Human Resource Profiling and Evaluation 02a-V3 0

1.
1 Project Background
The HR Profiling and Performance Evaluation Is designed to maximize the
employee performance in their services to the employer. HR is primarily
concerned with how many people are being managed within the organizations
and the system.HR departments and units of organization are automatically
responsible for a number of activities, including the recruitment training and the
development.
For those people who would like to apply at a certain company.HR is typically
dedicated to discipline the staff. The HR tasks and functional leadership is about
engaging strategic decision making across the business. HRD has a lot of tasks
that needed to be implemented inside the company.
They give commands, memorandum and evaluation to the employees that they
are handling. In short the HR department is the one in charge about the overall
matter involving employees. Sometimes HR is assigned to give a payroll of
employees, and sometimes if they have a problem to the company or to the
business, HR is the responsible for the people communication and to face it about
the problem of the company.
1.1.1Problem/Opportunity Description
Error of database it can be happen during the system process.
Power lost its going to be happen sometimes while doing and
processing the system.
Installation Error while making the system there are times that the
installation of some database or MS SQL are getting some error
happen.
1.1.2Benefits
Secure Data Records, especially Contracts.
Accurate and Reliable Data to avoid any conflicts for both parties.
Faster and Efficient process due to automated transactions.
1.1.3 Goal
Merchandising System (H.R).
Page 1
To provide systematical way and placing the personnel information.

To simply the work cycle of the HR personnel by the making the system
make user friendly.
Placing rational way on measuring the employees word ethics by using our
key performance indicator aspect system.
1.1.4 Stakeholders and Constraints
The system was unable to save the data if the details are not complete.
Client- The client will be the first Stakeholders that needed to the system.
Clients is always Right.
1.2 Project Scope
1.2.1 Objectives
To provide systematical way and placing the personnel information.
To simply the work cycle of the HR personnel by the making the system
make user friendly.
Page 2
Placing rational way on measuring the employees word ethics by using our
key performance indicator aspect system.
1.2.2 Deliverables
Project Deliverables
Employees Description
Information of every employees are detailed Any one wants this to use it. For not
and recorded also.
wasting time if the system is user

friendly and understandable. It is
easily use.
Department all employee is assign in every For the secure data records. To avoid
department
cheat or editing data. And ofcourse

to the daily attendance that need a
securities.
Employee information to knowing or to For the easily viewing of all data to

survey the employees performances even if the other module.
this active or not active on the department
that they assign
Benefits
to
pursuit
or
encourage
the The Planning must be needed to do.
employee working hard and give their best to To
have
rewards some benefits like and additional Progress.

incentives of give.

Page 3
right
and
efficient
Key
performance
indicator
(kpi)
the
performance of the employee are always

recorded also if they do their work carefully or
doing good and even the behavior of the
every employees.
1.2.3 Out of Scope

This will only be serve as information system
Detailed computation of employees benefits are not included on the
system
1.2.4 Enterprise Information System Required Functionalities
Interfaces- it is the system design, and it is a shared boundary a cross
which two separate components of a computer system exchange
information.
Data base systematically organized or structured repository of indexed
information.
Training it needs a training to
Free Format Query Personalized Screen
Import Export
Analytical Reports
1.3 Project Plan
Planning is important thing if they going have to do a propose system. This is the
way to know and to serve as a pattern or the idea of the system that can be need
to do. Planning is the basis of the system design, procedure, and outlook of the
system. The project plan is not commonly focusing use to the system, take note
project plan or planning is a good way of work.
1.3.1Approach and Methodology
Page 4
Data Gathering Process - By using interviews or any other data

gathering process.
Development-Using SDLC(Systems Development Life Cycle in
methodology for developing the system
Testing -Creating test plans and test cases to expect and achieve
results of the system
1.3.2 Project Timeline
ID
TASK NAME
Start the planning for our system group activities.
Research about the merchandising (HR) to have an Idea about this

system
3
4
Start the documents Chapter 1, for the overview of our system.(HR
Start
10A
M
3pm
3pm
Make an interview Questions for HR Department.
8pm
Start the documents of chapter 2.
10a
m
Continuation of documents. Chapter 1-2
8pm
Chapter 3 (First part)
10a
m
Distribution of responsibilities by part of chapter 3
10a
m
7
8
9
1
0
1
1
1
2
1
3
Chapter 3 (second part)
2pm
Chapter 3(third part)

Conduct an interview
Analyze the gathered data and identify the problems
12n
n
Identify the objectives and find a solution.
10a
m

Page 5
End
5PM
07/05/
14
7pm
07/06/
14
7pm
07/12/
14
11pm
07/14/
14
7pm
07/23/
14
07/25/
14
5pm
07/28/
14
4pm
08/01/
14
6pm
08/09/
14
08/19/
14
08/20/
14
8pm
08/25/
14
5pm
08/23/
14
Duratio
7hrs
4hrs
4hrs
3hrs
9hrs
2days
7hrs
7hrs
4hrs
1day
8hrs
7hrs
1
4
Identify the system scope
1
5
Editing of Chapter 2
1
6
Submitted of all doing part of chapter 3, into Project Manager. From

risk M. to test spec
1
7
1
8
1
9
2
0
2
1
2
2
2
3
2
4
2
5
2
6
Passing of 2 copies each of documents

Checking of docu to adviser
Doing of revision of documents
1pm
2pm
3pm
3pm
3pm
1pm
MOCK DEFENSE
REVISION
2pm
Passing of Revision
Continuation of documents
Consult of documents to our adviser
10a
m
3pm
Passing of all Documents

FINALS DEFENSE
Second semester
Start
2
7 Analyze the documents to start the system
2
8 Start the design of system
2
9 Follow the flow of system in our documents
3
0 Making of all forms
3
1 Start the codings of Log in
3
2 Continues the coding of some
Page 6
7pm
08/26/
14
8pm
08/21/
14
5pm
08/26/
14
6pm
09/09/
14
5pm
09/02/
14
8pm
09/06/
14
09/11/
14
8pm
09/12/
14
09/17/
14
5pm
09/18/
14
5pm
10/05/
14
10/07/
14
10/17/
14
End
10am
10am
10am
2pm
1pm
1pm
5pm11/12/1
4
5pm11/14/1
4
5pm11/16/1
4
8pm11/20/1
4
5pm11/21/1
4
6pm11/24/1
4
6hrs
6hrs
2hrs
3hrs
2hrs
7hrs
6hrs
7hrs
2hrs
D
o
3
3
3
4
3
5
3
6
3
7
3
8
3
9
4
0
4
1
4
2
4
3
4
4
4
5
4
6
4
7
4
8
4
9
5
0
5
1
5
2
Checking of errors to correct it.
3pm
Connecting of system to database
3pm
Search of codes
2pm
Checking of system to our adviser
1pm
Check the System Requirements
3pm
Continues of coding to check the error
12nn
Testing required tools
2pm
We will add another codes for improvement of our system
1pm
Testing the Software that we will be used
5pm
Testing Specification to check if theres a problem
1pm
Checking of system to our adviser
3pm
6pm11/30/1
4
1pm12/03/1
4
4pm12/05/1
4
5pm12/09/1
4
5pm12/15/1
4
7pm412/20/
14
7pm12/06/1
4
8pm12/20/1
4
5pm12/23/1
4
5pm12/29/1
4
6pm02/04/1
5
8pm02/10/1
5
9pm
02/20/15
4pm03/10/1
5
5pm03/26/1
5
10am
03/17/15
Consult the codings to our system adviser
11am
Updating codes For improvement of the system
10am
Canvassing of Biometrics that will used for monitoring

Testing the improvements
Final testing
2pm
10am
Preparation for our Final Defense
03/26/15
Final Defense
03/26/15
Revision
04/06/15
Graduation Day!
1.3.3 Success Criteria

The project is considered a success if the documents and systems
passed the standard implemented for the project.
The project is considered a success if the system is fully functional
and were able to cater transactions, generate accurate reports.
Page 7
The project milestones or the things that must be achieved by the

developers to meet their goals.
1.3.4 Issues and Policy Implications
Of employees assigned to different dept. And system the HR

system tracks the employees in their company.Thus, the
system is also responsible with the employees scattered into
different departments.
The dependency is that the information being stored in the HR
system will depend on the other systems information of its

employees.
Also the HR system is directly connected with the Payroll
System. All necessary data that will be used on computing of

payroll depends on the information stored in the HR system.
1.3.5 Risk Management Plan
Risk Factor
Typhoon
Calamity
Probabi
Impa
lity
ct
H-M-
Risk Management
H-M-L
Action
HIGH
HIGH
HIGH
HIGH
HIGH
HIGH
Assign every person that work to continuing

the project adds done.
Computer
corrupted that lost
Have a backup
All the file

Technology Risks/
Power Lost
Use of generator to prevent the electrical

Power.
1.3.6 Service Transition

The system maintenance can handled and manage of the HR that
the most especially responsible to use of that, If ever the suppose
Page 8
maintenance is not getting yet they have a backup operator to

manage that the system procedure. Also need to know the capability
of the system The proponent system can also handle of the people
that have a knowledge and capability to use the system procedure.
1.3.7 Option Analysis
If the company wants to add more
things to the existing propose
system theres a way to do that thing, just like to the system of the
other company for the employee. The system can be enhance of the
programmer and can add more option the system for the employee
and it gives more benefits, advantages to the employee. The system
is simple but it is very useful to the user who implements this
system.
In terms of the budget, the whole team will stick in the budget of the
project however if there are unexpected necessities for the project,
the team will produce the needed money to support the necessities.
The teams thoughts about the software and the technical support of
the development of the project is that the software that will be
needed should be licensed and for the technical support that team
will have their own gadget or laptops that is needed for the
development.
In terms of system integration, the project team will be on the guard
for any adjustment and revision that will be needed by the whole
Merchandising system.
1.4 Technical Features

Hardware Specification
Processor - Minimum requirement is 2.6 GHz and recommended
requirement is 3.3 GHz or higher

Memory - Minimum requirement of 1 to 2 GB and the recommended
requirements is 2GB or higher
Page 9
Hard Drive - Minimum requirement is 80 to 250 GB and the recommended

requirement is 500 GB or higher.
Software Specification Use
Operating System
Windows 7 or higher Serves as the environment for the development of
the system
Programming Language
Java The front-end or the interface of the system
Database
MSSQL The back-end or the storage of the system.
1.5 Project Organizational and Staffing
NAME & CONTACT
ROLE
INFORMATION
TI
RESPONSIBILITIES
Have a Big Responsibilities on our

