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CENTRAL UNIVERSITY- SIERRA LEONE

MILE 91

PROJECT TITLE:
HUMAN RESOURCE MANAGEMENT
SYSTEM

NAMES OF GROUP MEMBERS:

MUSU KAMARA

PAUL KAMARA

HASSAN IMRAN KAMARA

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1. ABSTRACT
This Human Resources Management System is an application developed for Community
Health Foundation Medical Centre. A system for managing human resources was created for
Community Health Foundation Medical Center. (The system is created to employ a common
application to computerize the manual procedure.) The team members, who are Central
Organization computer science and business information technology students, will gather
trustworthy data regarding health care and carry out the procedures beginning with planning
and system justification. The Community Health Foundation Medical Center's human
resource management system is examined in this research.
The goal of this project is to create a web-based human resource management system for
Community Health Foundation Medical Center. It also aims to maintain employee
information in an effective, trustworthy, and secure manner, reduce the amount of time
required to obtain services, and provide access to employee information as quickly as
possible. The system would offer a fundamental set of tools for employees to register with,
examine their schedules, establish accounts, and post job openings.
The goal of this project is to offer a creative human resource solution that maximizes human
capital by encouraging and enabling users and employees to adjust to the needs of the
business. The HRs will be able to manage employee work schedules, employee information
systems, employee recruiting, employee training, employee retention and performance
appraisal, employee service and employee attendance using this human resource management
system.
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2. INTRODUCTION
This project we are embarking on is one of the large project titled; Human Resource
Management System for Community Health Foundation Medical Centre. It is located along
Freetown Road, 11 Silicon Hill, Mile 91. Their mission is to improve the effectiveness of
health system and empowerment of healthcare communities in Mile 91.
The purpose is to gain better health outcomes for the rural population using information and
communication technology. It is a private institution own by Linda M. Sesay. Ill-health has
been identified as one of the problems in Yoni Chiefdom. Health care and centers has been
the need for the entire Yoni chiefdom including Mile 91.After the reconstruction of first
phase and the lunching of the, one of the aspects considered, was the development of a
human resource management system.
However, we have only just started to construct the first Human Resource Management
System for the functions of the health center. The identification of both tactical and strategic
functions for the development of human resources was made feasible by reviewing high-
caliber literature, speaking with potential stakeholders, and researching the current healthcare
management information system. Relationships will be achieved via data flow diagrams,
entity relationship diagrams, and use case diagrams.
We have determined that human resource management requires a more strategic approach,
but that strategy must first be established. Through efficient information management, a
modern HRMS assists an organization in planning and managing the recruitment,
classification, staffing, orientation, administration of compensation and benefits, deployment,
performance management, employee and labor relations, development, and competency of its
workforce.
An HRMS might be a single system that was created internally or externally, or it can be a
combined set of "best of breed" applications that were both built internally and purchased.
Whatever its makeup, a modern HRMS provides information to payroll systems about who is
employed, what position they hold eligibility for benefits, etc. In addition, it stores and
supports analysis of long-term critical workforce information, such as organizational data,
individual skills and competencies, performance evaluations, labor relations data, licensure
requirements, and career development plans. Workflow, transaction, and reporting
technologies are used to enter and monitor information for employees, managers, and
departments.
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PROBLEM STATEMENT
The existing system of Human Resource Management System is based on outsourcing and their
activities are mostly manual, so it is difficult to manage all employee details. This manual System
has the following problems:

Wastage of time
It is significantly more challenging to discover a record connected to a certain employee since
employee information is not organized in a defined way. Along with the squandered time,
employees assigned to these offices run the risk of becoming bored and providing subpar
service.
Low Performance
The existing system only provides a basic level of data organization because everything is
manually recorded. Additionally, because they use a manual method, the employee response
time is quite poor.

Control and Security

Employee data must be maintained manually under the current system, which makes it
vulnerable to unauthorized changes by third parties. Because the employee records are merely
kept in hardcopy on the shelf, anyone can alter the status of the employee record.

Poor file keeping system

Because employee information is written on paper, it is possible for it to be damaged or for
someone to accidentally or purposefully take it off the shelf.

Low Efficiency
Recording all information by manually takes a lot of time and it may be confusing.

