29-12-2012, 06:43 PM
MANAGEMENT INFORMATION SYSTEM FOR HUMAN RESOURCE ALLOCATION
MANAGEMENT INFORMATION SYSTEM.pdf (Size: 556.47 KB / Downloads: 51)
Abstract
A Managent Information System for Human Resource Allocation has been designed to provide
objectivity in employee - job allocation in indigenous audit and accountancy firms in
Uganda. The system in place, of employee - job allocation lacks objectivity in that it is based
on management’s conviction on an employee’s capability to execute a given job, a method
which creates bias and compromises competitiveness.
The system designed overcomes the above problems by matching jobs to qualified and competent
employees basing on data stored in the database relating to job details and employee
details.
This project has highlighted the importance of Management Information Systems, and in
particular, Human Resource Management Systems. It has addressed an area in human resource
managent which had previously been overlooked.
Introduction
Background to the Study
In Uganda, firms offering audit and accountancy services are regulated by the Institute of
Certified Public Accountants of Uganda (ICPAU).
ICPAU is a professional accountancy body which is the regulatory body of accountants in
Uganda. It was established by The Accountants Act, Cap. 266. The mission of ICPAU
is to develop and promote the Accountancy Profession in Uganda and beyond through an
internationally recognised qualification ensuring high ethical standards and professional accounting
and auditing standards.
According to The Uganda Accountants Newsletter(2006) [15], ICPAU had dully authorised
96 Certified Public Accountants [CPA(U)] firms and 11 Associate Accountants (U) firms as
at 31 December 2005. Indigenous firms form more than ninty five percent of the authorised
firms and these fall under Small and Medium Enterprises (SMEs).
Definition of Key Terms
Management Information System
Management Information System is defined by Que’s Computer User’s Dictionary (1992) [13]
as a Computer System designed to provide management personnel with up-to-date information
on an organisation’s performance. These systems output information in a form that is
useable by managers at all levels of organisation: strategic, tactical, and operational.
Human Resource Allocation
Human Resources is defined by Oxford Advanced Learner’s Dictionary (2000) [12]as people’s
skills and abilities which can be made use of by an organisation. Human Resource Allocation
can therefore be taken to be the matching of employee skills and abilities to particular jobs.
Statement of the Problem
The allocation of staff to jobs in indigenous audit and accountancy firms is not done objectively,
but is based on management conviction as to which employee can competently do the
job, a method which is not only based on management instinct, but also creates mistrust
among employees and has a negative effect on competency and competitiveness.
This project was therefore designed to provide an empirical method of employee - job allocation,
promoting competency, competitivenes and equity(fairness and justice).