CHAPTER-2-Human Resource Management System

Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila
Chapter 2
Review of Related Literature and Studies
This chapter presents specific different studies and literature of both foreign
and local researchers, which have a major effect on the variables used in the
research. It focuses on several factors that will help to grow this study. In general,
the thesis focuses on the feasibility of developing an Human Resource Management
System. The literature of this review come from books, papers, documents,
electronic resources, e.g. PDF or E-Book, and other current theses and
dissertations, both foreign and local, which are believed to be useful in the
development of knowledge of the research.
2.1 Related Literature
2.1.1 Foreign Literature
According to Sarah Dwyer an effective HRIS provides accurate and timely
data about health workforce. While some states continue to maintain HRH data on
paper, other states have initiated efforts to computerize the data either trough simple
Excel-based spreadsheets or more sophisticated web-based HRIS. This aim of

these initiatives is to use the HRIS data to improve recruitment, deployment, and
training of health workers to expand access, quality, and use of health services.
Where an integrated web-based HRIS is in place, such a system can help track
individuals as they move through the health workforce system, improved the
accuracy and availability of HRH data, allows sharing of information across sectors
to gain a national workforce perspectives, simplify data analysis and generation of
reports, project workforce needs in the future, monitor training requirements and
licensing status, and decrease the labor and effort required to maintain the
enormous amount of information generated.
According to Muhammad Suleman (2018) using of data generated through
the Health Management Information System (HMIS) in decision making has been
facing various challenges ever since its inception in Pakistan. This descriptive
qualitative study attempts to explore the perceptions of health managers to identify
the status and issues in use of HMIS. Overall 26 managers (all men, ages ranging
from 26 to 49 years; selected from federal level (2), provincial (4) and seven
selected districts (20) from all four provinces) were interviewed face to face. The
respondents identified a number of hurdles resulting in non-use, misuse and disuse
of data. These included limited scope of HMIS, dubious data quality, political motives
behind demand of data and an element of corruption in data reporting etc. A great
deal of political and administrative will is required to institutionalize transparency in
decision making in health management and HMIS is an important tool for doing so.
Appropriate legislation and regulations are needed to create a conducive policy
environment that would help in changing the existing decision making culture. The
effective use of information requires that besides capacity development of district
health managers in understanding and use of data, the higher level decision makers
are provided with relevant data timely and in an easily understandable. Azad Jammu
& Kashmir is considered as one of the province of Pakistan. Recently IT was
introduced in Education sector. But mostly the organizations have traditional HR
system. All the public sector organizations have traditional system.
The study is based on the previous studies. But unfortunately no study has
done earlier in AJ&K. HRIS is planned predetermined course of action that reflects
organization objectives. With the changing dynamics of business, human resources
now play the role of strategic partner. HRIS is about improving processes and
changing behavior is not just implementing technology, it is about consolidating,
streamlining, re-engineering and automating manual HR processes, gathering,
managing and delivering business related information to those who need it,
employee and manager access to HR information and services organizational
development is being directly linked to HR development (Ali Asim). HRIS is an
efficient and responsive system for managing the human resources. HRIS are of
three types such as Electronic data processing (data processing, data, storage,
processing payroll and basic personnel information, MIS management information
system and third is decision support system.

The HR department in London owns and supports the European HRIS for the
portion of the company that will be integrated into the U.S. HRIS. Their current
system lacks proper controls and received an unsatisfactory internal audit. It was
determined that the system would require extensive changes and that it would be
more cost effective to replace the system than to make the changes. The London-
based HR office selected an HRIS implementation partner, Limited Experience, Inc.,
to facilitate the integration. The firm has no knowledge of the U.S.-based system and
has relatively little experience with integrating part of an HRIS into an already
existing system. The London-based HR office has provided the project manager for
the integration, Frankie. Frankie has knowledge of the European HRIS but no
experience with IT projects and the current U.S.-based HRIS. Limited Experience,
Inc. has provided a co-project manager, Pat. Pat has never led a project of this size
nor does Pat have knowledge of the U.S. system or how current HR projects would
affect their project. In the end, Frankie and Pat ended up being co-project managers,
though Frankie was more of the lead.
2.1.2 Local Literature
According to the DILG-NCR’s Human resources information system, its continuing
effort of advocating paperless mode of transaction, the Department of the Interior
and Local Government – National Capital Region (DILG-NCR) started another