Project
Manager
AlquinVillasinjr.
(+63)9303510944
BagongSilang,
Caloocan city
Jessica Cabanlig
Business
Analyst
Ducument
Specialist
Lead
Programmer
System
Analyst
group
Team leader
Manage the group member
And the planning of the Group.
Make business decisions
Handle about Business, find the
(+63)9302839713
Camarin, Caloocan
solution for the problem

Money related/Managing the planning
City
Jennet Ibabao
(+63)9302614900
BagongSilang,
by the PM
Handle the whole
The documentary of the group
Caloocan city
Harold Domingo
(+63)9301302248
Bagumbong,
Caloocan City.
Mark Jayson Nisnisan
(+63)306154618
Payatas b. Quezon
City
1.6 Project Budget

Page 10
Manage the System Program

Encoder of the program of the system
Making flow of the system
ME
Budget
Budget Item
One-time cost
Description
Cost
Php15.00
One-time item 1:
Photocopy
Php15.00
Projcharter
Php
photocopy
55.00
Broadband load
Php
letter
5.00
Php
Total One-Time
Costs
Ongoing Costs
90.00
Php
50.00
Php50.00
Ongoing item 1
Print
Php
Broadband load
304.00
2copies each of
Php.20.0
Print
Folder( 2)
Php.12.0
Clumps (2)
0
Php
Total OngoingCosts
Ongoing item 2:
Print
436.00
Php
150.00
January
Project Budget
Budget Item
One-time Costs
2015
Budget
Description
Cost
Php
One-time item 1
Total One-Time
Costs
Ongoing Costs
Broadband load(2days)
Print of whole chapter (for adviser checking)

Page 11
100.00
Php
100.00
Php
103 pagesPrint of whole chapter(3 copies
103.00
Php
each for defense)

Cliff for each document (4)
309.00
Php 21.00
Php
Foods for panels (mock def.)

Total One-Time
150.00
Php
Costs
583.00
1.7 APPENDIX A- ADDITIONAL INFORMATION

The proposed system for the merchandising of HR department will not only
profiled, evaluation, and shows the amount of the payment of employee but to
known where they assigned and also what department or branches they are
assigned the proponents believed that this system will contribute for the growth
and development of the whole merchandising department.
Chapter 2: Related Studies Foreign and local

Foreign studies
Human Resource Management in Kentucky Fried Chicken
(Human resources)
Building employee capability is an important strategy at KFC. A company is only as good
as its employees and KFC believes that their employees should be rewarded for the
dedication and large portions of their lives they invest into the company. At KFC all
employees receive initial training which covers food safety, business familiarization and
online testing. The elements of the training are web based and virtual reality classrooms
that are used to develop champions. After commencing employment team members
continue to further their training through a program called CHAMPS. CHAMPS stand for
the six universal areas of customer expectations: Cleanliness, Hospitality, Accuracy,
Maintenance, Product quality, and Speed. The training is both face to face and web
Page 12
based. The web based program provides consistent and up-to-date information. The face
to face program provides opportunity for cross-training within the restaurant so that
employees continue to develop new skills. The blended training is estimated to require
41% less hours per learner than in-restaurant training programs. (Human resources)
KFC has grown to be the largest quick service restaurant and has been proven to
be a successful business enterprise with more than 11,000 restaurants in 109
countries around the world. (About us) KFC understand that their employees are
at the center of their success. Through structured employee training and effective
retention strategies the company can deliver a more consistent customer
experience. The training, development, and retention of the right people are the
key ingredients to the secret recipe that result in the long term success of KFC.
http://www.ukessays.com/essays/management/human-resource-management-inkentucky-fried-chicken-business-essay.php
HUMAN RESOURCE MANAGEMENT CONCEPT OF McDonalds

The total knowledge, skills, creative abilities, talents and aptitudes of an
organization's workforce, as well as the value, attitudes and beliefs of the
individuals involved is called Human resources. Bratton, J. and Gold, J. (2000)
An organization gets competitive advantages by using its employees effectively to
improve the skills of labors and to provide a clear view of the organization
objectives to be achieved within a particular period to the employers. Human
resource management is aimed to recruit efficient, skilled and committed people.
Managing and rewarding their performance and developing their skills.
The employers of McDonalds fall into three groups Restaurant workersCorporate staff andFranchise owners

Page 13
Usually a local McDonalds restaurant employees up to 50 to 65 people, company

staff members work either at the corporate head quarts or at one of 40 regional
offices. A large majority is part-time workers; their wages are low although their
hourly wages are slightly higher than crew members wages. There is one
restaurant manager per McDonalds restaurant. According to a company survey,
approximately 12% of all teens are currently employed in the USA works for
McDonalds
http://www.ukessays.com/essays/business/human-resource-managementconcept-of-mcdonalds-business-essay.php#ixzz3Q2GVICJl
HUMAN RESOURCE MANAGEMENT GOVERNMENT OF ODISHA

Human
Resources
Management
System
(HRMS)
envisages
automating
transaction relating to personnel matters. HRMS is the flagship project of CMGI

(A society under General Administration (Administrative Reform) Department
Government of Odisha ). In HRMS, an employee may apply leave, loan, or put

forward his/ her report, request, or grievance through Internet. In return she/he
can receive the sanction or reply on-line through internet from authorities. An
authority may issue notification or orders of transfer, promotion or deputation of
the employees on-line. HRMS software automatically prepares all related
accounts and registers like Service Book, Leave Account, Loan Account, Salary
Account, Incumbency Chart etc., and retrieving relevant data from transactions.
Moreover it will also help retiring employees to prepare their own pension papers
on click of buttons and help authorities to process pension papers easily and
quickly. HRMS is application software to carry out personnel transaction of
government employees in on-line mode through Internet. In this regard, the
transactions that have already taken place are already being captured as legacy
data. The Service Book of each employee is the most composite repository of
such transactions. Hence, service data of each employee from the service book
creates backbone of HRMS software for provisioning above services.

Page 14
http://hrmsorissa.gov.in/http://apps.hrmsorissa.gov.in/HRMS/JSP/CategoryStatus
Action.do?submit=ExportToGraph
Human Resource Management

In a rapid competitive business environment, the procedures of outlining the role,
function and process of Human Resource Management (HRM) within a dynamic
and uncertain environment are ongoing for many decades. To date there is no
widely acceptable definition for HRM and what it entirely involves in our daily
business world. Fewer satisfactory definitions have been propounded by different
writer such as, whom perceived HRM as an executive personnel responsibility
that mainly concern with management activities classified HRM as management
philosophy that concerns with people treatment and, finally discerned HRM as
interaction management between the firm and its people.
HR IN A CONTEMPORARY ORGANISATION
HR is essentially crucial in todays contemporary organizations because it induce
high-performance management through the use of employees; by enhancing their
levels of customers service, productivity, growth, profits and quality control
outlined a separate interconnected activities, roles, processes and other aspects
that are aimed to attracting, maintaining, and developing the firm HR activities in
contemporary organizations, such as planning recruitment and selection training;
performance management benefits and rewards compensation and career
development.
Planning
Planning in Human Resource has been discussed in different HRM contexts for
many years. HR planning was initially an important aspect of job analyses and
was often used as bases for determining strengths and weaknesses among the
employees and to develop the skills and competences they needed. As individual
career plans started to gain more popularity, companies gradually started to pay

Page 15
more attention to the certain skills and competences among individual employees
as a way of aligning and dealing with the companies succession planning.
Recruitment and selection
In organization the system that responsible for placing diversifies talents
throughout is refers to as recruitment and selection processes. The process of
recruitment and selection is an ethical approach by a firm to seek and attract the
most competent and suitable applicant for a vacant position inferred that
recruitment strategies can be divided in three significant approaches: suitability
the most qualified applicant for the position, malleability molded within the
cultural norms, and flexibility the most reliable and versatility employee.
Channels of Recruitment
Cascaded channels of recruitment into external and internal recruitment, and

formal and informal channels. Internal recruitment channels mainly involve the
use of intercommunication between other strategic areas of the organization and
the entire HR department. This approach enhances the firm to priorities and target
in-house or current employees.
Training
In todays contemporary organization, employees skills and knowledge can make
a positive impact on the firms productivity. Organizations have to counter some
difficulties while training a single or more employees. Previous literatures argue
the affordability of some organizations that deprive themselves for a single
individual employee particularly when human resources are limited: this can
hinder the productivity on the short term and destabilize the organization. He
continues to stress that such perception about training implies that organization
should embark on a cost reduction strategies and focuses on in-house or on-jobtraining (OJT).

