Final Report Of Ehrms
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Final Year Project
Human Resource Management & Accounts System
FAHAD AHMED BASHIR FAIQ BAKHTIYAR
SUPERVISED BY SIR. JAMIL AHMED
Date: 7th January 2008
UNIVERSITY OF KARACHI
Human Resource Management System
Table of Contents AUTHORS INTRODUCTION .................................................................................................................. 4 ABSTRACT ............................................................................................................................................... 5 INTRODUCTION AND OVERVIEW ....................................................................................................... 6 INFORMATION GATHERING ................................................................................................................ 7 Introduction ............................................................................................................................................ 7 Interviews ............................................................................................................................................... 7 Departmental Overview ......................................................................................................................... 8 Security Domains .................................................................................................................................. 8 Information Systems ............................................................................................................................... 8 Personnel ................................................................................................................................................ 9 Policies and Procedures .......................................................................................................................... 9 System Demonstrations ........................................................................................................................ 10 FEASIBILITY ANALYSIS ...................................................................................................................... 14 Technical Feasibility ............................................................................................................................. 14 Economic Feasibility ............................................................................................................................ 16 Operational Feasibility .......................................................................................................................... 16 Schedule Feasibility .............................................................................................................................. 17 ANALYSIS AND DESIGN ...................................................................................................................... 18 Methodology Routes ............................................................................................................................. 18 The Software Process ............................................................................................................................ 18 Generic Software Process Models ........................................................................................................ 19 ............................................................................................................................................................. 19 Other Models Problems ........................................................................................................................ 21 Waterfall Model ................................................................................................................................ 21 Evolutionary Development ............................................................................................................... 21 Formal Systems Development .......................................................................................................... 21 Context Diagram Level Zero ................................................................................................................ 22 Use Case Diagram ................................................................................................................................ 23 Database Diagram ............................................................................................................................... 28 Class Diagram ...................................................................................................................................... 29 29 .............................................................................................................................................................. IMPLEMENTATION ............................................................................................................................... 31 Naming Convention .............................................................................................................................. 31 Front End .......................................................................................................................................... 31 Middle Tier ....................................................................................................................................... 31 Database Tier .................................................................................................................................... 32 2
Human Resource Management System
Screen shots: ............................................................................................................................................. 32 Main Form : ...................................................................................................................................... 32 33 .................................................................................................................................................................. Employee Form : .............................................................................................................................. 33 Departments Form : .......................................................................................................................... 35 Designation Forms: .......................................................................................................................... 36 Administrator Login: ........................................................................................................................ 37 Attendance Form : ............................................................................................................................ 38 Generate Payroll: .............................................................................................................................. 39 Payroll: .............................................................................................................................................. 41 Delete Payroll: .................................................................................................................................. 42 42 .......................................................................................................................................................... CONCLUSIONS AND SUGGESTIONS FOR FUTURE WORK .......................................................... 43 REFERENCES ......................................................................................................................................... 43
3
Human Resource Management System
AUTHORS INTRODUCTION Name Qualification Exposure
Fahad Ahmed • Bs Software Engineering Good know how about Java and .net Programming and developed
Languages / Technologies
many academic projects using the latest technologies. • JAVA •
JSP
•
.Net Framework
•
Java
•
C# .Net
•
TSQL
Name Qualification Exposure
Faiq • Bs Computer Science Good know how about dot .net Programming and developed many
Languages / Technologies
academic projects using the latest technologies. • Crystal Reports
4
•
Vb.net
•
.Net Framework
•
Java
•
C# .Net
•
TSQL
Human Resource Management System
ABSTRACT Managing, monitoring and maintaining employee information has been a problem in organizations, because most of the procedures are manual that require huge resources and time as well. Searching and updating previous employee status have also been hectic tasks. All of the data are placed in hard copies form in haphazard way. So getting references from the previous records are serious problems.
Another issue is the time factor to prepare and manage Employee Details by the HR personnel. Unusual delay in generating Payroll and Leave Management is also an intolerable problem. Furthermore, managing accounts for the preparation of some financial statements and their evaluation manually is not hundred percent accurate because of unmanaged patterns of the preparation. In totality processing cost and usual delays in managing, maintaining and monitoring of employee information and accounts dissatisfy the whole system and their users.
The best and optimized solution to solve the abovementioned problems is to implement a computerized system that is responsible to maintain, manage and monitor employee and accounts related issues in effective and efficient manner.
5
Human Resource Management System
The system that is named as ERP HUMAN RESOURCE MANAGEMENT AND ACCOUNTS SYSTEM will cover all of the aspects that are faced by previous system. The core responsibilities of the system are to manage security, employees information, accounts and employee leaves etc. It also reduces resources and time factor in contrast to the previous system. Providing accuracy and heterogeneous reports are also additional features of the system.