innovation through the Human Resources Information System (HRIS).The Human
Resources Information System (HRIS) is a web-based system that aims to organize
all the data of every personnel. The goal of the HRIS is to lessen the loads and
paper generated from every transactions, hasten the process of operation and at the
same time ensure all the files from the Personnel Section are efficiently organized
and readily available in just a snap. Through the collaboration with the Regional
Office’s IT Consultant, Engr. Martin Angelo Dideles of Info active IT and Engineering
Solutions, the system was developed. The Data Capture Form in this system was
based on the Civil Service Commission (CSC) Form; the Personal Data Sheets
(PDS) which all Personnel will update their information every year is available in the
HRIS. Last September 12, 2013 twelve (12) participants attended the HRIS training
at LGRRC Conference room was able to understand how the system works and the
advantage of the web-based HRIS. Some of the notable benefits of the HRIS are: 1)
The employees could update the Trainings attended anytime they want; 2) Once the
they logged in to the system, they will easily find all their available leave credits, their
service records, the e-copy of their appointment and their other necessary papers; 3)
The Personnel Section could easily search the Type of Blood, competencies and
expertise of every employee.
The Provincial Government of Bulacan’s Human Resources Office (PHRMO)
is responsible for, among other services, the maintenance of records associated with
payroll preparation and processing. They are also responsible for maintenance of
201 file for each individuals. Among the significant services brought about by the
PHRMO through the use of HRIS, on top of the list is the fast and accurate
processing of pertinent employee’s record like services records and payroll. Through
the automatic computation facility and integrated time keeping system, processing
time to determine leave credits, which is necessary for computation of pay of
employee’s who have absences, and processing time to prepare remittances for
GSIS, PAG-IBIG, and MEDICARE are very well addressed. This system did not only
empower the employee’s and increased their productivity, but also became a tool to
eliminate red tape. Through HRIS, response time to employee request is admirable.
Human Resources Information System in Bohol , an electronic system set
up in 2006 and enhanced through the years for managing personnel records based
on Civil Service Form 212 (Personal Data Sheets) and producing reports/documents
for the following purpose, managing, analyzing and reporting of all employee
information; payroll integration; computerized daily time record linked to biometric
device (daily time record); and online access to leave credits and balances, including
leave of absences application.
2.2 Related Studies
2.2.1Foreign Studies
The 2013 National Restaurant Industry Survey represents the first national
employer survey of work and human resource management in the U.S. Restaurant
Industry. It documents the range of practices adopted by employers and how those
practices affect turnover and employment stability – problems that are endemic
across the industry. They examined management practices and outcomes in four
customer segments: fine upscale dining, casual fine dining, moderately priced family
restaurants and fast food / quick service restaurants. High levels of employee
turnover are problematic in restaurants serving all four customer segments – leading
to higher employee costs and lower service quality and organizational performance.
In fact, the survey data demonstrates that better human resource practices can
reduce employee turnover almost by half.
They surveyed restaurants in the 33 largest metropolitan areas of the country,
where wages and the cost of living are likely to be higher than in smaller cities and
towns – and where higher competition is likely to drive employers to invest more in
employees in order to compete more effectively on quality and service. Over half of
these restaurants are located in states with tipped and non-tipped minimum wage
rates that are considerably higher than the federal minimum rates. Thus, the wages,
human resource practices, and turnover reported by managers in this sample should
represent somewhat better conditions than those found in a nationally representative
study. Nonetheless, even in this sample, the proportion of restaurants that adopt
better human resource (HR) practices and invest in the workforce is modest. Several
findings are noteworthy.

According to National Survey, the first national employer survey of work
and human resource management in the U.S. restaurant industry, they conducted a
telephone survey of managers in 1,150 restaurant establishments across the
country. Managers in each workplace provided information on the types of
customers served and restaurant characteristics. They reported the number and
types of employees providing front-and-back-of-the-house services. For this report,
front-of-house employees include servers, bartenders, hosts, bussers, runners,
barbacks and cashiers. Back-of-the-house employees include line cooks, prep
cooks, dishwashers and potters. For each of these groups, managers reported on
their human resource practices – including staffing and selection, training and
development, compensation, and the organization of work. Performance outcomes
such as turnover and employment tenure were also addressed. In this report, we
provide an overview of the restaurants included in our study as well as our findings
regarding the use of different management practices and their relationship to key
outcomes.
According to Human Resource Management for the hospitality and
tourism industries written by Dennis Nickson, there are arguments for best fit
advocate a close fit between competitive strategies and Human Resource
Management, those in favor of best practice approaches to HRM suggest that there
is a universal ‘one best way’ to manage people. By adopting a best practice
approach it is argued that organizations will see enhanced commitment from
employees leading to improved organizational performance, higher levels of service

