CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

In most organizations particularly business organizations, most of what

goes on consists largely of transactions. A transaction is a recorded event

having to do with routine business activities. This includes everything

concerning the product or service in which the organization is engaged:

production, distribution, sales, order and stock-taking. It also includes the

materials purchased, employees hired, taxes paid and so on. Today in most

organizations, the bulk of such transactions are recorded in a computer-

based information system.

Computer-based information systems are systems that tend to have clearly

defined inputs and outputs that enable and provide necessary facilities for

accurately and efficiently managing an organizational process. It could be

sales, order or record keeping of staff. Information system is a collection of

people, procedures, software, hardware and data. Connectivity allows

computers to connect and share information, thereby greatly expanding the

capability and usefulness of an information system. Computer-based

1
information systems are meant to reduce the stress in managing businesses

or organizational procedures.

Management Information System (MIS) is one of the major types of

computer-based information systems. It uses the database of an

organization in producing well-structured forms of reports.

The development of personnel 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.

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: 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. The formulation of minimum wages low costs and individual

legislations increased the need for a team of personnel specialties.

As the union became more sophisticated and powerful the need for highly

skilled individual relations should increase.

2
The increasing size of business, government and other institutions brought

new dimension into the profession of personnel management.

Traditionally, it was practiced in homes where 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 products. 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-of. The recent practices of personnel management in Nigeria is tied

up with history and development of the public services, private companies

and civil services.

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

3
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.

1.2 OBJECTIVES OF THE STUDY

This project work is aims at eliminating the problems encountered in the

manual system of personnel management operations by the use of

computerized Personnel Management System software.

The objectives of this project work include;

1. To highlight the importance of computerized management information

system

2. To design a well secure database management system.

3. To develop a system that provides timely and quality output to

managers for decision making.

1.3 SIGNIFICANCE OF THE STUDY

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

4
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.

 It saves a lot of time in processing personnel information.

 Database access is fast, reliable and secure in term of authorized access

using data encryption and decryption.

 Transactions are secured (login page).

 It helps in reducing the costs of labour, fixtures and stationary

(Paper, files, pens, marker and so on.

1.4 SCOPE OF THE STUDY

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;

5
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 Nigeria Petroleum Corporation Lagos.

1.5 METHODOLOGY

This system was design with visual studio .Net 2010 and SQL 2005

by gathering facts about personnel auditing from the internet, library

and some individuals. A proper study of the existing system was

carried out, this gave the clear picture of the propose system.

Feasibility study was carried out to basically test the propose system

in the light of its workability, meeting users requirement which help

to achieve the scope of the study. Analysis was carried out so as to

enable solution to be provided base on what to do and how to do it.

Investigation, fact finding and interview were the data collection

techniques used to gather information. In this research work,

1.6 LIMITATIONS OF THE STUDY

In this project work investigation for facts about this research work

was fraught with the following constraints.

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 Issue of confidentiality: This work is a dicey one that

concentrates on issues considered confidential. The outfit chosen

for investigation could not disclose or rather give access easily to

the relevant information. Investigation and intelligence needs high

level of secrecy. Sequel to the approval for data collection comes

after services of consultation with important personnel of the

Agency.

 Time: Time factor is another major constraint, which

unequivocally did force me to limit the scope of the work. The

time stipulated for actual completion of this work is rather too

short to cover all relevant sections. Also, the researcher had to

spend some time before approval was given for file accessibility.

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 CHAPTER TWO

REVIEW OF RELATED LITERATURE

2.1 PERSONNEL MANAGEMENT AND INFORMATION

SYSTEM

There are abundant definitions of personnel management, personnel

management is the planning, organizing, directing and controlling of the

procurement, development, compensation, integration, maintenance and

separation of human resources to the end that individual organization and

societal objectives are accomplished. Armstrong (2000), defines personnel

management thus;

(a) Personnel management is concerned with obtaining, developing and

motivating the human resources required by the organization to

achieve its objectives.

(b) Developing and organization structure and climate and involving

management style which will promote cooperation and commitment

throughout the organization

(c) Lastly ensuring that the organization meets its social and legal

responsibilities towards its employees with regard to the conditions of

employment

8
In a book by Jamie and John (2007), Defined Personnel management as

part of management concerned with people at work, their positions and

their relations within a particular organization.

According to Unamka and Ewurum (1995), stated that personnel

management is the recruitment, selection, development and motivation of

human beings who work for a firm or corporation.

Microsoft Encarta (2008) defines personnel management as a part of

management concerned with people at work and their relations within a

firm. The main functions of the personnel manager usually include staff

recruitment, training, and welfare. The term personnel management is

somewhat misleading in that it is usually line managers who manage the

work force, while personnel managers provide a mainly supportive and

advisory service.

Edward (2005) stated that the success of an organization depends on the

capacities and capabilities of its personnel. Unless an organization devotes

enough resources on the development of its human resource, it would not

get the required output from its personnel. An organization’s commitment

9
to the development of human resource has to be reflected in its policies,

procedures, practices, customs and ideals.

2.2 INFORMATION SYSTEM

With cognizance to Buckingham (1998), An Information System can be

defined technically as a set of interrelated components that collect (or

retrieve), process, store and distribute information to support decision

making and control in an organization.