Page 16
Performance Management
The concept of measuring performance or managing performance within
organizations is to strategize how firms can get the utmost benefits from their
employees The approach to measuring performance can be classified as a threestep approach that composed by objectives, appraisal and feedback. The first
step is the setting of performance objectives that are quantifiable, easy to
measure and simple to communicate throughout the organization After that, the
process of performance appraisal should take place.
Benefits and rewards
Eliciting high contributions within an organizational environment is highly essential
for the firm as well as the employees. For instance, expectancy theories have
explicated aspects of anticipated rewards in line with employees motivations. This
indicated that every employee will have to face with a logical decision in
accordance to the present economical circumstance. As a result to that employee
considerable effort will manifests into an intended realizations and fulfillment of a
specific desire outcome.
Compensation
According to Patel & Cordon compensation is vital for contemporary organization
as it contributes to attract and retain high skilled workers with superior salaries,
and it encourages a desired stakeholder behavior regarding recognition and
legitimacy. Inferred that compensation would enhance motivation among
personnel too.
Even though non-financial compensation can really work as a positive stimulus for
the workers, providing monetary benefits is necessary to increase the productivity
of the employees on the individual or group level suggest a more flexible
approach toward the payment issue.
Career development (CD)
Page 17
Many practitioners and scholars within human resource development (HRD) field
have claimed that the utmost crucial aspect of the practices is career
development. However, this area of studies has been given little attention.
The importance of HR in organization
The sole aim of HRM is to guarantee that the firm human capitals are being used
in the fullest capability to produces the greatest organization results that meets
with the firm needs NadeemMoiden. Therefore, the philosophy of empowering
employees capabilities is coined to the conception that HR is extremely crucial for
sustainable
competitive
advantage
and
organizational
success.
HR
in
organization is also crucial because its assist managers and employees through a
change process.
Advantages and disadvantages of HR
As many other departments within an organization encounter, challenges are
inevitable and are present in our daily business lives. There are three main
disadvantages, or some may refers to a challenges facing HR, namely
Strategic HR roles in dynamic and uncertainty environments
Strategic HRM (SHRM) roles consist of strategies executions and formulations.
The strategies execution has been the predominant aspect of the SHRMs
strategic job. Strategies formulators always set and margin their formulations in
line with the corporate and competitive strategies and aligned the firm policies and
practices towards their strategic formulations.
Employee satisfaction
Employee satisfaction is the individual satisfaction as a professional person, that
is, the individual has an effect on his attitude. Organization member to its
operating characteristic is the cognitive evaluation, employees get through the
more realistic values and expectations of the gap between the value obtained
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after the meeting whether or not all aspects of work attitudes and emotional
responses. It involves the work of the degree of organizational commitment and
work motivation is closely related.
Employee loyalty
Employee engagement is personified by the passion and energy employees have
to give of their best to the organization to serve the customer. Engagement is
characterized by employees being committed to the organization, believing in
what it stands for and being prepared to go above and beyond what is expected
of them to deliver outstanding service to the customer.
Wages and benefits systems
Salaries and benefits in the eyes of employees affect their loyalty is one of the
important factors. Money is not the most important, but no doubt a very
important,
whether
corporate
or
professional
loyalty,
loyalty
is
established on the basis of material, good pay system to ensure the basic
material needs of the employees, will have good professional loyalty, and
corporate loyalty.
Enterprise human resource management system

As indicated above human resource management is compulsory for each
company and one of the most important courses; how to send staff to the right on
the job, motivate employees, training and study staff, will be affected to some
extent, staff loyalty. In the development of the unscientific, resulting in unfair
business, become a mere formality, which often occurs. Negative phenomena that
affect the performance of their staff, or even result in employees slack, complain
more, rumors filled the air, to lose morale.
Retaining top employees
Excellent staff should have: First, high loyalty, company loyalty by recognizing the
companys values, to share weal and woe, and common development; second,
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right attitude, initiative, and study to make improvements, work hard and willing to
do, know that they are doing, those things that do and should not do, great
development potential; Third, professional ability, can work independently, with
skill, and can continue to improve. The roles of great employees are being
productive and increased passion for and commitment to the organizations
vision, strategy and goals.
http://writepass.com/journal/2011/10/hr-lit-reviewfree-human-resources-literature-review/
HRD
and
HRM
Perspectives
on
Organizational
Performance
A Review of Literature
A systematic review of literature on the relationship of human resources (HR) and
organizational performance (OP) revealed a dearth of contribution from human resource
development (HRD) in establishing the linkage. This linkage, which refers to the
significant relationship between HRD and OP, is an important topic relevant to research
and practice. The review utilized OP as the dependent variable to survey the state of
human resource literature and thus, includes contributions from human resource
management (HRM). The literature review revealed similarities and differences in the
conceptualization of OP as a dependent variable between the two fields. On further
analysis, the similarities and differences reveal convergence in specific areas of inquiry
as well as emphasize the underlying differences in the philosophical assumptions of HRD
and HRM. The independent contributions of HRD and HRM in establishing the HROP
linkage also reflect the utilization of diverse research designs, methods of data collection,
analysis, and findings. Both fields have focused on strategic contributions for improving
organizational performance and are very much connected in practice. Much of the
separation therefore, appears to be academic where competing views highlight a tension
that exists in theory, research and what we know about effective HRD or HRM in practice.

Page 20
http://hrd.sagepub.com/content/12/2/117.short?rss=1&ssource=mfr
Local Literature
Staff Alliance, Inc.
STAFF ALLIANCE, INC. is a team of highly energetic, talented and dedicated individuals in the business of
providing companies with human resource and manpower assistance, custodial and maintenance services.
We champion the values of integrity, honesty and discipline, and live by our mission of achieving success
through righteous ways.
Customer Center Associate
Job Qualifications:
Graduate of any course
Must be computer literate and good communication skills
Must have a pleasant personality
willing to handle customer concerns over the phone
Willing to work in BGC, Taguig
Good stress tolerance, organized, team player, good attendance record
http://ph.jobsdb.com/ph/job-list/admin-hr/clerical-admin-staff/1?JSSRC=JDBF
STAFF ALLIANCE, INC. is a team of highly energetic, talented and dedicated individuals in the business of
providing companies with human resource and manpower assistance, custodial and maintenance services.
We champion the values of integrity, honesty and discipline, and live by our mission of achieving success
through righteous ways.

Page 21
HR Assitant (Urgent!)
Job Responsibilities:
201 file monitoring and updating
Assist in sourcing and coordination with applicants for interview and endorsements to department
Preparation of various payment request
Facilitate online exam and generation of results
Assist in coordination with service providers (IDs, manpower agencies)
Other related tasks
Job Qualifications:
Graduate of Psychology/Human Resource/ Behavioral Science
Has average communication skills
Knowledgeable with MS office applications (Excel, Word, PowerPoint)
Must be willing to work in Makati
http://ph.jobsdb.com/ph/job-list/admin-hr/clerical-admin-staff/1?JSSRC=JDBF
Department/Divisions
1. Operations
Manages the day-to-day mall operations, including expected service delivery
and profitability.
Mall Operations
Administration

Page 22
Cyberzone Operations
Foodcourt Operations
Global Pinoy Center Management
Carpark Operations
BPO Management
Information and Communications Management
Information Technology
Operations Planning and Control
Receivables Management
2. Leasing
Handles the sourcing of tenants and zoning of mall spaces to ensure that it
generates maximum revenue and customer satisfaction.
Business Development
Lease Operations
Lease Administration
3. Marketing
Ensures the visibility of the SM Supermalls brand through advertising,
promotions and events management to meet the needs of customers, tenants,
partners, and other stakeholders.
Mall Marketing
Tenant Advertising
Digital Advertising
Food court
Cyber zone Marketing

Page 23
Special Events
Sponsorships
Administration and Media
Corporate Social Responsibility
4. Human Resources
Fulfills the full range of human resources functions including operations, talent
acquisition, training, and employee plans and programs. The Human Resources
Department recruits, trains, evaluates, promotes, and ensures the quality of SM
Supermalls workforce. The division manages an extensive recruitment program,
determines the appropriate roles and compensation levels, addresses
employment concerns or inquiries, administers employee benefits, and provides
management advice and consultation concerning human resource issues.
Corporate Recruitment
Learning and Development
Plans and Programs
Compensation and Benefits
HR Management System
HR Businesses Partners
Medical Services
5. SM Supermalls Management-In-Training Program (SMiTPro)

A six-month intensive training program designed to prepare management
trainees for mid-level positions in the organization.
6. Customer Relations Services

Ensures the malls customer service quality and satisfaction.
7. Fixed Assets and Supplies

Page 24
Manages and maintains the whole mall facility, to include equipment, furniture,
fixtures, and office and construction supplies.
Warehouse
8. Controllership
Leads the management of the companys finances.
Accounting
Treasury
Systems
9. Visual Display
Employs creative strategies to ensure that the malls are visually appealing.
https://careers.smsupermalls.com/who-we-are/our-companies/departmentsdivisions
2.3 SYNTHESIS AND RELEVANCE TO THE STUDY (MATRIX-COMPARATIVE

ANALYSIS)
Matrix
KFC
McDonalds
ODISHA
Human Resource Management
HRD and HRM Perspectives

on Organizational Performance
Customer Center Associate

HR Assistant (Urgent)
Page 25
Chapter 3.0 EIS PROJECT MANAGEMENT AND DEVELOPMENT

3.1
RISK MITIGATION, MONITORING, AND MANAGEMENT PLAN
3.1.0 INTRODUCTION
The first section is mitigation, that compose and Maybe give an effect to the
propose system. Sometimes it is very big cause to the system and also including
the entire risk problem even though the malfunctioning of the system that is a part
of risk problem. Monitoring is also involve to the propose system and it is very
important part of it for the system. They can need to monitor the system if ever
into the situation of the malfunctioning of system. if ever the software that used to
system is not compatible to use in a propose system. Thats why can be need to
monitor as always the propose system. Management plan that can be part of
propose system, before anything else to do something to the system the planning
can be also a part in a big foundation of system. if didnt have a plan for a system
or the procedure of the system, what at are the purpose of your system while
doing that system.
3.1.1 SCOPE AND INTENTOF RMMM ACTIVITIES
Page 26
The propose system Scope is: the monitoring the employees and staff daily
attendance.to view all data records of employees. Like the information,
attendance, salary, and they didnt have a leave form that need to submit to the
HR the possible risk problem that is they have an penalty or consequences to
the employees.
3.1.2 RISK MANAGEMENT ORGANIZATIONAL ROLE
Software development - can avoid the risk problem during the necessary
software that compatible to use in the propose system. Then maybe can affect to
the other part of software.
Employee -It can be avoiding the risks situation by providing all necessary
benefits information during the early orientation of the employees.
Technology -can be help to the entire necessary database for the employee and
staff to initiate and avoid risk tendency.
3.2.0 FUNCTIONAL DATA DESCRIPTION
In Creating System its also have a risk that you faced it of course the Software
that will be using. It needs the compatible software. Time its also a risk. if dont
have time to finish in exact day, so it needs a time management.
3.2.1 RISK TABLE
3.2.1.1 DESCRIPTION OF RISK M
Employee Risks- this risks problem is totally dependent to the ability, experience
and willingness of employee to his job. If the team members are not getting
experience to use the application necessary to develop the software they have a
possibility that will cause of failed project. Employee risks is one of the major thing
to consider while doing a propose system and how to handle that system
propose.