quality and ultimately increased productivity and profitability. Usually couched in
terms of ‘bundles’, the HRM practices that are offered in support of a high
commitment and performance model are generally fairly consistent. For example,
Redman and Matthews (1998) outline a range of HR practices which are suggested
as being important to organizational strategies aimed at securing high-quality
service:
2.2.2 Local Studies
According to Perocho (2010) Their study sought to develop a system for the
veterinary clinic to secure and manage its data. Their system is designed for easy
and quick retrieval of records. Also, it is designed for the pet owner to monitor billing
status and to make an appointment with the veterinarian. The Web-based Integrated
Information System for Phoenix Veterinary Clinic efficiently works as designed. The
system is an important tool to the clinic because it provides the clinic reliable and
most secured data preservation. With the system, the clinic can daily operate more
efficiently as it manages information electronically. Information can easily be stored
and retrieved. The system is designed for easy and quick retrieval of records.
Calucin (2018) studied and implement The Web-Based Records Management
for St. Paul University of Quezon City was developed in order to ease the workloads
and other hassles of the doctors, nurses, and students of the school. The purpose of
this research is to provide a functional Web-Based system that can assist the
doctors and nurses in their daily processes, such as keeping track of patient records,
monitoring inventory levels, sending SMS messages, etc. while benefitting students
in terms of setting their desired appointments in accordance to their educational and
personal schedule. The system had been evaluated by 20 end-users and 10 experts
from the field of Information Technology using the ISO 25000 questionnaires for
software quality. Based on the evaluation, the system passed in software quality.
The developers concluded that the desired end-users are able to utilize the system
as it was meant to be used.
According to the above statement, there have been a significant advances in
medical technology used in patient treatment and care. The Intensive Care Unit
(ICU) in an acute hospital is designed to treat the most complex and unstable
medical and surgical patient.
According to Ms. Venus Papilota Diaz, information technology student, that
health is important. One place that we can rely on is the so called "Clinic" that
provides primary aid and care that will eliminate or at least lessen up our difficulties
when in pain. When the transaction of recording the patient's information is more
quickly it will help rapidly the medical staffs in their leverages to assist the Dentist to
care for their patients.

In this modern era, everyone is more educated in using online devices. So
this study will create a connection between people and healthcare professionals.
According to Sanjana (2019), online scheduling systems are also known in many
names such as online booking applications, online scheduler, online scheduling
software, and more. It is one of the most commonly used web-based applications
and enables individuals to securely and conveniently book their reservations and
requests online via a laptop, tablet, smartphone, computer, and other web-
connected devices. Anyone can access the online appointment management system
via the URL provided by the healthcare or medical facility or through a “Book Now”
button on the website. Once the time and date are selected, the system confirms the
bookings automatically and also records them within the system instantly without
any intervention from the staff.
Based on the study of Haque S. (2017), The system makes its process
efficiency higher and reduces the number of people in waiting rooms, the system
also helps to maintain social distancing and at the same time, it also helps patients
to approach a doctor and create an appointment with them without facing long
queues and without long exposure outside.
Dr. Francia (2020) also said “We all know that modern clinics are now
operating at great pace striving to serve as many patients as possible with the best
of their abilities. But as the years rolled by, prescriptions, billing and appointment
schedule, is no longer practical.” Today, everyone needs to adopt the new normal.
People need to lessen the interaction to each other to prevent the virus spread.
Patients will benefit because the system will ensure that the user will go to the clinic
with assurance that the doctor, they are looking for is there to consult.
The Web based Online Clinic Appointment System is replaced by the
traditional appointment reservation program, where patients are the primary
beneficiaries. Hospitals and medical centers will definitely have a better appointment
scheduling mechanism as well as precise control over doctor's schedules and
employee productivity. The benefits would be time savings for both patients and
physicians, and it will be very easy for administrative staff to handle both
appointments and paperwork. Online appointment schedules will reduce the
If a resigned staff come back and rejoin in K/3 HR System checks ID Card
Number and lists all the history of the staff, which helps the manager make proper
decision.
The concept of human resource management first appeared in the 1980’s
and the use of the term grew in the 1990’s. Initially, writers in the field focused on
trying to distinguish between personnel management and HRM, but according to
Boxall and Purcell (2008) HRM has, in spite of the lack of clarity over definition,
become the most popular term to refer to the activities of managers in relation to
people management.
The glance through any journal relating to human resource management
nowadays, will find countless advertisements relating to the various ways that
information technology can assist those in HR department to do their jobs. These
include systems for e-recruitment, online short listing of applicants, online
performance management and appraisals, e-learning, online psychometric testing,
as well as IT systems to help with payroll, employment data, recruitment
administration, references and pre-employment checks. There are also large
organizations which use HR shared service centers where they bring many of the
HR services together and use technology such as e-mail, a company intranet or
telephones to provide HR information in order to deal with HR queries and provide
expert advice for people working at various sites, sometimes in different countries.
The increase use of information technology is already having all of these
effects, at least to some extent. For many HR managers, IT for routine tasks frees
them from more mundane tasks, so they have more time to think strategically.
Increasing use of IT has also ensured a much greater amount of information is
available on which to base decisions and to plan for the future.
2.2. Local Studies
According to Vivien T. Supangco in her Strategic HR Practices in Some
Organizations in the Philippines research study, strategic human resource (HR)
practices in a convenience sample of organizations in the Philippines and compares
result of Cranet (Cranfield Network) surveys conducted in 2003 and 2008.
Characteristics of sample organization as well as their strategic planning process