Basically an Information System handles the flow and maintenance of

Information that supports a business or some other operation. It contains

information about significant people, places and things within the

organization or in the environment surrounding it. Information is derived

from meaningful interpretation of data.

A system which assembles, stores, processes, and delivers information

relevant to an organization (or to a society), in such a way that the

information is accessible and useful to those who wish to use it, including

managers, staff, clients and citizens. An information system is a human

activity (social) system, which may or may not involve the use of computer

systems. Also, in addition to supporting decision-making, information

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systems help workers and managers to analyze complex problems, to

develop new products and to integrate the various modules and

departments. Moreover the 'transmission losses inter-departmental

communication are reduced considerably leading to better coordination and

improved transparency (information sharing) within the organization as a

whole.

2.3 FUNCTIONS OF INFORMATION SYSTEM

According to Laudon and Laudon (1991), Three activities provide the

information that organizations need. These activities are Input, Processing

and Output. 'Input' consists of acquisition of the 'raw data', which is

transformed into more meaningful packets of 'Information' by means of

'Processing'. The processed information now flows to the users or activities

also called as 'Output'. The shortcomings are analyzed and the information

is sent back to the appropriate members of the organization to help them

evaluate and refine the input. This is termed as 'feedback'.

Examples of 'Information Inputs' would be Transactions, events which

would undergo 'processing' in the form of sorting, listing, merging and

updating resulting in 'outputs' such as detailed reports, lists and summaries.

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Another example would be in the manufacturing environment with

'information inputs' such as design specs material requirements and the

SOPs (standard operating procedures). These would be 'processed' by the

information system by modeling and simulation techniques and would

result in standard production models along with the overall cost of the

production process which is calculated by the information system from the

knowledge base containing material costs, hourly labor costs and other

indirect costs; hence, almost totally eliminating a distinct costing function

in the scheme of things.

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2.3.1 Functions of an Information System

13
14
 FIG 2.1: Functions of an Information System

However an information system cannot just be broadly described as an

Input-Process-output mechanism in vacuum. It is required to provide major

organizational solutions to challenges and problems posed in the business

environment. Hence a manager needs to be not just computer-literate but

also have a good idea of the organizational structure and functions as a

whole. This concept is illustrated in FIG 2.1.

Also, at the heart of the issue, Information systems should not be confused

with information technology. They exist independent of each other and

irrespective of whether they are implemented well. Information systems

use computers (or Information Technology) as tools for the storing and

rapid processing of information leading to analysis, decision-making and

better coordination and control. Hence information technology forms the

basis of modern information systems.

2.4 TYPES OF INFORMATION SYSTEMS

According to Laudon (2003), the purpose of computer-based information

systems is to provide managers and various categories of employees with

15
the appropriate kind of information to help them make decisions. The six

major types of information systems corresponding to each organizational

level (the four levels shown in figure above) are:

2.4.1 Types of Information system

FIG 2.2: Types of Information System

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1. Transaction Processing Systems (TPS): serve the operational level of an

organization. It is a computer-based information system that keeps track of

the transactions needed to conduct business. It records day-to-day

transactions such as customer orders, bills, inventory levels, and production

output. It also helps to generate databases that act as the foundation for the

other information systems.

2. Knowledge work systems (KWS) is also known as Expert systems (ES).

Expert system is a set of interactive computer programs that help users

solve problems that would otherwise require the assistance of a human

expert. It is also known as knowledge based system (KBS).

3. Office automation systems (OAS) to serve the knowledge level of an

organization. It is a computer-based information system intended for

workers or employees of all levels which combines various technologies to

reduce the manual labour required in operating in an efficient office

environment.

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4. Decision-support system (DSS) is a computer-based information system

that provides a flexible tool for data analysis. It helps in predicting changes

that may influence the data in the future. It simply analyzes data. It helps to

analyze a wide range of problems, such as the effect of events and trends

outside an organization. Like the MIS, the DSS draws on the detailed data

of the transaction processing system.

5. Management information systems (MIS) serve the management level of

the organization. It is a computer-based information system that produces

standardized reports in a summarized structured form.

6. Executive support systems (ESS) serve the strategic level of an

organization. It is an easy-to-use system that presents information in a very

highly summarized form. It helps in developing strategic plans and

decision making. It is also known as executive information system.

2.5 MANAGEMENT INFORMATION SYSTEM

According to George (2003), A management information system (MIS) is a

computer-based information system that produces standardized reports in

summarized structured form. It helps to support middle managers. A

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management information system can also be defined as a computer-based

information system that uses data recorded by a transaction processing

system (TPS) as input into programs that produce routine reports as output.

A MIS differ from a transaction processing system in a significant way.

Whereas a transaction processing system creates databases, a MIS requires

databases. Indeed, an MIS can draw from the databases of several

departments. Thus, a MIS requires a database management system

(DBMS) that integrates the database of the different departments. Middle

managers need summary data often drawn from across different functional

areas.

