3.

1 SOFTWARE REQUIREMENTS SPECIFICATION

3.1.1 Introduction This Software Specification requires the proponent to follow and maintain the required Hardware Specifications for the System program to run to its core standard and top performance state. This fulfilling requirements may have intend to a lot money involve. We used this requirements and specification for the system to fully generate and well clarified the main features inside the system. 3.1.1.1 Goals and Objectives This System Specification Requirement (SSR) describes the requirements and specifications Human Resource Management System. The main goal is to achieve those entire needed requirement as completely as it requires. The main objective is intended for users and owners of high-performance clusters, cluster management software and employees evaluation could be achieve with gaining the required Software Specifications. 3.1.1.1 Statement of Scope The Human Resource Management System is intended to work as an System tool for the queuing, scheduling and resource managing module of the Human Resource Department, As part of the project, the Human Resource will manage all the transaction, sequential and main functionalities inside the Department. It will hold the Employees evaluation of their performance and monitor their individual work rate. To provide HRMS to users, there will be no mechanism for users to interact with each other, and bargain on the use of resources according to their considerations, as is provided in a grid-computing environment.

3.1.1.1 Software Context The system context is a fundamental artifact in the software architecture of a system. Developing the system context view is important, because this view is used as a mechanism to trace back to the business context, and downstream to the functional and operational architecture. We shall provide a brief overview of the business context to understand why traceability to it is important.

3.1.1.1 Major Constraints The current constraints on the project are related to the provision of hardware resources to implement and test a high-performance cluster. For better performance analysis, a larger number of dedicated workstations would be beneficial. For testing purposes, a simulating tool needs to be used which may have to be specially designed if a generic one is not readily and freely available. Another constraint is that during the testing we assure to see that all the possible flaws and errors to be occurred may fix and handled.

3.1.2. Usage Scenario 3.1.2.1 User Profiles

The following definitions describe the actors in the system. Administrator An administrator has the responsibility for registering new employee and applicant. They have the right to view and change password of the users. An employee can become an administrator, supervisor, or a user of the system. An employer is responsible for registering new applicant and to recruit more. A supervisor is responsible for making evaluation in his/her fellow subordinates. The system refers to the computer hardware and software that controls the application. It accepts user inputs, displays user outputs, and interfaces to the web server through the internet. The web server is a remote computer system that maintains the database and serves Web pages to the system.

Employee

Employer

Supervisor

System

Web Server

3.1.2.1 Use Cases The following use-cases are typical interactions between the external environment and the internal software system. Each use case is described in section 2.2.2. 1. Log onto system 2. Interview applicant 3. Hire applicant 4. Enter applicant information 5. Train employees 6. Update employee information

7. Recruit new applicants 8. Assign office for employee 9. Employee attendance 10. Evaluate the employee performance 11. Assign salary grade for employee position 12. View account information 13. View Report 14. Create new user profile 15. Promote an employee

3.1.2.2.1 The use case diagram in Figure 1 shows six actors that were described in section 3.1.2.1. In order to minimize the complexity of this diagram several connections were left out. For instance, every use-case will typically involve an interaction with web server and the system.

Figure 1: Use-case Diagram of Human Resource Management System

3.1.2.2.2 Use-Case Descriptions Use-case: Primary Actor: Goal in context: Preconditions: Trigger: Scenario: Log onto the system Employer To gain access to the system The employer has a valid username and password An employer needs access to the system to manage employee. 1. The system prompts the employer for their username and password. 2. The employer enters their username and password. 3. The system sends the username and password to the Web server. 4. The web server sends back the password registered to the username, 5. The system verifies the password and sets the users authentication. 6. The employer is given access to the system to manage employees. Exceptions: The username and password cannot be verified.

Use-case: Primary actor: Goal in context: Preconditions: Trigger: Scenario:

Interview applicant Employer To interview the new applicant The applicant must be qualified for the job interview
The applicant has complete requirements to be qualified for the job

1. The applicant submits complete requirements 2. The employer contacts the applicant for job interview 3. The employer will hire the applicant if he/she passed the interview 4. The applicant will become an employee.

Exceptions:

The interview must be on time.

Use-case: Primary actor: Goal in context: Preconditions: Trigger: Scenario:

Hire applicant Employer Enter information of the new employee and assign his/her office The applicant passed all his/her requirements. The applicant is qualified for the job 1. The employer accepts the applicant 2. The employer will assign for the new employees office

Exceptions:

The employer passed the applicant.

