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Enhancing Efficiency with HR Information System at MEPCO

Learn how MEPCO adopted HRIS to improve data accuracy, enhance efficiency, simplify processes, and maintain data security for better management.

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Enhancing Efficiency with HR Information System at MEPCO

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  1. HRIS of MEPCO

  2. Company Profile • Largest distribution company (DISCO) of WAPDA • Area of operation: • Sahiwal to Sadiqabad • Bahawalnagar to Bahawalpur • Tounsa Sharif to Rajanpur • And Bordering with Sindh, Balochistan and NWFP map. • Company’s Charter: • Reliability, Quality and Safety of electric power supply to the consumers in its jurisdiction. • Creation of the resources and engineering plans for additions, renovation and augmentation of the distribution system in order to achieve charter.

  3. Vision • To ensure convenient availability of high quality power in area of responsibility, in order to alleviate the poverty, improve quality of life and make the Industrial and Agriculture Sector competitive in the World Market. • Mission Statement • Ensure convenient availability of high quality electric power to the people at affordable price, retaining financial viability of the Company.

  4. Systems in MEPCO These Systems are working in MEPCO in order to facilitate the processes and enhance the efficiency: • Billing • Payroll • HRIS • Financial system • Inventory Management

  5. Before HRIS:Traditional File Based System • Previously manual record keeping. • Accuracy of HR information was an issue. • Information spread to different offices. • Whenever some information was required it took many days to fetch the required information. • Many files were to be searched when the managers want some report. • Huge data storage space was required. • Data security was an issue.

  6. Problems with File Based System: • Up-to-date personal and service record was not available • When a case was initiated, the information had to be constructed from field offices. • Information of Transfer/Posting dealt by field offices was not available • Up-to-date information regarding vacancy position, Contract expiry dates of employees, Seniority & disciplinary cases was not available.

  7. The Solution: “HRIS” • In 2003, HRIS was designed and presented to user department. • The system included features like input forms, output reports and online querying etc. • Separate section (HR Data Cell) was proposed for HRIS. • Software and information security was to be maintained by password protected user access. • Administrator User • Data Entry & Supervisory Users • Manager Users

  8. Development Tools • For development Oracle 8/8i database has been selected to use with Oracle Developer as front end tool under Client/Server Architecture.

  9. Hardware Requirement • One latest server • 07 client P-IV PCs • 01 No. LQ-2180 printer • 01 No. Laser printer • 01 No. scanner

  10. Network Requirements • Client PCs would be connected to the server through the local area network. • LAN will also connect to the MEPCO HQ LAN so that the managers may use this software.

  11. Operating System/Software Platforms • For Server: • Windows 2000 Server • Oracle Database Server • Oracle Developer 8i • For Client PCs: • Windows 2000 Professional • Oracle Developer Runtime

  12. HR Requirement • HR Data Cell under Manager (HR) Staff • 1 AM (Administrator) • 1 Supervisor • 6 Data Entry Operators

  13. Database Creation Employee Information • Unique Employee Code • Picture of employee • Basic Information & Qualification • Service Record (Promotion & Posting) • Contract Status & Company Option • Training & Promotion Exams • Disciplinary Cases& ACR

  14. Database Creation (cont…) Department Information • Department Code • Department Name • Designation Code • No of sanctioned posts

  15. Coding of Employee and departments • Each employee was given unique code in such a way that it identify the officer/official, permanent/ contract employee, technical/non-technical. • Similarly, every department was given a unique code.

  16. Coding of Employees XXXXXXXX Officer/ Official Nature of Job Job Status Serial No.

  17. Coding of departments XXXXXX Sub Division/ RO Company Manager Office Division

  18. Inputs Forms • Following input Performa's were designed for collection of data related to personal and service record of each employee and sanction strength of each department (category wise). • HR Bio Data Input Proforma • Sanction Strength Input Proforma of each department

  19. Bio-data Report Employee Placement of data at proforma Verification By Department Head NO Prints sent for proof reading Yes Management Required reports are provided HR Data Cell Asks for reports Database

  20. The User Interface of HRIS

  21. User Authentication:

  22. User Authentication:

  23. User Authentication:

  24. Updation

  25. Search Employee

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