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Chapter 1

THE PROBLEM AND ITS SCOPE

Rationale

Modern society is characterized by an increasing need for specialized

institutions in various fields of activity for the performance of their day-to-day for

the improvement of a community. The Local Government Unit (LGU) is a

specialized body that caters to the basic needs of its constituents. The

management of each municipality relies on the people who will plan, lead, and

impose the execution of ordinances crafted by the leaders. According to Mooney

et al, 2019, Human Resource is an instrument in providing labor resources,

record keeping, hiring and training, compensation, relational assistance, and help

with handling specific performance issues. These functions are critical because

without those functions being completed, your company would not be able to

meet the essential needs of management and staff. (Mooney et al, 2019). The

Municipality Carmen is classified as a 2nd class Municipality in the province of

Bohol, manned with approximately 90 employees and more than 400 job order

workers for its almost 60,000 constituents as of 2019. It has defined and active

offices to provide services. The human resource office is one of the key offices

which handles manpower and monitoring of employees.

The researcher interviewed the HR Head regarding the process of the

current system using the traditional method of recording. The HR Head wants to
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improve the manual process for recording employees’ profiling data, leave

monitoring, and travel management with their current system. The monitoring

process in a manual method is tedious. Added this, the administration finds

difficulties in monitoring employees’ records due to dispersed units of the

different departments and slow generation and collection of reports.

Given the aforementioned information, the researchers were motivated to

develop software that will simplify and improve the monitoring of employees of

LGU-Carmen. The system will manage the human resource task and employees

more effectively and efficiently. All data are stored in a centralized database and

redundancy of data will not occur in the system. Online Human Resource

Management System is a web-based application software covers the storing of

employee’s profile and monitoring employee’s records.

Related Literature

This study anchored on Republic Act no. 10844 – An act creating the

department of information and communications technology, defining its powers

and functions appropriating funds therefor, and for other purposes. Section 3(c)

of R.A. 10844, is hereby declared the policy of the state:

“Electronic Government or E-Government shall mean the use of

ICT by the government and the public to enhance the access to
and delivery of government services to bring about efficient,
responsive, ethical, accountable and transparent government
service”
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According to this article, the government state that the use of ICT shall be

needed to enhance/improve the access to and delivery of government services to

bring about effective, responsive, ethical, liable, and transparent government

service. It also includes the improvement in the faster services to the transactions

and exchange of data throughout the workplace.

Moreover, Section 28 of Republic Act (R.A) No.8792 states that:

RPWEB: “To Promote the Use of Electronic Documents or

Electronic Data Messages In Government and to the General
Public. - Within two (2) years from the effectivity of this Act, there
shall be installed an electronic online network in accordance with
Administrative Order 332 and House of Representatives
Resolution 890, otherwise known as RPWEB, to implement Part
IV of this Act to facilitate the open, speedy and efficient electronic
online transmission, conveyance and use of electronic data
messages or electronic documents amongst all government
departments, agencies, bureaus, offices down to the division level
and to the regional and provincial offices as practicable as
possible, government owned and controlled corporations, local
government units, other public instrumentalities, universities,
colleges and other schools, and universal access to the general
public.”

RPWEB network states that the government shall promote the electronic

transmission and conveyance of government services to develop and enhance

through better technologies or kinds and electronic online large area networks

using, but not limited to, fiber optic, satellite, wireless, and other broadband

telecommunication mediums or mode. It also said that to promote and implement

a policy environment and regulatory framework that shall lead to the substantial

reduction of costs of including, but not limited to, lease lines, land satellite, and

dial-up telephone access, cheap broadband, and wireless accessibility by

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government departments, agencies, bureaus, offices, and government-owned

and controlled establishment of governments. All laws support and strengthen

the legality of the development and utilization of the Human Resource

Management System of LGU Carmen, Bohol. The development of the system

needs theorem and concepts essentially applicable to the study. These are the

related concepts taken from the books, and the internet was used as the

foundation of the system.

The role of human resource management, according to Milliman, John, et

al., is to seek to expand our understanding of the congruence of "fit" theory in a

strategic way. As a result of creating an organizational life cycle (OLC) model for

multinational corporations' foreign HRM (IRHM) (MNCs). The aim of this study is

to look at the complement's fit and versatility by looking at their relationship

across the entire OLC. In MNCs, a set of propositions are made about the

relationships between fit and versatility and organizational effectiveness (1991).

Human Resource Management (HRM), according to David E. Guest, is a

concept that is now commonly used but has a rather broad definition. If the

definition has some empirical social meaning, it should be described in such a

way that it can be distinguished from conventional personnel management and

testable hypotheses about its effect can be developed. HRM is proposed as a

series of policies designed to optimize organizational integration, employee

engagement, flexibility, and job efficiency, based on theoretical work in the field

of organizational behavior. (1987, David G.)

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Hence, the theory below were used as a foundation for the creation of this

study.

Furthermore, there were some related systems that are accessible as

references which were operating in the different organizations and institutions.

These studies were:

1. A Resource Management System (RMS) with a database containing

files containing information on personnel, employee qualifications,

employee schedules, and programs, as well as an RMS server. The

details in the RMS database's files come from both external corporate

databases and direct entry. Calendar functionality is included for

keeping track of employees' scheduled events, with various types of

scheduled activities being highlighted differently on the calendar page.

The resource search and scheduling feature define human resources

with the necessary expertise and availability for project assignments.

For defining the quest, project parameters such as time constraints,

ability specifications, and proficiency levels are entered as parameters.

The assignment functionality assigns the tasks to the identified workers

and updates the system calendar to represent the job assignments.

RMS creates interfaces between external databases and the RMS

database to keep the information stored there fresh. The information in

the RMS database and the external database is viewed via a similar

user interface. The RMS server, which includes the RMS database, is

run on a device that has been configured (Donnelly et al 2000). On this

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analysis, the Online Human Resource System and the RMS had a

similarity in that they both store employee data in a database.

2. The University of Cebu's Human Resource Information System. The

system was created to address the problem of the University of Cebu's

manual human resources system, which is extremely slow in handling

requests and inquiries. The proposed system will enable faculty and

staff to transact queries faster in the database server and automatically

they will be able to obtain information that they need and make a

necessary update. A descriptive method was used and questionnaires

were distributed and later tabulated to determine the needs of a human

resource information system for the University of Cebu. The majority of

the respondents agreed that there is a need for a human resources

information system to make their transactions hassle-free and

convenient. These respondents are simulated for the implementation

of the project Mark Abadiano (2012). The difference is that the

proposed system had focused only on the faster transaction for the

convenience of the school students.