Inputs consist of processed transaction data such as bills, orders, and

paychecks, plus other internal data. Outputs consist of summarized,

structured reports; budget summaries, production schedules etc. A MIS is

intended principally to assist middle managers – specifically to help them

with tactical decisions. It enables them to spot trends and get an overview

of current business activities. Managers at this level usually receive

information in the form of several kinds of reports:

a) Summary reports

b) Exception reports

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c) Periodic reports

d) Demand reports

a. Summary reports show totals and trends. An example would be

report showing total sales by office, by product and by salesperson,

as well as total overall sales.

b. Exception reports show out-of-the-ordinary data. An example would

be an inventory report listing only those items of which fewer than

10 are in stock.

c. Periodic reports are produced on a regular schedule. Such daily,

weekly, monthly, quarterly, or annual reports may contain sales

figures, income statements, or balance sheets. They are usually

produced on paper, such as computer printouts.

d. Demand reports produce information in response to an unscheduled

demand. A director of finance might order a demand credit –

background report on an unknown customer who wants to place a

larger order. Demand reports are often produced on a terminal or

microcomputer screen, rather than on paper.

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Management information systems produce reports that are predetermined.

That is, they follow an already defined format and always show the same

kinds of content.

2.6 ORIGIN 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 2001 personnel

management theory and practice).

2.7 OBJECTIVES OF PERSONNEL MANAGEMENT

According to Agwu (1999), the objectives of Personnel Management are:

(i) To satisfy the individuals that is patronizing the organization.

21
(ii) To make an effective contribution to the achievement of the

objectives of the organization.

(iii) To make an effective contribution to the fulfillment of its social

responsibilities to the objectives of personnel and earns of achieving

them depends on the type and size of the organization, the environment in

which it operates and the style with which it operates.

There are no absolute principles and practices. This solely depends on the

organization involved and their set out rules.

2.8 FUNCTIONS OF PERSONNEL MANAGEMENT

Unamka and Ewurum (1995), listed the functions of personnel

management to include: -

i. Employment which involves manpower planning, recruitment,

selection and placement of staff

ii. Training and development

iii. Wages administration and

iv. Disengagement

But basically the functions are almost or even the same with that stated

above which are;

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1. Personnel, management is responsible for coordinating all recruitment

activities for the organization including development and processing of

qualified candidates to fill open positions.

2. It also provide job motivation through the issuing of leave form,

promotion form, retirement form, etc to staff of the organization as at

when due.

3. It helps to boast staff performance through performance evaluation.

2.9 FACTORS AFFECTING PERSONNEL MANAGEMENT

Bachelor (1985), states that the factors affecting personnel management is

divided into two which are external and internal factors. He says that these

factors have affected the performance of staff and this has given anxiety to

personnel administrators in the public sector.

According to him, the external factors include: -

(i) Technological challenges

(ii) Government challenges and

(iii) Education challenges.

In the same vein, he gives the internal factors as: -

i. Integration

ii. Development and

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iii. Procurement

2.10 PROBLEMS OF PERSONNEL MANAGEMENT

Anyanwu (2003), gives the problems of personnel management as:-

(a) Shortage of qualified manpower

(b) Paucity of data.

(c) Attitude of workers

(d) Pressure from friends an relations

(e) Level of unemployment

2.11 SUGGESTED SOLUTIONS TO THE PERSONNEL

MANAGEMENT PROBLEMS.

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:

 Social change

 Employment of qualified people

 Reduction of external pressure on personnel managers,

24
  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.

CHAPTER THREE

SYSTEM ANALYSIS AND DESIGN

3.1 INTRODUCTION

The existing system at Nigeria National Petroleum Corporation is a manual

method in which once a staff is employed, a file is created or opened for

him or her and of his/her credentials are documented manually in the file.

Hence the need for a file cabinet for the safe keeping of these staff files

arises as staff number increases. Manual search operation is conducted on

the file cabinet each time the management is looking for particular staff

information, so this method is prone to error, alteration and there is the

25
tendency of losing files as a result of theft, fire outbreak, or even technical

malfunction.

3.2 ANALYSIS OF THE EXISTNG SYSTEM

There are two main sources of data collection in carrying out this study,

information was basically obtained from the two sources which are:

(a) Primary source and

(b) Secondary source

Primary Source

Primary source refers to the sources of collecting original data in which the

researcher makes use of empirical approach such as personal interview,

questionnaires or observation.

The interview method was used in this research to obtain the primary

source of information; this is done by asking question from staff of the

personnel department in the organization and as well as other departments

too. The method of observation used was attentive to all the activities of

the department, studying their activities and recording them down on daily

basis or as required.

26
Secondary Source

The need for the secondary sources of data for this kind of project cannot

be over emphasized. The secondary data were obtained from magazines,

Journal, newspapers, library source and most of the information from the

library research has been covered in the literature review in the previous

chapter of this project.

Process Analysis

The information gathered was processed into a more meaningful format for

entry into the files. The forms filled by company staff are processed to

produce a comprehensive report on the staff background, performance etc.

3.3 CONSTRAINTS OF THE EXISTING SYSTEM

Some of the problems identified in the present system include:

a) The speed of processing data manually is low and prone to errors.

b) So many files, papers, drawers, filing cabinets are used. These

occupy space and makes data transfer cumbersome.

