Title : Create a Software Requirement Specification (SRS) document.

----------------------------------------------------------------------------------------------------------1.1 HUMAN RESOURCE MANAGEMENT SYSTEM The aim is to develop a software application that supports the application specific to the HR automation in an intranet specific to a company there by allowing the integration of all the employees pertaining to that organization. To keep track of all the other departments related to that organization such as marketing, development etc. To allow the HR of an organization to update the employee details when ever there is a change in the employee profile pertaining to that organization. It also brings onto a string the employee specific suggestions and makes them free to post their requirements to the HR for making the organization more specific regarding the maintenance of the organization. 1.2 PURPOSE OF THE STUDY: The HR center is a powerful application designed to allow companies to streamline their human resource tasks and manager their employees more efficiently Employee and Company Information Employee Time, Attendance, work and Leave RequestHR beneficiary Documentation Management (i.e. insurance forms, W-2s etc.)The HR Center includes a comprehensive employee information database, information, information, and more for each employee. It comes standard with employee self-service access allowing employees to update their personal information request time off or input their daily timesheet entries. It also has rolebased access level control that is functionally based on whether a user is an employee, a manager, or an HR administrator. With HR center managers and HR administrators can manage the track. 1.3 OBJECTIVE OF THE STUDY: To develop a software application that supports Specific to the HRAutomation in an intranet to a company there by allowing the interaction of all the employees pertaining to that organization to keep track of all the other departments related to that organization like marketing, research etc. and to allow the HR department of an organization to update

the employee details when ever there is a change in the employee profile pertaining to that organization and also to bring on to a string the employee specification suggestions and make them sure to post their requirements to the HR. 1.4 SCOPE OF THE STUDY: It will allow for the creation of an application specification to the human resource that maintain the intranet automation of the HR software i.e., which contains the data related to the employee. Without an employee management system, its a tedious job for the Human Resource department of any company. Employee Management system version 1.0 aims to simplify the Human Resource management of Pasadena Corporation. Employee Management system will store all the details of the employees including their background information, educational qualifications, past experience, performance in the company & data related to their hiring. Itd be possible for HR executives & top brass of the company to find all information about an employee in just a few seconds. Itll also help in making business strategies & achieving corporate goals as itd be easier & faster for HR executives to make teams for various projects on the basis of educational qualification, past experience & performance. Optimum utilization of resources will thus inevitably lead to profit. Itll also help in firing the employees who wont perform well & bring star performers to the front so that the HR department can make sure they wont leave the company 2.1 EXISTING SYSTEM The HR Administration falls short of controlling the employees activities in analyzing his/her strengths and weakness. The decision for appraisal of assigning next project to the employee or to train him/her to enhance the skills where lies with proper projection. He is not provided with the detailed project information done or to be assigned based on Application / Verticals. DRAWBACKS IN EXISTING SYSTEM:

1. Need of extra manual effort. 2. It used to take much time to find any employee 3. Not very much accurate. 4. Danger of losing the files in some cases. 2.2PROPOSED SYSTEM Decision in assigning proper skillful hands for the project is an important issue in HR Module. The HR Administrator should report with the personal holding the necessary skills required for the project assignment. The decision in making analysis about the employees skills is a prime important before booting in. The proposed system of HR Module is the right software to be incorporated into the Automation of HR Software for helping the organization needs with respect to skilful Human Resource. The proposed system provides detail general information about the employee along with Educational, Certification, Skill and Project details. It enhances the HR Management in adding, viewing and updating employees details and generates various reports regarding employees skill and experience. Suggestions and Grievances posted by the employees are upheld for taking care of the necessary steps in forwarding companys obligation.. 2.3ADVANTAGES OF PROPOSED SYSTEM: 1. Very fast and accurate. 2. No need of any extra manual effort. 3. No fever of data loss. 4. Just need a little knowledge to operate the system. 5. Doesnt require any extra hardware device. 6. At last very easy to find the employees. 3.1 FEASIBILITY STUDY Once the problem is clearly understood, the next step is to conduct feasibility study, which is high-level capsule version of the entered systems and design process. The objective is to determine whether or not the proposed system is feasible. The three tests of feasibility have been carried out.

