ELECTRONIC EMPLOYEE RECORDS AND HUMAN RESOURCES INFORMATION SYSTEM IN NIGERIAN PUBLIC SECTOR.


CHAPTER ONE
1.1 INTRODUCTION
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 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.

1.2 BACKGROUND OF THE STUDY
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: –
(i) 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.
(ii) The formulation of minimum wages low costs and individual legislations increased the need for a team of personnel specialties.
(iii) As the union became more sophisticated and powerful the
need for highly skilled individual relations should increase.
(iv) 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.

1.3 STATEMENT OF THE PROBLEMS.
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 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.

1.4 OBJECTIVES OF THE STUDY
The objectives of this project work include;
• Timely and quality output to managers for decision making
• Providing specific type of output according to specified input
• It also aims at providing a well secure database management system
Most importantly, this project work aims at eliminating the problems
encountered in the manual system of personnel management
operations by the use of this computerized Personnel Management
System software.

1.5 JUSTIFICATION 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 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.

1.6 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; 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.

1.7 LIMITATIONS OF THE STUDY
Due to time constraint, finance and confidentiality of information, program developed covers all aspect of employment, assessment and retirement. What ever is left out is as a result of the stated limitations.

1.8 ASSUMPTION OF THE STUDY
During the process of data collection, information relating to personal management was obtained from Nigeria National Petroleum Corporation Lagos. The information was collected from the admin staff during the course of my industrial attachment. Hence, it is assumed that all the data collected are correct and contains no false information.

1.9 DEFINITION OF TERMS/ VARIABLES
Personnel: It is a department in an organization that deals with
employees records, hiring or retirement.
Management: It is the co-ordination of all the resources of an
organization through the process of planning,
organization, directing and controlling.
Public sector: The industries and services that are owned and
run by the government.
Private sector: The industries and services that are owned and
run by private companies.
System: A method or set of procedures even personnel working
together as a whole to achieve a goal.
Data: Numbers, Text or image which is in the form suitable for
storage in or processing by a computer, or an incomplete
information.
Information: A meaning full material derived from computer
data by organizing it and Interpreting it in a
specified way.
Input: Data entered into a computer for storage or processing.
Output: Information produced from a computer after processing.
Information System: A set of interrelated components that
collect (or retrieve), process, store and
distribute information to support decision
making and control in an organization.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.1 DEFINITION OF 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.
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 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 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. 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.

2.3.1 Functions of an information system

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 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

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.
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 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 e.t.c. 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:
I. Summary reports
II. Exception reports
III. Periodic reports
IV. Demand reports

• 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.
• 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.
• 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.
• 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.
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 1997 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.
(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
means 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;
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
(ii) 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,
• Commitment of workers to their job,
• Training to up date their knowledge
• Finally, provision of the necessary tools for work and other logistic considered quite germane to productivity.

CHAPTER THREE
METHODOLOGY AND ANALYSIS OF THE EXISTING SYSTEM
3.1 GENERAL DESCRIPTION OF THE EXISTING SYSTEM
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 tendency of losing files as a result of theft, fire outbreak, or even technical malfunction.

3.2 FACT FINDING METHODS USED
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

3.2.1 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.
In my research I used the interview method for my 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. I also used a method of observation were I was attentive to all the activities of the department, studying their activities and recording them down on daily basis or as required.

3.2.2 Secondary Source
The need for the secondary sources of data for this kind of project cannot be over emphasized. The secondary data were obtained by me from magazines, Journal, newspapers, library source and most of the information from the library research has been covered in my literature review in the previous chapter of this project.

3.3 OBJECTIVES OF THE EXISTING SYSTEM
The objective of the existing system includes:
1. To keep record of all the staff of Nigeria National Petroleum Corporation in a file.
2. Managing staff performance and promotion of staff.
3. Updating staff records when the need arises.
4. Checking the staff strength of the company.

3.4 ORGANIZATIONAL STRUCTURE

FIG3.1: Organizational Structure

3.5 INPUT ANALYSIS
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:

STAFF ID ………………………………………
STAFF NAME ……………………………………………….
SEX ……………………………………………….
ADDRESS ……………………………………………….
QUALIFICATION ……………………………………………….
PHONE ……………………………………………….
DATE OF BIRTH ……………………………………………….
DATE.EMPLOYED ……………………………………………….
DEPARTMENT ……………………………………………….
LEVEL ……………………………………………….

FIG 3.2: Input Analysis “Existing System”

3.6 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.

3.7 OUTPUT ANALYSIS
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.

3.8 INFOMATION FLOW DIAGRAM

FIG 3.3 : Information Flow Diagram

3.9 PROBLEMS 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.
(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.

3.10 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).
• It is cost effective.

