ABSTRACT

HRIS is an essential component in any organization. It ensures that the company

runs smoothly. These HRIS systems will function in various ways in that it will help

the employee be able to request for leave days and sick days online, the employee

can also be able to see events posted by the HR and to edit and update their

profiles. This system will also allow the HRM be able to post events for the

employees and also respond to their requested services i.e. leave days and sick

days and he will also be able to evaluate the employees using the performance

contract.

1
 CHAPTER 1: INTRODUCTION

With the great advancement in technology, many human resource managers are

using the internet for numerous activities such as recruitment, training and

networking with other colleagues within the company.

The human resource information systems is the primary transaction processor,

record-keeper and functional application system which is the heart of all

computerized human resource work. In that it maintains employee and

organizational data that is sufficient in supporting the human resource information

work and when used along with information technology it is the back-bone

network, architecture and communications support for human resource that

enables reports and information be readily available to those who need to see

them.

1.1. Problem Statement

Intrafrique is currently operating under a manual system in which the employees

must fill in various forms for example when one wants to request for leave days or

sick days and by doing this it’s time wasting as it may take long for the human

resource manager to grant the user the leave days that the have requested.

Communication between the HR and the employees is difficult since not everyone

will receive news about certain activities happening in the country on time. At the

moment, employee details are kept in files and this is cumbersome when you want

to search for such for information about a certain employee and also the files

consumes more space than required. If the details were stored elsewhere, for

example, in a database, the organization would have more space to use for their

daily activities. Payroll information is crucial to both the HR and the employee this

2
is because an employee wants to know how much he/she is getting at the end of

the month even after deductions have been made.

1.2. Scope and application of study

The HRIS applies to both medium-sized as well as large-sized companies and

institutions. It will be applied in the Human Resource Department, which is an

important element for the smooth running of the organization.

1.3. Significance of study

This system is important for any organization because the response time is

minimized since the manager gets the request real time. It allows the HR to store

and view information about employees, as well as show current vacancies in the

organization incase an employee would like to apply for the position. The HR will

also feel out a performance contract for each employee and in turn, the employee

can get the performance feedback.

1.4. Purpose Statement

The purpose of this system is to allow the company to simplify their human

resource tasks and manage the employees more efficiently, i.e. keep employee

and company information in the database and leave requests.

1.5. Objectives

This system will be able to:

• Register new employees into the system

• Edit and update information about employees

3
• Advertise vacant positions in the organization

• Allow employees to directly request for leave days online without having to

go to his/her departmental manager

• Allow employees to see new events occurring in the organization, i.e.

training sessions, and important meetings among others.

4
 CHAPTER 2: LITERATURE REVIEW

JSM Payroll module is an example of existing human resource information system

where this integrated software has more than 50 Modules covering;

Employee Master Module where the JSM Payroll captures more than 100 important

information about an Employee. This forms the backbone of an Employee

Database. For example the employee’s general information, salary, dependant

details and employee payroll information (i.e. details of the bank)

Employee Transactions Module where the JSM Payroll records day to day

activities related to the employee’s covering reporting relationships i.e. the JSM

Payroll enables an employee to report to more than one Superior i.e. the JSM

enables transfer of an employee to any other branch and track movement of an

across branches., Re-designations and finally Employee Separations i.e. final

settlements.

Leave and attendances module where the JSM Payroll has a Leave Masters module

where you enter your organization's Leave and Attendance Policies after which the

JSM Payroll does all leave processing as per your rules; Leave Transaction which

helps in the tracking of all leaves taken by Employees; Monthly attendance where

you can enter attendance details of employees.

Payroll and Statutory module JSM Payroll gives you flexibility to set rules as per

your specific requirements for example Earning and Deduction Heads Master JSM

Payroll lets you create any number of Earning and Deduction heads i.e. it lets you

set rules and regulations against each head the way you want and you decide for

each earning head which you want to show on the salary slip; Salary Transfer

5
Facility which helps to automate Salary Transfers i.e. JSM Payroll lets you take out

Bank Transfer Letters.

According to Thomas Morva, the software is usually extremely easy to operate and

even non-technical employees would have no trouble entering in and out with time

clock software. The time clock software makes normal time and attendance

systems a thing of the past. This time clock software is a software solution that

processes time and attendance and does this by automatically calculating pay

rules, reducing unwanted overtime and increasing organizational accuracy and the

benefits of this include increased accuracy in time and attendance, increased

control of hours being paid out and decreased inaccuracies in calculating pay.