3. Application Tracking System (ATS) – An application tracking system

(ATS) is a human resources software that serves as a database for job

seekers. Companies of all sizes use applicant tracking systems to

coordinate, locate, and interact with large groups of applicants. An ATS

is used by 91% of Fortune 500 firms as part of their recruitment plan.

The primary purpose of an applicant tracking system (ATS) is to make

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the   recruiters and hiring managers simpler. Companies also recruit

for several positions at the same time, and each job opening attracts

hundreds, if not thousands, of applicants. When a recruiter or hiring

manager receives a large number of resumes, it is impossible for them

to read each one carefully. ATS makes searching easier – or even

automated - saving time while avoiding human error. The study stated

that the HRM practices in the said organization were discussed and

the different challenges/problems with each function.

The existence of these systems will serve as the basis for developers to

achieve the proper features and specifications needed for the implementation of

the Online Human Resource Management System in the Municipality of Carmen.

And the developed system can record and update each employee’s profile,

monitor the leave and travel of employees, and generate reports.

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THE PROBLEM

Statement of the problem

The main purpose of the study aimed to determine the problems

encountered by the Local Government Unit Human Resource in the Municipality

of Carmen, Bohol as basis for the proposed Online Human Resource

Management System.

Specifically, the study aims to answer the following questions:

a. What are the present operations and processes involved in recording

information of regular employees and job order workers of the Human

Resource Management System in the Municipality of Carmen?

b. What problems encountered by the Human Resource Head in the present

profiling system?

c. What are the ways to help the efficiency of recording management and

resolving the problems in the system?

d. What is the user’s perceived level of usability of the developed system?

Scope and Delimitation

The study aims for the implementation of an Online Human Resource

Management System that focuses on the recordings and monitoring of all

employees of the Municipality of Carmen, Bohol and the database will serve as
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the repository. Specifically, the development of the developed system covered

only the following processes:

1. Acquisition: This involves a recording of newly obtained information of

applicants and a list of all employees list of departments and positions,

recording of employees travel and leave history. It can also update

information that includes a simple facility of finding and manipulating

records covering the Personal Information & Employment.

1. Monitoring: This includes the recording of employees’ information such

as the type of data recorded and personal information. Types of Data

recorded like sick leave and travel order that allows HR Head to make

accurate records of all employees. Another type of recording data is the

personal information of each employee. The system will check the

employee's job type, employment status, and date of hire as part of the

eligibility verification process.

1. Administration: This will provide an administrative tool for system

maintenance and the system configuration facilities the management of

users, privileges, and security. A database system that requires a user’s

login password to avoid unauthorized use and data manipulation. The

system shall only produce a report for the authorized personnel.

2. Reporting: The system provides reports to support strategic human

resource management in the Carmen municipality. It would only include

data visualization methods such as statistical and graphical reporting and

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the system also provide reports in tabular and graphical formats that are

ready to print.

The researcher’s study was limited only to the standard and procedures in

the Human Resource in employee’s recording. The Human Resource Head can

access all the functions of the system; on the other hand, the regular employees

can only view their services records and history online.

Significance of the Study

The study aims to design and develop an Online Human Resource

Management System for Local Government Unit in the Municipality of Carmen,

Bohol. The researchers discovered that management efficiency makes the

process inefficient and time-consuming activities sustain the process. Therefore,

proposing a new development framework would somehow allow the

management to enhance and will perform the required tasks of each staff record

through the runtime of accessibility of the system Moreover, the study would

benefit the following:

Municipal Government Department Head (HRMO V).

Through the finding of the study, this will help the Human Resource Head

to plan, direct and coordinate the overall functions of an organization. It will

provide an overview of the manpower of the Municipality. The head of the human

resource office has the responsibility for interviewing and registering new

employees and applicants. The head was also responsible for preparing all the
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important papers of the employees like a leave of absentee and travel orders to

be signed by the Municipal Mayor.

Administrative Officer VI (Admin Staff)

The online system would assist Administrative Officer VI to input the

details of employee’s leave credit on their leave card and maintain all the

paperwork organized.

Employees

Through the study, the employee will be provided with real-time data

regarding their records. The employee can also benefit from the system by

applying for leave and travel orders online and to keep them updated on their

number of leaves used, and travel order records. They should have their account

individually to access the system.

Researchers

With the ability to build a system that is a stepping stone for the future

practice of the desired careers, researchers can learn more information about

programming, system analysis, design, and particularly the documentation

phases. The researchers will initiate personal concerns and active involvement in

the system design and implementation process through these system

development procedures.
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RESEARCH METHODOLOGY

Development Framework

Figure 1 shows the conceptual diagram of the system. It is used to make

conceptual distinctions and organize ideas regarding the flow of the present

system. It represents the model of study that follows the principle of input-

process-output. The inputs came from the Human Resource Head, HR Staff and

Employees, and the processes include the acquisition, monitoring and reports.

The outputs provide decision support to the administration.

Decision
Report
HR Head Acquisition

HR Head
Monitoring

HR Staff
Output
Administration

Employee Reports
s

Figure 1. Conceptual Diagram of the study

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Figure 2 shows the blocked diagram of the proposed Online Human

Resource Management System of Carmen LGU. It specifies the system's basic

functionality, which represents the work of the Admin Head, administrative staff,

and employees. It also included the tasks that the Admin Head, Admin staff, and

employees perform on a daily basis.

Reports Application/ Reports

Database Server

Admin Head Admin Staff

Reports

Employees

Figure 2 Block Diagram of the study

Development Model and Approaches

The developers used Rapid Application Development (RAD), in Figure 3

below to create the software. It is a software iterative development approach that

includes software prototyping techniques. During the analysis and quick design

process, developers searched for an existing framework to use as a starting point

for their research. The developers and the client determine the goals,

development process, and knowledge requirements that result from those goals.

After collecting the required data, prototyping starts with the development of an
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outline system design. The screen templates for the system's most critical

automated functions, as well as the tables and fields it needs, were developed.

After the system had completed all of the established core processes, it was put

to the test by inputting random data. Following the development of the system,

research was carried out using the system and a site usability questionnaire in

order to measure the system's usability. After the users were satisfied, the

framework was implemented.

Figure 3. Rapid Application Development Model (RAD)

Development Tools

The tools for the development and analysis phase of the Human Resource

Management System of the Municipality of Carmen, Bohol are listed below.

1. WAMP - it supports creating and manipulating databases and is used to

password-protect the most important parts of the package. This tool

includes components such as server application (Apache), database

(MySQL), and scripting language (PHP). WAMP is considered as a tool in

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developing the proposed system for it is used to create the database that

can store the data from the system using MySQL.

