INTRODUCTION

• The project we proposed to prepare

“HUMANRESOURSEMANAGEMENT SYSTEM” also
aimed to solve some problems occurred in the ‘WACHEMO’
University Durame Campus College of Computing and
Informatics. The college performs manually for
documenting, which has some sacristy such as consuming
time, resource and requires many employees. So, to reduce
these short comes we have proposed a project called
“HUMAN RESOURSE MANAGEMENT SYSTEM”.
The main responsibilities of the personnel department
include hiring, evaluating, training, and compensation of
employees. The human resources department deals with
any issues facing the staff in their working capacity within
an organization. HR is concerned with specific work
practices and how they affect the organization’s
performance.
2. Identifying Potential projects
To get started with identifying your projects, you need
two things: a business case and a scope of work. The
business case should include an outline of what
problem or opportunity this project will address, who
will benefit from the project's completion and why this
problem needs solving now.
Audits provide a good source for potential projects.
Review reports from customer auditor internal quality
audits, any recurring findings or areas with chronically
poor performance are potential targets.
Identifying project risks: 5 ways
Conduct a team brainstorming session. ...
Interview certain members of your project
management team. ...
List some of the most common risks associated with
your project. ...
Review your project's dependencies. ...
Use a risk assessment tool.
2.1. Develop an IT Strategic plan
As part of strategic planning, HRM should conduct a strategic
analysis, identify HR issues, determine and prioritize actions,
and then draw up the HRM plan.
Plans using a strategic method should focus on the whole
organization. There are several approaches to creating a
strategic plan, including:

goals-based

issues-based

organic or holistic approaches

2.2. Perform a business area analysis
To perform a business area analysis for a human resource
management system (HRMS), you need to understand the
needs of the different business areas that the HRMS will
support. This includes understanding the following:

What is the core HR processes that each business area needs to

support?

What data does each business area need to access and manage?

What are the specific challenges that each business area faces
in managing its HR processes and data?

So, our project business area is Wachemo University durame

campus
2.3. MOTIVATION
There are many motivations for organizations to
implement a human resource management system
(HRMS). Some of the most common motivations
include:
 Improved efficiency and effectiveness

 Reduced costs

 Improved data accuracy and reporting

 Enhanced employee experience

 Improved compliance
2.4. Define a potential projects

Here is a potential project for a human resource management

system (HRMS):
Project Title: HRMS Recruitment Module Implementation

 Project Objective
 Project Scope
 Project Budget
 Project Team:-
• Project Manager
• HR Business Analyst
• Systems Analyst
• Software Developer
• Technical Support Engineer
2.5. SELECT IT PROJECTS
Human Resources in Project Management focus on Project
Team recruitment, organization and management until the
end of a given project. Its role starts from defining core
competencies which are going to be needed, to team building
and motivation.

Generally our project is based on

Desktop application and
Web Application, so our project is developed in web based
Application
3. EXISTING SYSTEM
There are many different human resource management systems
(HRMS) on the market, both on-premises and cloud-based.
Some of the most popular HRMS systems include:

• Workday
• SAP Success Factors
• Oracle HCM Cloud
• ADP Workforce Now
• Benefits
• Rippling
• Monday.com
• Eddy
• Factorial
4. Statement of the Problem
A statement of the problem for an HRMS is a
clear and concise description of the challenges
that the organization is facing with its current
HR processes and systems. The statement of
the problem should be specific and
measurable, and it should identify the root
cause of the challenges.
 5. SCOPE OF THE PROJECT
The scope of a Human Resource Management System (HRMS) is
the range of HR processes and functions that the system will
support. The scope of an HRMS can vary depending on the size
and needs of the organization

• Recruitment
• Onboarding
• Payroll
• Time and Attendance
• Performance Management
• Training and Development
• Employee Data Management
Geographical coverage
The geographical coverage of an HRMS refers to the regions or
countries where it can be used. Some HRMS systems are designed
for global use, while others are only designed for use in specific
regions or countries. It is important to choose an HRMS system
that can support the geographical needs of your organization.

TIME
TIME stands for time and motion studies.
TIME studies can be used to analyze and optimize HR processes.
This can lead to improved efficiency and effectiveness of the HR
department. TME studies can also be used to identify areas where
the HRMS system can be improved.
Theories
There are a number of theories that can be applied to the design
and implementation of HRMS systems. Some of the most
common theories include:

 Systems theory

 Contingency theory

 Human capital theory

5.2. WORK BREAKDAWON STRUCTURE (WBS)
A WBS is a hierarchical decomposition of the work to be
executed by the project team.
WBS for HRMS Project:-
1.0 Recruitment
Create job openings
1.2 Screen resumes
1.3 Schedule interviews
1.4 Make job offers
1.5 Onboard new hires
2.0 Onboarding
2.1 Complete new hire paperwork
2.2 Introduce new hires to the company and team
2.3 Provide new hires with training on the HRMS and other company systems
3.0 Payroll
3.1 Collect employee time and attendance data.
3.2 Calculate employee pay
3.3 Process payroll payments
4.0 Time and Attendance
4.1 Track employee time and attendance
4.2 Generate time and attendance reports
5.0 Performance Management
5.1 Set performance goals
5.2 Conduct performance reviews
5.3 Develop employee performance improvement plans
6.0 Training and Development
6.1 Identify training needs
6.2 Develop and deliver training programs
6.3 Track employee training progress
7.0 Employee Data Management
7.1 Maintain employee records
7.2 Generate employee reports
7.3 Manage employee benefits
5.3. Justification for scope project
The scope of an HRMS should be justified based on the
specific needs of the organization.