This time clock software updates the time and attendance processes. It also

significantly reduces the gathering time and attendance costs. Time clock software

can also provide up to the minute reports to minimize labor costs.

http://www.comptechlib.com

The SAP recruitment module is used to implement an effective and largely

automated recruitment strategy, and how these functions can help to ease and

manage the whole recruitment cycle from creating a vacancy until hiring

applicants. The SAP recruitment module can be used in:

Vacancies and Job Descriptions in that a vacancy in SAP is triggered by the

creation of a vacancy and its purpose are to fill vacancies. All positions marked

vacant in Organizational Management are available in the Recruitment system for

further processing and evaluation. This allows HR managers to see exactly where

the vacancy is created within the organization and the reporting structure.

Advertising Vacancies: This is where a SAP Recruitment instruments is used.

Below is a sample list of the type of recruitment instruments companies might use:

6
Internal Postings

If you are posting the job internally and using SAP it is possible to identify the most

suitable candidates and also the training needs for those who lack qualifications

for advancement. Monitoring transfer applications can help to isolate problem

areas within the company for example if employees from a particular department

are constantly applying for the posted positions, it may be a sign that the

department's working conditions, job requirements, and/or supervisory staff may

be a problem.

Online Recruiting Sites

In recent years, there has been massive growth in the amount of online recruiting.

This includes local newspapers, industry-related websites, and corporate websites

and job and resume sites. Within SAP, Recruitment Internet Application

Components (IACs) can be used for both for external applicants and for employees.

They allow you to place job advertisements on the Internet, process on-line

applications and have applicants monitor the processing status of their own

applications. Costs can be saved here because companies have fewer telephone

inquiries to answer, and they do not need to create and send letters of

confirmation. Applicants can find out the status of their applications quickly and

easily on the Internet and they are not restricted to normal company opening

hours.

Employee Referral Program

Using SAP, employees can fill for job opening and when logging applicant data,

which have been provided through a referral, it is possible to log who referred the

applicant for future reference.

Record Keeping: The Applicant Administration component within SAP Recruitment

7
allows you to record all applicant related data and to coordinate and monitor all

the steps involved in applicant administration.

Initial entry of applicant data takes place using fast data entry and is performed

for every applicant. This is because it contains data such as the name, address and

organizational assignment of the applicant that is required later for printing

letters, and for statistical purposes. This action enables you to assign an applicant

to one or more vacancies, as well as entering data on an applicant’s education,

training, qualifications and previous employer.

This has the following advantages in that the entry of applications in the system

can be divided so that more than one person is responsible for it; large numbers of

applications can be processed quickly and a minimum of time wasted on entering

data on unsuitable applicants.

The applicant’s data is compared with existing information. This means that the

same data does not need to be entered twice, or stored in two different locations.

It also helps reduce data entry errors. Implementing SAP Archive can be quite a

lengthy process but helps speed up processing, and protects the originals against

damage and loss.

Handling Correspondence: Once all resumes and job applications have been

received, the SAP system will handle all applicant related correspondence.

Depending on the status of the applicant within the recruitment process, different

standard letters can be printed out using the mail merge function.

The advantages of this automatic correspondence are that there is no need to type

individual letters for each applicant since standard letters can be edited in an easy

fashion and letters can be sent in the form of faxes and e-mails directly. Using SAP

8
Business Workflow enables you to coordinate tasks by distributing work and

automatically forward it to the persons responsible for certain tasks.

Selecting the right candidate: From the job description, HR professionals can

determine the skills and attributes they seek in applicants for a particular position

and set the parameters for the search within SAP recruitment.

Applicants within SAP participate in two types of selection procedures: an overall

procedure considering them for any suitable vacancy within the organization and

an individual selection procedure for a specific vacancy to which the applicant has

been assigned. This allows considering all applicants for more than just one

vacancy and enables applicants, which were rejected for a particular position to

be considered for alternative vacancies. The selection procedure is completed

when all participating applicants have been assigned either the status Rejected or

to be hired.

SAP Recruitment also offers a range of standard reports, which allow retrieving

data related to applicants such as skills, status and vacancies and advertisements.

The SAP Recruitment component was designed to automate most of the processes

relieving the HR Department of administrative burden and enabling HR

Professionals to focus on the successful selection of the right candidates.