Poor collection of Information and Data

 Data is not accurately captured, it may contain errors.
 Data may be redundant.
 It is difficult to produce the required information from the manually document file.
 Since the data of the employees are not maintained in a database it may be lost.
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Need For Computerization

The Community Health Foundation

Medical Centre requires
computerization for the following
reasons.

 Manual work reduction.

 Retrieval and access of data is easy.
 Reports are processed quickly.
 Easy tracking and communication of exigencies in emergencies

4. AIMS AND OBJECTIVES

The following will be our aim and objectives as we embark on this project
4.1 Aim of HRMS

The main aim is to create an effective and efficient human resource management system that
will combat the concurrent problems faced by the organization which is the manual handling
of paper-based documents, and the use of computerized means to combat the present
problem.

5.2 Objectives of the project

General objective
The general objective of this project is to develop a dynamic human resource management
system of Community Health Foundation Medical Centre in Mile 91.

Specific objectives
The project is expected to fulfill the following specific objectives.
 Study and analyse the current system
 Perform the modeling activities
 Design the proposed system
 Developing and testing the proposed system

RESEARCH QUESTIONS

1. Does your Organization use a computer-based system for HRM?

2. Does Human Resource Management (HRM) constitute a strategic priority for your
organization?
3. Does your organization have written policies in the area of HRM?
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4. How is communication with employees made?

5. SIGNIFICANT OF THE STUDY
Human Resource Management Software makes it easy for the employer to keep track of all
records and helps the administrator getting the employee’s personal and general details.
The main purpose of this project is that it will create an effective and efficient human
resource management system that will combat the concurrent problems faced by the
organization which is the manual handling of paper-based documents. With the aim of
accomplishing this project for Community Health Foundation Medical Centre this will help
us to have a research work it stakeholders and be able to discover it problem and find solution
for them. As a result we hope to learn what it takes to carry out HRM in organizations.  

6. SCOPE AND LIMITATIONS

This project intends to provide an innovative and human resource solution that optimizes
human capital by nurturing and empowering employees and users to adapt to the company's
requirements. Human Resource Management Software makes it easy for the employer to
keep track of all records and helps the administrator getting the employee personal and
general details records, training details and records, the probation records, the leave records,
the designation records, the payroll records, etc.
Scope of the project
The Human Resource Management System of Community Health Foundation Medical Centre
is expected to provide service for all employees in suitable manner to the human resource
management of the health center.
The project has the following scopes:
 Employee registration
 Updating employee account
 Search employee information
 Sending Feedback
 Deleting Employee information
 Generating report
 Posting Vacancy

6.1 Project Category :

This is a Web based application in which we will use C#.Net as front end and Microsoft
SQL at the backend.
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Role of the HR Manager

The role of HR manager within an organization is to look after the human resources,
that is, the employees of the organization so that they get a healthy working
environment, conduct recruitment, provide trainings to keep the employees up-to-date
with the emerging technologies etc.

7. PROPOSE METHODOLOGY(s)
Our data collection is based on the followings researched methodology
Observation
Interview
Documentation

a. Observation
Enables us to list out the existing system problems, as it is what we see or observe in reality.
b. Interview
The human resource management staff will be questioned about the current human resource
management system as part of our information gathering process. We will prepare open-
ended questions. We select this type because it allows us to obtain comprehensive
information about the current system and because it does not restrict the range of possible
answers to the inquiry.
c. Document analysis
Documents are one of the basic sources for the project development. Relevant documents and
techniques help to improve the proposed system. To have detailed awareness about the
related project we will use documents such as
 Books
 e-books
 Websites to develop the project.
During the analysis of documents, we will consider those documents that can bring more
features to the system.