INTRODUCTION AND OVERVIEW The ERP Human Resource and Accounts System is an effective tool to manage security, employees information, accounts and employee leaves etc. The main area is the HR management and Accounts area that covers all of the aspects including employee addition, payroll , vouchers in accounts and their other management tasks. In general system can be categorized into the following modules and submodules: 1. Admin a. User Group b. User 2. HR a. Employee. b. Attendance. c. Leaves Management. 6
Human Resource Management System
d. Employee Type. e. Reports. 3. Payroll a. Payroll for the current month b. Previous records of Payroll. c. Reports 4. Accounts a. Accounts b. Receipts c. Payments
INFORMATION GATHERING Introduction The purpose of the Information Gathering phase is to provide the raw material for the subsequent modeling of system architectures and data flows. Information may be gathered through interviews, system demonstrations, previous securityrelated reports, departmental policies, and system design documentation. The Information Gathering and Modeling phases overlap to some extent. The need for further or more detailed information will often become evident during modeling, and models may change throughout the analysis as new information is received. However, it is essential to acquire as much information as possible during the initial interviews to maximize the effectiveness of the modeling process and minimize any disruption of departmental activities.
Interviews
7
Human Resource Management System
The formal Information Gathering process requires structured interviews during which the characteristics of each information system are established, and the significance of the information being processed is determined in terms of departmental objectives, policies, and requirements. Relationships between various departmental systems and between the department and external organizations should be identified in order to facilitate modeling of processing domains and information flows. Interview planning will help to ensure that interviews are effective. It may be appropriate to arrange for a checklist of specific topics to be provided to interview subjects prior to interviews.
Departmental Overview The boundaries of the information systems under review need to be defined so that the high level flow of information into and out of the department can be determined. External entities, organizations, and systems should be identified and their role in relation to the department described. The physical and logical links to these entities should be determined and the data flows across them detailed. The information gained during this process should be sufficiently comprehensive to gain a complete understanding of the major information processes covered by the scope of the analysis, the external and internal information flows, and the computer systems and networks which process departmental information. Information gained during this phase will be used for highlevel data flow and systems architecture modeling.
Security Domains During the Information Gathering phase, the analyst must gain a clear understanding of the security domains within a department. A security domain is a location or set of locations operating under a common security regime. It may be physically delimited (for example a building) or logically delimited (for example, a group of systems handling information at the same level or subject to a common security policy). A security domain will typically contain one or more information systems, and may have external links to other domains. Security domains form the environment within which information exists and define the boundaries across which information flows.
Information Systems Each information system within the scope of the analysis should be analyzed. Information managed in each system should be reviewed and the following information obtained:
8
Human Resource Management System
a. the owner and custodian of the data; b. the classification of the data; c. the relationship between data entities, and between data entities and processes; d. the form in which information is held and transmitted; and e. the paths over which the data flows. For automated information systems, the following system configuration details need to be determined: a. the hardware supporting the system; b. the operating system supporting the applications programs; c. the applications programs; d. the subsystems supporting access control and security processes; and e. any security measures incorporated within the applications programs. All data communications systems within the scope of the analysis or which are used to connect automated information systems within the scope of the analysis should be reviewed to determine: a. the network topology and location; b. the ownership of the network; c. the software used to access the network; d. the protocols used; e. the use of dialin and remote diagnostic or operating facilities; f. any protective measures employed; and g. the presence of network applications such as electronic mail and file transfer.
Personnel Key personnel information which is of significance to the risk analysis includes: a. employee security clearance and reference checking policies; and b. use of employee agreements to define responsibility for computer user codes or information protection.
Policies and Procedures
9
Human Resource Management System
Departmental security policies are of fundamental significance to the risk analysis. These may be explicitly expressed as formal departmental policy statements or may be embodied in legislation relevant to a department. In many cases, procedures include security relevant actions. A careful review of all procedures may therefore be necessary to identify those relevant to security. Departmental security marking procedures are particularly relevant, and should be reviewed to ascertain:
a. the definition of any information sensitivity grading systems employed; b. the rules and procedures for marking hard copy documents; c. any protection afforded to documents at various levels of sensitivity; and d. the nature of any security marking schemes implemented.
System Demonstrations A demonstration of the various aspects of the system is often useful to consolidate information obtained through interviews, and identify aspects of the system not covered in the interviews. This is particularly useful to gain an understanding of the operation of the security subsystem. Demonstrations may be provided at interview, or on a separate visit or visits.
10
Human Resource Management System
PROJECT PLAN
11
Human Resource Management System
12
Human Resource Management System
13
Human Resource Management System
FEASIBILITY ANALYSIS A feasibility analysis usually involves a thorough assessment of the operational (need), financial (value) and technical (practicality) aspects of a proposal. In systems development projects, business managers are primarily responsible for assessing the operational feasibility of the system and information technology (IT) analysts are responsible for assessing technical feasibility. Both then work together to prepare a cost/benefit analysis of the proposed system to determine its economic feasibility. Technical Feasibility A systems development project may be regarded as technically feasible or 'practical' if the organization has the necessary expertise and infrastructure to develop, install, operate and maintain the proposed system. Organizations will need to make this assessment based on:
•
knowledge of current and emerging technological solutions;
•
availability of technically qualified staff inhouse for the duration of the project and subsequent maintenance phase;
•
availability of infrastructure inhouse to support the development and maintenance of the proposed system;
•
where necessary, the financial and/or technical capacity to procure appropriate infrastructure and expertise from outside;
14
Human Resource Management System
•
capacity of the proposed system to accommodate increasing levels of use over the medium term; and
•
capacity of the proposed system to meet initial performance expectations and accommodate new functionality over the medium term.