27
 c) There are no adequate security measures employed in any manual

system of data processing and storage. As a result of this, some

confidential files and documents could consciously or unconsciously

be exposed and these files are not properly checked and restricted.

d) Slow and inefficient database system which lacks cohesion.

e) The lack of a central database that is directly accessible by staff and

management in its decision-making procedures.

3.4 JUSTIFICATION FOR THE NEW SYSTEM

The new system will help to solve all the problems inherent in the existing

system. The justification for the new system includes:

 Timely staff record registration.

 Timely processing of employee information.

 Error free processing of data.

 It is inexpensive to administrators.

 Transactions are secured (Authentication).

28
  It is cost effective.

Interactive Section (PMIS)

Staff Update/Query Help Logout

Recruitment Update Software Properties

Promotion About Project

Delete
Assessment About The Software
Search
Retirement / Contact Us
Expulsion

FIG.3.1: Proposed system Design

3.4.1 SYSTEM FLOW CHART DESIGN

29
30
 Fig.3.2: System Flow chart

GGM

GM

ADMIN MANAGER

STAFF

FIG. 3.3: Information Flow Diagram

3.4.2 INPUT DESIGN

The input to the system is the staff employment form. It contains detail

information of the staff. This forms the input to the system and it contains:

31
 STAFF ID ………………………………………

STAFF NAME ……………………………………………….

SEX ……………………………………………….

ADDRESS ……………………………………………….

QUALIFICATION ……………………………………………….

PHONE ……………………………………………….

DATE OF BIRTH ……………………………………………….

DATE.EMPLOYED ……………………………………………….

DEPARTMENT ……………………………………………….

LEVEL ……………………………………………….

FIG. 3.4: Input Analysis “Existing System”

Computer is designed in such a way that sometimes it is called GIGO,

denoting that what goes in is what comes out. The input forms are designs

generally based on the necessary data that needs to be entered into the

system. The data are captured through the keyboard and stored on a

magnetic disk in an access database.

3.4.3 INTERFACE DESIGN

The user will be shown formatted HTML pages resulting from ASP.net

code, which will be submitted to the application middleware for

processing. It will actually be the front-end of the system and it is where

the user will interact with the system.

32
3.4.4 OUTPUT DESIGN

The output from the system designed is generated from the system inputs.

More of the output generated is on staff information, performance, etc.

These reports can also be presented as hard copy.

The output design was based on the inputs. The report generated gives a

meaningful report to the management. The system designed generates

reports using the search operation which can be; (Search via staff ID, by

department or by Rank).

3.4.5 DATABASE DESIGN

Files held in this project are made up of different data types. These types

are integer, character, double, date, etc. some of the files used are designed

and linked with database. Also in the project design, Microsoft access

database was used. Below is the database specification for the files used.

TABLE 3.1 Structure for file “staff”

FIELD NAME DATA TYPE SIZE

ID TEXT 20
NAME TEXT 40
ADDRESS TEXT 100
DATE OF BIRTH DATE\TIME 8
SEX TEXT 10
AGE LONG 4
STATUS TEXT 20

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 HEIGHT TEXT 10
DATE DATE\TIME 8
RECRUITED
QUALIFICATION TEXT 50
DEPARTMENT TEXT 50
RANK TEXT 30
NEXT OF KIN TEXT 50
REMARK TEXT 50
CONDITION TEXT 50
REASON TEXT 150
BASIC SALARY DOUBLE 8

TABLE 3.2: Structure for file “Assessment”

FIELD DATA TYPE SIZE

NAME
ID TEXT 20
NAME TEXT 40
DATE DATE \ TIME 8
REPORT TEXT VARIABLE

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 CHAPTER FOUR

DESIGN AND IMPLEMENTATION OF THE NEW SYSTEM

4.0 INTRODUCTION

The implementation of this system entity all those process undertaken from

the conversion of the old system to the new system, final documents

compilation and users training. The overall system is user friendly; i.e. it

was designed so that any level of user can use it without having any

problem.

35
 Storage
Disk
4.1 SYSTEM DESIGN (DESIGN OVERVIEW)

KeybOutput (Report)
Processor

Input From the

File
Input Data -Employment
oard
(Report)
Output

Screen
Result To

Fig. 4.1: System Flow Chart

4.2 SYSTEM DESCRIPTION

The Software methodology used is the Object-oriented analysis and

design (OOAD).

The analysis phase starts with a problem statement which includes a

list of goals and a definitive enumeration of key concepts within a

36
domain. This problem statement is then expanded into three views, or

models: an object model, a dynamic model, and a functional model.

The object model represents the artifacts of the system. The dynamic

model represents the interaction between these artifacts represented as

events, states, and transitions. The functional model represents the

methods of the system from the perspective of data flow. The analysis

phase generates object-model diagrams, state diagrams, event-flow

diagrams, and data-flow diagrams. The analysis phase is now

complete.

The major step of analysis:

 obtain a problem statement and a system description

 develop use cases

 build the analysis (domain or business) object model

 develop dynamic model

 verify, iterate, and refine the models

Analysis output:

 problem statement, and system description

37
  use cases

object model, dynamic model.