• Size of the organization

• Industry
• Business goals
6.1. General objectives
The general objective for a human resource management
system (HRMS) is to improve the efficiency and
effectiveness of the HR department and to support the
organization's overall business goals.
 6.2. Specific Objectives
Specific objectives for an HRMS may include:
Automate HR processes to free up HR staff to focus on more
strategic tasks
Reduce the administrative burden on HR staff
Provide employees with self-service access to HR information
and services
Improve the accuracy and timeliness of HR reporting

6.3. Should be related to the general objectives

Yes, the specific objectives of an HRMS project should be related
to the general objective of HRMS, which is to improve the
efficiency and effectiveness of the HR department and to
support the organization's overall business goals.
6.4. Should be “Smart”
Yes, the specific objectives of an HRMS project should be
related to the general objective of HRMS, which is to improve
the efficiency and effectiveness of the HR department and to
support the organization's overall business goals.
7. Define the technical approach used to solve the
problem

7.1. Responsibilities of human resource management

Staffing a business or an individual department requires a
number of key steps. ...
• Developing workplace policies
• Administering pay and benefits
• Retaining talent
• Training employees
7.2. Roles of human resource management
There are five main duties: talent management, compensation
and benefits for employees, training and development,
compliance, and workplace safety.
7.3. Controls in human resource
Human resources controls are controls that focus on employee
behavior, employee performance and developing and upholding
policies and procedures.
It controls:-
• Manage budgets, timelines, and people, attract new talent,
• Communicate effectively with employees and stakeholders,
• Plan and execute training and team bonding initiatives, and
develop change management plans.
7.4. Project controls
Project controls in technical approach for HRMS are the
processes and techniques used to manage the project within its
budget, schedule, and scope.
Here are some specific project controls that can be used for
HRMS projects:
• Scope management
• Schedule management
• Cost management
• Risk management
• Quality management
7.6. Risk Management human resource
HR risk management focuses on the specific risks employees
pose to the business.

There are four common risk management techniques that HR

can also use:
Avoidance– Evading the actions that will generate or increase
risk.
Retention– Conceding the inevitability of particular risks
because avoiding them poses more cost/risk than the loss.
Loss prevention and reduction– Containing risks that can’t be
eliminated and keeping losses to a minimum.
Transfer/Sharing– Shifting some or all of the risk to a third
party.
Our project requires some data gathering methods
We used different data gathering methods in order to collect
information for our project either with qualitative or
quantitative manner.
• Questionnaires
• Interview
• Observation
9.1. TIME MANAGEMENT PLAN
• Plan and prioritize
• Focus and set goals
• Overcome procrastination
• Review and ponder
• Commitment
9.1.2. Dependency relations between tasks
Dependency relations between tasks in an HRMS project:

 Requirements gathering
 System configuration
 Data migration
 User training
 Testing
9.2. Budget plan HMR
9.2. Budget plan HMR
The human resources budget refers to the funds that HR
allocates to all HR processes enterprise-wide. The HR budget
will include funds allocated to hiring, salaries, benefits, talent
management, training, succession planning, workforce
engagement, and employee wellness planning.
 9.2.1. How do you prepare an HR budget?
There are some steps you can take and best practices you can
apply which will make the planning of your HR budget more
effective.
Steps 1 – Define your business goals.
Step 2 – Review past budgets.
Step 3 – Analyze and forecast your workforce needs.
Step 4 – Prepare your HR budget based on data.
Step 5 – Plan for the best and worst-case scenarios.
Step 6 – Consider investments as business builders.
Step 7 – Have realistic expectations.
Step 8 – Get it approved.
9.2.2. Why do you need to plan your HR budget?
Planning an HR budget is just as necessary as costing any
other area of operations; in fact, it’s at the heart of why your
organization thrives.
The main reasons why you need to start thinking about
your HR budget in advance are to:
 Managing the costs of human capital
 Ensuring HR operational efficiency
 Achieving organizational success
 Have a seat at the decision-making table
 There are different costing methods of our projects
• The total cost in our project is: $425560
1. Rough order magnitude (ROM): In ROM our cost range
between $319170 to $744730.
2. Budgetary estimate cost that range between $383004 to
$531950.
The definitive cost range between $404282 to $468116.
EV, CV, SV, CPI, SPI of our project
The total cost budgeted to complete the project
$425560.our project completed in 2 months. After 15 days
we have completed 20% of the project at the total expense
of $100, 000, the planned completion should have been
25%.
Given: Budget at complete (BAC) =$425560
Actual cost (AC) =$100000
Planned value (PV) =planned completion (%)*BAC)
=25%*425560 =$106390
Earned value (EV) =percent completed (%)*BAC
=20%*425560 =85112
Cost variance (CV) =EV-AC =85112-100,000 =-14888
Schedule variance (SV) =EV-PV =85112-106390 =-21278
Cost performance index (CPI) =EV/AC =85112/100000
=0.85112
• Schedule performance index (SPI) =EV/PV =85112/106390
TRAFIC LIGHT STATUS FOR OUR PROJECT
• The overall projects traffic light status
• Average=CPI+SPI/2 =0.85112+0.8/2 =0.82556(It is BAD)

The quality management system of our project is:

• We the project team is going to develop web based human
resources management system for WCUDC.
 Security
 Re usability
 Performance
 Accuracy
 Reliability
 Availability
 Efficiency
 User interface