2. Sublime - a text editor and source code editor that the developers used to

edit the Hypertext Preprocessor (PHP) scripting language of the system?

3. Adobe Photoshop CS5 - this is considered as a tool in developing the

system because it is used to edit and manipulate digital images, editing

images, enlarging images or graphics used to apply in the program that

make it more presentable and it is a very useful tool for enhancing the

design of the proposed system to be developed. 

4. MySQL – is an open-source Relational Management System that uses

Structured Query Language (SQL). It was used for adding, accessing, and

managing content in a database to the developed assessment tool.

Environment and Participants

The study was conducted at the Human Resource Management Office

(HRMO) of the LGU, Municipality of Carmen, Bohol. It has resided in the third

district of Bohol. The respondents of the study were the Municipal Government

Department Head (HRMO V) and the Administrative Officer VI of the said Human

Resource Development Office in the Municipality of Carmen. It covered all types

of workers in the LGU, including permanent employees, casual plantilla,

coterminous, elected and job order. Profiling, monitoring of workers' leave, and

travel orders were all done at the office.

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The participants of the study were the Municipal Government Department

Head (HRMO V) and the Administrative Staff who were directly involved in the

management and processes like hiring applicants, monitoring and recording

employee’s information. These participants were personally interviewed about

each process and the problems encountered in the operation particularly on the

recording management. The aforementioned participants were also involved in

the system usability assessment.

Data Collection

The developers ask permission to the Office of Human Resource Office in the

Municipality of Carmen to conduct a study, through a letter of request.

Personal interviews and document reviews were conducted to gather the

needed information. In the personal interview, guide questions were used to ask

the respondents about the operation and processes in the management of

employee’s information including the problems encountered.

In the document review, soft and hard files were evaluated including

different forms used in the managing of employee’s information. The format or

template of each form was familiarized including its content. Photocopy of those

documents was asked from the respondents.

Functionality evaluation was conducted thru the system usability test with

the target client. It was done in order to quantify the effectiveness of the

developed system. The system usability test was done by rating according to the
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system usability questionnaire by Lewis James R. Questions assessed whether

the users are satisfied with the system functionality.

There are 4 respondents in the system usability. This includes the 1 staff,

1 Administrative Officer IV, 1 Municipal Government Department Head (HRMO

V) of the Municipality of Carmen. The table 1 below represents the distribution of

these respondents.

Table 1

Summary of Respondents in the System Usability

Type of Respondent Frequency

Staff 1
Administrative IV 1
HRMO V 1
IT Expert 1
Total 4

The table below is the guide used for the interpretation of the results in the

system usability.

Table 2

Interpretation Guide of the System Usability

Weight Range Description Interpretation

7 6.4 – 7.0 Strongly Agree The respondents strongly
believe and are confident
that the system is very
usable
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6 5.5 – 6.3 Agree The respondents believe

and are confident that the
system is usable.
5 4.6 – 5.4 Tend to Agree The respondents tend to
agree that the system is
usable.
4 3.7 – 4.5 Neither Agree or The respondents are
Disagree neutral in trusting that
system is usable.
3 2.8 – 3.6 Tend to Agree The respondents lend not
to trust that the
2 1.9 – 2.7 Disagree The respondents believe
that the system is not
usable.
1 1.0 – 1.8 Strongly Disagree The respondents are
strongly confident that the
system is not usable.

To determine the general acceptability of the system, the average

weighted mean or the weighted mean score was computed to evaluate/assess

the system and web acceptability level using the following formula.

WMS = 1f1 +2f2 + 3f3 + 4f4 + 5f5 + 6f6 + 7f7

n

Where:
WMS = Weighted Mean Score
f 1 = Frequency of respondents given a rate of 1
f 2 = Frequency of respondents a given a rate of 2
f 3 = Frequency of respondents a given a rate of 3
f 4 = Frequency of respondents a given a rate of 4
f 5 = Frequency of respondents a given a rate of 5
f 6 = Frequency of respondents a given a rate of 6
f 7 = Frequency of respondents a given a rate of 7
n = Total number of respondents
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1, 2……7 = constant (rating to the service provided)

OPERATIONAL DEFINITION OF TERMS

To understand the statements or idea in the technical reports, the

following terminologies were defined operationally:

Database. A collection of data that is saved and organized to allow easy

retrieval when needed. It is the collection of schemas, tables, queries, reports

and the records of all employees in the said office.

Permanent, Casual, Coterminous and Elected Employee. It’s an

employee had all the types of data shall be inputted to the system. She/he is an

authorized employee who had an access to the system.

Job Order (JOs). An employee who had no access to the system. An

employee who is assigned only to a certain job.

Human Resource. The field of business concerned with recruiting and

managing employees.

Administrative Officer (Admin Staff). The officer who is responsible for

monitoring leave credits of the employees on their respective leave card record.

Human Resource Management Officer V (Admin Head). The officer

who got control of all the works of the LGU Human Resource works. The specific
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job of the HR Head is the operations of the recording and managing employees

of the Municipality of Carmen. Securing the application of comprehensive

personnel management and a well-balanced personnel development program of

all municipal government employees.

Human Resource Management System. Is the system being developed

for the automation of the human resource office of the LGU Carmen, Bohol which

is to be used for recording and managing the employee profile.

System Usability. This is the activity on which the end-users test and

evaluate the system for validations.

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Chapter 2

PRESENTATION OF FINDINGS, ANALYSIS AND INTERPRETATION OF

DATA

Existing Operation and Process

The Carmen LGU Human Resource addressed the needs of the

municipality in managing the important records of every employee. The HR Head

(Human Resource) cover-all the processes of the management of employee’s

data. The management still uses the manual process of recording and updating

records of all employees. These are the following present process that takes

place:

A. Submitting of Documents

A newly employed applicant must send supporting documentation such as

a birth certificate, copies of certificates of eligibility, diploma copies, copies of

marriage contracts (if applicable), medical certificate, NBI clearance, and a

personal data sheet (PDS). The Admin Head issues a Certificate of Assumption

of Duty to the newly employed applicant after all documents have been signed.
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This will be the foundation for the personnel's first day of work. The Admin

Head creates a 201-file folder for each employee that contains all of the

documents that have been sent. Then, based on the assumption of duty and

appointment record, the Admin Head creates a service record. The start of

service is determined by the appointment of duty.

B. Recording of Employee’s Profile

The Human Resource Office makes a profile record of employees in

Microsoft Excel that contains their Personal Information, Family Background,

Educational Qualification, Employment, where to be assigned and the start of

service.

