Human resource information system for Cavite State University

• Main Author: Carandang, Charlotte Buenaventura
• Format: text
• Language: English
• Published: Animo Repository 2009
• Subjects: Personnel management > Information technology > Philippines; Personnel management > Information technology; Cavite State University; Computer Sciences; Databases and Information Systems
• Online Access: https://animorepository.dlsu.edu.ph/etd_masteral/3725; https://animorepository.dlsu.edu.ph/context/etd_masteral/article/10563/viewcontent/CDTG004469_P.pdf
• Institution: De La Salle University

Cavite State University (CvSU) started as pioneer Intermediate School in 1906 and elevated into State University in January 22, 1998. As of June 2009, the University has eight colleges and one graduate school in main campus, two integrated Commission on Higher Education (CHED)-supervised institutions and seven branch campuses. As of August 2009, there are 815 academic and 394 non-academic personnel. CvSU aims to raise the level of its functional areas, development of distinctive competencies and management systematization. However, Human Resource Management Office faces several problems such as diffuculty in monitoring the employees’ performance and benefits, identification of career and training needs and making sure that reports are available. The study designed, implemented and evaluated the HRIS that supports the needs of HRMO. Human Resource Information System for Cavite State University composed of six modules designed for the following user types: HR Personnel, Employee, Applicant and Supervisor. Account Management is added to be used by the System Administrator. The objective of HRIS for CvSU is to solve the problems encountered by the HRMO. The combined features of the system achieve these objectives by: 1) providing entry screen to record employee information, subordinate and supervisor ratings; 2) design employees specialization and training requirements; 3) ability to track employees’ history, job information and training activities; and 4) produce reports from the collected data. Rational Unified Process is an iterative, requirements driven, architecture centric approach and incremental development process in which the system is developed and released in pieces. The following milestones are concluded at the end of each phase: Lifecycle Objective, Lifecycle Architecture, Initial Operational Capability and Product Release. The first phase of the methodology, Inception Phase identifies the problems and functional requirements of the Office. Vision document, Use Case Model, Glossary, Business Case, Risk Assessment and Iteration Plan for Elaboration are produced. Elaboration Phase requires the analysis of the problem domain and establishment of Architecture foundation. Prototypes, Updated Use Case Model, Design and Data Model and Iteration Plan for Construction are produced. Construction Phase focuses on the development of final system. Emphasis is to prioritize the requirements and completion of the specification, analyze, design solution, code and test the system. Final system, Updated Use Case Model as well as Data and Date Model are produced. The last phase: Transition focuses on delivering the final system into production. Minimal additional functionalities and errors are corrected and implemented. An overall mean of 3.79 out of 4.0 in the user acceptance tests ascertains that the system provides all the functions needed by the Office. Based on the results obtained and the qualities of the methodology, the proponent concluded that the RUP is an applicable methodology for developing a Human Resource Information System.