Correct use of the Recruitment module enables HR managers to ensure that the

right people, with the right skills are in place at the right time.

http://www.insightcp.com/

According to Pieter Grobler there are other software programs of the human

resource information systems that are available in South Africa and they are as

follows:

9
Personal Manager: It covers things that implement labour laws such as the

employee equity act and basic conditions of the employee and the software used is

the visual Business tool.

Payroll: Caters for all the processing requirements of salaries and wage

administration and the software used here Is the CRS pay

Performance Profiler: This compiles business profiles, assesses performance and

links competencies to performance measures. Software that is used here is the

Privest Performance Solutions.

Employee Self-Service Intranet: Allows the employee to change personal

information, view salary details including current and past pay slips, apply for

leave, and view internal job vacancies. Software used here is the Q Data

DynamicQue.

HR-Focus: It looks at the Organization structure, position profile, training,

recruiting process and payroll processing. Software used here is the HR-focus

Holdings.

10
LITERATURE REVIEW SUMMARY

JSM SAP HRIS OUR FUTURE

SOUTH SYSTEM DEVELOPMENTS
AFRICA
Employee YES NO YES YES -
Details
module
Leave Days YES NO YES YES -
module
Payroll YES NO NO NO YES
module
Job NO YES NO YES -
Vacancies
module
Training and NO YES YES YES -
Recruitment
Module
Performance NO NO NO NO YES
Contract
module
Edit NO NO YES YES -
information
and Update
module
Graphs NO NO NO NO YES

Table 1: Literature Summary

11
 CHAPTER 3: METHODOLOGY

The methodology involves the use of fact-finding methods such as data collection,

analysis and design tools and development.

3.1. DATA COLLECTION

Organizations usually have a large considerable amount of documentary evidence

and this can provide the analyst with an important insight into current

organizational arrangements. The various ways we used to collect information

were as follows:

3.1.1. Research

By looking at various sources of literature, i.e. in articles, journals, and

newspapers, we were able to get information regarding on how human

resource information systems work, the important modules they have and

how these modules interact with each other to help the user.

3.1.2. Interviews

Personal contact with one of the managers of Intrafrique helped us to

understand the current problems of that the company is facing due to the

existing system. This interview was very helpful as it helped us know what

the manager would like to see in the system.

Refer to Appendix C

3.1.3. Reading from the library

In library readings we were able to come across books that touched on

human resource systems. This gave us a few ideas on how to develop the

system and hence, was able to see the advantages and disadvantages of the

system.

12
 3.1.4. Questionnaires

During our visit to the organization, we were able to give our questionnaires

so as to see what the staff would like to be implemented into the system.

This was helpful since we got to see the problems the staffs’ encounters

with the current system and hence we could build a system that would be

easy to use.

Refer to Appendix D

3.1.5 Observation

We studied the organization in which we saw how the system of running the

organization works especially the human resource and with this we were

able to know the areas that will tackle and also close interactions with the

human resource gave as an added advantage.

3.2. SYTEM ANALYSIS

System analysis is the evaluation of the current system using the gathered

information to ascertain whether it meets the user’s current and projected needs

and subsequent recommendation of what is to be done. It involves the feasibility

study of the current logical system.

3.2.1. FEASIBILITY STUDY

This sets out to evaluate the various technical, organizational, financial and

business options available. The aim here is to establish whether the direction

and requirements of the Human Resource Information System project are

feasible and determination of the best solution from a range of potential

solutions.

According to Kendall & Kendall (2000), for a proposal to pass this stage and go

through to the system development, it must demonstrate:

13
• Economic Feasibility

• Technical Feasibility

• Operational Feasibility

ECONOMIC FEASIBILITY

The aim was to assess the costs required for alternative systems and set

them against the expected benefits. The type of alternatives that are

considered at the manual or computer boundaries as some tasks may benefit

more than others from computerization and non-functional characteristics

such as the time delay between the real world and the different parts of the

system. The system costs should also be estimated in terms of basic

resources of money, people and time.

Tangible Benefits

• Increased efficiency due to high rate of data processing.

• Reduces Stationery Costs.

Intangible Benefits

• The system will act as an effective public relations tool for the

organization thus improving its public image.

• Increased flexibility in dealing with market uncertainties.

TECHNICAL FEASIBILITY

This was concerned with whether the solution could be implemented using

existing technology. Here we ask questions like can the personnel work with

existing technologies, are the personnel updated with the latest technology.

And the solution is that they can hire personnel from outside or train the

existing staff.