The Admin Officer maintains a profile record for each employee using an

excel file based on the 201 file folder. The Admin Head searches for the Personal

Data Sheet and Appointment of Personnel into the 201 file folder after creating

the 201 files because this is the basis to fill up the profile record of the new

employee.

C. Updating Employee’s Records

The Administrative Office will announce the filing of employee updates at

the start of each year, or whenever it is necessary, such as when a single

employee marries or has a child, they should update their information. As a

result, in this place, each employee's information must be updated regularly in

both softcopy and hardcopy documents; management distributes PDS forms to

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employees. If employees wanted to update their records, they needed to fill out a

Personal Data Sheet (PDS) for personal information adjustment, and

employment upgrade, along with supporting documentation such as credentials

and certificates.

D. Recording of Employee’s Leave

In recording employee leave, the employee is asked to passed certain

documents/files like DTR, Medical Certificate, Appearance, Travel Order and CS

Form 6. Then the HRMO V will store these in an individual leave folder for review

of their leave application. Then the HRMO V will take a look at an employee

leave card whether if its leave points are enough to acquire for a leave. Then the

HRMO V will provide a response to the employee whether the application was

approved or not.

E. Recording of Employee’s Travel Order

When an employee receives a memo to travel, he or she must filled-

out the travel order form and send it to the Administrative Office, then the

application will be reviewed by the HRMO V. The approval of the Admin Head

(HRMO V) and the Municipal Mayor are required on that travel order form. As

the Admin Officer reviewed the certain travel application, he/she will provide a

response whether it is approved. The Admin Officer will then use Microsoft Word

to record the intent of the travel, the location, and the date.
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Figure 4. Conceptual Diagram of the Present System

Event List Specification

1. Employee Receives Appointment/ Assumption

2. Employee Updates Profile

3. Employee Leave of Absent

4. Employee Receives Travel Order

Needs of the Existing Operation

The present human resource system in the Municipality of Carmen, Bohol

needs improvement to create an accurate and faster services for all employee

records, monitoring leave and travel order of each employee and hiring process.

Having thought out the present process in the management of employee records

of Municipality Carmen, the developers found out the following needs:

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1. Provide an upgraded recording and retrieving of employee data.

2. Generate a secure database that will prevent the consistent loss of data.

3. Give an accurate report in a tabular way.

4. Provide an accurate data of the employee.

5. Enhance the system process of the HR Office.

Online Human Resource Management System in Municipality of Carmen

Bohol

The developers gathered all the data and information with regards to the

present processes in the HRMO of LGU-Carmen and came up with the online

human resource management system so that authorized employees can access

the system by viewing their records and can request leave and travel online. The

study developed computerized profiling of all employee’s data, recording of leave

and travel order, online application process and monitoring leave credit points of

the permanent employees. The proposed system utilizes an online database that

will serve as the primary storage of the system and where all pertinent data will

be stored.

A. Administration

In the Administration, the HRMO Head will log in as an admin with

unlimited access to the system and also the Admin Staff with limited

access to the system. Username and password must be entered values

match in the database and the user may now access the system.
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B. Data Management

After recording all the information, the system can easily retrieve the

employee’s profile. Regular employees’ profile is stored in the system

specifically like personal details, educational background, leave and travel

order records.

C. Recording of travel orders and Leave

When the regular or casual employee receives a travel order from email or

memo, then she/he will send a travel order letter online to the Admin Head

(HRMO V). Then the Admin will record the purpose of travel, its location, the

employee who will travel, and the date of travel.

In the recording of leave, the regular employee will send a leave request

to the Admin (HRMO V) online then the system will give the Admin the

notification of a leave request. The Admin will give a response if the leave

request is approved or not. If approved, then the system will record the

approved leave, type of leave, purpose, and date of leave.

D. Generate of Reports

The Admin (HRMO V) will use the system to produce daily, monthly

and yearly tabular reports showing all the list of employees and a

graphical report that are categorized into regular, casual, job order, active

and inactive employees. And also providing tabular reports of leave and

travel order history of each employee.

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Use Case Diagram

Use case diagram is a representation of a user’s interaction with the

system that shows the relationship between the user and the different use cases

in which the user is involved.

Use Case Narrative

Use Case Narrative Table 1. Use Case Narrative 1 – Login Account

Login (UC1)
Scope Online Human Resource Management System
Level User goal
Goal in context To give access to the system
Primary Actor HRMO V(HR Head)
Stakeholders HRMO V wants to access the system
Preconditions HRMO V will login to the system
Triggers HRMO V decide to login
Success Guarantee Online Human Resource Management System will
grant access for the selected user
Scenarios:
1. HRMO V select the function “Login”
2. The system displays the Dashboard.

Use Case Narrative Table 2. Use Case Narrative 2 –Job Posting

Job Post(UC2)
Scope Online Human Resource Management System
Level User goal
Goal in context To post available jobs to applied
Primary Actor HRMO V,
Stakeholders Admin Head wants to post jobs for easy application
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of the applicant.
Preconditions The user will able to post jobs through the system
Triggers The HRMO V and Admin Staff decide post jobs
through online so that it could be easier and faster to
access.
Success Guarantee Online Human Resource Management System
provides the list of jobs that are available to apply.
Scenarios:
1. The HRMO V and Admin Staff post a jobs that are available to
apply.
2. The system display the list the list of job available.

Use Case Narrative Table 3. Use Case Narrative 3 – Add Employee

Add Employee(UC3)
Scope Online Human Resource Management System
Level User goal
Goal in context To able the Admin to add a qualified employee
Primary Actor Admin Head
Stakeholders Admin Head would like to accept a qualified
employee through online application
Preconditions The user will able to view the employee important
information
Triggers The Admin Head decided to accept new employee
through the online system
Success Guarantee Online Human Resource Management System
successfully add the new employee
Scenarios:
1. The Admin Head able to add new employee through the system
2. The system display the newly add employee.