Page 27
Development Risks - Involves regarding to the employees ability, if the

employee has no ability to his work. There will be a tendency that they doing are
become failed, and the employee is not accurate to do the thing that didnt know
how to handle the work that assigned to them.
Technology Risks -Involves of using technology, all the information and the
database of employee can save to the computer. Sometimes technology is
caused of risking problem that sometimes it gives of computer error, then maybe
all the database of employee to the computer
get lost. Technology risk is been
most of the problem during doing something or using of it. Most of the time to the
people that they didnt know how to use the software development.
2.1.2 PROBABILITY AND IMPACT FOR RISK M

The following is the sorted version of the above table by probability and impact:
Category
Risks
Probability Impact
Employee risks
Lack of training and experience
30%
Process Risk
Low product quality
25%
Product Size
Where size estimates could be wrong 15%
Development Risks Insufficient resources
10%
Customer Risk
Customer may fail to participate
10%
Technology
Absolute technology
5%
Business Impact
Product may harm the business
5%
Table Risks Table (sorted)

Impact Values
Description

Page 28
1
2
3
4
Excellent
Good
Satisfactory
Poor
3.0 RISKS, MITIGATION AND MONITORING MANAGEMENT

In this section the proponents will go to conduct a Risk monitoring plan in order to
avoid and prevent encountering problems while in the development of the system.
Thus the proponent is aware that there is no non risky project, everything within
the project is risky and there is no other way not to face and encounter problems.
This Risk, Mitigation and Monitoring Management will going to create a plan in
order to minimize the possibility to encounter a problems.
3.1 RISK MITIGATION FOR RISK M
The system that proponent is proposing is about the Human Resource. The
human resource department handles the whole company employee records, so
they are handling important information so the only risk that the proponent is
thinking is about the storage of information of all the employee inside the
company, because the proponents is aware that there are lots of information that
must be encoded within every employee. Aside from that the employee
themselves can also be a problem regarding the positioning inside the system,
they must be categorize according to department and positions.
3.1.1 PRODUCT SIZE
Since the proponent is aware to have a problem about the storage, the product
size would also be a problem. The developer must know how to overestimate the
size of the system in this case the proponents will going to avoid having trouble in
adjusting the size of the system.
3.1.2 BUSINESS IMPACT
The system for the Human resource will be used by the human resource
personnel. So in creating the system one must be aware of everything that is
Page 29
happening in the human resource, the developer must know how to talk to the
user to know all the details that he needs in order to provide the demands and the
quality that the system must provide.
3.1.3 CUSTOMER (USER) RISKS
This section will focus on the needs and transaction of the human resource
department. So the developer must know all the different areas and transactions
of the human resource, the developer must work together with the client in order
to let the client see and update all the changes that the system will be
implementing. If the system fails to achieve its goals then the whole system will be
useless.
3.1.4 PROCESS RISKS
Setting up the projects goal is one of the hardest to achieve this will enable the
developer to catch up with the client, But interviews and surveys are not enough.
The development of a system is important and so the goals must be encoded.
And in order to achieve all the goals they must have and set up their guidelines
that the team must follow in all the following phases of the system development
cycle.
3.1.5 TECHNOLOGY RISKS
The proponents believed that the technology can also be risky by not keeping eye
on it. The software that need to update the latest to avoid having trouble in the
completion of the system. And sometimes those software are not compatibles to
the other computers. Block out that one of the risk
3.1.6 DEVELOPMENT RISKS
Development risks can also be a problem if the client fails to provide the
necessary tools and equipment that the system needs in order to provide quality
assured system. Like the human resource sometimes the system itself is not

Page 30
enough they still need to have extra equipment for security like biometrics and
other gadgets that needs to be implemented according to the developer.
3.1.7 EMPLOYEE RISKS (TEAMMATES)

Aside from the risks regarding the software and the tools, the members of the
team can also be a problem if the team member themselves is lacking knowledge
about the system or the software that they are going to use together with their
attitudes and willingness in helping one another within the team.
3.2 RISKS MONITORING FOR RISK M

Since the team have already identifies all the possible risks that they may
encounter in the development of the system, in this section they are now going to
monitor all those possibilities and whole system to avoid and prevent
encountering the problems.
3.2.1 PRODUCT SIZE
So the problem for the product size has been stated then the next step is to
monitor all the possibilities regarding the size of the system, the other team
Members must focus on knowing all the database of the system while the other
one must know how to estimate.
Since the proponents goal is to satisfy the needs of the client, the developer and
the clients must see each other regularly in this case the client will be very much
updated about the progress and the development of the system and also this is

Page 31
the efficient way of knowing the clients opinion and the other matter concerning
the system.
Just like the in the business impact the client and the developer must always work
together to monitor all the system progress and to let the client see and view all
the features of the system in that case editing and adding of some data will be
easier.
3.2.4 Process Risks
To monitor the risk to find the problems and to help each other in a achieving
better employee quality, and also have the general guidelines to set for all of the
work to be carried on for the software development, and inform a team member
who is failing to participate in following the guidelines.
3.2.5 Technology Risks
For monitoring phase during the development of the software we will keep eye on new
technology
3.2.6 Development Risks

For the monitoring during the development of the software and to keep on tools
being used and their effectiveness and to help us to keep up with new technology
To keep took of the new equipment being brought into use of HR, and also look
for the availability of the inexpensive equipment that may proud help in completion
of this project.
3.2.7 Employee Risks (Team mates)

Monitoring and managing of this risk is include looking out for each other, that is
some team-member is having difficulties in performing some tasks or using
particular tool or technique other member of that team and help him out.
Page 32
3.3 RISK MANAGEMENT FOR RISK M

In this section will identify several different software development risks and will try
to create a plan to manage these risks if they do occur.
3.3.1 PRODUCT SIZE
After careful monitoring of the process, if we still end up with underestimation of
the FP, we will put more man-hours into the project. This is the only way that we
think we can manage the risk.
If a mistake as been made, user input on the completed work will provide us with
information to fix or improve the software.
If the turn out in the meetings is not encouraging we will pass out questionnaire to
easily gather customers view.
3.3.4 PROCESS RISKS
If the problem exists with the quality of the product, the quality assurance plan will
be revised in the risk management phase.
3.3.5 TECHNOLOGY RISKS
For monitoring phase during the development of the software we will keep eye on
new technology
3.3.6DEVELOPMENT RISKS
In the management phase if the funding for the technology and tools are not
enough we will have to reschedule the phase of the software development cycle
to allow more time to coding phase.
Page 33
3.3.7 EMPLOYEE RISKS (TEAMMATES)

Monitoring and managing of this risk will include looking out for each, that is if
some team-member is having difficulties in performing some tasks or using
particular tool or technique other member of that team will help him out.
4.0 SPECIAL CONDITIONS
Special conditions that are associated with the software are as follows.
Use of the biometrics:
In the user of this system the proponent need to conduct of training to user in
how to use the system or put a guide note in this system steps by step-in that
procedures the user is easily use the system.
Login:
All users are have an individuals access in the system and also to hide or not
able to use some application of software, its depends on the rights granted of the
users. We have to explain why he or she is not able to use some application of
software to avoid many changes of the users report.
SOFTWARE CONFIGURATION MANAGEMENT PLAN
1.0 Introduction
Software configuration management (SCM) describes the changes and control of
the software since there are some problem in the software development there
always making changes to our original plans. Software configuration management
plan is developed to identify the change, control the change, make sure the plan
is implemented correctly and to make that we report the change to others. And
some clients are making change their or
1.1 Scope and Intent of SCM Activities
The primary focus of the Software Configuration Management (SCM) is to Identify
and control major software changes, ensure that change is being properly
Page 34
Implemented, and report changes to any other personnel or clients who may have
an interest. The objective of SCM is to limit the impact changes may have on the
entire system. This will help to eliminate unnecessary changes, and to monitor
and control any necessary changes. This allows software development to
continue,
despite
large
and/or
insignificant
changes
without
significant
backtracking, lessening development time and resulting in a higher-quality

product. The SCM team will oversee these activities, and any changes to existing
code or architectural design must pass their inspection before they are carried
out.
1.2 SCM Organizational Role
The SCM team will work closely with the SQA (Software Quality Assurance) team,
cross-examining many of the submitted documents and software change
requests. Software Engineers will submit change requests directly to the SCM
team for their inspection and approval. An SCM leader will be appointed to
oversee all SCM activities. He will receive all change requests, and will make any
final decisions regarding those changes, including which software engineer will
carry out approved changes. The SC leader also keeps a library of all submitted
requests, even those that have been denied.
2.0
SCM TASKS
In this section we will try to detail all-important SCM tasks and will assign
responsibilities for each. All of the SCM tasks will be performed by three members
of the software development team members of the software development team
members. Try to keep one-person from clients team informed all of the changes
that do not affect users. All the changes that affect the use of the software will be
discussed with entire team on the clients team during the meeting.
2.1.1 Description
Identify change

Page 35
All the team member has suggests into a software and also having team work on
the suggestion and to figure out if the change is necessary and is justified.
Approve change
We want to be able to have control over any changes within the software. We
cannot afford to have a one member of software development team think of a
change or and implement it without telling any other member of the team. This
can create huge technical problems for the software we want to develop rules so
that member of the team will think of and implement change without permission of
the other members. We will be using change request report form to suggest
changes in the software. Below is the link to the page that contains Change
Request Report generator and the picture of it.
Ensure that change is being properly implemented

To ensure that change are being properly implemented we want to have team
members looking over the change. Since all the teammates will be working
separately, it is possible to have made mistake in implementing the change.
To make sure this doesnt happen, we want to set up times when the team
members will look over the change that other members have implemented the
change and to finalize the change.
Document the change
If the team member finalized the change, since the time that change are
documented form the time that team member suggests change, member will be
using the change request form developed by Delta group to request change. To
approve a change they using change report form, which submitted to change
control panel (remaining member of the software development team). Link to the
software Change Report Generator is as follows.
2.2.1 Work product and documentation
Identify change
Page 36
Once the change is identified a change request form will be produced and will be
sending to all the members of the SCM team.
Control change
After evaluator (SCM team member) got the change request form, change report
form will be generated.
Ensure that change is being implemented.
Document the change
Once the change is approved we will document the change in the library. And we
will change the software version number if it is necessary.
2.2 Configuration control

2.2.1 Description
Changes will be controlled by using human procedures and automated tools.
Here are the steps, which will be taken in order to control change.
1.
2.
3.
4.
5.
6.
7.
8.
Request the change

Software developer will evaluate the change request
The result of evaluation will be presented as change report
Final decision on change will be made
If change is approved
Define constraint
Check out items for changes
Make necessary change
Apply SQA activities
Check in items
Apply testing activities
Rebuilt the software
Distribute the software
2.3 Version Control

