HUMAN RESOURCE EMPLOYEE MANAGEMENT SYSTEM IN BESTLINK COLLEGE OF THE PHILIPPINES

Abstract

Bestlink College of the Philippines identified the need to upgrade its Human Resources operations due to the limitations of manual processes. The HR department previously relied on paper records, face-to-face transactions, and spreadsheet-based tracking methods that were inefficient, prone to errors, and difficult to scale. These outdated systems hindered effective management of employee records, performance evaluation, recruitment, and onboarding. To address these issues, this study focused on designing and implementing an automated HR Employee Management System tailored to the institution’s specific needs. The system aims to streamline processes, minimize administrative workload, strengthen data security, and allow HR staff to concentrate on more strategic functions, bringing the institution’s HR practices in line with modern standards. To guide the development of the system, a descriptive research design was adopted, utilizing purposive sampling to gather input from HR personnel, department heads, and administrators. Data was collected through surveys and structured interviews to uncover inefficiencies and challenges in the current HR processes. The system was built using the Systems Development Life Cycle (SDLC) methodology, progressing through the stages of planning, analysis, design, development, testing, and deployment. Continuous stakeholder involvement throughout each phase ensured the system’s functionality, improved user experience, and guaranteed its relevance to the institution’s daily HR operations. The implementation of the system led to notable enhancements in HR functions. Recruitment processes were streamlined through automated applicant tracking and interview scheduling. The onboarding module simplified the integration of new hires by automating task assignments, form submissions, and training timelines. Performance evaluation became more structured, allowing for consistent feedback and ongoing monitoring of employee progress. The introduction of a self-service portal enabled employees to independently access their records, request leave, and update personal information, significantly reducing manual administrative tasks. Furthermore, built-in compliance monitoring tools ensured alignment with institutional policies and labor regulations. To further strengthen the system’s capabilities, future enhancements are recommended, including the development of modules for succession planning, employee engagement analytics, and retention monitoring. Additionally, integration with external platforms such as payroll systems and biometric attendance devices could significantly enhance operational efficiency and data accuracy. Future studies may focus on assessing the system’s long-term effects on organizational performance, employee productivity, and overall job satisfaction.