use this software and will be
increased their requirement regarding information as necessary for better MIS
or others.
• Convert Manual System to Digital.

30. Conclusion
Overall, the project study suggested that HRMIS play a key role in SHRM, but the
degree of the role was also very much dependent on the type of organization.
Continue…
Analysis of the Contribution:
How
• Initial Orientation.
• Long Term Training.
• Introduce latest Technology & Information.
Why
• Create the value of MIS.
• Analysis Data.
• Optimum use of Information.

31. Conclusion
Whilst this study has confirmed existing studies into HRMIS, it provides a
platform for future work in this area, which should concentrate on a number of
issues. A detailed research would be needed to explore the role of HRMIS in
SHRM, especially; with much, bigger sample size and a higher response rate so
that a deeper analysis can be done for generalization.
Further Suggested Work:
Further Development Plan:
• Added financial and daily task schedule module with this software.
• Data interchange between Head Offices & Field Offices.
• Converted this software to upper language (Dot Net).
• Web base development.
• Database integration.

32. Thanks
Thanks to honorable board
members for spend their valuable
time and keep patience.