2.3.1 Description
2.3.2 Increasing Version Number
Page 37
Bug Fix
Minor Update
Major Update
2.3.3 Work Products and Documentation

2.4 Configuration Status Accounting (CSA)
Configuration status accounting (CSA) is the process of creating and organizing
the knowledge base necessary for the performance of configuration management.
In addition to facilitating CM, the purpose of CSA is to provide a highly reliable
source of configuration information to support all program/project activities
including program management, systems engineering, manufacturing, software
development and maintenance, logistic support, modification, and maintenance.
2.4.1 Description
Change request report:

We will have two different forms that we will use as tools to request a change or to
report a change to the SCM team. These documents will be in java format that will
be able to send them through web.
Verbal Communication
Since our software development is small and all team members in constant touch
will each other it would be better to communicate verbally.
Approved configuration documentation

Record the current configuration documentation configuration
associated with each.
2.4.2 Work Products and Documentation
Change request report generator

Page 38
identifiers
Test errors will be documented electronically

All suggestion made during peer view will be noted
Approved configuration documentation
SOFTWARE QUALITY ASSURANCE

1 INTRODUCTION
In line with the concept of participative management through collection wisdom,
the company is promoting human resources of development with quality training
for different employee levels including individual instruction geared of towards
individual of company growth.
SCOPE AND INTENT OF SQA ACTIVITIES
The software quality assurance (SQA) teams objective is to ensure that the
employee does not deviate from the original design to specifications. If it is
discovered that deviate has occurred, the software quality assurance team is
notify the development team to prevent future deviate and to correct the previous
deviations. Also the software quality assurance team is performing a walkthrough
to analyze the employee quality at any particular stage of development. Error
detection and possible enhancement are also expressed to the development
team.
The objectives of SQA are:
A quality management approach

Meets the requirements that guided its design and development
Responds correctly to all kinds of inputs,
Performs its functions within an acceptable time,
Is sufficiently usable,
Can be installed and run in its environments, and
Achieves the general results its stakeholders desire.

Page 39
1.1
SQA ORGANIZATION ROLE
We have a relatively small team, only 5 members. So the team is use the EgoLess structure.
Ego-Less Structure
Project Manager
Villasin, Alquin A. Jr.
Lead Programmer
System Analyst
Domingo, Harold V.
Nisnisan, Mark Jayson
Documents Specialist
Ibabao, Jennet
Business Analyst
Cabanlig, Jessica
- Project Manager: Villasin, Alquin A. Jr.

- Lead Programmer: Domingo, Harold V.
- System Analyst: Nisnisan, Mark Jayson
- Business Analyst: Cabanlig, Jessica
- Document Specialist: Ibabao, Jennet
The software quality assurance organizational role is to review the employee at
specific times during employee implementation. Upon reviewing, the software
quality assurance teams duties to be evaluate the software.
Using the chart in the Pressman book [SEPA, 4/e], the cost of correcting an error
stated as below:
Relative Cost of Correcting an Error

Page 40
Unacceptable Range
for Errors
15
3
10
1
100
Acceptable
Range Codi
Req
Desig
10
40
6
11
Dev.
tim
tim
0
ng
30
System
-70
40
Field
1000
Operation
If goes according to plan, Quality Assurance Plan to be minimize the errors the
team made. Of course, eliminate all errors to be out of question. Discover errors
during, the Reg. & Design stage is our goal; During Coding & Dev. Testing is still
expectable; were certainly cant make (discover) any errors during the System
Test & Field Operation phase. The result will be disaster for the team, we are
running out of time, to make it simple. A wag once said, Every program does
something right, it just may not be the thing that we (clients) want it to do. We
have a very close contact with them through e-mail; an online help desk will set
up soon.
2.0 SQA TASKS

Here are the tasks we have for the SQA:
Close contact with the client

Extensive details design
Research on the subject

Page 41
2.1 TASK OVERVIEW

Tasks that described above to be cover the employee quality control, saving
design time & cost, minimize errors, problem tracking & data flow.
2.2 STANDARD, PRACTICES AND CONVENTIONS (SPC)
Close Contact with the Client
So far, we already have 3 meeting with the client. We have meet with he
Environmental Quality Manager and two Environmental Quality Analysts. They
have been very helpful and cooperative. Also, we have had contact with the
network administrator of DEQ, although not much helps there.
Meeting Schedule Table
Meeting Date
Discussions/Subjects
Time
Extensive Detail Design

The last team who work on the Waste Management Inspection Tracking System
(WMITS) version 1 use Visual Basic to implement the software. Even the client
request we dont have to use the same implementation method, but because
limited time we have, the idea of putting the software in browser base is out of
question.
After we define the method we will use to design the project, we will start to
design the interfaces for the software. Based on the Version 1 design, & the
request from the client, we come up with 9 new design interfaces. Each interface
will include all the elements that the client wanted, and the new elements that we
want.
Research on the Subject

Page 42
Version 1 has lot bugs or unknown errors. We were able to get a hold of the copy
of the program. After an inspection and test on the software, we estimated version
1 has complete 30% - 40% of the tasks that required by the client. Many of
functions that sit behind the interfaces can be reused, even though we are going
to redesign the interface or rearrange the elements on the old interface.
For the extended enhancement, palm pilot integration part, although we have
some idea how to approach the problem. We still havent got any feedback from
the client for the specific brand or price they want. So we cant do any actual on
that part.
2.3 SQA RESOURCES
No external SQA resources are defined for this project.
3.0 REVIEWS AND AUDITS
A formal technical review (FTR) is a software quality assurance activity that is
performed by software engineers. The objectives of the FTR are:
1.
To uncover errors in function, logic, or implementation for any
representation of the software;

2.
To verify that the software under review meets the requirements;
3.
To ensure that the software has been represented according to predefined
standards;
4.
To achieve software that is developed in a uniform manner;
5.
To make projects more manageable.
3.1 GENERIC REVIEW GUIDELINESS
Information System Operation (ISO) is the quality assurance standard that applies
to software engineering. The following is the 15 requirements delineated by them.
And to try to follow them as our quality assurance plan.
- Management Responsibilities
- Quality System
Page 43
- Design Control
- Document and Data Control
- Purchasing
- Process Control
- Inspection Testing
- Control of Inspection, Measuring and test Equipment
- Statistical Techniques
- Servicing
- Training
- Handling, Storage, Packaging, Preservation and Delivery
- Control of Quality Audits
- Control of Customer Supplied Product
- Product Identification and trace Ability
3.1.1 Conducting a Review Guidelines
There are two kinds of reviews well do, review cases with the client, and review
cases with other teammates.
For the changes that will affect the clients performance when they use the
software, we have to consult them first. But before taking the cases to the client,
the entire team member has to agree with the change. And keep a good record of
the project before and after changes.
3.1.2 Roles and Responsibilities
As stated in 1.2 SQA Organizational Role, the role of each team member will
multi-dimensional since we have a relatively small team.
Page 44

3.1.3 Review Work Product
For each period (weekly, in our case), well generate a work report from each
member. In the work report, we will state each members work for the past week,
problems encountered, problem that cant be solved, and any cautions. This
report will be extremely helpful when comes to documentation and writing the help
menu.
When we meet with our client, we will have minutes for the record. In the minutes,
we will have the questions that we make before we go see the client, answered
got from the clients, clients request, opinions on the current work, self reminder,
schedule for next meeting, etc.
3.2 Formal Technical Reviews
Here are the FTR that we will conduct during the software process:
-
Walkthroughs
Inspections
After each form (interface) we design, well do a test on the interface using block
box testing method. And each week, we will ask the team members to do a
inspection on the interface, then hook up the others work, do a walkthroughs of
all the interfaces.
3.2.1 Description of Review Walkthroughs
3.2.1.1 Description and Focus of Review
Page 45
This review mainly focuses in the integration of the parts that we design (such as
interfaces, form, and database). We will ask other team members to do the
walkthroughs with the presence of the coder.
3.2.2 Description of Review Inspection
3.2.1.1 Description and focus of Review
This review is mainly focus on the correctness of the parts that has designed.
Usually allow the other two team-members to do a private test, without the
designers interrupt. This idea is try to allow team-members bring out the test
cases.
3.2.2.1 Description and Focus of Review
This review mainly focuses on the correctness of the parts that we designed.
Usually allow the other two team-members to do a private test, without the
designers interruption. The idea is try to allow other team members bring out the
test cases.
3.2.1 System Specification Review
System specification usually changed after each weekly meeting, and after each
meeting with our employee. As for this moment, most of the system designs have
been settle down. And since this actually doing a bug Fixing originally, so the
system specification is pretty much there.
3.2.2 Software Project Plan Review
The purpose of Software Project Plan is over look of the whole project. For more
information, please see the document titled Software Project Plan.
3.2.3 RMMM Review

Page 46
RMMM, Risk Migration, Monitoring & Management, is use to prevent, monitor

and, and manage the risk. For more information, please see the document titled
RMMM.
3.2.4 Requirements Reviews (Models, Specification)
Software Requirements stated the data requirement, specifications. For more
information, please see the document titled Requirement Plan.
3.2.5 Data Design Review
The Data Design document is about the data flow between each form (interface),
and forms to the database. For Architectural Design, please see the document
titled Architectural Design.
3.2.6 Architectural Design Review
The Architectural Design document is about the whole project design, layout, and
data flow. For Architectural Design, please see the document titled Architectural
design.
3.2.7 Interface (GUI)
Upon the request of the client, we will redesign the interfaces from the previous
version. We have 15 interfaces so far, and maybe more will be added later on.
They all are Java Programming front-end.
3.2.8 Component Design Review

Besides the 15 interfaces, we also doing a palm pilot integration, and online help
desk for a period of time. We also doing some database re-engineering for the
clients database to make it more efficient and suit our project need.
3.2.9 Code Review
3.2.10 Test Specification Review
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3.2.1.1 Change Control Reviews and Audits