Questionnaires
We will prepare questioners for the Human Resource Management System to study the
existing system and develop the new system.
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8. METHODOLOGY AND MODEL USED

We will use Agile methodology and RAD Model

The Agile methodology is an iterative approach to product development that is performed in a

collaborative environment by self-organizing teams. The methodology produces high-quality
software in a cost-effective and timely manner to meet stakeholders’ changing needs. We
chose it based on it following characteristics

1. Satisfied customer
2. Improved quality
3. Adaptability
4. Predictability
5. Reduced risk
6. Better communication

Analysis and design

An object-oriented model is constructed around objects in order to comprehend and represent
the crucial and intriguing aspect of an application in the complicated actual world. For the
project's design, the unified modeling language (UML) will be used. Unified Modeling
Language (UML) is an object-oriented language used for specifying, visualizing, building,
and documenting software system artifacts.
Non-programmers can also grasp UML models because of the notation's simplicity and
intuitiveness. For visually representing object-oriented analysis and design models, the UML
notation is helpful.
9. PROPOSE SOLUTION AND ANTICIPATED RESULTS
This project we are embarking on is one of the large project titled; Human Resource
Management System for Community Health Foundation Medical Centre. This project intends
to provide an innovative and human resource solution that optimizes human capital by
nurturing and empowering employees and users to adapt to the company's requirements.
Human Resource Management Software makes it easy for the employer to keep track of all
records and helps the administrator getting the employee personal and general details records,
training details and records, the probation records, the leave records, the designation records,
the payroll records, etc.
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A Structure Of Human Recourse Management System We Will Be Using and It

Modules

To make the task of HR easier Human Resource Management System will be developed. It
is divided into two basic modules, based on the type of user accessing the system, namely
administrative, and the employees. The following lists the functionalities associated with
administrator module:

i. Administrative

• Recruitment process
• Leave entertainment
• Performance evaluation
• Salary Management
• Attendance Details
• Employee Appraisal
• Schedule Training
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SCHEDULES OF THE ACTIVITIES AND GENTLE CHART

6.1 PROJECT PLANNING AND SCHEDULING

Below is the Gantt chart for this project, which shows the time line flow for the project.
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10. REFERENCES/BIBLIOGRAPHY

1. Anderson, C. H. (2008, May 30). How do I align our HR tactical plans with the
organization’s business strategy? [Online article]. Retrieved September 11, 2012,
from http://www.shrm.org/hrdisciplines/orgempdev/articles/pages/hrtactics.aspx
2. Ajzen, I. (1991). The theory of planned behaviour. Organizational behaviour and
human decision processes. Organizational Behavior and Human Decision Processes,
50, 179– 211. Retrieved from http://people.umass.edu/psyc661/pdf/tpb.obhdp.pdf
3. Breaugh, J. A. (2008). Employee recruitment: Current knowledge and important areas
for future research. Human Resource Management Review, 18(3), 103–118.
4. Becker, M. (2007). Die neue rolle der personalentwicklung [The new role of human
resource development]. In N. Thom & R. J. Zaugg (Eds.), Moderne
personalentwicklung: Mitarbeiterpotentiale erkennen, entwickeln und fördern
[Modern human resource development: Identify, develop, and promote employee
potential] (2nd ed., pp. 3–18). Wiesbaden, Germany: Gabler.
5. Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and
research agenda. Human Resource Management Review, 19(4), 304–313.
doi:10.1016/j.hrmr.2009.04.001
6. Caye, J-M., Dyer, A., Strack, R., Leicht, M., & Minto, A. (2008). Creating people
advantage: How to address HR challenges worldwide through 2015. Boston, MA: The
Boston Consulting Group
7. Datta, D. K., Guthrie, J. P., & Wright, P. M. (2005). Human resource strategy and
labor productivity: Does industry matter? Academy of Management Journal, 46(1),
135–145.
8. Drazin, H., & Rao, R. (2002). Overcoming resource constraints on product innovation
by recruiting talent from rivals: A study of the mutual fund industry. Academy of
Management Journal, 45(3), 1986–1994. doi:10.2307/3069377
9. Egan, T. M. (2002). Grounded theory research and theory building. Advances in
Developing Human Resources, 4(3) 277–295.
10. Farnham, D. (2010). Human resource management in context: Strategy, insights and
solutions (3rd ed.). London, United Kingdom: Chartered Institute of Personnel &
Development. Retrieved from
www.cipd.co.uk/nr/rdonlyres/37f2a224.../0/9781843982593_sc.pdf
11. https://www.pandadoc.com/hr-proposaltemplate/?
utm_source=google&utm_medium=cpc&utm_campaign=Google_Search
12. https://www.researchgate.net/publication/330485149_HUMAN_RESOURCES_DEV
ELOPMENT_A_PROPOSAL_FOR_ENGAGEMENT_IN_SUSTAINABILITY