CHAPTER FOUR
DESIGN AND IMPLEMENTATION OF THE NEW SYSTEM
4.1 DESIGN STANDARD
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 meaningful format containing necessary information.
4. Employ a top-down methodology in the design to enable a central control menu for accessing other sub systems.

4.2 OUTPUT SPECIFICATION AND DESIGN
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)
These outputs can be generated as softcopy or printed in hard copy.

4.3 INPUT DESIGN AND SPECIFICATION
Computer is designed in such a way that some times 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.
The new system is composed mainly of two input forms, they include:-
a) Staff recruitment form
b) Assessment form

4.3.1 Staff Employment Form
STAFF ID ………………………………………………….
FULL NAME ………………………………………………
RESIDENTIAL.ADDRESS ………………………………
SEX ………………………………………………………….
DATE OF BIRTH ……………………………………………
MARITAL STATUS …………………………………………
HEIGHT ………………………………………………………
ACADEMIC.QUALIFICATIONS …………………………
AGE ……………………………………………
DATE RECRUITED ……………………………………………
POST ……………………………………………
NEXT OF KIN ……………………………………………
DEPARTMENT ……………………………………………
BASIC SALARY ……………………………………………
PHONE NO ……………………………………………
E-MAIL ……………………………………………
FIG 4.1 Staff Employment Form “New System”
4.3.2 Assessment Form
STAFF ID ……………………………………………
NAME ……………………………………………
DATE ……………………………………………
ASSESSMENT.REPORT ……………………….
FIG 4.2 Assessment Form “New System”

4.4 FILE 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.

4.4.1 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
HEIGHT TEXT 10
DATE RECRUITED DATE\TIME 8
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 4.1 Structure for file “staff”

4.4.2 Structure For File “Assessment”

FIELD NAME DATA TYPE SIZE
ID TEXT 20
NAME TEXT 40
DATE DATE \ TIME 8
REPORT TEXT VARIABLE
TABLE 4.2: Structure for file “Assessment”

4.5 PROCEDURE CHART / DESIGN

FIG 4.3: Top down design of Personnel management information system

4.6 SYSTEM FLOWCHART

FIG 4.4: System Flowchart

4.7 SYSTEM REQUIREMENTS
The requirements needed to implement this system are as follows:
4.7.1 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.

4.7.2 Software Requirements
The software requirements includes:-
• A window 98 or higher version for faster processing.
• Microsoft access database (mdb)
• Visual basic version 6.0.

4.8 PROGRAM FLOWCHART

FIG 4.5: The Main Menu Flowchart
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS.
5.1 SUMMARY
In this project work, I present how personnel roles and functions are administered in an organization. However, I also identified 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.
Once again, I have examined the concept of personnel management and I feel that 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 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, technical malfunctions as stated in the problem this new system will eradicate. And also the organization has to take care of its employees in order that they could contribute their quotas towards achieving individual and organizational goals.

5.3 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 to a practical minimum level. This is because we cannot do without personnel management in any organization. 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 brighter chances of better career prospects in the enterprise and at the same time, self actualize himself.

BIBLIOGRAPHY
Agwu,A.A (1999). Functions and objectives of Personnel
Management. 2nd ed., Akwa: Optimum Publisher

Anyanwu, G. (2003). Review of Personnel Management, Management
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Barnes, J.G and Cumby, C.(2000). The Cost Of Quality In Service-
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Through Improved Cost Information. Vol 6, San Diego
Conference.
Bachelor, J. (1985). Management Information System, Daily Improvement
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Burkingham, H. (1998). Information system analysis.
California: Olive Publishers
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Edward, T.(2005). Preview Of Personnel Management
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Flippo, A.(2000). Personnel Management. London: Hallmark Press
George Wills (2003). Management Information System,.
London: Webster Publisher
Gronroos, C. (1990). Service management And Marketing,
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Jamie, K. and John, G. (2007). Personnel Management And
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Laudon .J.P and Laudon K.C. (1991). Functions Of
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Microsoft Corporation (2004). Programmer’s Guide, Microsoft
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Microsoft Encarta (2008). Personnel Management. New York City:
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Mihir, B. and Phillip, R. (2005).Introduction To Modern
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Unamka and Ewurum (1995). Personnel Management
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APPENDICES

APPENDIX A

“WELCOME SCREEN”

Picture 1:Welcome Screen

APPENDIX B

“INPUT FORM”

Picture 2:Input Form

“ASSESSMENT FORM”

Picture 3: Assessment form

APPENDIX C

“OUTPUT FORM”

Picture 4:Output Form

APPENDIX D

“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
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
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”)
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”
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 nnpc@nnpcgroup.com ”
End Sub
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

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
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()
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
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
.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
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
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
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
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 = 6600 Then
Text1.Text = “”
Text2.Text = “”
Text1.Enabled = True
Timer6.Enabled = False
End If
End Sub
Private Sub Timer7_Timer()
Label19.Caption = Time
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

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