OPERATIONAL FEASIBILITY

14
 The main aim was to assess whether the solution would operate and be used

after installation, e.g. if users were happy with the current system and see

no reason to change it. Relevant factors considered whether the solution

had general management support and whether or not the users had been

involved in the development of the proposal.

3.3. SYSTEM DESIGN

With the increasing reliance in management information system (MIS) to perform

everyday personal and business functions, these systems will have to be much

more sophisticated, reliable, maintainable and understandable. The primary

objective of the HRIS was to design a system which delivers the functions required

by the client to support the business objectives of the organization.

3.3.1. DESIGN OBJECTIVES

This design is aimed at accomplishing the following objectives:

Flexibility: HRIS is able to incorporate the future requirements of the

organization with minimum difficulty.

Maintainable: HRIS is an integration of different programs which can be

worked upon individually incase of program faults.

Ease of Use: HRIS is an interactive user-friendly program, capable of

communicating with the user.

The process will undergo two phases of development. These phases are:

• Logical Design

• Physical Design

3.3.2. LOGICAL DESIGN

15
Data has value to the organization when it is accurate and properly

controlled. Business process change frequently but the underlying data is

stable unless the business of organization changes, the data it uses will

remain unchanged. Logical Date Design specifies the user’s need in details

and defines all the inputs to the system, the output to be produced and the

process that must be performed by the system therefore we decided to use

the context diagram and data flow diagrams.

COMPOSITE LOGICAL DATA DESIGN (CLDD)

This section will show the relationship between various entities. In this case

the relationship is one-to-many a relevant business connection between two

entities. Their types include:

One-to-one
relationship
One-to-many
relationship
Many-to-many
relationship

Figure 1: CLDD

ENTITY ATTRIBUTE RELATIONSHIP

The main purposes of an entity attribute relationship model include:

• To identify the data that the organization needs to hold in

order to operate effectively and efficiently.

• To facilitate the clarity and communication between the

system developer and the user.

The entity attribute model has three main components:

16
 • Entities

• Attributes

• Relationships

ENTITIES

This is anything which data can be captures and stored. Such members must

exist or they may be temporary. They are represented as:

ENTITY

NAME: e.g. James

ATTRIBUTES

This describes an instance of an entity. They are facts of data of an entity

type. They are represented as:

ATTRIBUTE

DECEASED e.g. Emp_No

RELATIONSHIPS

These are logical links between entities which may form access paths

between data items. A relationship may either be one to one, one to many

or many to many. For example:

Admin
Employee

Days Employee

Figure 2: Entity Relationship Diagram

3.3.3. PHYSICAL DESIGN

These include:

3.3.3.1. HARDWARE REQUIREMENTS

17
 • Pentium IV

• Integrated Graphics Processor(IGB) RAM

• CPU

• 512KB Hard Disk

• 1.8GHz processor (Dual core)

3.3.3.2 SOFTWARE REQUIREMENTS

• Windows 2000

• PHP to design the interfaces.

• MySQL version used as the database

• Dream weaver

• Web Browser. Either Mozilla Firefox or Microsoft internet

explorer

3.4. SYSTEM TESTING

During the programming process, the system will be vigorously subjected to tests

according to the specifications laid down by the designer. The completed modules

will further be tested, examined.

3.4.1. TESTING STRATEGIES

The following modular approach will be adopted. The following methods will

be used:

Module Testing: This will be used to validate the internal code of a module

during coding. The test data will be processed manually, and then the

system and the results will be compared.

System Testing: This will be used to ensure that the sub-systems will work

together as expected. The following phases will be probed

18
 • Single run: the system will be tested over a single pass of

data.

• Cyclic test: the system will be tested over several cycles to

ensure it works properly

• Clerical testing: this will be done between the user and the

system.

User acceptance: This will be used to evaluate the satisfaction of the users.

3.4.2. OBTAINING THE TEST RESULTS

The final output on the data will be obtained in form of reports. This will be

printed in form of reports. The system will be able to allow the Human

Resource Manager and the employees to use the system and see if they can

fully interact with the system.

3.4.3. COMPARING TEST RESULTS WITH EXPECTED RESULTS

A common set of data will be processed in two ways that is manually and

the system and this will be able see if the system will be able to bring

accurate results as compared to the manual system.

3.4.4. STAGE OF TESTING

These include:

Pilot: Organization has departments and the system has to be tested

therefore they will use a department for example the accounts department

to use the new system while the rest of the departments uses the old

system.

