HRIS of MEPCO

Company Profile
 Largest distribution company (DISCO) of
WAPDA
 Area of operation:
 Sahiwal to Sadiqabad
 Bahawalnagar to Bahawalpur
 Tounsa Sharif to Rajanpur
 And Bordering with Sindh, Balochistan and NWFP
map.
 Company’s Charter:
 Reliability, Quality and Safety of electric power
supply to the consumers in its jurisdiction.
 Creation of the resources and engineering
plans for additions, renovation and
augmentation of the distribution system in order
to achieve charter.
 Vision
 To ensure convenient availability of high quality power in
area of responsibility, in order to alleviate the poverty,
improve quality of life and make the Industrial and
Agriculture Sector competitive in the World Market.

 Mission Statement
 Ensure convenient availability of high quality electric power
to the people at affordable price, retaining financial viability
of the Company.
Systems in MEPCO

These Systems are working in MEPCO in order to

facilitate the processes and enhance the efficiency:

 Billing
 Payroll
 HRIS
 Financial system
 Inventory Management
Before HRIS:
Traditional File Based System
 Previously manual record keeping.
 Accuracy of HR information was an issue.
 Information spread to different offices.
 Whenever some information was required
it took many days to fetch the required
information.
 Many files were to be searched when the
managers want some report.
 Huge data storage space was required.
 Data security was an issue.
Problems with File Based
System:
 Up-to-date personal and service record was not
available
 When a case was initiated, the information had to
be constructed from field offices.
 Information of Transfer/Posting dealt by field
offices was not available
 Up-to-date information regarding vacancy
position, Contract expiry dates of employees,
Seniority & disciplinary cases was not available.
The Solution:
“HRIS”
 In 2003, HRIS was designed and presented to user
department.
 The system included features like input forms,
output reports and online querying etc.
 Separate section (HR Data Cell) was proposed for
HRIS.
 Software and information security was to be
maintained by password protected user access.
 Administrator User
 Data Entry & Supervisory Users
 Manager Users
Development Tools

 For development Oracle 8/8i

database has been selected to
use with Oracle Developer as
front end tool under
Client/Server Architecture.
Hardware Requirement

 One latest server

 07 client P-IV PCs
 01 No. LQ-2180
printer
 01 No. Laser printer
 01 No. scanner
Network Requirements

 Client PCs would be

connected to the server
through the local area
network.

 LAN will also connect to

the MEPCO HQ LAN so
that the managers may use
this software.
Operating System/Software
Platforms

 For Server:
 Windows 2000 Server
 Oracle Database Server
 Oracle Developer 8i
 For Client PCs:
 Windows 2000
Professional
 Oracle Developer Runtime
HR Requirement
 HR Data Cell under
Manager (HR)

Staff
 1 AM (Administrator)
 1 Supervisor
 6 Data Entry Operators
Database Creation
Employee Information
 Unique Employee Code
 Picture of employee
 Basic Information & Qualification
 Service Record (Promotion & Posting)
 Contract Status & Company Option
 Training & Promotion Exams
 Disciplinary Cases& ACR
Database Creation (cont…)

Department Information

 Department Code
 Department Name
 Designation Code
 No of sanctioned posts
Coding of Employee and
departments

 Each employee was given unique code in such a

way that it identify the officer/official, permanent/
contract employee, technical/non-technical.
 Similarly, every department was given a unique
code.
Coding of Employees

X X X XXXXX

Officer/ Nature Job Serial No.

Official of Job Status
 Coding of departments

X XX X XX

Company Manager Division Sub Division/

Office RO
Inputs Forms

 Following input Performa's were designed for

collection of data related to personal and
service record of each employee and
sanction strength of each department
(category wise).
 HR Bio Data Input Proforma
 Sanction Strength Input Proforma of each
department
 Bio-data Report
Placement of data
Employee at proforma

Verification
NO By
Department Head

Prints sent
Yes
for proof
Required reports are provided reading
Management
HR
Asks for reports Data Cell

Database
The User Interface of
HRIS
User Authentication:
User Authentication:
User Authentication:
Updation
Search Employee
Contract
Sanctioned Strength
Disciplinary Cases
Outputs Reports
 Employee Bio Data
 Service Record Related Reports
 Vacancy Statement (formation wise)
 Contract Employee Reports (Contract Yet to Extend/Contract
Period/Expiry Report)
 Transfer/Posting Reports
 Statistical Reports
 Age Limit wise Report
 Employee Left/Resign
 New Induction Statistics
 Employees (Domicile/Religion/BPS/formation/service
period wise )
Data Flow Diagram of HRIS in
MEPCO
 Information
Data
Biodata
Employee Reports
Entry
Workforce
Current
Service planning
Employees
Form Record
Recruiting
Contract Sources Training &
Promotion
Workforce
New Recruit Mgt
ACRs
Compensation
Vacancy
Statements
Benefits
Operational Achievements:
 Employee bio-data
 Quick disposal of HR activities
 Better HR Management
 Better planning for the induction
 Planning of training programs
 In time processing of
superannuation/contract extension/
regularization cases
 Monitoring of disciplinary cases
 Monitoring of performance through
ACR
 Monitoring of Seniority
 Prompt Vacancy Statement processing
Future Enhancements

 Rules in computerized
& searchable form.
 Payroll calculation
 Marriage grant cases
processing
 HR Recruitment
Limitations:
 HRIS is LAN oriented software
and accessibility through WAN
is not available.
 Due to this limitation, following
are the problems.
 Real time data entry/updation
at other offices is not
possible.
 Reports are not available to
other offices.
Discussion Questions:
 Software capabilities should be
enhanced from LAN to WAN so that
real time operation and information
can be shared all over the
organization or not?
 Should the DISCO’s be moved
forward for computerization for other
department?
 Should the existing staff be given
extensive IT training to increase the
benefits of HRIS?
 Software module for Payroll and
Pensions may be included or not?