15
Human Resource Management System
Economic Feasibility A systems development project may be regarded as economically feasible or 'good value' to the organization if its anticipated benefits outweigh its estimated costs. In contrast, many development costs are easier to identify. These costs may include the time, budget and staff resources invested during the design and implementation phase as well as infrastructure, support, training and maintenance costs incurred after implementation. Nonetheless, it can also be difficult to accurately quantify project costs when new technologies and complex systems are involved. The concerned business must be able to see the value of the investment it is pondering before committing to an entire system study. If shortterm costs are not overshadowed by longterm gains or produce no immediate reduction in operating costs, then the system is not economically feasible, and the project should not proceed any further. Operational Feasibility A systems development project is likely to be operationally feasible if it meets the 'needs' and expectations of the organization. User acceptance is an important determinant of operational feasibility. It requires careful consideration of:
16
•
corporate culture;
•
staff resistance or receptivity to change;
•
management support for the new system;
•
the nature and level of user involvement in the development and implementation of the system;
•
direct and indirect impacts of the new system on work practices;
•
anticipated performance and outcomes of the new system compared to the existing system;
•
viability of the proposed development and implementation schedule;
•
training requirements and other change management strategies; and
•
'pay back' periods (i.e. tradeoff between longterm organizational benefits and shortterm inefficiencies during system development and implementation).
Human Resource Management System
Schedule Feasibility
The client will want assurance that the schedule for developing and installing the proposed system is realistic and reasonable in light of the business requirements. Business cycles should be taken into consideration.
Project timeframes should be examined as an aspect of operational feasibility. It is important to make realistic estimates of the staff resources and time required to complete different phases of the project, and to recognize that schedule slippages may occur due to unforeseen circumstances. The impact of such slippages will vary depending on the complexity of the recordkeeping project. Detailed scoping of the project using critical path analysis will help minimize adverse effects. Obviously, management should be alerted to any slippages as these may affect both the possibility of the project and the organization.
17
Human Resource Management System
ANALYSIS AND DESIGN Methodology Routes Multiple development methodology routes are available in which: • Model Driven Development (MDD) • Rapid Application Development (RAD) • Commercial OfftheShelf Software (COTS) • Maintenance and Reengineering are frequently used in system development life cycle of a system. In ERP HR / Accounts Model Driven Development route is used. Modeldriven development techniques emphasize the drawing of models to help visualize and analyze problems, define business requirements, and design information systems. In general it covers following methodologies: • Structured systems analysis and design — processcentered • Information engineering (IE) — datacentered • Objectoriented analysis and design (OOAD) — objectcentered (integration of data and process concerns) The ERP HR/Account is specifically based on Information engineering methodology that is data centered, but process sensitive technique, which is used to model business requirements and design system that fulfills those requirements. The Software Process A structured set of activities required to develop a software system that are: • • • •
Specification Design Validation Evolution
A software process model is an abstract representation of a process. It presents a description of a process from some particular perspective
18
Human Resource Management System
Generic Software Process Models • The waterfall model (Separate and distinct phases of specification and development) • Evolutionary development (Specification and development are interleaved) • Formal systems development (A mathematical system model is formally transformed to an implementation) • Reusebased development (The system is assembled from existing components • ) • Incremental development (Customer value can be delivered with each increment so system functionality is available earlier) • Extreme Programming (Relies on constant code improvement, user involvement in the development team and pair wise programming)
19
Human Resource Management System
•
Spiral development (Process is represented as a spiral rather than as a sequence of activities with backtracking)
ERP HR/ Accounts follows Spiral development model in which: • Process is represented as a spiral rather than as a sequence of activities with backtracking • Each loop in the spiral represents a phase in the process. • No fixed phases such as specification or design loops in the spiral are chosen depending on what is required • Risks are explicitly assessed and resolved throughout the process
Spiral Model Sectors • • • •
20