3.3 SQA AUDITS
Team members will have a weekly report on their individual performance
for the past week. Any problems, question regardless on the performance of other
team members will also note there.
Members will write part of the help menu that relates to their design work.
And they also share between members.
Any changes that will affect the project will be presented to other team
members before doing any changes. These are the changes that are minor or
require little code change, but still are different from the original architectural
design.
4.0 PROBLEM REPORTING AND CORRECTIVEACTION FOLLOW-UP
This section will describe problem reporting mechanisms that occur as a
consequence of the FTRs that are conducted and the means for corrective action
and follow-up.
4.1 REPORTING MECHANISMS
We will use the tiny tool that we designed on CIS 375 to do problem reporting, it
is browser-based program, which is very convenient for the team members. Site
name is http://bsit-4107.weebly.com/4107---02-a.html. It not only used by the
team members to report problems to other team members, we can also train the
clients to use it during the testing phase. When they submit the form, they receive
a copy of the request. The copy also carbon copies itself to the HR Manager.
The request will send to all 5 members of the HR team.
RESPONSIBILITIES
Since we use the egoless team model, we wont select a team leader. But since
Alquin has a lot of real world experience on software development and as great
knowledge on the project, so hes the de facto leader for the team. But as far as
decision making, no changes is to be make unless all five members agree on it.
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4.3 Data Collection and Valuation

To properly conduct software quality assurance, data about the software
engineering process should be collected, evaluated, and disseminated. Statistical
SQA helps to improve the quality of the project and the software process itself.
During each meeting, we will present a client prototype of the project; ask the
clients opinion on the design, present different option for them to choice in many
cases. Even during the two weeks that between two meetings, if we try to keep
the client have the latest and 1 st hand knowledge on the process of the project, we
occasionally posted the project online, so letting the exam the process. Or let
them download a prototype version, let them run it in the real world enlivenments,
and then ask for feedback.
4.4 Statistical SQA
5.0 SOFTWARE PROCESS IMPROVEMENT ACTIVITIES
Determinants for Software Quality and Organizational Effectiveness
Employee

Page 49 Employee
Characteristics
Employee
Condition
Process
People
Development
Environment
Technology
5.1 GOAL ANDOBJECT OF SPI

Here are some of the goals of SPI:
1.
All errors and defects are categorized by origin (e.g. flaw in specification,
flaw in logic, non-conformance to standards).

2.
Te cost to correct each error and defect is recorded
3.
The number of errors and defects in each category are counted and
ordered in descending order.
4.
The overall cost of errors and defects in each category is computed.
5.
Resultant data are analyzed to uncover the categories that result in highest
cost to the organization.
6.
Plans are developed to modify the process with the intent of eliminating (or
reducing the frequency of occurrence of) the class of errors and defects that is
most costly.
The graph below illustrated the error that we expected for the project. They
categorized in six fields

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Field
Reason
Logic
Interface
Data Handing
Error Checking
HW/SW
Standard
Logic 30%
Data Handling
3
Error Checking
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15%
10%
Sc
Standard
15%
Interface
25%
HW/SW
10%
5.2SPI TASKS AND RESPONSIBILITIES

Again since we dont have a large team, the responsibilities of each team member
will do doing SPI activities.
6.0 SOFTWARE CONFIGURATION MANAGEMENT AND OVERVIEW
During the time of the software development we will be making
o our original
plans. Software Configuration Management Plan is developed so that we can

identify the changes control, that making sure that the plan is implemented
correctly and to making sure that we report the change to other team members
and the clients. For further information on this topic, please go to the document
titled Software Configuration Management Plan.
7.0 SQA TOOLS, TECHNIQUES, METHODS
SYSTEM SPECIFICATION
1.0
INTRODUCTION
The proposed system is all about the Human Resource Profiling Performance
and Evaluation. It composed of employees information ,even the contractual
employee, training, agency, and also included the log in log out of the employee
to this proposed system.HR planning, hiring recruitment and give a benefits for
the employee like the safety services, health service welfare funds, social security
and medical services, Sickness benefits, employment injury benefits ,personal
injury benefits and etc. The proposed system is been using a biometrics for the
secured of log-in log-out of the employee, and every individual employee they
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have a monthly evaluation of their performance. To know what attitude they have
during they office hours, also the agency is been included for the proposed
system like the security guard that comes from the agency to work there
company.
1.1 GOALS AND OBJECTIVES
The main purpose of the proposed system is to help automate entire process of
the employee.
To minimize the time span of employee in any risking situation.

To create a system that been useful.
To create a searchable database for the employee.
To provide an automated system that the employee satisfaction.
1.2 SYSTEM STATEMENT OF SCOPE

The general intent of the software system should be providing an automated
processing database of employee. To view all data records of employees. To
know what are the major functions that can be need to implement and what data
are provided as input to the HRPPES. And to monitor the daily attendance of
employees.
1.2.1 VERSION 1 GENERAL REQUIREMENTS
The following general requirements were laid out for the proposed system
HRPPES.
5 Analytical Reports
Free Format Query
Custom GUIs
Android Application
A way in which DEQ could be add new employee to the database.

A search on all automated employee database.

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A way of searching employees information.

DEQ wanted the system that would allow they to easily add a new
employee by the department.
To have a printed copy of employee and staff daily reports.
1.2.2 VERSION 2 GENERAL REQUIREMENTS
Interface Enhancement
DATABASE ADMINISTRATIVE INTERFACE
1.3 SYTEM CONTEXT

1.4 MAJOR CONSTRAINTS
TIME
The group of HR has only about two months to finish all documentation, software
creation and enhancements. Ive a lot of ideas but cannot implement them due to
time constraints. One of those things is to move the system to be complete idea.
FUNDING
To develop and implement the Biometrics Ive been need funding
at least one biometrics.
2.0 Usage Scenario

2.1 User Profiles
Full Control
Read/Write/Modify All
Read/Write/Modify Own
Read Only
2.2 Use-cases
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to buy or rent

Read Only Users
Are those persons who will read only the data base; those are Employees who
wanted to view their records. And it is for public view
Read/Write/Modify Own Users

These are those people who handle and maintain the system, those people who
have the authority to add details, information or anything they desire to edit
Read/Write/Modify All Users

This person can Modify and create records of their employees, and view the
specific task of employees Commonly the manager.
Full Control Users

The Administrative can only view, modify, create, delete and change on the
system software that were using.
3.0 Data Model and Description
3.1 Data Description
3.1.1 Data Objects and Dictionary

HR Profiling and Performance Evaluation
Admin
HR_USER
This will serve as the main server to connect and log in to the
different subsystem.
Emp_Username
Emp_Pass
Emp_ID
Dep_Name
HR_Employee
This is when you can add or delete employee records, this will also
help the user to locate employees department.
Emp_ID
Dep_Name
Job_Title
Emp_Lname
Emp_Fname
Emp_Mname

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Emp_Address
Emp_Email-Add
Emp_Contact-No
DOB
Place 0f Birth
Height
Weight
Religion
Civil_Status
Citizenship
Gender
Spouse
Spouse_Occupation
Spouse_Address
Father_Name
Father_Occupation
Mother_Name
Mother_Occupation
Parent_Address
Language
Image
Elementary_Name
Elementary_Degree
Elementary_Year
Hs_Name
Hs_Degree
Hs_Year
Voc_Name
Voc_Degree
Voc_Year
Col_Name
Col_Degree
Col_Year
Courses
Skill
Others
HR_Dependants
A relative of an employee will can be a beneficiaries of yours.
Dependant_ID
Lname
Fname
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Mname
Gender
DOB
Relationship
Contact_no
Emp_id
HR_Supervisor
The information of a supervisor can be seen in this status .
Supervisor_id
Emp_id
Emp_Dep_id
Emp_Lname
Emp_Fname
Emp_Mname
DOB
Email_add
Contact_no
HR_Employee_status
an employee must be determine as a single or married to anyone.
Status_ID
Status
Description
HR_Deduction
In this sheet you can see the deduction of the company in your
salary includes your benefits and other deduction such as late,
P
K
absences, and cut of the company.

Deduction_id
P
Emp_ID
SSS
K
TIN
Emp_Lname
Philhealth
Emp_Fname
HR_Department
Emp_Mname
A division of employee, HR and staff in the store.
DOB
P
Dependant_
Emp_Dep_id
ID
K
Dep_Name
Email_add
Emp_Userna
me
3.1.2 Relationship
Emp_Pass
Emp_Lname
Human
Contact_no
Fname
P
Deduction_I
Mname
D
Resources
ManagementK System
Emp_Dep_id
Civil_Status
Emp_Fname
Merchandising System
(H.R).
Status_id
Status_ID
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Emp_Mname
Employee_Rate
HR_User
HR_Employee
Status
_ID
Emp_Position
Description
HR_Employee_Sta
Dependant_ID
Emp_Dep_id
P
K
Lname
DOB
SSS
Relationshi
TIN
HR_Dependant
p
PhilHealth
s
Contact_no
HR_Deduction
Percent
P
K
Supervisor_id
Emp_id
Emp_Dep_id
Emp_Lname
Emp_Fname P
Employee_Rate_
ID
Emp_MnameK
Supervisor_id
P
Amount
K
DOB
Attendance
Overtime
PHR_Supervisor
Emp_Dep_i
Email_add
HR_Employee_Rate
Performance
d
K Rate
Contact_no
HR_Performance_Eval
HR_Departmen
QOW
Dep_Name
4.0 Functional Model and Description

4.1 Subsystem Flow Diagrams

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4.1.1 Create Checklist

4.1.2 Print Checklist
4.1.3 Generate Letter
4.2 Human Interface
The system that will be proposed named HR and profiling performance evaluation
are getting records the employees. It can be using biometrics for the attendance
security of the Employees. And their data base used is view the all data records,
such as Employee ID, Employee Name, department Name, Employee Salary. And
it can be view generally public their records.
5.0 Restrictions, Limitations and Constraints
Time
Have a lot of ideas, but dont have time for doing that.
Funding
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The proposed system has a need to have, a biometrics to function a desired, the
funds for print outs of the documents and Load for the Internet is also to be
considered in funding.
6.0 Validation Criteria
The proponents system that can be create new user interface using Net Beans.
This interface allows to users to easily find the data records of each employees or
to view those details on the data base. The main purpose of this system is to have
a security on each attendance using the biometrics through scanning of thumb It
will also test if the biometrics is connected through database and the light pen. It
will also test the software. It can be all testing where the software is completed
and test all the software components together. And it will have a several input
data or test data that will derive results. And monitored all process if any have a
trouble on the system.
Software Design specification
1. TABLE OF CONTENTS
1.0 Introduction
This section described the design for the human resource profiling, performance
and evaluation (HR).
1.1 Goals and Objectives
The main purpose of human resource is to help the employee and shouldnt entire
process be done to accelerate the process of human resource and the purpose of
an employee to perform their duties they human resources.
1.2 System Statement of Scope
1.2.1 General Requirements

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The following General requirements where laid out for project named human
resource.
A way in which human resource could add facilities.