Parallel: Here the system is complete and they are not sure if it will work

therefore they will let both the old and new system in use and then

compare the system.

19
Changeover Conversion: This is where you get rid of the old system

overnight and use the new system.

We will use the parallel to test the HRIS systems and in this installations will

be monitored and controlled by trained personnel to perform the

organizations goals while on the other side the regular clerks will still

continue to do the work manually. And in this the performance of the

system will be evaluated in order to determine its efficiency, cost-

effectiveness and accuracy.

20
3.5. Table 2: WORK PLAN

Task Description People Involved Methods Used Time (days) Results

Research (books and

1 System Requirements Roseline Mwangi internet) 21 days Know the functionalities the
(07SBT418) Interviews system requires

Interviews
2 User Requirements Yvonne Obimbo Questionnaires Know the functionalities the
(07SBT420) Research (books and 21 days user wants and needs
internet)
Yvonne Obimbo Check with lecturers on
3 Consultation (07SBT420) Seek advice from issues to do
Roseline Mwangi lecturers 66 days with the system, i.e.
(07SBT418) programming
Roseline Mwangi
4 Coding (07SBT418) Code the system
Yvonne Obimbo PHP 56 days functionalities
(07SBT420)
Add tables, connect and
Database Management and Yvonne Obimbo check that the database is
5 Interface Design (07SBT420) MySQL 50 days working well
Design user interface
Roseline Mwangi
Testing (07SBT418)
Yvonne Obimbo 35 days Test if the system meets
6 (07SBT420) its objectives
Yvonne Obimbo
(07SBT420) Usual format (as
7 Documentation Roseline Mwangi instructed 65 days Document the system
(07SBT418) by the lecturer)
Yvonne Obimbo Check of the system meets
8 Project Review (07SBT420) Consultations 7 days system and user
Roseline Mwangi requirements
(07SBT418)

21
 Tasks Start Date Duration (days) End Date
System Requirements 24-May-10 21 14-Jun-10
User Requirements 26-May-10 21 16-Jun-10
Consultation 24-May-10 66 29-Jul-10
Coding 4-Jun-10 56 30-Jul-10
Database Management & Interface
Design 9-Jun-10 50 29-Jul-10
Testing 25-Jun-10 35 30-Jul-10
Documentation 24-May-10 65 28-Jul-10
Project Review 23-Jul-10 7 30-Jul-10

24-May-10 3-Jun-10 13-Jun-10 23-Jun-10 3-Jul-10 13-Jul-10 23-Jul-10

System Requirements

Consultation

Database Management &

Interface Design

Documentation

TABLE 3: GANTT CHART

22
3.6. BUDGET

The budget for this system is outlined below

ITEM QUANTITY PRICE (KSHS)

Workstation (including OS) 50 350,000 Kshs
Application (charge) - 40,000 Kshs
Training and implementation - 20,000 Kshs
HP Printer (3 in one) 1 8,500 Kshs
Microsoft Office 1 12,800 Kshs
Internet Costs 5,000 per month 60,000 Kshs
Web Application 1 2,000 Kshs
TOTAL: KSHS 493,300

TABLE 4: Budget Requirements

23
 CHAPTER 4: LOGICAL DESIGN

CONTEXT DIAGRAM

Register into system Request for services

New User Current User

HUMAN
Confirms new user RESOURCE Feedback
INFORMATION
SYSTEM

Post activities and

respond to leave Employee details
days requests

HR Manager

Fig 3: Context Diagram

24
 DATABASE MODEL

Posted
Requested Activities/events
Services

Staff details
DATABASE

FEEDBACK

Fig 4: Database Model

25
 admin_lo
gin
register
staff_id

username vacancies
staff_id
password username
id
password
position
fname
department
cv lname
job_description
id dob
requirements
staff_id gender

filename department

event_number
events
sick_days
date

time staff_id
leave_days
location from_date
staff_id
description to_date
from_date
staff_id doc_number
to_date
filename doctor
department
reason
current_status

Table 5: Database Schema

26
USE CASE DIAGRAM

Register into
Post new
the system
events on
calendar

Apply for
leave days
Attend to New User
pending leave
days

HR Edit personal
Manager information

Advertise
vacant
positions
Check leave
days status
Current
User

Check current
events and
Fig 5: Use Case Diagrams training sessions

27
 DATAFLOW DIAGRAM (DFD)
Login
1
EMPLOYEE
Login
process

Validates

Stores in database
2

Request for
services

D1 Request Recorded

HR
MANAGER

3 Stores in database
Replies to the D2 Response is recorded
Requested
services

4 Stores in database
D3 Post activities/events is Recorded
Post activities/
events

Fig 6: Data flow diagram

28
EMPLOYEE LOGIN FLOW CHART

START

Enter
Password

Is NO
Passwor
d Retry
Correct?