Objective setting o Specific objectives for the phase are identified Risk assessment and reduction o Risks are assessed and activities put in place to reduce the key risks Development and validation o A development model for the system is chosen which can be any of the generic models Planning o The project is reviewed and the next phase of the spiral is planned
Human Resource Management System
Other Models Problems Waterfall Model
• • •
Inflexible partitioning of the project into distinct stages This makes it difficult to respond to changing customer requirements Therefore, this model is only appropriate when the requirements are wellunderstood
Evolutionary Development
• • •
Lack of process visibility Systems are often poorly structured Special skills (e.g. in languages for rapid prototyping) may be required
Formal Systems Development
• •
21
Need for specialised skills and training to apply the technique Difficult to formally specify some aspects of the system such as the user interface
Human Resource Management System
Context Diagram Level Zero
ADMINISTRATOR Manage all Setup items including Security
HUMAN RESOURCE
Retrieve Setup information of grids
Manage all Employee related activity HR MANAGER
ERP
PAYROLL
View Reports and Employee related activities
View Accounts information
ACCOUNTANT
Manage all Accounts related Activities
ACCOUNTS
Enter Data to the System
Verify the Entered Data DATA ENTRY OPERATOR
22
Human Resource Management System
Use Case Diagram
View Reports
Add Employee
Delete Employee
Update Employee
Filter Leaves
Update Attendence View Leaves (Detail) Verify Attendence View Leaves (Grid)
Delete Attendence Filter Reports
HR Manager
View Attendence
Print Reports
Filter Attendence Filter Reports
Hire Employee Filter Employee Verify Employee
23
Human Resource Management System
Assign User groups Assign Roles
Modify Roles
View Grid Roles View Grid User Groups
Modify User Groups
View Detailed User Groups
24
View Detailed Roles
Administrator
Manage Security
Human Resource Management System
Post Vouchers
Filter Attendence View Vouchers (Grid) View Attendence (Grid) View Voucher (Detail) View Attendence (Detail)
Data Entry Operator Enter Attendence
View Reports
Filter Leaves
Update Attendence
View Leaves (Detail)
Verify Attendence
Delete Attendence View Leaves (Grid)
Assistant HR Manager View Attendence
Filter Reports
25
Filter Attendence
Human Resource Management System
Verify Vouchers
View Reports
Verify Leaves
Update COA Add COA
Delete COA
Update Vouchers
View COA (Grid) Filter COA
View COA (Detail) View Vouchers (Grid)
Accountant Update Payroll View Vouchers (Detail) View Payroll Filter Vouchers
26
Generate Payroll
Filter Payroll
Human Resource Management System
View Reports
Filter Leaves
Update Attendence
View Leaves (Detail)
Verify Attendence
Delete Attendence View Leaves (Grid)
Assistant HR Manager View Attendence
Filter Reports
27
Filter Attendence
Human Resource Management System
Database Diagram
PAYROLL AND HUMAN RESOURCE
ACCOUNTS
EMPLY DESGN PK
PK
INEMCODE
FK5
INELCODE VCEMACRN VCEMTITL VCEMNAME INDSCODE INETCODE INDPCODE INEMSALR INALCODE VCEMNICD VCEMADDR VCEMQLFC DTEMJOIN DTEMSIIN DTEMSIOF INEMWKHR INAHRENT INAMEDIC INACONVY INAUTILL INEMALEV INEMCLEV INEMSLEV INEMSTLV INEMALVB INEMCLVB INEMSLVB INEMSTLB BTEMISOT INYSCODE
INDSCODE VCDSDESG VCDSJSUM VCDSJDES INDSSALR
FK3 FK2 FK1
EMTYP PK
INETCODE VCETDESC
EMLEV PK
FK1
INLVCODE DTLVDTFR DTLVDTTO INEMRELV INEMAPRV BTLVPAID TILTCODE
LVTYP PK
TILTCODE VCLTDESC
28
FK4
TRANS
YSTTS PK
INYSCODE
PK
INVCCODE
FK1 FK2 FK3
INVCTYPE DTVCDATE VCRECPAY VCVCDESC INVCRAMT VCINWRDS INVTCODE INDPCODE INACCODE
VCYSDESC
DEPTT PK
INDPCODE VCDPACRN VCDPDESC ACCHD EMLOG
PK
INELCODE
FK1
INEMCODE DTELSIIN DTELSIOF TILTCODE
PK
INACCODE
FK1
VCACNAME INATCODE
ACTYPE PK
INATCODE VCACNAME
VCTYP PK
INVTCODE VCVTDESC
Human Resource Management System
Class Diagram
29
Human Resource Management System
30
Human Resource Management System
IMPLEMENTATION Naming Convention Front End At front end normally database field names are used for controls. Additionally three character prefixes are attached. List of prefixes is given bellow: Prefix frm txt chk btn cls rs cm
Description Form Text box Check box Button Class Recordset Command Object
Middle Tier At middle tier database field names are also used as parameters. List of prefixes is given bellow: Prefix cnn com 31
Description Connection object Command object
Human Resource Management System
rst
Recordset object
Database Tier List of prefixes is given bellow: Prefix sp @p @o
SCREEN SHOTS: Main Form :
32
Description Stored Procedure Input parameter Output parameter
Human Resource Management System
Employee Form :
33
Human Resource Management System
34
Human Resource Management System
Departments Form :
35
Human Resource Management System
Designation Forms:
36
Human Resource Management System
Administrator Login:
37
Human Resource Management System
Attendance Form :
38
Human Resource Management System
Generate Payroll:
39
Human Resource Management System
40
Human Resource Management System
Payroll:
41
Human Resource Management System
Delete Payroll:
42
Human Resource Management System
CONCLUSIONS AND SUGGESTIONS FOR FUTURE WORK •
Security mechanism can be enhanced.
•
More powerful Transaction management can be applicable.
•
Application can be extended as a true distributed application like multiple database servers, application servers and web servers.
•
Proper load balancing mechanism can be embedded.
•
Failover clustering can ales are implemented.
•
More clientside validations can ales be applicable.