generally obtain, but involvement of HR from the outset of business strategy
formulation does not yet characterize the majority of this organization.
HR practices that have basically remained the same include among
others, the following, the most common source of HR head is HR specialist from
outside the organization, and responsibility of HR policy decisions is shared between
HR and Line managers.
On the other hand, a few practices have changed in the following
manner: increase in the application of HRIS (Human Resource Management
System) in payroll, time and attendance, but decrease in application in recruitment
and selection. In addition, performance appraisal is practiced across all staff
categories in 2008; in 2003 only the managerial and professional/technical workers
are generally appraised through formal system.
The Provincial Government of Bulacan’s Human Resources Office
(PHRMO) is responsible for, among other services, the maintenance of records
associated with payroll preparation and processing. They are also responsible for
maintenance of 201 files of each individual employee.
Among the significant services brought about by PHRMO through the use of HRIS,
on top of the list is the fast and accurate processing of pertinent employee records
like service records and payroll. Through the automatic computation facility and
integrated time keeping system, processing time to determine leave credits, which is
necessary for computation of pay of employees who have absences and processing
time to prepare remittances for GSIS, PAG-IBIG and MEDICARE are very well
addressed. This system did not only empower the employees and increased their
productivity, but also became a tool to eliminate red tape. Through HRIS (Human
Resource Information System), response time to employee request is admirable.
Human Resources Information System (HRIS) formerly Personnel
Management Information System consists of areas in Local Governance:
 eAdministration (Support Services/Administrative Services and Human
Resource Management)
 eServices (Payroll Processing and Records Management)
The HRIS is a LGU type, locally used by Provincial Government of Bulacan. Its
functions are to give innovative services in maintenance of personnel records,
payroll management and processing and biometrics time keeping.
Human Resource Innovations and Solutions, Inc. (HURIS) is a Philippine-
based Knowledge Process Outsourcing (KPO) and Consultancy company that
started in 2005 by seasoned HR and IT Professionals. It is a complete HR solutions
provider that enables business transformation through advanced methodologies and
information technology.
The company specializes in providing Business Partners with superior
technological solutions and high level outsourcing services across all functional
areas of Human Resources. The company’s main thrust is to provide the Business
Partners assistance in the design, management, development and streamlining of
systems, functions, procedures and processes to increase organizational efficiency