The technology integration is the practice of integrating multiple system

activities to interact and generate information efficiently. In both cases, the

system development lifecycle is heavily integrated in this practice.

The system architecture, the three-tier architecture model is the best

structure for our system. Here is how the three-tier model is incorporated

into the system:

 Tier 1

This is the client side of the architecture. The user will be shown

formatted HTML pages resulting from ASP.net code, which will be

submitted to the application middleware for processing. It will actually

be the front-end of the system and it is where the user will interact with

the system.

 Tier 2

The tier 2 is known as the middleware side or the application tier. Main

applications used in this layer are .NET Framework, which will be

processed by a web server, i.e., Microsoft 2010. Also in this tier will be

38
the SSL protocol if it is exist, to make sure the system and data is secure

from unauthorized users.

 Tier 3

This is the backend side of the architecture and where all the data and

records are kept. Also known as, the business data, the technology used

store the business data is Microsoft SQL Server 2005

The standard of the design includes:

1. Design an input format that will enable the user capture all the

necessary data on staff employment and assessment.

2. Structure a database system that will store all the information

using Microsoft access.

3. Design a well formatted output that will present information to

management in a meaning

4.3 SYSTEM IMPLEMENTATION

System implementation has the coordination of the system components in

order to make it is not just workable but highly successful. It consists of the

following task, documents compilation of student and lectures record,

evaluating the student proposals and evaluating the student result record.

39
These outputs can be generated as softcopy or printed in hard copy.

The new system is composed mainly of two input forms, they include:-

a) Staff recruitment form

b) Assessment form

Fig. 4.2: Accessment Form

Fig. 4.3: welcome screen

40
 Fig. 4.4: output Form

Fig. 4.5: Recruitment form

41
4.4 SYSTEM REQUIREMENTS

The requirements needed to implement this system are as follows:

4.4.1 Hardware Requirements

The software designed needed the following hardware for an effective

operation of the newly designed system.

1. A system running on Pentium 2 or higher processor

2. The random access memory (ram) should be at least 512mb.

3. Enhanced keyboard.

4. At least 20 GB hard disk.

5. V.G.A or a colored monitor.

4.4.2 Software Requirements

The software requirements includes:-

 A window 98 or higher version for faster processing.

 Microsoft access database (mdb)

 Visual basic version 6.0.

42
4.5 SYSTEM TESTING

System testing is the final stage of the software testing process. It is

attempting to respond to the question, can we ship the software to our

customer yet? To answer that, system testing takes a holistic view of the

software by examining if the application is performing adequately under

realistic, real world situations. In particular, is the software fulfilling the

software achieves the use cases defined in the requirements phrase? Is the

system performing adequately? Does scale satisfactory under expected

loads? System testing can overlap with other testing categories including

user interface testing, and load testing. Indeed, these other testing

methodologies can fulfill the system test.

Testing the user interface with a focus on the meeting, the use case

expectations can achieve system-testing goals. However, not all systems

have user interface (e.g. middle-tier systems, or libraries). For this system,

it is necessary to test the application programmatically via the API. In

particular, integration test can fulfill this objective.

43
 CHAPTER FIVE

SUMMARY, RECOMMENDATIONS AND CONCLUSION

5.1 SUMMARY

This project work, presents how personnel roles and functions are

administered in an organization. However, the various difficulties

confronting an organization in realizing its target, aims or objectives as

well as making suggestions and recommendations to the management in

order to improve it system generally were identified.

This project work examined the concept of personnel management and

how it would be of useful purpose to the readers, students of management,

managers of companies as well as administrative practitioners. Hence,

personnel management information software was development to assist

managers keep track of employee’s record.

5.2 RECOMMENDATIONS.

After a careful study of the computerization of personnel management

information and its various functions in an organization, the following

recommendations should be taken into consideration.

Firstly, if people consider the various problems of personnel management

the wastages of organization human and material resources should be kept

44
to a practical minimum level. This is because organizations cannot do

without personnel management system. Hence the need for the

implementation of this personnel management information software

developed in this project work.

Secondly, it is clear that there are many people who have inborn

capabilities for management. This is a natural trait, which could be better

off if the government can improve the appropriate training and techniques

for proper utilization of these traits to accomplish the original objectives.

Thirdly, the personnel department should be competent to advice on the

best and most modern techniques, technologies and practices to provide a

professional support and monitoring services in the area of this study.

Lastly, Workers should be given their rights and there should be the

establishment of mutual co-operation between the employer and the

employees with view of eradicating conflicts problems of fatigue, lay-off

and improving the industrial harmony within the organization.

Furthermore, the individual needs which become paramount for his joining

the organization, should always be given priority attention. This will not

only motivate him and increase his productivity but will also give him

45
brighter chances of better career prospects in the enterprise and at the same

time, self-actualize himself.

5.3 CONCLUSION

The role of personnel management has become an integral part of an

establishment set up in Nigerian society. The results of this study coupled

with the relative observation in similar organizations in this country have

shown an indication that personnel management, as oxygen is to human

lungs, is a function that cannot be under-estimated and over rolled in any

organization where efficiency of operation is a matter of consideration. The

workforce or manpower resource of an organization is the most valuable

asset and as such, this aspect of managerial role requires urgent and special

attention.