REFERENCES The whole idea is self generated so there are no concrete references available. However, the couple of books referred are:
43
Human Resource Management System
44
•
Systems Analysis and Design Method By J.L Whitten, Lonnie D. Bentlay and K. C. Dittman
•
UML with Rational Rose By Boggs and Boggs
•
Applying UML and Patterns By Larman
•
Object Oriented Systems Analysis and Design By Simon Bennett
•
Software Engineering By Pressman
•
Dot net Tutorials
Human Resource Management & Accounts System
FAHAD AHMED BASHIR FAIQ BAKHTIYAR
SUPERVISED BY SIR. JAMIL AHMED
Date: 7th January 2008
UNIVERSITY OF KARACHI
Human Resource Management System
Table of Contents AUTHORS INTRODUCTION .................................................................................................................. 4 ABSTRACT ............................................................................................................................................... 5 INTRODUCTION AND OVERVIEW ....................................................................................................... 6 INFORMATION GATHERING ................................................................................................................ 7 Introduction ............................................................................................................................................ 7 Interviews ............................................................................................................................................... 7 Departmental Overview ......................................................................................................................... 8 Security Domains .................................................................................................................................. 8 Information Systems ............................................................................................................................... 8 Personnel ................................................................................................................................................ 9 Policies and Procedures .......................................................................................................................... 9 System Demonstrations ........................................................................................................................ 10 FEASIBILITY ANALYSIS ...................................................................................................................... 14 Technical Feasibility ............................................................................................................................. 14 Economic Feasibility ............................................................................................................................ 16 Operational Feasibility .......................................................................................................................... 16 Schedule Feasibility .............................................................................................................................. 17 ANALYSIS AND DESIGN ...................................................................................................................... 18 Methodology Routes ............................................................................................................................. 18 The Software Process ............................................................................................................................ 18 Generic Software Process Models ........................................................................................................ 19 ............................................................................................................................................................. 19 Other Models Problems ........................................................................................................................ 21 Waterfall Model ................................................................................................................................ 21 Evolutionary Development ............................................................................................................... 21 Formal Systems Development .......................................................................................................... 21 Context Diagram Level Zero ................................................................................................................ 22 Use Case Diagram ................................................................................................................................ 23 Database Diagram ............................................................................................................................... 28 Class Diagram ...................................................................................................................................... 29 29 .............................................................................................................................................................. IMPLEMENTATION ............................................................................................................................... 31 Naming Convention .............................................................................................................................. 31 Front End .......................................................................................................................................... 31 Middle Tier ....................................................................................................................................... 31 Database Tier .................................................................................................................................... 32 2
Human Resource Management System
Screen shots: ............................................................................................................................................. 32 Main Form : ...................................................................................................................................... 32 33 .................................................................................................................................................................. Employee Form : .............................................................................................................................. 33 Departments Form : .......................................................................................................................... 35 Designation Forms: .......................................................................................................................... 36 Administrator Login: ........................................................................................................................ 37 Attendance Form : ............................................................................................................................ 38 Generate Payroll: .............................................................................................................................. 39 Payroll: .............................................................................................................................................. 41 Delete Payroll: .................................................................................................................................. 42 42 .......................................................................................................................................................... CONCLUSIONS AND SUGGESTIONS FOR FUTURE WORK .......................................................... 43 REFERENCES ......................................................................................................................................... 43
3
Human Resource Management System
AUTHORS INTRODUCTION Name Qualification Exposure
Fahad Ahmed • Bs Software Engineering Good know how about Java and .net Programming and developed
Languages / Technologies
many academic projects using the latest technologies. • JAVA •
JSP
•
.Net Framework
•
Java
•
C# .Net
•
TSQL
Name Qualification Exposure
Faiq • Bs Computer Science Good know how about dot .net Programming and developed many
Languages / Technologies
academic projects using the latest technologies. • Crystal Reports
4
•
Vb.net
•
.Net Framework
•
Java
•
C# .Net
•
TSQL
Human Resource Management System
ABSTRACT Managing, monitoring and maintaining employee information has been a problem in organizations, because most of the procedures are manual that require huge resources and time as well. Searching and updating previous employee status have also been hectic tasks. All of the data are placed in hard copies form in haphazard way. So getting references from the previous records are serious problems.
Another issue is the time factor to prepare and manage Employee Details by the HR personnel. Unusual delay in generating Payroll and Leave Management is also an intolerable problem. Furthermore, managing accounts for the preparation of some financial statements and their evaluation manually is not hundred percent accurate because of unmanaged patterns of the preparation. In totality processing cost and usual delays in managing, maintaining and monitoring of employee information and accounts dissatisfy the whole system and their users.
The best and optimized solution to solve the abovementioned problems is to implement a computerized system that is responsible to maintain, manage and monitor employee and accounts related issues in effective and efficient manner.
5
Human Resource Management System
The system that is named as ERP HUMAN RESOURCE MANAGEMENT AND ACCOUNTS SYSTEM will cover all of the aspects that are faced by previous system. The core responsibilities of the system are to manage security, employees information, accounts and employee leaves etc. It also reduces resources and time factor in contrast to the previous system. Providing accuracy and heterogeneous reports are also additional features of the system.