Use-case: Primary actor: Goal in context: Preconditions: Trigger: Scenario:

Enter applicant information Employer Enter all information, skills and training of the applicant The applicant must be 18 years old and above An applicant must complete all his/her information 1. The applicant gives his/her resume during the interview 2. The applicant must have complete information 3. The employer enters the applicant information and skills for the job.

Exceptions:

Applicant skill and experience is exactly what the company needs for his/her job.

Use-case: Primary actor: Goal in context: Preconditions: Trigger: Scenario:

Train employee Supervisor To train the employees for the future projects. The supervisor handles the employee Needs to develop new projects in the future. 1. The employee acknowledges the trainings given to them 2. The employee must comply in their training session 3. The supervisor supervises his/her employee in their works

Exceptions:

The employee has already undergone the training.

Use-case: Primary actor: Goal in context: Preconditions: Trigger: Scenario:

Update employee information Administrator To update information of the employee The exact employee is known Personal information has changed and needs to be updated 1. The administrator logs onto the system 2. The administrator selects edit the information of the employee 3. The system prompts for the name or ID of the employee 4. The system requests the record from the Web Server 5. The form is displayed in the screen 6. The administrator edits the appropriate fields 7. The administrator selects save 8. The system sends the updated record to the web server for storage. 9. The administrator receives confirmation that the information was served.

Exceptions:

Use-case: Primary actor: Goal in context: Preconditions:

Recruit new applicants Employer To recruit new applicants that is qualified for the new job The skills and experience of the applicant is exactly what the company needs

Trigger: Scenario:

New jobs are available to apply 1. The employer searches for new applicants 2. The applicant submits the complete requirements. 3. The employer hires the applicant

Exceptions:

Use-case: Primary actor: Goal in context: Preconditions: Trigger: Scenario:

Assign office for the employee Employer To assign office for each employees Each employee must have an office An employer decides where office to put the employee 1. The employer hires the employee 2. The employer assigns an office for the new employee

Exceptions:

Use-case: Primary actor: Goal in context: Preconditions: Trigger: Scenario:

Employee attendance System To record the tardiness and absenteeism of the employees Employees must be on time. The employee must have attendance 1. The system requires the attendance for the evaluation of performance 2. Evaluates the attendance for the appraisal of employees

Exceptions:

Use-case: Primary actor: Goal in context: Preconditions: Trigger: Scenario:

Evaluate employee performance Supervisor To evaluate employees for their performance in their job Complete in attendance and regular employee Needs for promotion or appraisal of employee 1. The supervisor evaluates the performance of the employee 2. The supervisor will make an assessment for his/her employees 3. The supervisor identifies what to do next

Exceptions:

Use-case: Primary actor: Goal in context: Preconditions: Trigger: Scenario:

Assign salary grade for employee Administrator To assign salary grade for employee Each employee must have a salary grade depending on their job After hiring the employee 1. The administrator logs onto the system. 2. The administrator/employer hires the employee 3. The administrator assigns a salary grade to the employee depending on his/her job

Exceptions:

Contractual workers also has salary grade.

Use-case: Primary actor: Goal in context: Preconditions: Trigger: Scenario:

View Account Information Supervisor/Administrator View account The administrator wants to view something Information has been changed previously. 1. The administrator logs onto the system 2. The administrator selects view account information from the main menu 3. The administrator selects the name of the employee 4. The system requests the to view the account information from the web server 5. The account is displayed in the screen 6. The administrator is given the option to close or print the information 7. The account information is closed or printed.

Exceptions:

Use-case: Primary actor: Goal in context: Preconditions: Trigger:

View report Supervisor/Administrator To view report The administrator wants to print a report An administrator decides to print the summary of employees performance every month

Scenario:

1. The administrator logs onto the system 2. The administrator selects view report from the main menu 3. The administrator selects the name of the employee 4. The system requests the to view the report information from the web server 5. The report is displayed in the screen 6. The administrator is given the option to close or print the information 7. The account information is closed or printed.