Therefore, for an organization to run effectively, it must have adequate

finance, and put some checks in place to cancel out problem of delay, cost,

and technical malfunctions as stated in the problem this new system will

eradicate. Also, the organization has to take care of its employees in order

that they could contribute their quotas towards achieving individual and

organizational goals.

46
 REFERENCES

Agwu, A.A (1999). Functions and objectives of Personnel Management.

2nd ed., Akwa: Optimum Publisher
Anyanwu, G. (2003). Review of Personnel Management, Management
System In Nigeria. Vol 4, Pg78
Armstrong, A. (2000). Personnel Management. London: Hallmark Press
Bachelor, J. (1985). Management Information System, Daily Improvement
On Personnel Management. Vol 6, Pg44
Barnes, J.G and Cumby, C.(2000). The Cost Of Quality In Service-
Oriented Companies, Making Better Customers’ Decision Through
Improved Cost Information. Vol 6, San Diego Conference.
Buckingham, H. (1998). Information system analysis. California: Olive
Publishers
Cole, W. (2001). Personnel Management Theory And Practice. San Diego
California: City Press
Edward, T. (2005). Preview of Personnel Management System, New York
City: Geffen Publishing Company
George W. (2003). Management Information System, London: Webster
Publisher
Gronroos, C. (1990). Service management And Marketing, “Managing the
Moments Of Truth in Service Competition”.
Massachusetts/Toronto: Lexington Books.
Jamie, K. and John, G. (2007). Personnel Management and Structure. New
York City: New York Press
Laudon .J.P and Laudon K.C. (1991). Functions Of Information System.
London: Webster Publisher.
Laudon, T. (2003). Management Information Systems. 1 st ed., London: Dp
Publishers,
Microsoft Corporation (2004). Programmer’s Guide, Microsoft Visual
Basic Programming System for Windows, Version 6.0. New York City:
Microsoft Press.
Microsoft Encarta (2008). Personnel Management. New York City:
Microsoft Corporation
Unamka, B. and Ewurum, R. (1995). Introduction To Modern Management
Information System. California USA: California Printing Press
Vossen, G. (1999). Data Models, Database Languages and Database

47
Management Systems. New York city: Adison-Wesley Publishing

Company.

48
 APPENDIX

THE PROGRAM SOURCE CODES

Private Sub Command1_Click()

FrmMainMenu.Hide
Dim t As String
t = App.Path & "\images\no.jpg"
frmrecuitment.Picture1 = LoadPicture(t)
frmrecuitment.Show

frmrecuitment.cmddelete.Enabled = False
frmrecuitment.cmdupdate.Enabled = False
frmrecuitment.cmdsave.Enabled = True
Private Sub Command2_Click()
FrmMainMenu.Hide
frmpromotion.cmbid.Clear
With frmrecuitment.memberdata
.DatabaseName = App.Path & "\Reportsheet.mdb"
.RecordSource = "select * from members"
.Refresh
.Recordset.MoveFirst
Do Until .Recordset.EOF
frmpromotion.cmbid.AddItem .Recordset.Fields("id")
Recordset.MoveNext

49
 Loop
End With
frmpromotion.Show vbModal
End Sub
Private Sub Command3_Click()
FrmMainMenu.Hide
FormBhv.Show
End Sub
Private Sub Command5_Click()
Frame2.Visible = True
txtid.Text = ""
frmrecuitment.cmddelete.Enabled = False
frmrecuitment.cmdupdate.Enabled = True
frmrecuitment.cmdsave.Enabled = False
End Sub
Private Sub Command6_Click()
Frame2.Visible = True
txtid.Text = ""
frmrecuitment.cmddelete.Enabled = True
frmrecuitment.cmdupdate.Enabled = False
frmrecuitment.cmdsave.Enabled = False
End Sub
Private Sub Command11_Click()
FrmMainMenu.Hide
frmquery.Show

50
End Sub
Private Sub CmdCls_Click()
If MsgBox("Do you want to quit this application?", vbYesNo) = vbYes
Then
MsgBox ("Thanks for using this application")
End
End If
End Sub
Private Sub Cmdsearch_Click()
On Error Resume Next
Dim t As String
t = App.Path & "\images\no.jpg"
frmrecuitment.Picture1 = LoadPicture(t)
t = App.Path & "\images\" + txtid.Text + ".jpg"
frmrecuitment.Picture1 = LoadPicture(t)
With frmrecuitment.memberdata
.DatabaseName = App.Path & "\Reportsheet.mdb"
.RecordSource = "select * from members"
.Refresh
.Recordset.MoveFirst
Do Until .Recordset.EOF
If FrmMainMenu.txtid.Text = .Recordset.Fields("id") Then
frmrecuitment.Show
frmrecuitment.txtid.Text = .Recordset.Fields("id")
frmrecuitment.txtname.Text = .Recordset.Fields("name")