Use Case Narrative Table 4. Use Case Narrative 4 – Leave Management

Leave Management (UC 4)

Scope Online Human Resource Management System LGU
Carmen, Bohol
Level User goal
Goal in Text To provide an access to organize management of
leave
Primary Actor HRMO V, Admin Staff, and Employee
Stakeholders HRMO V want to have an faster application and
processes of leave
Preconditions The user will use online application of leave
Triggers The HRMO V decide to use an online application of
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leave for faster and more efficient processes

Success Guarantee Online Human Resource Management System
successfully applied for leave
Scenarios:
1. The HRMO V successfully manage their leave
2. The system successfully accept the leave application of the
employee

Use Case Narrative Table 5. Use Case Narrative 5 – Travel Order

Management

Travel Order(UC5)
Scope Online Human Resource Management System
LGU Carmen, Bohol
Level User goal
Goal in Text 1.To provide an accessible travel application for
employee
2. To provide an easier way for the HRMO V to
view the travel application of the employee
Primary Actor HRMO V, Employee, Admin Staff
Stakeholders 1. The employee want to have an easier way
applying of travel
2. The HRMO V and the Admin Staff want to
have an faster access to view travel request
application of the employee
Preconditions 1. The employee will able to view their leave
request if its approved or not.
2. The HRMO V will able to view the travel
request of the employee
Triggers The users used the online application of travel so
that it will be more easier and faster processes
Success Guarantee Online Human Resource Management System
successfully applied for travel request
Scenarios:
1. The employee will able to apply travel order successfully
2. The HRMO V will able to view the request and can easily provide a
response

Use Case Narrative Table 6. Use Case Narrative 6 – System Report

System Report (UC6)

Scope Online Human Resource Management System LGU
Carmen, Bohol
Level User goal
 30

Goal in Text 1.To provide an accurate report of the system

2. To generate reports to be view by Admin Staff
Primary Actor HRMO V
Stakeholders 1. The user want to have an faster generating of
reports
2. The user want to generate accurate reports
Preconditions 1. The HRMO will view the reports about employee
information data
Triggers The HRMO V need to view the current and accurate
reports of the employee
Success Guarantee Online Human Resource Management System
allows the HRMO V and Admin Staff to view
current reports of the employee
Scenarios:
1. The HRMO V and Admin Staff select the function “Report” and
view the current report of the employee.
2. The system displays the accurate data of the employee.

Database Design

System design is an essential activity in the development of the system to

improve the processes of the existing human resource of the LGU Carmen,

Bohol. The researchers design and created a computerized system. That is an

Online Human Resource Management System in the Municipality of Carmen. It

defined on how the project-in-charge add, edit, delete, update, view the records

and input employee’s information to the system and the employee would be able

to apply for leave and travel order through online. The program hierarchy, prints

outs, hardcopy, and screen designs are also shown in this chapter.

Class Diagram
 31

A type of static structure diagram that describes the structure of a system

by showing the system’s classes, their attributes, operations and relationships.

Database Structure

The following tables are the database tables that used in storing the

information that are inputted in the system together with a collection of operations

that facilitate searching, sorting recombination and of similar activities.

Table 1.

Program Hierarchy

A program hierarchy is a chart which shows the breakdown of the system

to its lowest manageable levels. Each module is represented by a box, which

contains the module’s name. The hierarchy visualizes the relationship between

modules.

Figure 10. Program Hierarchy of the System

Functional Requirements

The functional requirement was the formulation with the use of the

prototype in eliciting capture requirement through contrast communication with

the Admin Officer V and Admin Staff. The function mentioned are based on the

Figure 10. Class Diagram

 32

existing standard requirement of LGU-Carmen HR Management with the

approval and coordination from the respondents as follows:

Access to the system

FREQ 1: Access to the system must be password secured.

FREQ 2: All data shall have a secure environment limiting access to

authorized person only.

FREQ 3: The system should allow the Admin Officer V or HR Head and

the Admin Staff to gain access to management of employee

records.

FREQ 4: The system should allow the employee to view its data.

Process of Recording

FREQ 5: The system should allow only the Admin Aide to manage

employees’ individual records.

FREQ 6: The system should provide access to the employee’s records.

FREQ 7: The system should allow the ADMIN (HRMO V) and ADMIN

AIDE to search the employee’s name.

FREQ 8: The employee should manage the applicant and employee

submitted data.

FREQ 9: The system should allow the ADMIN (HRMO V) and ADMIN

STAFF to view employee records.

 33

The process of generating reports

FREQ 10: The system should provide graphical reports for the

administration

Leave Types Records

FREQ 3: The system should allow the Admin (HRMO V) to manage to

leave types of records.

Department Records

FREQ 4: The system should allow the Admin (HRMO V) or the Admin

Aide to manage department records.

Apply for Leave

FREQ 5: The system should allow the Admin (HRMO V) and Admin Aide

and the employee to apply leave through online.

FREQ 6: The system should be able to verify the eligibilities of the

employees such as according to the date hired, employee type

and the employment status for the leave type applied for.

Leave Transactions.

FREQ 7: The system should allow the Admin (HRMO V) to view the list of

the pending leave request.

 34

FREQ 8: The system should allow the Admin (HRMO V) and the Admin

Aide to view the current leave status of all the employees in

their department or office.

FREQ 9: The system should allow the employee to view their leave

application status.

FREQ 10: The system should allow users to view their leave history.

Approve/Deny Leave Request.

FREQ 11: The system should allow the Admin (HRMO V) and the Admin

Aide to endorse/approve, deny, cancel or delete a leave

request that is submitted for them to review.

Manage Leave Credits.

FREQ 12: The system should allow the Admin (HRMO V) and the Admin

Aide to manage the leave credits of the employees.

FREQ 13: The system should allow all users to view their leave credits

balance.

Statistics and Reports

FREQ 14: The system should give the HRMO V the tabular report of

Employee Availability.

FREQ 15: The system should provide the Admin (HRMO V) and the Admin

Aide a tabular report of the Leave Balance of all employees for

each employee.
 35

FREQ 16: The system should provide a tabular for the Admin (HRMO V)

and an Admin Aide for the viewing and updating of

employees data.

Access to the system.

FREQ 17: Access to the system must be password protected.

FREQ 18: The system must provide a unique username and password.

Export/Import Data.

FREQ 19: The record data from database can be exported as a Portable

Document Format (PDF) ready for printing and import data

record from PDF or JPEG into the database.

Non-Functional Requirements

A non-functional requirement shows the operation of a system, rather than

functional requirements that defines specific behavior or functions. The list below

are the non-functional requirements of the system:

1. The system should be used on any web browser that supports the

Canvas tag and the date picker. The Canvas tag is used to render the

graphical results of the system and is supported in Firefox and

Chrome.

2. The system should operate on available technology (e.g., Windows

and Linux Server, Wireless and Wired Public Internet Access)

available in the LGU Carmen, Bohol.

 36

3. The system should be efficient to use. It should be user-friendly and

manageable with naïve users.

Test Cases

A test case is a set of conditions or variables under which a tester will

determine whether an application or software system is working properly or not, a

detailed procedure that fully tests an attribute or an aspect of a feature. It is also

a set of input values, execution preconditions, expected results and executions,

created for a particular objective or test condition, such as to exercise a certain

program path or to verify compliance with a specific requirement.