Exceptions:

Use-case: Primary actor: Goal in context: Preconditions: Trigger:

Create new user profile Administrator To create new users of the system The user must be a supervisor or an employer Needs to supervise the employees and evaluate their performance

Scenario:

1. The administrator logs onto the system 2. The administrator selects create new user from the main menu 3. The administrator selects the name of the supervisor/employer 4. The system requests the to create user account from the web server 5. The administrator receives verification that the account has been created

Exceptions:

Use-case: Primary actor: Goal in context: Preconditions: Trigger: Scenario:

Promote an employee Supervisor To promote an employee for his/her achievements The employee has excellent achievements in his/her job. There are vacant position for the promotion 1. The supervisor logs onto the system 2. The supervisor checks if there are available position for the promotion 3. The supervisor evaluates the performance of his/her subordinates 4. The employee applies for his/her promotion for the vacant position 5. The supervisor accepts the application of the employee

Exceptions:

3.1.2.3 Special Usage Considerations 1. Salary grades of employees can be changed yearly.

3.1.2.4 Activity Diagrams The following activity diagrams show the actions that occur during a particular use-case. Figure 2 shows the steps taken as an employer logs on to the computer system. Access is only granted if the correct user ID / password combination is entered within the first three attempts. After a third attempt the user ID will be locked out and an administrator will need to issue a new password. Once the access is granted the employer can use the system according to their level of authorization.

Figure 2 Activity diagram for logging on to the system

Figure 3 shows the activity diagram involved in interviewing new applicant. The applicant applies for a job, and will be contacted by the employer for interview and he/she must pass all requirements.

Figure 3 Activity diagram for interview applicant

Figure 4 shows the activity diagram involved in hiring an applicant. The system will check for the applicants requirements, and records into the system.

Figure 4 Activity diagram for hiring employee

Figure 5 shows the activity diagram involved in train employees. The system will check for available training and checks for the employees that did not undergo the said training.

Figure 5 Activity diagram for training employees

Figure 6 shows the activity for updating employee information. The system prompts for employee ID or name, selects edit and the system will determine the authorization and edit record.

Figure 6 Activity diagram for updating employee information

Figure 7 shows the activity involving recruitment of the employees for new jobs that are available.

Figure 7 Activity diagram for employee recruitment

Figure 8 shows the activity that involves the attendance records of each employee.

Figure 8 Activity diagram for Employee Attendance

3.1.3 Data Model Description 3.1.3.1 Data objects Admin Data Object Column Name AdminId Description A unique identifier assigned to the admin. Name The admins name, separated with First Name, Last Name, and Middle Name. Address ZipCode PhoneNumber Email Gender DateOfBirth MaritalStatus Admins full address. Admins zip code. Admins phone number. Email address of the admin Refers to the gender of the admin Refers to the birthdate of the admin Refers to marital status of the admin, whether he/she is single, divorced etc.

Attendance Data Object Column Name AttendanceId Description A unique identifier assigned to the attendance of the employee. UserId An identifier that refers to the user of the system. AttendanceDate TimeIn Refers to the date of attendance Refers to the time the employee timed in. TimeOut Refers to the time the employee timed out.

Employee Data Object Column Name ApplicantId Description A unique identifier assigned to the applicant. Name Refers to the full name of the employee/applicant. Address ZipCode PhoneNumber Email Gender DateOfBirth MaritalStatus Admins full address. Admins zip code. Admins phone number. Email address of the admin Refers to the gender of the admin Refers to the birthdate of the admin Refers to marital status of the admin, whether he/she is single, divorced etc.

Employer Contact Data Model Column Name EmployerId Description A unique identifier assigned to the employer of the company. ClientId An identifier that refers to the client of the company. ContactName Refers to the contact name of the client. Designation Refers to the designation.

Evaluation Data Model Column Name ApplicantId Description A unique identifier assigned to the employee. JobId Date RemarksBy An identifier that refers to the job. Refers to the date of evaluation. Refers to the person who made the remarks. Description Refers to the description added by the evaluator.

Interview Data Object Column Name InterviewId Description A unique identifier assigned to the interview schedule. ApplicantId An identifier that refers to the applicant. JobId InterviewType InterviewDate Refers to the job applying. Refers to the type of the interview. Refers to the date of scheduled interview. InterviewTime Refers to the time of the interview.

Leave Data Object Column Name LeaveId Description A unique identifier assigned to the leave schedule. UserId An identifier that refers to the user of the system. LeaveReason Refers to the reason while he/she is applying for the leave. DateFrom DateTo The date when to start the leave Refers to the deadline of the leave requested. Status Refers to the status of the leave.

Job Data Object Column Name JobId EmployerId Description A unique identifier assigned to the job. An identifier that refers to the employer. StartDate EndDate ExperienceReq Refers to the starting date of the job. Refers to the end date of job. Refers to the experience requirement for the job. NoOfVacants Refers to the number of vacant position of the job. JobDesc Refers to the description of the job.