51
 frmrecuitment.txtaddress.Text = .Recordset.Fields("address")
frmrecuitment.Combsex.Text = .Recordset.Fields("sex")
frmrecuitment.txtbirth.Text = .Recordset.Fields("date of birth")
frmrecuitment.txtage.Text = .Recordset.Fields("age")
frmrecuitment.Combstatus.Text = .Recordset.Fields("status")
frmrecuitment.txtheight.Text = .Recordset.Fields("height")
frmrecuitment.txtdate.Text = .Recordset.Fields("date recruited")
frmrecuitment.txtqaul.Text = .Recordset.Fields("qualification")
frmrecuitment.combdept.Text = .Recordset.Fields("department")
frmrecuitment.Combrank.Text = .Recordset.Fields("rank")
frmrecuitment.txtkin.Text = .Recordset.Fields("next of kin")
frmrecuitment.txtbasic.Text = .Recordset.Fields("basic salary")
frmrecuitment.txtphone.Text = .Recordset.Fields("phone")
frmrecuitment.txtemail.Text = .Recordset.Fields("email")
Frame1.Visible = False
Exit Do
End If
.Recordset.MoveNext
Loop
End With
End Sub
Private Sub Command1_Click()
FrmMainMenu.Hide
Dim t As String
t = App.Path & "\images\no.jpg"

52
frmrecuitment.Picture1 = LoadPicture(t)
frmrecuitment.Show
frmrecuitment.cmddelete.Enabled = False
frmrecuitment.cmdupdate.Enabled = False
frmrecuitment.cmdsave.Enabled = True
End Sub
Private Sub Command10_Click()
FrmMainMenu.Hide
FrmNnpc.Show
End Sub
Private Sub Command11_Click()
FrmMainMenu.Hide
frmquery.Show
End Sub
Private Sub Command12_Click()
MsgBox " You can contact us on cell using 08085632779, 01-76737738
or via E-mail [email protected] "
End Sub
Private Sub Command2_Click()
FrmMainMenu.Hide
frmpromotion.cmbid.Clear
With frmrecuitment.memberdata
.DatabaseName = App.Path & "\Reportsheet.mdb"
.RecordSource = "select * from members"
.Refresh

53
 .Recordset.MoveFirst
Do Until .Recordset.EOF
frmpromotion.cmbid.AddItem .Recordset.Fields("id")
.Recordset.MoveNext

Loop
End With
frmpromotion.Show vbModal
End Sub
Private Sub Command3_Click()
FrmMainMenu.Hide
FormBhv.Show
End Sub
Private Sub Command4_Click()
FrmMainMenu.Hide
frmretire.cmbid.Clear
With frmrecuitment.memberdata
.DatabaseName = App.Path & "\Reportsheet.mdb"
.RecordSource = "select * from members"
.Refresh
.Recordset.MoveFirst
Do Until .Recordset.EOF
frmretire.cmbid.AddItem .Recordset.Fields("id")
.Recordset.MoveNext
Loop

54
 End With
frmretire.Show
End Sub
Private Sub Command5_Click()
Frame2.Visible = True
txtid.Text = ""
frmrecuitment.cmddelete.Enabled = False
frmrecuitment.cmdupdate.Enabled = True
frmrecuitment.cmdsave.Enabled = False
End Sub
Private Sub Command6_Click()
Frame2.Visible = True
txtid.Text = ""
frmrecuitment.cmddelete.Enabled = True
frmrecuitment.cmdupdate.Enabled = False
frmrecuitment.cmdsave.Enabled = False
End Sub
Private Sub Command7_Click()
CommonDialog1.ShowHelp
End Sub
Private Sub Command8_Click()
FrmMainMenu.Hide
frmAbout.Show
End Sub
Private Sub Label4_Click()

55
Frame2.Visible = False
End Sub
Private Sub Timer1_Timer()
Label2 = Date
Label3 = Time
Label6.Move Label6.Left - 50
If (Label6.Left + Label6.Width) < 0 Then
Label6.Left = Me.ScaleWidth + 10
End If
End Sub
Private Sub Form_Click()
Form2.Show
Unload ScreenSaver
End Sub
Private Sub Form_KeyPress(KeyAscii As Integer)
Form2.Show
Unload ScreenSaver
End Sub
Private Sub Timer2_Timer()
If Image2.Visible = True Then
Image2.Visible = False
Else
Image2.Visible = True
End If
End Sub

56
Private Sub Timer3_Timer()
If Image1.Visible = True Then
Image1.Visible = False
Else
Image1.Visible = True
End If
End Sub
Private Sub Timer4_Timer()
If Image3.Visible = True Then
Image3.Visible = False
Else
Image3.Visible = True
End If
End Sub
Private Sub cmdsave_Click()
With frmrecuitment.memberdata
.DatabaseName = App.Path & "\Reportsheet.mdb"
.RecordSource = "select * from members"
.Refresh
If frmretire.cmbid.Text = .Recordset.Fields("id") Then GoTo 100

100 With frmretire.Data1

.DatabaseName = App.Path & "\Reportsheet.mdb"
.RecordSource = "select * from Retirement"
.Refresh

57
 .Recordset.AddNew
.Recordset.Fields("Date").Value = frmretire.Label7.Caption
.Recordset.Fields("ID").Value = frmretire.cmbid.Text
.Recordset.Fields("Name").Value = frmretire.txtname.Text
.Recordset.Fields("Condition").Value = frmretire.cmbcondition.Text
.Recordset.Fields("Reason").Value = frmretire.txtreason.Text
.Recordset.Update