1. Technical Feasibility 2. Economical Feasibility 3. Operational Feasibility TECHNICAL FEASIBILITY In Technical Feasibility study, one has to test whether the proposed system can be developed using existing technology or not. It is planned to implement the proposed system using java technology. It is evident that the necessary hardware and software are available for development and implementation of the proposed system. Hence, the solution is technically feasible. ECONOMICAL FEASIBILITY As part of this, the costs and benefits associated with the proposed system compared and the project is economically feasible only if tangible or intangible benefits outweigh costs. The system development costs will be significant. So the proposed system is economically feasible. OPERATIONAL FEASIBILITY It is a standard that ensures interoperability without stifling competition and innovation among users, to the benefit of the public both in terms of cost and service quality. The proposed system is acceptable to users so the proposed system is operationally feasible.

3.2 CONSTRAINTS ON HUMAN RESOURCE MANAGEMENT SYSTEM

4.1 SYSTEM REQUIREMENTS 4.1.1 Software Specification Language Database Operating System RAM 4.1.2 Hard ware Specification: Processor Processor Speed RAM Hard Disk Key Board : : : : : Intel P-III based system 250 MHz to 833MHz 64MB to 256MB 2GB to 30GB 104 keys : : : : VB.NET, ADO.NET. MS ACESS WindowsNT/95/98/2000 256MB

5.1 FUNCTIONS OF THE SYSTEM Human functions Human Provisioning Training Development Human Utilization Industrial Welfare Organizational Development Industrial Relations Remuneration Administration Research Management Resource resource Description

Resource This includes human resource planning, recruitment, election, placement, transfers, promotions, and dismissals and This includes induction, training, management development, and career planning This includes performance appraisal, productivity, and motivation This includes safety, health, welfare services, housing recreation and advice This This includes includes organizational structure, job design, and organizational personnel planning communication, negotiation, consultation, agreements, grievances, and disciplinary procedures This includes job analysis, job evaluation, salary and wage structuring, fringe benefit scheme, and incentive systems This includes personnel records, statistics about personnel, and information processing This includes the analysis of information, system development, investigations, surveys, and applied personnel research This includes the planning, organizing, directing and controlling the personnel function, and coordination with other functions

The system will be expected to function on five levels and meet the detailed requirements of human resource planning, management and development. These five levels are: National Department Provincial Departments Districts Facilities

Contracted service delivery agencies outside of government, viz. civil society structures such as non-governmental organizations 5.2 INPUTS OF THE SYSTEM Itll contain the following information about the employees & will be searchable on all this information (except photographs) Full name Employee Id Photograph Designation Department Address Date of Birth Date of hiring Date of leaving Social Security Number Marital status Contact number Educational qualifications (graduation & above) Past experience Performance in the company Miscellaneous information Information about promotions Gender Projects worked on Email address Date on which the information was added/modified Person who modified the information HR manager who hired the employee

5.3 OUTPUTS OF THE SYSTEM Companies streamline their human resource tasks and manager their employees more efficiently Employee and Company Information Employee Time, Attendance, and Leave RequestHR Documentation Management (i.e. insurance forms, W-2s etc). However good your resources are, they need to be monitored and managed for maximum effectiveness. Output of the system is to reward the performers knowing their deficiencies, so that we can plan for the best results. 6. APPLICATIONS OF THE SYSTEM Understanding of human resource management systems, or HRMS, is vital to the growth of your agency. These systems ensure that you recruit and retain the best personnel possible for your clients, while keeping track of payroll and benefits. Your day is filled with a number of other concerns, including problems that arise with clients and developing a dynamic personnel group that is committed to your vision.

7. SUMMARY Running a company is much more complicated than it used to be, in many significant ways. Demands on the time and effort of company executives are higher than ever before, yet employee needs are higher as well. Modern technology is available to meet these new needs. One main form of this technological assistance is the Human Resources Management System, or HRMS. This handy software application helps the harried employer take care of a host of human resources functions using just one handy tool. Rather than tracking employee attendance in one database program and employee performance reviews in another word processing program, an employer can use HRMS to consolidate all of that data into one convenient employee profile system. Using HRMS, an employer can configure payroll and benefits systems, create and manage training systems, and even track performance reviews. Applications run the gamut from simple time-and-attendance trackers to entire suites of tracking and data systems. Some of these applications are customizable, allowing employers to track such data as employees' personal histories, skills, and workplace preferences.