A COMPUTERIZED PERSONNEL MANAGEMENT SYSTEM FOR CRAWFORD UNIVERSITY

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A COMPUTERIZED PERSONNEL MANAGEMENT SYSTEM FOR CRAWFORD UNIVERSITY

CHAPTER ONE

  1. INTRODUCTION

Computers have become a glamorous new adventure especially its limitless areas of application. With the society, so computer oriented literacy and application have become a must computer literacy involve knowledge of basic computer concepts that is knowing simple computer terminology, how he computer works and how it can basically be used to solve problems. The quest for computer knowledge is increasing being felt in the society, schools at all levels are vigorously acquiring computer and engaging in in computer education which has become a requirement for many institution. Many companies and organization are all interested on how fast they could get the job done with great efficiency and accuracy. Not only that many organization no longer employ those who have no basic computer knowledge. In Nigerian today, basic knowledge in computer has become one of the criteria for employment, following the emergency of computer and other electronice data processing equipment paper working and other recording keeping system have been replaced with the term data processing. This data processing” became popular when men can no longer remember all his activities and the need for record keeping came into play. The uses of computer have caused decisive changes in human civilization. Its development is one of the major events not just in scientific history, but in the world history. The technological level. It penetrates the logical activity.

Personnel management system deals with the general operation procedure and flow of information about people working in the organization and the process unlimited advantages of application of the computer in the personnel management system. The personnel management system term among other embraces:

  1. Recruitment, selection and placement
  • Wages and salaries administration
  • Employee welfare, health and safety and leave
  • Training and development and industrial relations and joint consultation

The computers have not always been helpful to managers and decision makers because of our inability to properly unlock the potential of computer-based system especially in help decision makers. Computer is reshaping all of society and the world business. In this project titles “Computer-Based Personnel Management Information” system is centred on using the computer as an aid to process (manipulate) the personnel and all its management function with its attached advantages over the mundane or obsolete traditional filing system.

1.1               BACKGROUND OF THE STUDY

The development of management dates back to the period of World War I around the year 1915 and more recently to the human relations movement of 1935 – 1950.personnel in one of the studies of Elton mayor, he discovered that psychological factors as well as social factors influence individuals at work rather than physical factors. Specific reasons for the development of personnel management include: –

  1. As a result of increasing influence of trade unions, traditionally personnel administration took on the role of pacifying the trade unions, so that management could be free to run the companies without interference from employees.
  2. The formulation of minimum wages low costs and individual legislations increased the need for a team of personnel specialties.
  3. As the union became more sophisticated and powerful the need for highly skilled individual relations should increase.
  4. The increasing size of business, government and other institutions brought new dimension into the profession of personnel management.

Personnel management originated from our forefathers and was a practice in home where by the father is the head of the family. It was he who planned what the family should do, the type of farming, size and where to sell the harvested product. His wives and children helped in the process no external recruitment was involved, so the more wives and children a man had, the more likely it was that the family be well off. The history of personnel management is short in one sense, but long in another. modern personnel management dates back only to the 1940s, personnel problems requiring managerial attention date back to the time of the industrial revolution but it is relatively new in Nigeria (Cole 1997 personnel management theory and practice).

1.2               PROBLEM STATEMENT

The management of human resources has remained the most complex aspect of many organizations. In fact, this had been the reason why most management scientists in the research identified personnel management as the backbone of any organization.

Following the problem in Nigeria National Petroleum Corporation, there were cases were files get missing, cabinet gets jammed delaying the presentation of certain information about the staff, destruction of files and records in the case of fire outbreaks, time required to record as well as presenting an Information and also the cost of purchasing files, paper and furniture and fixtures.

Lack of effectiveness in their methods of record keeping, further compounds the problem. In the application of solution to these existing problems and for continued efficiency and effectiveness of the personnel in contemporary work organizations, Anyanwu (2003), enumerates the following essential points which he says should be strictly adhered to but with some degree of flexibility to allow for:

  1. Social change.
    1. Employment of qualified people.
    1. Reduction of external pressure on personnel managers,
  • Commitment of workers to their job.
    • Training to update their knowledge.
    • Finally, provision of the necessary tools for work and other logistic considered quite germane to productivity.

1.3               OBJECTIVES

The objectives of this project work include;

  1. The basic aim of this work is to provide information for the effective and efficient management of staff in the institute. To this end, the system aims at doing the following: –
  2. Recording, for all employees, data concerning service history and personnel attributes.
  3. Recording, for all employees, data concerning leave movements.
  1. Revealing vacant positions and evaluating current employees for training.
  • Projecting personnel needs, retirements and other staff movements.
  • Providing an inventory of skills required for the institute’s programs and processes.
  • Determining raining assignments
  • Providing an inventory of skills available in the institute, manning tables (job assignments), job specifications and descriptions.
  •     Providing a means of ready access and summarization of the characteristics so recorded and providing reports on them.

1.4               JUSTIFICATION

This work could be useful for personnel managers or officers in an organization as well as those involved in research work on personnel management. However, this research work would let us know that the success of an organization largely depends on the assessment and appraisal of individuals and company employee’s potential, performance and how well the organization can strive to equip all its workers.

Hence, this research work will be of immense assistance to the organizational environment because personnel will be able to find the best solution to the various personnel problems as the computerized personnel management information system software will play a very big role in removing the stress in record keeping. There are many other advantages, and some of them are listed below:

  1. It saves a lot of time in processing personnel information.
  2. Database access is fast, reliable and secure in term of Authorized access using data encryption and decryption.
  3. Transactions are secured (login page).
  4. It helps in reducing the costs of labour, fixtures and stationary (Paper, files, pens, marker and so on.

1.5               SCOPE

This research work will concentrate on staff employment form which includes the name, sex, location in fact information about the staff, performance assessment, retirement and handling of some queries like; updating staff record, deleting staff record and searching for staff information via Rank, Department or ID as the case may be. It is a case study of Crawford University

1.6               LIMITATIONS

Due to time constraint, finance and confidentiality of information, program developed covers all aspect of employment, assessment and retirement. What ever is left out is as a result of the stated limitations.

1.7               ASSUMPTION

During the process of data collection, information relating to personal management was obtained from Crawford University Ogun State. The information was collected from the admin staff during the course of my industrial attachment. Hence, it is assumed that all the data collected are correct and contains no false information.

1.8               DEFINITION OF TERMS/ VARIABLES

Personnel: It is a department in an organization that deals with employees records, hiring or retirement.

Management: It is the co-ordination of all the resources of an organization through the process of planning, organization, directing and controlling.

Public sector: The industries and services that are owned and run by the government. Private sector: The industries and services that are owned and run by private companies. System: A method or set of procedures even personnel working together as a whole to achieve a goal.

Data: Numbers, Text or image which is in the form suitable for storage in or processing by a computer, or an incomplete information.

A COMPUTERIZED PERSONNEL MANAGEMENT SYSTEM FOR CRAWFORD UNIVERSITY