MsgBox "Your Data Has Been Saved Successfully"

End With
frmretire.cmbcondition.Text = ""
frmretire.txtreason.Text = ""
frmretire.txtname.Text = ""
frmretire.cmbid.Text = ""
Unload Me
20
FrmMainMenu.Show
End With
With frmrecuitment.memberdata
.DatabaseName = App.Path & "\Reportsheet.mdb"
.RecordSource = "select * from Members"
.Refresh
If frmretire.cmbid.Text = .Recordset.Fields("ID").Value Then
.Recordset.Delete
End If

58
End With
End Sub
Private Sub Timer1_Timer()
Label7.Caption = Date
End Sub
Private Sub cmdOK_Click()
Unload frmabt
End Sub
Private Sub cmdSysInfo_Click()
MsgBox "Not Available at the moment"
End Sub
Private Sub cmdAdd1_Click()

cmdAdd1.Visible = False

Command5.Enabled = True

txtFields(1).Visible = True

cmdAdd1.Top = 4200

cmdSubmit1.Top = 4200

Command13.Top = 4200

Command5.Top = 4200

lblLabels(4).Visible = False

Label16.Visible = False

59
TxtPres.Visible = False

lblLabels(7).Visible = False

Text4.Visible = False

lblLabels(8).Visible = False

Text6.Visible = False

Label17.Enabled = False

'For i = 2 To txtFields.UBound

txtFieldss.Enabled = True

txtFieldsf.Enabled = True

txtFields(6).Enabled = True

txtFields(7).Enabled = True

txtFields(8).Enabled = True

txtFieldss.Text = ""

txtFieldsf.Text = ""

txtFields(6).Text = ""

txtFields(7).Text = ""

txtFields(8).Text = ""

TxtPres.Text = ""

Text4.Clear

60
 Label16.Caption = ""

Text6.Text = ""

'Next i

txtFields(1).Text = "P_" & Mid(e1.Caption, 10, 4)

txtFieldss.SetFocus

cmdSubmit1.Visible = True

End Sub

List5.RemoveItem List5.ListIndex

End Sub

Private Sub Timer1_Timer()

e1.Caption = Mid(e1.Caption, 1 + 1, Val(Len(e1.Caption) - 1)) &

Mid(e1.Caption, 1, 1)

End Sub

Private Sub Timer10_Timer()

On Error Resume Next

List2.ListIndex = List1.ListIndex

List3.ListIndex = List1.ListIndex

List4.ListIndex = List1.ListIndex

List5.ListIndex = List1.ListIndex

61
End Sub

Private Sub Timer3_Timer()

'Frame1.Top = Frame1.Top - 100

'If Frame1.Top <= 5760 Then

'Timer3.Enabled = False

'End If

End Sub

Private Sub Timer4_Timer()

Frame3.Left = Frame3.Left - 120

If Frame3.Left <= 3600 Then

Timer5.Enabled = True

Timer4.Enabled = False

End If

End Sub

Private Sub Timer5_Timer()

Timer5.Enabled = False

Timer6.Enabled = True

End Sub

Private Sub Timer6_Timer()

62
 Frame3.Left = Frame3.Left + 100

If Frame3.Left >= 6600 Then

Text1.Text = ""

Text2.Text = ""

Text1.Enabled = True

Timer6.Enabled = False

End If

End Sub

Private Sub Timer8_Timer()

Label20.Caption = Date

End Sub

Private Sub Timer9_Timer()

If Label21.Visible = True Then

Label21.Visible = False

Else

Label21.Visible = True

End If

End Sub <%@ Page Language="VB" AutoEventWireup="false"

CodeFile="login.aspx.vb" Inherits="login" %>

63
<!DOCTYPE html PUBLIC "-//W3C//DTD XHTML 1.0 Transitional//EN"
"http://www.w3.org/TR/xhtml1/DTD/xhtml1-transitional.dtd">

<html xmlns="http://www.w3.org/1999/xhtml">
<head runat="server">
<title></title>
<style type="text/css">
.style1
{
width: 57%;
height: 254px;
background-color: #008000;
}
.style2
{
height: 23px;
}
.style3
{
color: #FFFF66;
}
</style>
</head>
<body>
<form id="form1" runat="server">
<div>

<table align="center" cellpadding="0" cellspacing="0"

class="style1">
<tr>
<td style="border-style: outset; border-color: #008000;
background-color: #339933"
class="style2">
Imports System.Data.SqlClient
Partial Class Location
Inherits System.Web.UI.Page

Protected Sub Button2_Click(ByVal sender As Object, ByVal e As

System.EventArgs) Handles Button2.Click
If ("ID") = txtDsetn.Text Then
lblDestn.Visible = False
lblPrenLocat.Visible = True
End If

End Sub
End Class

Imports System.Data.SqlClient
Partial Class successpage

64
 Inherits System.Web.UI.Page

Protected Sub Button1_Click(ByVal sender As Object, ByVal e As

System.EventArgs) Handles Button1.Click
Response.Redirect("Login.aspx")
End Sub
End Class

65