These are the test case scenarios conducted during the acceptance

testing. The text plan is to let the users use the system and follow the instructions

in each test case to test the proposed system. The system should perform the

expected result in each test case to be considered successful. The “User account

Log in” Test case 1 is a module for the authorized admin to log-in to the main

form. Test Case 2 is a module for the authorized staff to log in.

The following lists are the details of each test case:

Test Case 1:

Module: Admin Head (HRMO V)

Instructions:

1. User Account Log-in

2. Input the username and user password. Then click the “Log-in” button.
 37

Expected Outcome:

1. The user can access to the Main Menu.

2. The user can access to the Employee’s Management. Included adding,

viewing and updating.

3. The user can manage departments and manage positions.

4. The user can view all transaction records.

5. The user can access to Job Posting. Including applicant form and view

applicant list.

6. The user can access to Travel Management Form and includes travel

order application.

Clean-up: Click the “cancel” button to close module.

Test Case 2:

Module: Admin Staff

Instructions:

1. User Account Log-in

2. Input the username and user password. Then click the “key Login.”

Expected Outcome:

1. The user can access leave card form.

2. The user can view all transaction records.

3. The user can access/view all employee’s record.

Clean-up: Click the “Cancel” button to close the module.

Test Case 3:

Module: Personnel
 38

Instructions:

1. User Account Log-in

2. Input the username and user password. Then click the “key Log in”

button.

Expected Outcome:

1. The user can view his/her personal information in View Employee

Menu.

2. The user can access the Leave Application Form.

3. The user can access the Travel Order Application in Travel Order

Management Menu.

Clean-up: Click the “Cancel” button to close module.

Test Case 4:

Module: Recording Employee

Instructions:

1. On the menu click “Employees”. The Manage Employees will display.

2. Click in Manage Employee in the Menu.

3. Input needed information.

4. Click “Add Employee” button.

Expected Outcome:

1. It should save successfully.

Clean-up: Click the “Cancel” button to close module.

Test Case 5:
 39

Module: Security Log in

Log in with correct inputs

1. Input authorized username and password.

2. Then click the “Login” button.

Expected Results

1. A confirmation user login successfully.

2. Authorized user can access the system.

Click “Back” button to close modules.

Test Case 6:

Module: Recording

List of Position

Instruction:

1. Go to “Office and Roles” in Sidebar Menu.

2. Select “Manage Position” in submenu option.

3. Add new position and description Form.

4. You can also update and delete certain position.

5. Click “Save” button.

Expected results:

1. New position added successfully.

2. Edited position updated successfully.

Clean up: Click “ok” button to close the pop-up message.

Test Case 7:
 40

Module Recording

List of Offices

Instruction:

1. Go to “Office and Roles” in Sidebar Menu.

2. Select “Manage Departments” in the submenu option.

3. Add new office and its description.

4. You can update and delete certain offices.

5. Click the “Add” button.

Expected results:

1. New office added successfully.

Clean Up: Click “ok” button to close the pop up message.

Leave Card

Test Case 8:

Module: Adding

Leave Type

Instruction:

1. Go to “Leave Management” in Sidebar Menu.

2. Select “Leave Type” in the submenu option.

3. Input new leave type.

4. Click “Add Leave Type” button.

5. “Click to Update” button.

Expected Results:

1. New leave type added successfully.

 41

Clean Up: Click “ok” button to close the form.

Test Case 9

Viewing of Leave Card

Instruction:

1. Go to “Leave Management” in Sidebar menu.

2. Select “Leave Card” in submenu option.

3. Select employee to view their leave card.

4. You can select what type of leave to avail.

Expected results:

1. Employee leave card would be viewed.

Test Case 10

Viewing of Leave Records

Instruction:

1. Go to “Leave Management” in Menu.

2. Then select “Leave Records” in the submenu option.

3. In here you can view the details of employee leave.

4. In here you can also search for the employee leave records.

Expected results:

1. Successfully viewing of employee leave records.

Travel Order Management

Test Case 11:

 42

Module: Recording

Travel Type

Instruction:

1. Go to “Travel Management” in Menu

2. Select “Travel Type” in the submenu option

3. In here you can search add, search, update and delete travel type in

this submenu

Expected results:

1. New travel type added successfully.

Test Case 12:

Module: Viewing of Travel Records

Instructions:

1. Go to “Travel Management” Menu

2. Select “Travel Records” in the submenu

3. In here you can see the travel type, date, leave status, action whether

approved or not.

Expected result:

1. Viewing employees travel records successful.

Reports

Test Case 13:

Module: Reports
 43

Instruction:

1. On the form click “Report” then select the desired button you want to

view whether employee reports or transaction reports. Employee

reports include its records data basic information like name, and many

more….. While in transaction report include will display the report for

the leave acquired of the certain employee.

Expected Result:

1. It should display successfully the reports that are ready for printing.

Technical Requirements

The innovation of the computer arises as an important part of the learning

experience in business, education, government, and leisure. It allows everyone

to be an effective and active participant in the emerging of computer technology.

It also enables the user to various programs and software.

Appropriate selection of hardware and software components as well as

the identification of people are involved in the operation. It is important for proper

usage so that the system could be used to its fullest capacity.

The hardware component refers to the physical part of the computer

processing unit (CPU). This includes the tower casing, microprocessor, hard

disk, RAM, UPS, monitor, mouse, and keyboard. Though, there were only three

components that facilitate the processing of data. These are the microprocessor,

hard disk drive, and the Random Access Memory.

 44

The software component refers to the program that the machine can read

and perform with desired instruction. It is a set of instruction which the computer

translates into a machine-readable format so that it can be manipulated besides,

the software produces an output that can be understood by a human.

Peopleware refers to the users who would operate the program and those

who are involved in the system. The users must be capable of operating the

system to have an efficient result in processing information.

Minimum Hardware Specification

This covers the minimum hardware specification that is highly needed by

the system to function properly as intended and expected. These specifications

were based on what is available in the market and what most computer package

system offers.

Component Specification
Microprocessor Intel Celeron 1.40 GHz
Hard Disk Drive 280 Gigabytes
Random Access Memory (RAM) 2 Gigabytes
Graphics Card 256-1 Gigabytes

Minimum Software Specification

 45

The Human Resource Management System in the Municipality of Carmen

requires various software to function properly. The specification as provided were

based on the specification of the computer units utilize during the development of

the system. These software were listed below with its corresponding

specifications.