INTRODUCTION AND OVERVIEW The ERP Human Resource and Accounts System is an effective tool to manage security, employees information, accounts and employee leaves etc. The main area is the HR management and Accounts area that covers all of the aspects including employee addition, payroll , vouchers in accounts and their other management tasks. In general system can be categorized into the following modules and submodules: 1. Admin a. User Group b. User 2. HR a. Employee. b. Attendance. c. Leaves Management. 6
Human Resource Management System
d. Employee Type. e. Reports. 3. Payroll a. Payroll for the current month b. Previous records of Payroll. c. Reports 4. Accounts a. Accounts b. Receipts c. Payments
INFORMATION GATHERING Introduction The purpose of the Information Gathering phase is to provide the raw material for the subsequent modeling of system architectures and data flows. Information may be gathered through interviews, system demonstrations, previous securityrelated reports, departmental policies, and system design documentation. The Information Gathering and Modeling phases overlap to some extent. The need for further or more detailed information will often become evident during modeling, and models may change throughout the analysis as new information is received. However, it is essential to acquire as much information as possible during the initial interviews to maximize the effectiveness of the modeling process and minimize any disruption of departmental activities.
Interviews
7
Human Resource Management System
The formal Information Gathering process requires structured interviews during which the characteristics of each information system are established, and the significance of the information being processed is determined in terms of departmental objectives, policies, and requirements. Relationships between various departmental systems and between the department and external organizations should be identified in order to facilitate modeling of processing domains and information flows. Interview planning will help to ensure that interviews are effective. It may be appropriate to arrange for a checklist of specific topics to be provided to interview subjects prior to interviews.
Departmental Overview The boundaries of the information systems under review need to be defined so that the high level flow of information into and out of the department can be determined. External entities, organizations, and systems should be identified and their role in relation to the department described. The physical and logical links to these entities should be determined and the data flows across them detailed. The information gained during this process should be sufficiently comprehensive to gain a complete understanding of the major information processes covered by the scope of the analysis, the external and internal information flows, and the computer systems and networks which process departmental information. Information gained during this phase will be used for highlevel data flow and systems architecture modeling.
Security Domains During the Information Gathering phase, the analyst must gain a clear understanding of the security domains within a department. A security domain is a location or set of locations operating under a common security regime. It may be physically delimited (for example a building) or logically delimited (for example, a group of systems handling information at the same level or subject to a common security policy). A security domain will typically contain one or more information systems, and may have external links to other domains. Security domains form the environment within which information exists and define the boundaries across which information flows.
Information Systems Each information system within the scope of the analysis should be analyzed. Information managed in each system should be reviewed and the following information obtained:
8
Human Resource Management System
a. the owner and custodian of the data; b. the classification of the data; c. the relationship between data entities, and between data entities and processes; d. the form in which information is held and transmitted; and e. the paths over which the data flows. For automated information systems, the following system configuration details need to be determined: a. the hardware supporting the system; b. the operating system supporting the applications programs; c. the applications programs; d. the subsystems supporting access control and security processes; and e. any security measures incorporated within the applications programs. All data communications systems within the scope of the analysis or which are used to connect automated information systems within the scope of the analysis should be reviewed to determine: a. the network topology and location; b. the ownership of the network; c. the software used to access the network; d. the protocols used; e. the use of dialin and remote diagnostic or operating facilities; f. any protective measures employed; and g. the presence of network applications such as electronic mail and file transfer.
Personnel Key personnel information which is of significance to the risk analysis includes: a. employee security clearance and reference checking policies; and b. use of employee agreements to define responsibility for computer user codes or information protection.
Policies and Procedures
9
Human Resource Management System
Departmental security policies are of fundamental significance to the risk analysis. These may be explicitly expressed as formal departmental policy statements or may be embodied in legislation relevant to a department. In many cases, procedures include security relevant actions. A careful review of all procedures may therefore be necessary to identify those relevant to security. Departmental security marking procedures are particularly relevant, and should be reviewed to ascertain:
a. the definition of any information sensitivity grading systems employed; b. the rules and procedures for marking hard copy documents; c. any protection afforded to documents at various levels of sensitivity; and d. the nature of any security marking schemes implemented.
System Demonstrations A demonstration of the various aspects of the system is often useful to consolidate information obtained through interviews, and identify aspects of the system not covered in the interviews. This is particularly useful to gain an understanding of the operation of the security subsystem. Demonstrations may be provided at interview, or on a separate visit or visits.
10
Human Resource Management System
PROJECT PLAN
11
Human Resource Management System
12
Human Resource Management System
13
Human Resource Management System
FEASIBILITY ANALYSIS A feasibility analysis usually involves a thorough assessment of the operational (need), financial (value) and technical (practicality) aspects of a proposal. In systems development projects, business managers are primarily responsible for assessing the operational feasibility of the system and information technology (IT) analysts are responsible for assessing technical feasibility. Both then work together to prepare a cost/benefit analysis of the proposed system to determine its economic feasibility. Technical Feasibility A systems development project may be regarded as technically feasible or 'practical' if the organization has the necessary expertise and infrastructure to develop, install, operate and maintain the proposed system. Organizations will need to make this assessment based on:
•
knowledge of current and emerging technological solutions;
•
availability of technically qualified staff inhouse for the duration of the project and subsequent maintenance phase;
•
availability of infrastructure inhouse to support the development and maintenance of the proposed system;
•
where necessary, the financial and/or technical capacity to procure appropriate infrastructure and expertise from outside;
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capacity of the proposed system to accommodate increasing levels of use over the medium term; and
•
capacity of the proposed system to meet initial performance expectations and accommodate new functionality over the medium term.
