Design and Implementation of Computerised Staff Remuneration System

Design and Implementation of Computerised Staff Remuneration System

Content Structure of Design and Implementation of Computerised Staff Remuneration System

The abstract contains the research problem, the objectives, methodology, results, and recommendations

• Chapter one of this thesis or project materials contains the background to the study, the research problem, the research questions, research objectives, research hypotheses, significance of the study, the scope of the study, organization of the study, and the operational definition of terms.
• Chapter two contains relevant literature on the issue under investigation. The chapter is divided into five parts which are the conceptual review, theoretical review, empirical review, conceptual framework, and gaps in research
• Chapter three contains the research design, study area, population, sample size and sampling technique, validity, reliability, source of data, operationalization of variables, research models, and data analysis method
• Chapter four contains the data analysis and the discussion of the findings
• Chapter five contains the summary of findings, conclusions, recommendations, contributions to knowledge, and recommendations for further studies.
• References: The references are in APA
• Questionnaire.

Introduction Of Design and Implementation of Computerised Staff Remuneration System

Remuneration is the monetary compensation that one receives exchange for the work or services performed. Typically, this consist of monetary rewards, also referred to as wage or salary. A number of complementary benefits, however, the increasingly popular remuneration mechanism. Thus it is financial compensation received by a officer/employed/staff of an organization. It typically a metric of salary, bonuses, shares of and/or call options on the company stock, benefits, and perquisites, ideally configured to take into account government regulations, tax law, the desires of the organization and the executive and rewards for performance. The past decades starting with the 1980’s saw a dramatic rise in executive pay in the country relative to that of overage workers wage in Nigeria, and to lesser extent in a number of other countries. Observers differ as to whether this is a natural and beneficial result of competitive for scare business talent that can add greatly to stock holder value in large companies/organizations. In a modern corporation Chief Executive Officers (CEOs) and other top executives are often paid salary plus short-term incentives or bonuses. This combination is referred to as total cash compensation (TCC). Short-term incentives usually are formular-driver and have some performance criteria attached depending on the role of the executive.

TABLE OF CONTENTS
                                                                                                                                
CHAPTER ONE – INTRODUCTION
1.0      Introduction          
1.1      Theoretical Background  
1.2      Statement of Problem    
1.3      Aims and Objectives of the Study     
1.4      Significance of the Study
1.5      Scope of the Study          
1.6      Organization of the Research    
1.7      Definition of Terms         

CHAPTER TWO – LITERATURE REVIEW
2.0      Introduction          
2.1      Literature Review  
2.2      Types of Remuneration   
2.3      Types of Reward  
2.4      Objectives of Remuneration     
2.5      Direct and Indirect Pay   

CHAPTER THREE – SYSTEM ANALYSIS AND DESIGN
3.0      Introduction          
3.1      Research Methodology   
3.2      System Design       

3.2.1  Analysis of the Existing System  
3.2.2  Problem of the Existing System –     
3.2.3  Analysis of the Proposed System       
3.2.3.1 Advantages of the Proposed System –    
3.2.3.2 Advantages of the Proposed System – 
3.3      System Design         –     
3.3.1  Input Layout          
3.3.2  Program Flowchart          
3.3.3  Output Format    

CHAPTER FOUR – SYSTEM IMPLEMENTATION AND
     DOCUMENTATION
4.0      Introduction          
4.1      System Design Diagram  
4.2      Choice of Programming Language      
4.3      Analysis of Modules     
4.4      Programming Environment –
4.4.1  Hardware Requirement   –    
4.4.2  Software Requirement   
4.5      System Implementation 

CHAPTER FIVE – SUMMARY, CONCLUSION
  RECOMMENDATION AND
5.0      Introduction          
5.1      Constraints of the Study  –
5.2      Summary    
5.3      Conclusion  
5.4      Recommendation  –        
References   –       
Appendix A (Program Flowchart)   
Appendix B (Source Code)         
Appendix C (Object Code) 

Download Chapters 1 to 5 PDF