and maximize internal resources with the use of local HR Management Systems and
high level HR Outsourcing services. Their products are Attendance Monitoring
System (AMS), Human Resource Management System (HRMS), integrated
Cooperative Management System (ICMS), Payroll System and ePayslip. The
services they provided are HR Knowledge Process Outsourcing (HR – KPO), Payroll
Business Process Outsourcing, Special Projects (HR Audit / Benchmarking,
Performance Management, Pre and Post Retirement Programs and etc.
In the article created by Dr. Divina M. Edralin, a full-time professor on
Business Management Department of De La Salle University about issues in human
resource management and approaches to their solution, she mentioned that it is an
acceptable fact that the success of an enterprise is tied to the competence and
effectiveness of the people who work in and with the organization. And therefore, if
the people are genuinely to be a sustainable source of distinctive competitive
advantage of Philippine companies in the next millennium, the underlying principles
that management must adhere to in the strategic planning and implementation of
approaches in resolving issues in human resources management are: (1) Respect
for the rights and dignity of workers, (2) Concern for the general welfare and security
or workers; and (3) Recognizing that people are valued stakeholders of the
enterprise.
There is no “one best” approach for any given industry or firm. The greatest
challenge for businesspeople is to understand the, and use a nexus of, diversified
approaches which are labor-friendly and concomitantly focused on achieving
organizational goals through technological (production processed), structural (roles
and relationships), managerial (administrative actions), and people (human
resources can be educated, trained, coached, and counseled) transformation of
renewal.
This is the Renewal-Driven HRM paradigm shift that Filipino
managers/owners can seriously consider to address core issues and problems in
human resources management that have impeded Philippine industries and deterred
them from pursuing appropriate and doable approaches that will enable such firms
to be globally competitive at the turn of the millennium.
The Government Human Resource Information System (GHRIS) project is
envisioned to provide the Philippine National Government with a comprehensive
human resource management information system for all of its 1.7M national
government employees. The GHRIS application and data is to be centralized and is
accessed through a friendly and intuitive interface via a computer web browser. The
GHRIS application should have the capability to be accessed at over 1,500 various
locations within the Philippines, with some locations having limited electrical and
networking capability.
The system should be able to initially support 10,000 operational users with
the ability to expand to cover 1.7M users should the Employee – Self Service be
activated. Access to the system should be controlled and restricted to individual
accounts using unique personal login information. The ability to define levels of user
access rights within the system and other strong security features and measures are
required functions.
In its finalized implementation, the GHRIS system should handle the
complete lifecycle of all national government employees including their initial entry
into service, to their retirement or separation which includes the following HR actions
such as recruitment and hiring, promotions, retirements, awards, evaluations,
casualty operations, calculations for re-contracting requirements, retention,
assignments, training, schooling, finance, absences, personnel assigned equipment
and other associated personnel actions specific to the different agencies and
common within the government. The system should also support and streamline
lengthy approval processes by providing an efficient and timely method of approving
and tracking actions.
2.3 Details of Software to be Used
Figure 1. SQLite
SQLite is a C-language library that implements a small, fast, self-
contained, high-reliability, full-featured, SQL database engine. SQLite is the most
used database engine in the world. SQLite is built into all mobile phones and most
computers and comes bundled inside countless other applications that people use
every day.
Figure 2. NetBeans IDE
NetBeans IDE is a free and open source integrated development environment
for application development on Windows, Mac, Linux, and Solaris operating
systems. The IDE simplifies the development of web, enterprise, desktop, and
mobile applications that use the Java and HTML5 platforms.
Figure 3. Microsoft Edge

Microsoft Edge is a cross-platform web browser developed by Microsoft. It
was first released for Windows 10 and Xbox One in 2015, then for Android and iOS
in 2017, for macOS in 2019, and as a preview for Linux in October 2020.
2.4. Synthesis and Relevance to the Study
The above related studies are all significant to the proponents’ recent
project development. The essential researched related studies above and the
proponents’ project focused on Human Resource Management System and its
divergent fields. Both discussed the different parts or key areas of human resource
as part of the systematic process of managing employees.
Foreign and local related studies stated common human resource
management key areas or process routines likewise to the proponents’ studies as
part of systematic planning and process in managing employees. The key areas or
process routines are Recruitment and Selection of suitable applicants, Retention,
Evaluation and Probation for appraisals, Monitoring of employees’ profile and 201
Files, etc. The most common focus of all studies is the employees.
One related study stated the acceptable fact that employees are
considered as an asset of one’s enterprise and one of the reasons of its success. So
the management must adhere and improve the strategic planning and
implementation approach when it comes to human resource management. This