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Economic Feasibility A systems development project may be regarded as economically feasible or 'good value' to the organization if its anticipated benefits outweigh its estimated costs. In contrast, many development costs are easier to identify. These costs may include the time, budget and staff resources invested during the design and implementation phase as well as infrastructure, support, training and maintenance costs incurred after implementation. Nonetheless, it can also be difficult to accurately quantify project costs when new technologies and complex systems are involved. The concerned business must be able to see the value of the investment it is pondering before committing to an entire system study. If shortterm costs are not overshadowed by longterm gains or produce no immediate reduction in operating costs, then the system is not economically feasible, and the project should not proceed any further. Operational Feasibility A systems development project is likely to be operationally feasible if it meets the 'needs' and expectations of the organization. User acceptance is an important determinant of operational feasibility. It requires careful consideration of:
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corporate culture;
•
staff resistance or receptivity to change;
•
management support for the new system;
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the nature and level of user involvement in the development and implementation of the system;
•
direct and indirect impacts of the new system on work practices;
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anticipated performance and outcomes of the new system compared to the existing system;
•
viability of the proposed development and implementation schedule;
•
training requirements and other change management strategies; and
•
'pay back' periods (i.e. tradeoff between longterm organizational benefits and shortterm inefficiencies during system development and implementation).
Human Resource Management System
Schedule Feasibility
The client will want assurance that the schedule for developing and installing the proposed system is realistic and reasonable in light of the business requirements. Business cycles should be taken into consideration.
Project timeframes should be examined as an aspect of operational feasibility. It is important to make realistic estimates of the staff resources and time required to complete different phases of the project, and to recognize that schedule slippages may occur due to unforeseen circumstances. The impact of such slippages will vary depending on the complexity of the recordkeeping project. Detailed scoping of the project using critical path analysis will help minimize adverse effects. Obviously, management should be alerted to any slippages as these may affect both the possibility of the project and the organization.
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ANALYSIS AND DESIGN Methodology Routes Multiple development methodology routes are available in which: • Model Driven Development (MDD) • Rapid Application Development (RAD) • Commercial OfftheShelf Software (COTS) • Maintenance and Reengineering are frequently used in system development life cycle of a system. In ERP HR / Accounts Model Driven Development route is used. Modeldriven development techniques emphasize the drawing of models to help visualize and analyze problems, define business requirements, and design information systems. In general it covers following methodologies: • Structured systems analysis and design — processcentered • Information engineering (IE) — datacentered • Objectoriented analysis and design (OOAD) — objectcentered (integration of data and process concerns) The ERP HR/Account is specifically based on Information engineering methodology that is data centered, but process sensitive technique, which is used to model business requirements and design system that fulfills those requirements. The Software Process A structured set of activities required to develop a software system that are: • • • •
Specification Design Validation Evolution
A software process model is an abstract representation of a process. It presents a description of a process from some particular perspective
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Human Resource Management System
Generic Software Process Models • The waterfall model (Separate and distinct phases of specification and development) • Evolutionary development (Specification and development are interleaved) • Formal systems development (A mathematical system model is formally transformed to an implementation) • Reusebased development (The system is assembled from existing components • ) • Incremental development (Customer value can be delivered with each increment so system functionality is available earlier) • Extreme Programming (Relies on constant code improvement, user involvement in the development team and pair wise programming)
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•
Spiral development (Process is represented as a spiral rather than as a sequence of activities with backtracking)
ERP HR/ Accounts follows Spiral development model in which: • Process is represented as a spiral rather than as a sequence of activities with backtracking • Each loop in the spiral represents a phase in the process. • No fixed phases such as specification or design loops in the spiral are chosen depending on what is required • Risks are explicitly assessed and resolved throughout the process
Spiral Model Sectors • • • •
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Objective setting o Specific objectives for the phase are identified Risk assessment and reduction o Risks are assessed and activities put in place to reduce the key risks Development and validation o A development model for the system is chosen which can be any of the generic models Planning o The project is reviewed and the next phase of the spiral is planned
Human Resource Management System
Other Models Problems Waterfall Model
• • •
Inflexible partitioning of the project into distinct stages This makes it difficult to respond to changing customer requirements Therefore, this model is only appropriate when the requirements are wellunderstood
Evolutionary Development
• • •