A way in which human resource could generate of facility and checklists.
A search on all generate of facility and checklists.
A way to search for the employee of existing facilities.
A way to print of records, checklists and staff reports.
Interface Enhancement
Staff members of human resource have requested a lot of interface enhancement
that increase the usability of the employee for the staff.
Database Administrative interface
There is current no documented interface for human resource staff members to
maintain the checklists and letter templates.
Training- The staff members have also requested throughout training for the
entire staff for use with the software.
1.3 System Context
Multiple employees to be using the correct uniform and give each other benefit.
For knowledge of human resource that hopefully successful, can be in other
locations as well with others.
1.4 Major Constraints
Time
The employee is eligible to comply with rules of human resources for you to avoid
a non-compliance with rules, adhere to proper time schedule given.
2.0 Data Design
2.1 Data Base Description
3.0 Architectural and Component-level design
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3.1 Program Structure

3.1.1 Overall
Time in and
Time out
Main Screen
File
Monitoring
Approval
Menu Items
The following shows the architecture of the main menu.
> Reports
* Records
* Exit
> Facility
> Inspection
* File results
* Get approval
* Print letters
* View schedule
> Approval
> Reports
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Reports
* Print staff reports

* Print record checklists
* Efficiency report
> Maintenance
* Checklists
* Letters
* Employee
* Options
> Help
* Contents
* About
Create
Inspection
CC
- Select Facility
Select Checklists
- Schedule inspection
During
inspection
checklists
Complete checklists
Check boxes
Print record
checklists
Update checklists
Manual writing
3.1.4 Post-inspection
File
results
Select
Checklists
Enter
data
Review
Letter

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Revise
Letter
Select
letter to
queue
3.1.6 Approval
Approval
View letter
View
Approve
letter
Facility
Redo letter
Description for components

3.2.1 Switch user
Form login employee was enters their username and password then click OK.
Employee logged in it is a valid username and password pair. If employee click
cancel on this form, application is end if they confirmed their action.
3.2.2 Facility
Browse
To browse all facilities, employee can click the button next to the facility ID field.
Facility browse as appear, employee can highlight a facility in the grid, then click
okay. All the information on facility is filled in.
Search

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To search employee can click on the multi-page document button next to the
facility ID field. Facility search is appear to employee can highlight a facility in the
result grid, and then click okay. All the information on facility is filled in.
Save
The save button should be disabled unless the filled in, and any there have been
changes made to any field on the facility. When the save button on clicked, new
record to be generated if the facility ID does not exist in the system, otherwise,
current record to be updated.
Delete
The delete button should be disabled unless no historical data have been found
for the facility. The delete and view button should never be enabled at the same
time.
Edit
The edit button should be disabled unless the facility ID filled in, and any there
have been changes made to any field on the facility. When the save button on
clicked, new record to be generated if the facility ID does not exist in the system,
otherwise, current record to be updated.
3.2.3 Create/Modify inspection
Create inspection
To create an inspection, employee needs to enter a new inspection ID in the
Inspection ID field. To use an automatic number, click on the button, an automatic
number is be generated and filled in the inspection ID field.
Modify inspection
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To modify an inspection, employee needs to enter an existing inspection ID in the

inspection ID field. To browse all open and employee was click on the button and
next to the inspection browse is appear. Employee can highlight an inspection in
the grid, and then click okay. All the information on inspection was is filled in.
Add
Employee needs to click on the calendar icon, pick a date.
Edit/Delete
If an employee highlights a row in the date grid, he or she can edit the contents in
the date then can click on date to update the record. The employee can also click
date delete to remove the highlighted row.
3.2.4 Create/Modify inspection step 2
For the second step user needs to pick the checklist that they will be using for the
inspection using the intuitive add and remove buttons. Once they have click finish,
the inspection will be created/modified in the database.
3.2.5 File Results step 1
To file inspection results, employee needs to first select a previously created
inspection. He or she can use the standard browse and search function to locate
the inspection. After an inspection has been chosen, employee needs to choose
the checklist that they want to file the result then click next to proceed to step 2.
3.2.6 File Results step 2
Add comments
To add comment for an inspection item in the checklist, employee needs to
highlight an item in 1st regulations, enter the comments in the comments and
select status in status. Then he or she needs to click add the item is be added to
inspected.
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Remove comments
To remove comments for an added inspection item. Employee needs to highlight
an item in inspected then click remove.
Edit comments
To remove comments for an added inspection item. Employee needs to highlight
an item in inspected. The comments for the item will be shown to the right. The
employee can then update the comments and click edit to apply the changes.
Preview letter
When preview is clicked, the applicant will generate a letter in the right portion of
the screen. Which letter to use will depend on the letter chosen in letter.
3.2.7 Approval
Approval will include a data grid that shown the approval request submitted by the
inspectors. The employee has the option to view open or closed requests on the
grid. Once a row has been highlighted, the employee can click view to view the
letter. Letter display will appear. He or she then has the option to either approve
(letter display and approve) or deny (letter display and deny) it. The employee can
click also click on the approval, approve and deny performing those actions
without viewing the letter.
3.2.8 Checklist maintenance
New
When new checklist is clicked, maintain checklists will be cleared and the internal
checklist ID, checklist ID will be set to null as well.
Browse

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When browse checklists is clicked, browse checklists will appear. After the
employee made a selection in browse checklists (see details in the checklists
component description) checklist ID will be filled in the value returned by browse
checklists, maintain checklists will be refreshed with all the details of that
checklist. The bottom data grid will be filled in with items from the checklist.
Remove
When the employee click on delete checklist, a warning message will appear to
confirm the employees action. If the employee confirms the action, the
appropriate checklist header record in checklist header will be removed. Records
in checklist item that are related to that header will also be removed. Afterwards
checklist will be refreshed.
Close
When close checklist is clicked, if changes were made to any field within the form,
a warning message will appear to confirm employee action. If the employee
confirms, the form will be closed and no action will be performed on the database.
If the employee does not confirm, employee will simply be returned to the form.
Save
When the employee clicks on save, if checklist ID already exists in the database,
the header record in checklist header with checklist ID equals to checklist ID will
be updated. Also, all records in checklist item with Continuous Integration
checklist ID equals to checklist ID will be updated as well. If checklist ID does not
exist, a header record will be recorded in checklist header. Appropriate number of
records will also be created in checklist item.
3.2.9 Letter maintenance

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New
When new letter is clicked, maintain checklists will be cleared and the internal
checklist ID, checklist ID will be set to null as well.
Browse
When browse letter is clicked, browse letter will appear. After the employee made
a selection in browse letters (see details in the checklists component description),
letter ID will be filled in the value returned by browse letters, maintain letters will
be refreshed with all the details of that letter. The bottom data grid will be filled in
with items from the letter.
Remove
When the employee click on delete letter, a warning message will appear to
confirm the employees action. If the employee confirms the action, the
appropriate letter header record in letter header will be removed. Records in letter
item that are related to that header will also be removed. Afterwards letter will be
refreshed.
Close
When close letter is clicked, if changes were made to any field within the form, a
warning message will appear to confirm employees action. If the employee
confirms, the form will be closed and no action will be performed on the database.
If the employee does not confirm, employee will simply be returned to the form.
Save
When the employee clicks on save, if letter ID already exists in the database, the
header record in letter header with letter ID equals to letter ID will be updated.
Also, all records in letter item with Continuous Integration letter ID equals to letter
ID will be updated as well. If checklist ID does not exist, a header record will be

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recorded in letter header. Appropriate number of records will also be created in

letter item.
4.0 User Interface Design
The forms or put some them in separated forms. There will be about 30 interfaces
in the program. We cant design on the exact number of it yet. The clients still
have to think over on several interfaces, to see rather they can be combined
some
4.1 Description of the employee interface
Below are some of the forms in the program, after fire up the program, the login
will appear, If the employee enters the right employee name with the matching
password, it will immediately take them to the main interface (mdiHR)
4.1.1 Screen Images
Login
Main Form

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Jobs

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Checklist
Department

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Add New Employee
Educational Background

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Job Evaluation
Attendance

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Attendance Time Sheet
4.1.2 Objects and actions

1. Login Screen
Employee name can be ranged 6 to 20 letters (numbers), as the city standard. No
special characters, space. And mostly likely the employee will use their HR
employee name for this system as well. There are 10 people using this project in
HR, as current status, eight of them are inspectors, one manager, and one
network administrator. Even with a small group like that, we are not going to use
the drop down menu for the login name, logically speaking, drop down menu do
save time, and more convenience. But we change our mind after one of the
inspector we corresponded with make an interesting comments, if someone cant
even remember their login name, they would find a new job. Furthermore, with a
blind login name system, it will provide extra level of security. Its harder to get a
employees name and password compare to just get their password.

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Password
Password can be ranged from 6 to 20 letters (numbers), as the city standard. No
special characters, space.
OK
If the employee the right employee name with the matching password, it will
immediately take them to the main interface.
Cancel
If the employee wishes to exit the program, hit the Cancel button.
Main Interface
Menu Items
The following show the architecture of the main menu:
File
Switch, Exit, Reports, Print Screen, Efficiency Report, Facility

Inspection, Create/Modify, File Results
Get Approval
Print letters
View Schedule
Maintenance
Checklist
Letters
Employees
Options
Help
Contents
About
Switch Employee
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The form of Login will appear. Employee enters the username and password.
Then click okay. Employee will be logged in if it is a valid username and password
pair. If employee clicks cancel on this from, application will end if they confirmed
their action.
Facility
Browse
To browse all facilities, employee can click on the button next to the facility ID
field. Facility browse will appear. Employee can highlight a facility in the grid, and
then click okay. All the information on facility will be filled in.
Search
To search for a facility, employee can click on the multi-page document button
next to the facility ID field. Facility search will appear. Employee can highlight a
facility in the result grid, the click okay. All the information on facility will be filled in.
Save
The save button should be disabled unless the facility ID field is filled in, and any
there have been changes made to any field on the facility. When the save button
is clicked, new record will be generated if the facility ID does not exist in the
system, otherwise, current record will be updated.
Delete
The delete button should be disabled unless no historical data have been found
for the facility ID. The delete and view button should never be enabled at the
same time.
View

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The view button should be disabled unless no historical data have been found for
the facility ID. The delete and view button should never be enabled at the same
time
Create/Modify Step 1
Create
To create an inspection, employee needs to enter a new inspection ID in the
inspection ID field. To use an automatic number, click on the blank paper button,
an automatic number is be generated and filled in.
Employee also needs to enter the facility ID. The browse and search functions are
identical to the ones in the facility module.
Modify
To modify, employee needs to enter an existing in the inspection. To browse all
open, employee can click on the button next. Browse is appearing. Employee can
highlight in the grid, and then click okay. All the information is filled in.
Add onsite visit date
Employee needs to click on the calendar icon, pick a date. Time can be left blank.
Employee can the click date add the date to the grid.
Edit/Delete onsite visit date
If an employee highlights a row in the date grid, he or she can edit the date and
time. Then he or she can click date edit to update the record. The employee can
also click date delete to remove the highlighted row.
Next step
Pick checklist is appear. See create/modify inspection step 2 for more
information.