Item Specification
Operating System Windows10
Internet browser Any internet browser
Wamp Server Version 2.4.9
MySQL Version 5.6.17

Hosting and Implementation

In the hosting and implementation of the system, the developers subscribe

for a domain and web hosting to enable the uploading of the database and web

page of the establishment for testing. The developers were given an account for

the connectivity of the Online Human Resource Management System of LGU

Carmen, Bohol. A web hosting service is a type of internet hosting service that

allows individuals and organizations to make their websites accessible via the

World Wide Web.

Business Intelligence Integration

Business Intelligence (BI) refers to the technologies, tools, and practices

that collect, integrate, analyze and present large volumes of information to

enable better decision making (Cody, Kreulen, Krishna, & Spangler, 2002). It is a
 46

set of theories, methodologies, processes architecture, and technologies that

transform raw data into meaningful and useful information for business purposes.

It aims to support business technique and decision making with a solution that

takes the business intelligence to a whole new level and getting the like

information. The system uses the enterprises reporting particularly tabular type

specifically in query and in reporting component. Each report is generated by

joining more than one table in the connectivity of the database. This is to ensure

the accuracy and consistency of the data in the report. All the reports below will

change and update in real-time if there is any transaction to be done by the

users.

Economic Performance Evaluation

The economic performance of the Human Resource Management System

in the Municipality of Carmen was evaluated in terms of initial investment and

annual operating cost. The initial investment is the amount needed by the client

prior to the commencement of the operation and implementation of the system

while the annual operating cost is the total amount needed in one year of

implementation. This includes the internet subscription cost, subscription for the

domain, and web hosting system maintenance, and other operation-related

expenditures. Table 13 below presents the required investment and annual

operating cost in the adoption of the system. Based on the result of the analysis,
 47

adopting the system requires the total amount of  P102, 953.00 for the first year

of implementation.

The estimated amount would give the client an idea whether they would

adopt the computerization or not.

Table 13

Initial Investment and Annual Operating Cost

Item Qty. Unit Unit Price Total

A. Initial Investment
A.1. Hardware
Desktop Computer 1 Set 30,000.00 P30,000.00
Printer 1 Set 10,000.00 10,000.00
UTP Cable 7 Meter 20.00 140.00
RJ45 10 Pieces 10.00 100.00
Subtot P40,240.00
al
A.2. Software
Software 20,000.00 P20,000.00
Software Development 6,000.00 6,000.00
Software Installation 1,000.00 1,000.00
Subtot P27,000.00
al
TOTA P67,240.00
L

B. Annual Operating Cost

B.1. Subscription
Internet 12 Months 1,300.00 P15,600.00
Domain and Web Hosting 1 Year 8, 8,000.00
Subtota P23,600.00
l
 48

B.2. Office Supplies

Bond Paper 5 Reams 170.00 P850.00
Folder 7 Pieces 6.00 42.00
Fastener 7 Pieces 3.00 21.00
Printer Ink cyan 6 Pieces 300.00 1,800.00
Magenta 2 Pieces 300.00 600.00
Yellow 2 Pieces 300.00 600.00
Black 2 Pieces 300.00 600.00

Subtot P4,513
al
Total P28,113
C. Utilities
Electricity 12 Months 300.00 3,600.00
D. General Services
System Maintenance 4 Quarter 1.000.00 4,000.00
Tot P7,600.00
al
GRAND TOTAL P102,953.00

Testing and Evaluation

Testing and Evaluation were performed to determine the capabilities of the

system especially on the qualification of expected output, time/period of

processing information, the volume of handling information, and the appropriate

response of user inputs. It is also a process of determining the performance of

the system in general. In this study, system usability was evaluated in order to

know and determine its technical performance as perceived by the target users.

The testing of the program was made at the Human Resource Office in

the Municipality of Carmen. The developers asked for approval from the
 49

Municipal Government Department Head of the Human Resource to conduct a

system usability testing at their office.

System Usability. This kind of test was done to determine the level of

system acceptability as perceived by the target users. Based on the result of the

survey, the respondents gave a general rating of 6.02 with an interpretation of

Strongly Agree. The respondents of the study are HRMO V and the HR Admin

Staff of the municipality. The studies were conducted on April 14, 2021, at the

Human Resource Office of the municipality of Carmen. The general result of the

survey indicates that the system is easy to use, effective, informative, accessible,

and easy to understand. Precisely, the expectation of the respondents as to

functions and qualifications had been achieved by the system. Moreover, the

system has a clear organization of information; the content is very complete and

understandable, with a good user interface and ease of use.

Table 14

System Usability Assessment Result

Criteria for System Usability Weighted Rating

Mean
1. Overall, I am satisfied with how 6.5 Strongly Agree
easy it is to the system.
2. It was simple to use this system 6.0 Agree
3. I can effectively complete my 6.0 Agree
work using this system
4. I am able to complete my work 6.0 Agree
quickly
using this system
5. I am able to effectively complete 6.0 Agree
my work using this system
6. I feel comfortable using this 6.0 Agree
system
 50

7. It was easy learn to use this 6.0 Agree

system
8. I believe I became productive 6.0 Agree
using this system
9. The system gives error messages 6.0 Agree
that clearly tell me how to fix the
problem
10. Whenever I make mistake using 6.0 Agree
the system, I recover easily and
quickly
6.0 Agree
11. The information (such as online
help, on-screen messages, and
other documentation) provided
with this system is clear. 6.0 Agree
12. It is easy to find the information
needed 6.0 Agree
13. The information provided for the
system is easy to understand 6.0 Agree
14. The information is effective in
helping me complete the tasks
and scenarios 6.0 Agree
15. The organization of information
on the system screens is clear 6.0 Agree
16. The interface of this system is
pleasant 6.0 Agree
17. I like using the interface of this
system 6.0 Agree
18. This system has all the functions
and capabilities I expect it to have 6.0 Agree
19. Overall, I am satisfied with this
system
Strongly
AVERAGE WEIGHTED MEAN 6.02 Agree

Based on Lewis J.R (1995) IBM Computer Usability Satisfaction Questionnaires:

Psychometric Evaluation & Instructions for Use

Web Usability. To assess the acceptability of the online system, web

usability was performed. Based on the results of the survey, the respondents

gave an excellent rating with a mean value of 4.25 as presented in Table 15

below. This result points out that the application is excellent relative to the web
 51

usability standard. It means that the application has excellent navigation

processes/methods, performs well as intended with user full control, good

language and universal content with support for online help and user guides, very

constant in the use of terminologies, good communication relative to errors in the

operation or use, and has an architecture and visual clarity.