Lack of process visibility Systems are often poorly structured Special skills (e.g. in languages for rapid prototyping) may be required
Formal Systems Development
• •
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Need for specialised skills and training to apply the technique Difficult to formally specify some aspects of the system such as the user interface
Human Resource Management System
Context Diagram Level Zero
ADMINISTRATOR Manage all Setup items including Security
HUMAN RESOURCE
Retrieve Setup information of grids
Manage all Employee related activity HR MANAGER
ERP
PAYROLL
View Reports and Employee related activities
View Accounts information
ACCOUNTANT
Manage all Accounts related Activities
ACCOUNTS
Enter Data to the System
Verify the Entered Data DATA ENTRY OPERATOR
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Use Case Diagram
View Reports
Add Employee
Delete Employee
Update Employee
Filter Leaves
Update Attendence View Leaves (Detail) Verify Attendence View Leaves (Grid)
Delete Attendence Filter Reports
HR Manager
View Attendence
Print Reports
Filter Attendence Filter Reports
Hire Employee Filter Employee Verify Employee
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Human Resource Management System
Assign User groups Assign Roles
Modify Roles
View Grid Roles View Grid User Groups
Modify User Groups
View Detailed User Groups
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View Detailed Roles
Administrator
Manage Security
Human Resource Management System
Post Vouchers
Filter Attendence View Vouchers (Grid) View Attendence (Grid) View Voucher (Detail) View Attendence (Detail)
Data Entry Operator Enter Attendence
View Reports
Filter Leaves
Update Attendence
View Leaves (Detail)
Verify Attendence
Delete Attendence View Leaves (Grid)
Assistant HR Manager View Attendence
Filter Reports
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Filter Attendence
Human Resource Management System
Verify Vouchers
View Reports
Verify Leaves
Update COA Add COA
Delete COA
Update Vouchers
View COA (Grid) Filter COA
View COA (Detail) View Vouchers (Grid)
Accountant Update Payroll View Vouchers (Detail) View Payroll Filter Vouchers
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Generate Payroll
Filter Payroll
Human Resource Management System
View Reports
Filter Leaves
Update Attendence
View Leaves (Detail)
Verify Attendence
Delete Attendence View Leaves (Grid)
Assistant HR Manager View Attendence
Filter Reports
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Filter Attendence
Human Resource Management System
Database Diagram
PAYROLL AND HUMAN RESOURCE
ACCOUNTS
EMPLY DESGN PK
PK
INEMCODE
FK5
INELCODE VCEMACRN VCEMTITL VCEMNAME INDSCODE INETCODE INDPCODE INEMSALR INALCODE VCEMNICD VCEMADDR VCEMQLFC DTEMJOIN DTEMSIIN DTEMSIOF INEMWKHR INAHRENT INAMEDIC INACONVY INAUTILL INEMALEV INEMCLEV INEMSLEV INEMSTLV INEMALVB INEMCLVB INEMSLVB INEMSTLB BTEMISOT INYSCODE
INDSCODE VCDSDESG VCDSJSUM VCDSJDES INDSSALR
FK3 FK2 FK1
EMTYP PK
INETCODE VCETDESC
EMLEV PK
FK1
INLVCODE DTLVDTFR DTLVDTTO INEMRELV INEMAPRV BTLVPAID TILTCODE
LVTYP PK
TILTCODE VCLTDESC
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FK4
TRANS
YSTTS PK
INYSCODE
PK
INVCCODE
FK1 FK2 FK3
INVCTYPE DTVCDATE VCRECPAY VCVCDESC INVCRAMT VCINWRDS INVTCODE INDPCODE INACCODE
VCYSDESC
DEPTT PK
INDPCODE VCDPACRN VCDPDESC ACCHD EMLOG
PK
INELCODE
FK1
INEMCODE DTELSIIN DTELSIOF TILTCODE
PK
INACCODE
FK1
VCACNAME INATCODE
ACTYPE PK
INATCODE VCACNAME
VCTYP PK
INVTCODE VCVTDESC
Human Resource Management System
Class Diagram
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Human Resource Management System
IMPLEMENTATION Naming Convention Front End At front end normally database field names are used for controls. Additionally three character prefixes are attached. List of prefixes is given bellow: Prefix frm txt chk btn cls rs cm
Description Form Text box Check box Button Class Recordset Command Object
Middle Tier At middle tier database field names are also used as parameters. List of prefixes is given bellow: Prefix cnn com 31
Description Connection object Command object
Human Resource Management System
rst
Recordset object
Database Tier List of prefixes is given bellow: Prefix sp @p @o
SCREEN SHOTS: Main Form :
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Description Stored Procedure Input parameter Output parameter
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Employee Form :
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Departments Form :
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Designation Forms:
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Administrator Login:
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Attendance Form :
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Generate Payroll:
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Payroll:
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Delete Payroll:
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Human Resource Management System
CONCLUSIONS AND SUGGESTIONS FOR FUTURE WORK •
Security mechanism can be enhanced.
•
More powerful Transaction management can be applicable.
•
Application can be extended as a true distributed application like multiple database servers, application servers and web servers.
•
Proper load balancing mechanism can be embedded.
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Failover clustering can ales are implemented.
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More clientside validations can ales be applicable.
REFERENCES The whole idea is self generated so there are no concrete references available. However, the couple of books referred are:
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Human Resource Management System
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Systems Analysis and Design Method By J.L Whitten, Lonnie D. Bentlay and K. C. Dittman
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UML with Rational Rose By Boggs and Boggs
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Applying UML and Patterns By Larman
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Object Oriented Systems Analysis and Design By Simon Bennett
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Software Engineering By Pressman
•
Dot net Tutorials
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