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Create/modify inspection step 2

For the 2nd step employee needs to pick the checklist that they is be using for the
inspection using the intuitive add and remove buttons. Once they have clicked
finish, the inspection is being created/modified in the database.
File Results step 1
To file results, employee to first selects a previously created. He or she can use
the standard browse and search function to locate. After has been chosen
employee needs to choose the checklist that they want to file the results. Click to
proceed to step 2.
File Results step 2
Add Comments
To add comments for an inspection item in the checklist, employee needs to
highlight an item in regulations enter comments and select status. Then he or she
needs to click add. The item is be added to inspect.
Remove comments
To remove comments for an added item. Employees to highlight an item then click
remove.
Edit comments
To edit comments for an added item. Employee needs to highlight an item in the
comments for that item is being shown to the right. The employee can then
update the comments and edit to apply the changes.
Spell Check
Employee can click on spell check for add and for edit to check the spelling in the
respective comments.
Preview letter
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When preview is the application is generate a letter in the right portion of the
screen. Which letter to use is depending on the letter chosen in letters.
Approval
Approval is including a data that shows the approval requests submitted by the
inspectors. The employee has the option to view open or closed requests on the
data. Once a row has been highlighted, the employee can view the letter, and
then has the option to either approve or deny it.
View
View details of the report.
Redo
Send back to the inspector, their ask the inspector redo it, or take it over on some
details.
Approval
Approval the report, and computer is generate a message, tells that the report has
been approval. The Supervisor sees the message, he/she is print out the report,
and send it to the manager.
4.2 Interface design rules
Interface design focuses on three areas of concern:
1.
The design of interfaces between software modules.
2.
The design of interface between the software and there to be record the
employee.
3.
The design of the interface between a human and the computer.
Easy to learn
Readability
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Easy navigate between interfaces

4.3 Components Available
Since are using Java as our front-end development language, there are a lot of
ready-made components that are available for us use already. Te following is a list
of controls that is be using for this software.
4.3.1 Intrinsic Controls
Textbox
A textbox control, sometimes called an edit control, displays information entered
at design time, entered by the employee, or assigned to the control in code at run
time.
Label
A label control is a graphical control you can use to display text that an employee
cant change directly.
Line
A line control is a graphical control displayed as a horizontal, vertical or diagonal
line.
Image
Use the image control to display a graphic. An image control can display a graphic
from a bitmap, icon or metafile, as well as enhanced metafile, JPEG or GIF files.
List Box
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A list box control display a list of items which the employee can select one or
more. If the number of items exceeds the number that can be displayed, a scroll
bar is automatically added to the list box control.
Scroll Bars
Scroll bars provide easy navigation through a long list of items or a large amount
of information. They can also provide an analog representation. You can use a
scroll bar as an input device or indicator of speed or quantity.
Command button
Use a command button control to begin, interrupt, or end a process. When
chosen, a command button appears pushed in and so is sometimes called a push
button.
Menu
A menu control displays a custom menu for your application. A menu can include
commands, submenus, and separator bars. Each menu you create can have up
to four levels of submenus.
Combo Box
A combo box control combines the features of the of a text box control and a list
box control employee can enter information in the text box portion or select an
item from the list box portion of the control.
Option button
An option button control displays an option that can be turned on or off.
Shape
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The shape control is a graphical control displayed as a rectangle, square, circle,

rounded rectangle or rounded square.
4.3.2 Active X Controls
Status Bar
A status bar provide a window, usually at the button of a application can display
various kind of status data.th status can be divided up into a maximum of sixteen
panel objects that is contained in a panels collection.
Tool Bar
A tool bar contains a collection of button objects used to create a toolbar that is
associated with an application.
Command Dialog
The command dialog provides a standard set of dialog boxes for operations such
a opening and saving files, setting print options, and selecting colors and fonts.
The control also has the ability to display help by running the windows help
engine.
1.0
Restriction, limitation and constraints
Time
Time is so far the biggest restriction or constraints for our project as only have
around three months to finish entire project. It is very important for us to watch the
spend over every phase of the software development project.
Employee skills
Employees programming and design skills is also one of the restriction. It does
not have as big of an impact on the project as time but it sure does limit us front
doing more addition to the projects.
Insufficient Resources
Not having all the necessary instruments also is a problem for our software. I
have a planed to use least equipment for the project like hand held PC with
keyboard etc... But the employers cannot afford to provide such equipment to all
their employees so had to abandon the plans.
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6.0 Testing Issues

To validate the software need to test the software. During the testing is to be
concerned about the inputs and their expected outputs. To emphasize on the
testing where input the data and compare the output with the expected results.
6.1 Classes of test
The software has many different additions and new interfaces/functions added to
it and go through each of the new interface and other software function to
describe different types of test performed on them.
Interface
The creating new employee inputs of data into the Java. This interface allows
employee to easily fill the checklist and thus enter data regarding inspection into
the database. The order system makes inspectors work very important with use
of several different windows to complete the form. The interface that the design is
enable employee to complete the entire from with use of single window.
Login window
To make use several different names to log in to the system is use correct and
incorrect names and password to access the software and thus database.
6.2 Performance Bounds
To have setup certain bounds or criteria for our software so that by following those
criteria is to be able to maintain quality and employee friendliness of the software.
Response time of search function
Best Case Scenario -> Immediate
Worst Case Scenario -> 5 seconds
Response time of browse function
Next list of records in 3 seconds
Import export to HR mobile done within 10 second
Log on
Employee should be able to log on within 5 second
6.3 Identification of critical components
1. HR Mobile
Want to make sure that HR mobile works perfectly. If any of the HR mobile
components dont work the entire section of the software that is focused on
removing the need of paper from for inspection is failure.
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2. Letter Generator
Have to make sure that the letter is generated in correct format and without any
corruption of data. If is not careful letter with wrong data than once selected could
be generated of mix-up during transfer of data.
3. Module user access
Also need to make that module user access works correctly. The way software is
designed has allowed permission to only certain employee for some section of the
software. Want to make sure that manager has been to all of the sections of the
software, but at the same time have to make sure that inspectors dont have
access to some of the section.
CHAPTER 4-RESULTS AND DISCUSSION

INCLUDES TEST SCENARIOS AND EVIDENCE
4.0Introduction
The system is all about the Human Resources. In this category you will
know that is the Profiling Performance and Evaluation of a company in
their employee. As an employee, first you should undergo an interview to
the HR department in order to know that if you are qualified for what they
need in the position. An HR was also responsible in handling the needs
and wants of their employee, such as salary, Leave form, monitoring of
presence and absences, and basic performance level of their fellow
employee.
4.1Goals and Objectives
The goal is to make the process of a system to become faster and easier.
0ne of the objectives is to pursue that as an employee, will have a right
And a voice to tell to the HR that it was much easier if will can learn the
Process or a step by step system regarding in Human Resources. As in
Our generation they all know that there are sometimes a software that
Used to defective so in order to avoid that should know and learned the
Proper process that involved in Human Resources.
4.2Statement of Scope
4.3Major Constraints
Time- to study the system involve in human resources.
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Fund-As a team will dont have enough budget for our system but the
Only as a student, that can be dependent to the parents.
4.4Testing Plan
-Also want to make sure that there are no defects in the system, will
Spending time, to testing the system will dont have enough more
Time.

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1.

To provide systematical way and placing the personnel information.

wasting time if the system is user

cheat or editing data. And ofcourse

Employee information to knowing or to For the easily viewing of all data to

the The Planning must be needed to do.

employee working hard and give their best to To

rewards some benefits like and additional Progress.

Merchandising System (H.R).

performance of the employee are always

1.2.3 Out of Scope

Data Gathering Process - By using interviews or any other data

1.3.2 Project Timeline

Start the planning for our system group activities.

Research about the merchandising (HR) to have an Idea about this

Start the documents Chapter 1, for the overview of our system.(HR

Make an interview Questions for HR Department.

Start the documents of chapter 2.

Continuation of documents. Chapter 1-2

Chapter 3 (First part)

Distribution of responsibilities by part of chapter 3

Chapter 3 (second part)

Chapter 3(third part)

Identify the objectives and find a solution.

Merchandising System (H.R).

Identify the system scope

Submitted of all doing part of chapter 3, into Project Manager. From

Passing of 2 copies each of documents

Passing of all Documents

Checking of errors to correct it.

Connecting of system to database

Checking of system to our adviser

Check the System Requirements

Continues of coding to check the error

Testing required tools

We will add another codes for improvement of our system

Testing the Software that we will be used

Testing Specification to check if theres a problem

Checking of system to our adviser

Consult the codings to our system adviser

Updating codes For improvement of the system

Canvassing of Biometrics that will used for monitoring

Preparation for our Final Defense

1.3.3 Success Criteria

The project milestones or the things that must be achieved by the

Of employees assigned to different dept. And system the HR

system will depend on the other systems information of its

System. All necessary data that will be used on computing of

1.3.5 Risk Management Plan

Assign every person that work to continuing

All the file

Use of generator to prevent the electrical

1.3.6 Service Transition

maintenance is not getting yet they have a backup operator to

things to the existing propose

1.4 Technical Features

Processor - Minimum requirement is 2.6 GHz and recommended

requirement is 3.3 GHz or higher

Hard Drive - Minimum requirement is 80 to 250 GB and the recommended

Have a Big Responsibilities on our

solution for the problem

1.6 Project Budget