Table 15

Web Usability Assessment Result

Web Usability Criteria Weighted Description

Mean
I. Navigation
1.1 Current locations within the site are 4.0 Very Good
shown clearly
1.2 Link to the site’s main page is 4.8 Excellent
clearly identified
1.3 Major important parts of the sites 4.1 Excellent
are directly accessible from the
main page
4.1 Excellent
1.4 Easy to use Search function is
provided as needed 4.0 Very Good
1.5 Site accommodates novice to
expert users

4.1 Excellent
II. Functionality
2.1 Functions are clearly labeled 4.1 Excellent
2.2 Essential functions are available 4.1 Excellent
without leaving the site
2.3 Plug-ins are used only if they add 4.0 Very Good
value

4.2 Excellent
III. User Control
3.1 Sites reflects user’s workflow 4.0 Very Good
 52

3.2 User can cancel any operation 4.0 Very Good

3.3 Clear exit point is provided on 4.2 Excellent
every page
3.4 Per page loads moderately to 4.0 Very Good
accommodates slow connections
3.5 Currently used browser is 4.0 Very Good
supported
4.2 Excellent
IV. Language and Content
4.1 Important information and tasks 4.0 Very Good
are given prominence
4.2 Information of low relevance of 4.0 Very Good
rarely used information is not
included
4.3 Related information of tasks is 4.0 Very Good
grouped on the same page of
menu in the same area within a
4.0 Very Good
page
4.0 Very Good
4.4 Language is simple without jargon
4.0 Very Good
4.5 Paragraphs are brief
4.6 Links are concise, expressive and
4.0 Very Good
visible- not buried in text
4.7 Terms are defined
4.0 Very Good
V. Online Help and User Guides
5.1 It is always clear what is happening 4.0 Very Good
on the site – visual hints, etc.
5.2 Users can receive email feedback 4.0 Very Good
if necessary
5.3 Confirmation screen provide for 4.0 Very Good
form submittal
5.4 All system feedback is timely 4.0 Very Good
5.5 Users are informed if a plug-in or 4.0 Very Good
browser version is required
5.6 Each page includes a “Last 4.0 Very Good
Updated “date
4.0 Very Good
VI. Consistency
6.1 The same word or phrases is used 4.0 Very Good
consistent
 53

6.2 Link reflects the title of the page to 4.0 Very Good
which it refers
6.3 Browser page title is meaningful 4.0 Very Good
and reflects main page heading

4.0 Very Good

VII. Error Prevention Correction
7.1 Users can rely in recognition, not 4.0 Very Good
memory, for successful use of the site
7.2 Site tolerates a reasonable variety 4.0 Very Good
of user actions
7.3 Site provides concise instructions for 4.0 Very Good
user actions, including entry format Very Good
7.4 Error messages are visible, not 4.0
hidden Very Good
7.5 Error messages are in plain 4.0 Very Good
language 4.0
7.6 Error messages describes actions to Very Good
4.0
remedy problem
7.7 Error messages provide a clear exit
point
4.0 Good
VIII. Architectural and Visual Clarity
8.1 Site is organized from the user’s 4.6 Excellent
perspective
8.2 Site is easily scanned able for 4.6 Excellent
organization and meaning
8.3 Site design and layout are 4.0 Very Good
redundant only when required for
user productivity
8.4 White space is sufficient, pages are 4.0 Very Good
not too dense
4.0 Very Good
8.5 Unnecessary animation is avoided
4.0 Very Good
8.6 Colors used for visited and
unvisited links are easily seen and
4.0 Very Good
understood
8.7 Bold and italic text is used
sparingly
4.17 Excellent
AVERAGE WEIGHTED MEAN 4.25 Excellent
 54

Based from the Usability Guidelines developed by the MIT Information Service &
Technology Retrieved from http://ist.mit.edu/services/consulting/usability/guidelines

Chapter 3

SUMMARY OF FINDINGS, CONCLUSION, AND RECOMMENDATION

Summary of Findings

The main purpose of this study was to develop a new Human Resource

Management System that is more efficient and synchronized than the existing

manual operation of current system of the LGU Carmen. The developed system

will answer most of the problems existing in the manual system. The current
 55

manual system of LGU Carmen, Bohol HR management office is using the

current system in recording employee’s data and also in monitoring its recorded

data of each employee. Some problems that the HR management office of LGU

Carmen that have encounter by the HR department are consistent loss of

recorded data due to mishandled of employee data. The manual process of the

HR office also takes a lot of time in retrieving and viewing the recorded data of

the employee, it also includes the struggle in updating of employee records that

will give a hard time in releasing of the records. As a solution into the manual

present system, the computerized Online Human Resource Management System

was design and implemented with modules on adding new employee, viewing

and updating employee’s records, leave application, leave balances monitoring,

travel orders also include viewing the reports of the employees and report for the

number of employees recorded.

Rapid Application Development was applied as the development tool. The

model focused on four essential aspects: methodology, people, management

and tools. If anyone of these things is lacking, development would not be

continuous. During the beta testing, the test cases accomplished and signed by

the Admin Head and a selected employee of the certain department were proof

that they all agreed that the developed system functions as expected. The

tabulated result of the System Usability Evaluation done by the Admin Head and

the Admin Staff and also included the selected employee given an average
 56

weighted mean of 6.02 (Agree). This conclude that the respondents strongly

believe and confident that the system is very usable.

Conclusions

Based on the studies, it concluded that the proposed Human Resource

Management System will help make the recording process of employees’

information at the LGU Carmen HR office will be more efficient and faster. Users

will be able to access the system through online anytime. This developed system

will help the HR Head officer and the management in viewing and approval of

having a leave and travel orders affairs. Moreover, it will assure less paperwork

supporting the cost-cutting programs of the HR office. The Human Resource

(HR) headed by the HRMO V (HR) and the Admin Staff will no more be burdened

by tasks associated with the management of recording, retrieving, updating and

viewing and generating the reports of the employee as these are already

translated into automation.

Recommendations

Based on the observation during the implementation and on the

conclusion above, the researchers have recommended the following for efficient,

accurate, smooth system adoption of operation of the future development.

1. The end user should undergo training to be acquainted by the one who

will conduct the computerized system.

2. Regular system maintenance must be regularly done to ensure security of

the records and system dependability.

 57

3. External hard disk drive should be provided for the back-up files must be

kept to ensure the security of data.

4. Computerization should be adopted to have accurate, efficient and

organized data processing.

5. A parallel run for the implementation of the system will be conducted, the

results of which will be compared to the manual process of cooperative

record management.

6. The developer with the different end-users should conduct a yearly

evaluation for the improvement of the system.

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patents.google.com, (2021). Human Resources Management System for

Staffing. Retrieved on April 15, 2021, From,
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lawphil.net., (2021). Republic Act No. 8792. Retrieved on April 15, 2021,
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