Engr. Mark N. Abadiano
[email protected]
Research Coordinator
University of Cebu-Maritime Education Training Center
Alumnos, Mambaling, Cebu City, 6000 Philippines
Tel. no. 262-8888 c/o research
Cebu City, Philippines
Lat. 10.31 Long. 123.89
Human Resource Information System
for the University of Cebu , Cebu City
Engr. Mark N. Abadiano
[email protected]
Research Coordinator
University of Cebu-Maritime Education Training Center
Alumnos, Mambaling, Cebu City, 6000 Philippines
Tel. no. 262-8888 c/o research
• The study aimed to provide solutions to the
manual human resource department problem.
• The proposed system will enable faculty and
staff to transact queries in a computerized
network offline and online to obtain information
that they need, and make necessary update.
The purpose of this study was to
analyze, design and develop a prototype
of a Human Resource Information
System (HRIS-UC) for the University of
Cebu, Cebu City.
Framework
•
•
•
•
Information Theory
Information System
Communication
Networking
Methods
 Dets Norske Veritas (DNV) Certification and ISO 9001:2000
in University of Cebu-METC
 Problems arising from ineffective HR file handling
 For emergency purposes (Blood Donation among employees or queries on employees)
Methods
Descriptive Method
• questionnaires
• interviews
• documents
•
Research Environment:
•
The Study was conducted in all four campuses of University of Cebu. Namely, UC-Main(119),
UC-Banilad(62), UC-LM(40) and UC-METC(41) with a total of 262 respondents.
Results and Discussion
 Information theory focuses on the problems
inherent in sending and receiving messages
and information. (Shannon, 1949)
Results and Discussion
“Information systems management includes the planning, acquisition,
development and use of information systems, and it also ensure that
information meets certain quality of standards, affecting its value to
managers. (Boddy, 2002)
Results and Discussion
In the development of an
appropriate design and
programs for a
computerized system, a
disciplined approach
known as the System
Development Life Cycle
(SDLC) is used.
(Pressman, 1992)
Results and Discussion
“Important factors in
storing and retrieving
information are the type
of media, or storage
device, used to store
information..”
(Encarta, 2002)
Results & Discussion
What is HRIS?
 “HRIS can be briefly defined as integrated
systems used to gather, store and analyze
information regarding an organization’s human
resources.” (Hedrickson, 2003, p.381).
 HRIS “One which is used to acquire, store,
manipulate, analyze, retrieve and distribute
information about an organization’s human
resources.” (Tannenbaum 1990)
Results and Discussion
Samples of Human Resource Information System (HRIS):
INTERNATIONAL:
•Drexel University Human Resource Information System
•Riverside Online Web-based Payroll/Personnel System (PPS) Inquiry
NATIONAL:
• DepEd Human Resource Development Service
• Local Government Unit (LGU-HRIS)
LOCAL:
• University of San – Carlos HRFIS
• iCatchIT, Cebu CIty
Results and Discussion
Are aware of manual system
 Though
237
out
of
262
respondents, which coverts to
90.46% checked that there is no
computerized human resources
information system existing in
University of Cebu.
265
260
255
250
245
240
235
230
225
220
1
2
Results and Discussion
On the Problem encounter by the HR:
 With the results it reveals that the late dissemination of
communication ranks first.
 Problems with the present system with the HR Staff, with
the results it reveals that delayed information
dissemination rank no.1.
 Problems encountered with the present system with the
teaching and non-teaching staff, with the results it reveals
that lack of skills inventory ranks .
On the features of good HRIS:
 Updated faculty & staff information/records ranks first,
then tracking system for applicant ranks second.
Conclusions
 Based on the findings of this study, the researcher
hereby concludes that University of Cebu is
in need of a computer-based human
resources information system that can be
designed and developed with the following features:
updated faculty & staff records, tracking system for
applicant & attendance, internal job opening
information, benefits maintenance, skills inventory
and even blood type assessment.
Recommendations
Based on the conclusion, the following
recommendations are thought to be of value:
 Administration should be more serious in
implementing the proposed human resources
information system to become more organized
in data and information management.
 Administration should test the implementation
of the system at least in one chosen campus,
to check the effectiveness of the system and
later for the entire university.
Recommendations
 A central database is recommended functional and
useful for all four campuses.
 Additional hardware and its peripherals should be
purchased in order for the system to be well
implemented
 Staff in charge should be equipped with the skills of
performing and carrying out the implementation of
the system.
 It is important to provide back-ups and maintain
security and integrity of data, information and files.
Bibliography:
Alexander, Shirley.
1997
Teaching and Learning on the World Wide Web. Berkley, CA 94710:
Paechpit Press.
Boddy, David.
2002
Management An Introduction. Manila: National Bookstore, 2002.
Cascio, Wayne.
1992
Managing Human Resources. Indianapolis, Indiana 46290:
Sams Publishing, 1992.
Connolly, Thomas.
2000
Database Systems. Murfreesboro,TN 37129:
Sunrise Publishers, Inc., 2000
Fedor, Gerald.
2002
Human Resources Management: Perspectives. 2002
Jones, Gareth.
2003
Contemporary Management. 2003
O’ Brien, James.
2003
Introduction to information systems: essentials for the e-business enterprise. McGraw-Hill,
Boston, MA. 2003
O’ Brien, James.
1993
Management Information Systems. Wiley Publishing, Inc. 1993
Murray, C. et al
1985
Computer Based Information Systems. Homewood,Illinois: Richard D. Irwin, Inc., 1985
Pressman, Roger.
1992
Software Engineering: A Practitioner’s Approach
Quezon City: Perfect Bound Publishing House, Inc., 1992
Scott, William.
1985
Management. Fifth Edition. Wiley Publishing, Inc. 1985
Sommervile, Ian.
2001
Software Engineering. Wiley Publishing, Inc. 2001
2004
Watson, Richard. Data Management: Database and Organizations.
Manila: National Bookstore, 2004
Wiederhold, Gio.
1985
File Organization For Database Design. 1985
Wiley, John.
2004
Software Design: From Programming to Architecture. Wiley Publishing, Inc. 2004
Vliet, Hans Van.
2001
Software Engineering. Principles and Practice. 2001
Internet sources:
www.youtube.com
www.encarta.com
www.google.com
www.yahoo.com
Impact/Outcomes of the Study
TECHNICAL ASPECTS OF HRIS FOR
UNIVERSITY OF CEBU
The UC-HRIS Intranetwork
Context Diagram
Impact/Outcomes of the Study
Screenshot of the Program
Impact/Outcomes of the Study
Features of proposed UC-HRIS
Save Time & Be Organized
UC-HRIS is the easiest way to
organize the employee files. Store all
confidential information in one place
and say goodbye to filing cabinets and
cumbersome spreadsheets!
Save Money
By tracking all vacations, leaves
and absences never pay for time
that was not earned.
Job Performance Reviews
Track all employee's performance
reviews including past reviews.
Impact/Outcomes of the Study
Other Features of proposed UC-HRIS
Automated Reminders and Alerts
Salary & Job History
Health and Safety Records
Track Vacation, Leaves & Attendance
Document Library
Reporting & Printing
Training, Skills and Awards
Benefits
Impact/Outcomes of the Study
Stage of Development:
Phase 1: Planning, Design/Coding
with
• Works Fast & Easy
• Save Time & Money
• Organize & Reliable
• Maximum File Security
Acknowledgment:
Maraming Salamat po !
(Thank you very much!)
“With God all things are Possible”