YES
Request for Services

Access posted
activities/ events

STOP

Fig 7: Employee Login

29
ADMIN LOGIN FLOW CHART

START

Enter
Password

Is
Passwor NO
d Retry
Correct?

YES

Post Events/ activities

Feedback on
Employee’s Requests

STOP

Fig 8: Admin Login

30
 CONCLUSION

The HRIS system is a project that seeks to reduce the manual workload of the

employees and the HRM and the communication barrier in the organization will

be a thing of the past because the response time will be immediate thus saving

on time and hence more productivity. As a result of the above, the system will

support and manage the functions of the HRM that is planning, organizing.

Controlling and decisions. Therefore ensuring the HRIS achieves the laid down

goals that it desires to achieve.

31
 REFERENCES

1. Cashman & Rosenbatt. (2006). Systems Analysis and Design, Edition. 2.

Thompson Course Technology.

2. Laudon Kenneth C., Laudon Jane P. (2006). Essentials of Business Information

Systems, Edition. 7. Pearson Prentice Hall.

3. Kendall & Kendall (2000) Human Resource Technology (2nd Edition). Prentice Hall

International Inc.: Englewood Cliffs, NJ

4. Mugenda, O. M. (2003). Research Methods: Laba-Graphics Services, Kenya.

5. Grobler & Warnich et al. (2006). Human Resource Management in South Africa

(3rd Edition).Little Brown: Boston.

6. Reliable: Human Resource Information Systems [Online]

Retrieved on the 13th June, 2010, from

http://www.comptechlib.com

7. Robbins Stephen P., De Cenzo David A. 2007. Fundamentals of Management,

Edition. 6. Pearson Prentice Hall.

8. Saunders Mark, Thornhill Adrian, Lewis Philip (2006). Research methods for

business students (Ed. 4) Pearson Prentice Hall.

32
 APPENDIX A: ACRONYMS

HRIS Human Resource Information System

MIS Management Information System

HR Human Resource

HRM Human Resource Management

CLDD Composite Logical Data Design

33
 APPENDIX B: CONSENT LETTER

Africa Nazarene University,

Department of BBIT,

P.O. Box 53067- 00200,

Nairobi.

Dear Sir/ Madam,

Re: Request to Carry out Research Activities in Your Organiztion

We are students of Africa Nazarene University, doing a bachelor degree in

business and information technology and in order to meet the requirements of
this degree, we are doing a project on Human Resource information Systems.

The importance of this study is that it will make the management of the
organization easy for example this system will allow the HR and the employees
to communicate with ease and managing and accessing of employee data will
be easy as this will save on time and space. Therefore we are kindly requesting
you allocate time for us to come and interview you and also assist us in
collecting of information by filling out the questionnaires within your
organization, which we will collect. The information will be strictly confidential
and for academic purposes.

Yours Faithfully

Roselyn Mwangi Yvonne Obimbo Mr. Ombui

Student Student Supervisor

34
 APPENDIX C: INTERVIEW

1. What is the current system you are using?

2. What are the advantages of using the current system?

3. What are the disadvantages of using the current system?

4. How efficient is the current system?

5. Would you like the current system changed and why?

35
 APPENDIX D: QUESTIONAIRE

1. What is the existing system used by the human resource department?

________________________________________________________________

________________________________________________________________

2. What are the merits of the current system?

________________________________________________________________

________________________________________________________________

________________________________________________________________

3. What are the demerits of the current system?

________________________________________________________________

________________________________________________________________

________________________________________________________________

4. Do you think the current system is efficient? Yes ( ) No ( )

5. Do you think the current system should be changed? Yes ( ) No ( )

6. What functionalities would you like the proposed human resource

information system to have?

________________________________________________________________

________________________________________________________________

________________________________________________________________

________________________________________________________________

7. Would you prefer if the system was online? Yes ( ) No ( )

8. Do you think a human resource information system will be beneficial to the

organization?

________________________________________________________________

_______________________________________________________________

36