related study also shows the recognition of the workers and valued as the
stakeholders of the enterprise.
Another related study shows that human resource management is now
joining and complementing the field of information technology, even in private
enterprise or in government sectors and agencies. The future of Human Resource
Management is now seen as systematic, integrated, computerized and more
innovative. Most of the private enterprise and government agencies are now
implementing Human Resource Management System that can process different key
areas or procedures in a span of short range of time. They can handle multitasking
and increased level of productivity by acquiring the new process.
There are local related studies featured the system or application that can
managed human resource and even payroll. This is the goal of the proponents to
develop a system which can fulfill human resource management tasks and
processes that generically suites to different enterprises. The proponents
researched in local and foreign related studies shows that the Human Resource
Management now deals with the technology to reduce cost of processes, ease the
process, gain productivity and be multitasking and to be globally competitive and
successful on the field they concerned with.
Reference
http://rocunited.org/wp-content/uploads/2014/01/HRPTCS_Cornell
_Report_4.pdf
http://rocunited.org/wp-content/uploads/2014/01/HRPTCS_Cornell
_Report_4.pdf
http://ec.europa.eu/enterprise/sectors/tourism/tourism-business-
portal/documents/business/resources/personnel_management.pdf
http://www.scribd.com/doc/26247206/Mcdonald-s-Strategic-Human-Resource-
Management
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hered/samplechapter/0273740989.pdf
http://journals.upd.edu.ph/index.php/pmr/article/viewFile/2791/2605
vol4no1.pdf
http://www.bulacan.gov.ph/government/pmis.php
http://www.sme.com.ph/member-suppliers/services/suppliers.php ?
page=huris
http://www.sme.com.ph/member-suppliers/services/suppliers.php ?
page=huris
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Pateros Technological College

College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

Review of Related Literature and Studies

the thesis focuses on the feasibility of developing an Human Resource Management

development of knowledge of the research.

2.1 Related Literature

2.1.1 Foreign Literature

According to Sarah Dwyer an effective HRIS provides accurate and timely

Excel-based spreadsheets or more sophisticated web-based HRIS. This aim of

to gain a national workforce perspectives, simplify data analysis and generation of

enormous amount of information generated.

According to Muhammad Suleman (2018) using of data generated through

qualitative study attempts to explore the perceptions of health managers to identify

respondents identified a number of hurdles resulting in non-use, misuse and disuse

deal of political and administrative will is required to institutionalize transparency in

Appropriate legislation and regulations are needed to create a conducive policy

effective use of information requires that besides capacity development of district

& Kashmir is considered as one of the province of Pakistan. Recently IT was

introduced in Education sector. But mostly the organizations have traditional HR

system. All the public sector organizations have traditional system.

organization objectives. With the changing dynamics of business, human resources

changing behavior is not just implementing technology, it is about consolidating,

streamlining, re-engineering and automating manual HR processes, gathering,

employee and manager access to HR information and services organizational

development is being directly linked to HR development (Ali Asim). HRIS is an

processing payroll and basic personnel information, MIS management information

system and third is decision support system.

based HR office selected an HRIS implementation partner, Limited Experience, Inc.,

though Frankie was more of the lead.

2.1.2 Local Literature

According to the DILG-NCR’s Human resources information system, its continuing

effort of advocating paperless mode of transaction, the Department of the Interior

and Local Government – National Capital Region (DILG-NCR) started another

innovation through the Human Resources Information System (HRIS).The Human

Resources Information System (HRIS) is a web-based system that aims to organize

expertise of every employee.

The Provincial Government of Bulacan’s Human Resources Office (PHRMO)

time to determine leave credits, which is necessary for computation of pay of

Human Resources Information System in Bohol , an electronic system set

information; payroll integration; computerized daily time record linked to biometric

leave of absences application.

2.2 Related Studies

reduce employee turnover almost by half.

They surveyed restaurants in the 33 largest metropolitan areas of the country,

represent somewhat better conditions than those found in a nationally representative

findings are noteworthy.

According to National Survey, the first national employer survey of work

telephone survey of managers in 1,150 restaurant establishments across the

country. Managers in each workplace provided information on the types of

types of employees providing front-and-back-of-the-house services. For this report,

front-of-house employees include servers, bartenders, hosts, bussers, runners,

barbacks and cashiers. Back-of-the-house employees include line cooks, prep

development, compensation, and the organization of work. Performance outcomes

According to Human Resource Management for the hospitality and

advocate a close fit between competitive strategies and Human Resource

is a universal ‘one best way’ to manage people. By adopting a best practice

approach it is argued that organizations will see enhanced commitment from

employees leading to improved organizational performance, higher levels of service

quality and ultimately increased productivity and profitability. Usually couched in

as being important to organizational strategies aimed at securing high-quality

2.2.2 Local Studies

efficiently as it manages information electronically. Information can easily be stored

Calucin (2018) studied and implement The Web-Based Records Management