HOPE UNIVERSITY
COLLEGE
Advanced Database Management Systems
Members
1. Kotto Fiako Sadi 102835
2. Maria Kemal 102940
3. Melat Mussie 103098
4. Meskelem Genety
5. Siyane Kemal 102939
Project: Humain Resource Management
INTRODUCTION
Human resource management (HRM), the management of work and people towards desired
ends, is a fundamental activity in any organization in which human beings are employed. It
is not something whose existence needs to be elaborately justified: HRM is an inevitable
consequence of starting and growing an organization. While there are a myriad of variations
in the ideologies, styles, and managerial resources engaged, HRM happens in some form or
other. It is one thing to question the relative performance of particular models of HRM in
particular contexts or their contribution to enhanced organizational performance relative to
other organizational investments, there need to be regular reviews of the state of formal
knowledge in the field of HRM.
The impact of HRM on organizational performance and employees' experience of work. In
the last ten years, the connections between HRM and the study of strategic management
have deepened and links with organizational theory/behavior have grown.
In short, HRM is the process of recruiting, selecting employees, providing proper
orientation and induction, imparting proper training and developing skills. HRM also
includes employee assessment like performance appraisal, facilitating proper compensation
and benefits, encouragement, maintaining proper relations with labor and with trade unions,
and taking care of employee safety, welfare and health.
The Scope of HRM
The scope of HRM is very wide. It consists of all the functions that come under the banner
of human resource management. The different functions are:
Human Resources Planning: It is the process by which a company identifies how many
positions are vacant and whether the company has excess staff or shortage of staff and
subsequently deals with this need of excess or shortage.
Job Analysis Design: Job analysis design is a process of designing jobs where evaluations
are made regarding the data collected on a job. It gives an elaborate description about each
and every job in the company.
Recruitment and Selection: With respect to the information collected from job analysis, the
company prepares advertisements and publishes them on various social media platforms.
This is known as recruitment. A number of applications are received after the advertisement
is presented, interviews are conducted and the deserving employees are selected. Thus,
recruitment and selection is yet another essential area of HRM.
Orientation and Induction: After the employees are selected, an induction or orientation
program is organized. The employees are updated about the background of the company as
well as culture, values, and work ethics of the company and they are also introduced to the
other employees.
Training and Development:Employees have to undergo a training program, which assists
them to put up a better performance on the job. Sometimes, training is also conducted for
currently working experienced staff so as to help them improve their skills further. This is
known as refresher training.
Performance Appraisal: After the employees have put in around 1 year of service,
performance appraisal is organized in order to check their performance. On the basis of
these appraisals, future promotions, incentives, and increments in salary are decided.
Compensation Planning and Remuneration: Under compensation planning and
remuneration, various rules and regulations regarding compensation and related aspects are
taken care of. It is the duty of the HR department to look into remuneration and
compensation planning.
Features of HRM
• It is pervasive in nature, as it is present in all industries.
• It focuses on outcomes and not on rules.
• It helps employees develop and groom their potential completely.
• It motivates employees to give their best to the company.
• It is all about people at work, as individuals as well as in groups.
• It tries to put people on assigned tasks in order to have good production or results.
• It helps a company achieve its goals in the future by facilitating work for competent
and well-motivated employees.
• It approaches to build and maintain cordial relationship among people working at
various levels in the company.
Basically, we can say that HRM is a multi-disciplinary activity, utilizing knowledge and
inputs drawn from psychology, economics, etc.
1. List of HR Objects
INDEX
EMP_DEPARTMENT
EMP_EMP_ID_PK
EMP_JOB_FK
EMP_MANAGER_FK
DEPT_ID_PK
JOB_ID_PK
JHIST_DEPARTMENT
JHIST_EMP_ID_ST_DATE_PK
JHIST_JOB
COUNTRY_C_ID_PK
LOC_DEPARTMENT
LOC_ID_PK
REG_DEPARTMENT
REG_ID_PK
PROCEDURE
ADD_JOB_HISTORY
SECURE_DML
SEQUENCE
DEPARTMENTS_SEQ
EMPLOYEES_SEQ
LOCATIONS_SEQ
TABLE
EMPLOYEES
EMPLOYEES
JOBS
JOB_HISTORY
COUNTRIES
LOCATIONS
REGIONS
TRIGGER
SECURE_EMPLOYEES
UPDATE_JOB_HISTORY
VIEW
EMP_DETAILS_VIEW
2. HR Table Description
Table HR.Employees
Attributes Index Daya Type
EMPLOYEE_ID NOT NULL INTEGER
PRIMARY KEY
FIRST_NAME VARCHAR(20)
LAST_NAME VARCHAR(25)
EMAIL VARCHAR(20)
PHONE_NUMBER VARCHAR(20)
HIRE_DATE DATE
JOB_ID FOREIGN KEY VARCHAR(10)
SALARY IINTEGER
COMMISSION INTEGER
MANAGER_ID FOREIGN KEY INTEGER
DEPARTMENT_ID FOREIGN KEY INTEGER
Table HR.DEPARTMENTS
Attributes Index Data Type
DEPARTMENT_ID NOT NULL INTEGER
PRIMARY KEY
DEPARTMENT_NAME INTEGER
MANAGER_ID INTEGER
LOCATION_ID INTEGER
Table HR.JOBS
Attributes Index Data Type
JOB_ID NOT NULL VARCHAR(10)
PRIMARY KEY
JOB_TITLE VARCHAR(35)
MIN_SALARY INTEGER
MAX_SALARY INTEGER
Table HR.JOB_HISTORY
Attributes Index Data Type
EMPLOYEE_ID PRIMARY NOT INTEGER
NULL
START_DATE PRIMARY KEY NOT DATE
NULL
END_DATE DATE
JOB_ID NOT NULL VARCHAR(10)
DEPARTMENT_ID NOT NULL INTEGER
Table HR.COUNTRIES
Attributes Index Data Type
COUNTRY_ID NOT NULL VARCHAR(2)
PRIMARY KEY
COUNTRY_NAME VARCHAR(40)
REGION_ID NOT NULL INTEGER
Table HR.LOCATIONS
Attributes Index Data Type
LOCATION_ID NOT NULL INTEGER
PRIMARY KEY
STREET_ADDRESS VARCHAR(40)
POSTAL_CODE VARCHAR(12)
CITY VARCHAR(30)
STATE_PROVINCE VARCHAR(25)
COUNTRY_ID NOT NULL CHAR(2)
Table HR.REGIONS
Attributes Index Data Type
REGION_ID NOT NULL INTEGER
PRIMARY KEY
REGION_NAME VARCHAR(25)
3. Cross referencing transactions and relations
Transaction/ A B C D
Relations I R U D I R U D I R U D I R U D
Employees X X X
Department X
Jobs X X X X X
Jobs History X X X X
Countries X X
Locations X X
Regions X X