Salary Grade Data Object Column Name Salary Grade Description A unique identifier assigned to the salary grade. Salary Step Refers to the salary step regarding the salary grade. Amount Status EffectivityDate Refers to the amount of the salary Refers to the status of the salary Refers to the effectivity date of salary

3.1.3.2 Relationships

3.1.3.3 Complete data model The relationships between the data objects describe in section 3.2 are shown in Figure 9.

Figure 9 Relationship diagram for the Human Resource Management System

3.1.4 Functional Model Description 3.1.4.1 Class Diagrams The associations between the different classes are shown in Figure 10. The access functions to get and set private data attributes have been removed clarity.

Figure 10 Human Resource Management System Class Diagram

3.1.4.2 Data Dictionary of Class Diagrams 3.1.4.2 Software Interface Description 3.1.4.2.1 External machine interfaces 3.1.4.2.2 External system interfaces 3.1.4.2.3 Human interface

3.1.5.1.1 Events Employee Class Events Admin registers an Employee Employee started for work Employee gets Salary Employee is rated Employee attends seminars from Company Employee gets promoted Employee is no longer employed at the office

HR Class Events HR logs onto the system HR logs off the system HR rate the Employee HR promotes the Employee HR terminates the Employee

Company Class Events Employee added to the Company Employee fired from the Company Company sets seminars

Waiting list Employee Events Employee added to bonus receiver Employee received salary Employee received the bonus Employee is rated Employee received promotion Print personal data sheet of Employee(s) User acknowledgement

3.1.5.1.2 States Employee States Waiting Registered Recruited Description The employee has been placed on a waiting list. The employee is in the process of registered. The employee is recruited for the position in the Company. Interviewed Employed Paid The employee is interviewed for hiring. The employee has started for work in the Company. The employee gets the salary for work.

Evaluation Overqualified Promoted Attend Seminar Company. Fired End of Contract Company.

The employee was evaluated for quality of work done. The employee is overqualified for the specified job. The employee has been promoted to higher position. the employee attended a seminar conducted by the

The employee was removed by the Company. The employee finished the contract with the

HR States Registering On Line Off Line Terminated

Description Setting up a new account for employee. HR logged on into the system. HR logged off from the system. HR employee using the system has been terminated.

Company States Jobs Recruitment

Description There are vacant jobs to be filled at. The Company opens its office for filling up the vacant positions in the Company.

Interview

The Company interviews the applicant to be able to know his/her knowledge.

Employs

The Company then, chooses an applicant for the vacant position.

Terminate Salary Bonuses Ratings Promotion

The Company will terminate an employee. The Company gives salaries to all employees. The Company gives bonus salaries. The HR Manager gives ratings to employees. The Company raises the position of an employee.

Waiting List States Under Capacity Less than 100 employees are on the waiting list. At Capacity 100 employees are on the waiting list for employment. Closed No employee waiting.

Bill States Updating The accounts are being update according to the monthly evaluation of employees. Printing The invoices and Personal Data Sheets are being sent to a printer. Paid The monthly invoices has been paid.

Overdue

The monthly invoice has been past its due date.

3.1.5.2 Statechart Diagram A statechart diagram for the entire system is shown in Figure. #. After a user logs on the system will check for the reminders and update account records are needed. The user will then select a hyperlink to load a page the appropriate page. After the employee has finished the contract, the Company will then automatically terminate the employee with 20 preceding days of the end of the contract to work on clearance papers of the employee. If employee is promoted, they will need to log out then log on to the system for the new changes to take effect.

3.1.6 Restrictions, Limitations, and Constraints The system shall integrate within the existing LAN structure and with the existing systems, such as the database management system All server side code shall be written in ASP.Net

3.1.7 Validation Criteria Software validation will ensure that the system responds according to the users expectations; therefore it is important that the end users be involved in some phases of the test procedure. All tests will be traced back to the requirements in section ### 3.1.7.1 Classes of Test Unit testing will be conducted on all of software subsystems including 1. Daily Attendance 2. Viewing and editing information 3. Viewing and printing reports 4. Logging on the system 5. Selecting of employment 6. Waiting lists 7. Viewing and printing invoices and PDS 3.1.7.2 Expected software response The software should display an appropriate error message when a value outside the accepted limit is entered. The software should not be capable of deleting an employee record even if they are fired or have finished the contract from the Company (for future employment investigation, background check or tracking). 3.1.7.3 Performance Bounds