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Software Requirement Specification (SRS) For Human Resource Management (HRM) 1. Introduction 1.1 Purpose: Human Resource Management (HRM) is intended to deliver the organisation a system which will help to organise employees and perform istrative personnel functions with performance evaluation, Employee Relations and resource planning. This document is meant to delineate the features of HRM, so as to serve as a guide to the developers on one hand and a software validation document for the prospective client on the other. 1.2 Scope: We describe what features are in the scope of the software and what are not in the scope of the software to be developed. In Scope: Managing human resource of an organisation, this would include selection procedure, training and orientation, development of
employee, payroll, promotions, appraisals, incentives and perks and resignation. Selection procedure will include form filling of the candidate, online aptitude test and issue of offer letter. Computation of salary and assessment of employee will be done. Analysis of human resource must be available. Detailed portfolio of an employee must be available to the managers.
Out of Scope: The online testing will not be fully functional. The design will be simple. The tax computation for the salary will not be done. The modules for the training will not be provided. Any strategic information will not be predicted about the human assets.
1.3 Definitions, Acronyms, and Abbreviations: Acronyms and Abbreviations: HRM: Human Resource Management. SRS: Software Requirement Specification. GUI: Graphical Interface. HR: Human Resource TI: Technical Interview. Definitions: a. Skill set: Set of technical and non-technical skills with the employee has. b. Job design: It is the requirement of the company of employee to work in a specified domain. c. Trainee: It is the stage of the employee when he/she is going on the training stage.
1.4 Overview: The rest of this SRS is organized as follows: Section 2 gives an overall description of the software. It gives what level of proficiency is expected of the , some general constraints while making the software and some assumptions and dependencies that are assumed. Section 3 gives specific requirements which the software is expected to deliver. Functional requirements are given by various Use cases. Some performance requirements and design constraints are also given. Section 4 gives some possible future extensions of the system. 2. Overall Description: 2.1 Product Perspective: HRM is aimed to an organisation to keep track on their human resources. The system must be efficient to maintain the data of the employees and their role in the organisation.
It is also made from the HR manager point of view so that he can strategise the company’s future. HRM should be -friendly, ‘quick to learn’ and reliable software for the above purpose. 2.2 Product Functions: HRM should the following use cases:
Class of Use cases Selection
Use cases
Description
Fill form
The candidate will enter all the details. The candidate will appear for the test. The result will be viewed by the HR manager. The analysis of the candidate is made. Note is made of the candidate while interviewing the candidate. The final list of the selected candidates is displayed. The offer letter is sent to the candidate.
Online test Result Analysis Interview
Display selected list Issue offerletter
Training Pre-training and analysis Orientation Modules Test Final analysis and Skill list Posting Payroll
Basic calculations Dispatch
Appraisals
Employee Assessment Appraisals
Perks and Incentives
Medical Insurance, Loan, Travel, Food. Track Attendance Record Monitoring Leave Retirement Provident Fund Mentoring
The HR manager will analyse the trainees, The modules for the training can be deleted or added. The test is taking during the training. The trainee is analysed for his skills and according the trainee is rated. The posting of the employee is done. The salary is computed. The salary slips are generated. The employee is assessed according to the quality and quantity of the work. The appraisals are given to the employee. Give perks and incentives. Employee will mark his attendance. Apply for leave. Employee will receive the Provident Fund. Employee can apply for mentoring.
Promotion
Promote
Resignation Resign Job Termination
Promote an employee. Employee will send the resignation letter The employee will leave the company and the of the employee will be cleared.
2.3 Characteristics: The must be aware of all the HR functions. The should be familiar with all the correct details about him. 2.4 Principal Actors: Candidate will appear for the selection process. Trainee will go through Development and Orientation programme. Employee will perform all the functions in his domain. will control and maintain the entire system.
Managers: 1) Project Manager will have the control over the employees under him. 2) s Manager will control the payroll and incentives of the employee. 3) HR Manager will control the selection procedure of the employee.
2.5 General Constraints:
The system requires LAN as well as Internet connection. The system may be integrated with any system existing. HRM is a multi- software.
2.6 Assumptions and Dependencies: The system requires Internet connection to fully functional.
The system is designed for medium scale organisation. The details are generalised for the organisation. The software must be made customized for the domain of the organisation.
3. Specific Requirements: 3.1 Functional Requirements: We describe the functional requirements by giving various use cases. Selection: Fill form: Primary Actor: Candidate Scenario: The candidate will enter the details. There will be fields for academics and skills. The will submit the form.
Then he will receive the id for the test.
Online Test: Primary Actor: Candidate Scenario: Start the test. The questions will be in MCQ format. The timer will be there. Then the submission of answers will be done. Results: Primary Actor: HR manager Scenario: View the test results and short list the candidates. The list for the interview process will be displayed. Analysis: Primary Actor: HR manager
Scenario: Various charts and graphs will be displayed according to the Job Design. Interview: Primary Actor: HR manager Scenario: During the interview the comments or bookmarks must be made. Display selected list: Primary Actor: HR manager Scenario: The list of final candidates will be displayed. The list will be sent to the higher level of the organisation. Issue offer-letter: Primary Actor: HR manager Scenario: The selected candidates will be communicated and the offer letter will be sent.
Training and Orientation: Pre-Training analysis: Primary Actor: HR manager Scenario: The skills of the trainee will be assessed. The graphs will be displayed on the screen. The modules will be assigned to the trainee. Modules: Primary Actor: HR manager, Trainee Scenario: The trainee can view the modules. Test: Primary Actor: HR manager, Trainee Scenario: The trainee will appear for the test.
Final analysis and skill list: Primary Actor: HR manager Scenario: HR manager will assess the skills of the trainee and accordingly judge the suitable job for the trainee. Posting: Primary Actor: HR manager, Trainee Scenario: The HR manager will post trainee to the locations. The trainees will receive the job details and location. Payroll: Basic calculation: Primary Actor: s Manager Scenario: Manager will create payroll of all the employees.
It will also create the salary distribution of the employees.
Dispatch: Primary Actor: s Manager, Employee. Scenario: Manager will send the payslips to the employees. Appraisals: Employee Assessment: Primary Actor: Project Manager Scenario: Project Manager will regularly assess the work of the employee. It will send the assessment to the HR Manager. Accordingly, the employee will get the appraisals. The employee is assessed according to the quality and quantity of the work.
Appraisals: Primary Actor: HR Manager. Scenario: HR Manager can add, delete,update the appraisals list. The appraisals are given to the employee. Perks and Incentives: Medical Insurance ,Loan ,Travel, Food: Primary Actor: HR Manager, Employee . Scenario: HR Manager can add, delete, update the perks and incentives list. Employee can demand for perks and incentives. Track Record: Attendance Monitoring: Primary Actor: Employee Scenario: Employee will give their attendance on the daily basis.
Leave: Primary Actor: Employee , Project Manager Scenario: Employee will apply for the leave with 7 days to prior notice. Project Manager will approve the leave.
Retirement: Provident Fund: Primary Actor: Employee, s Manager. Scenario: s Manager will permit the Provident Fund to the Employee. Mentoring: Primary Actor: Employee, HR Manager. Scenario: After retirement the employee can apply for mentoring. HR Manager will approve the post.
Promotion: Promote: Primary Actor: Project Manager Scenario: Project Manager will promote the employees according to the performance and assessment given to them by HR Manager. Resignation: Resign: Primary Actor: Employee. Scenario: Employee will submit the resignation letter to the Project Manager prior to 1 month notice. Job Termination: Primary Actor: Employee, HR Manager
Scenario: HR Manager will approve the leave of the employee. The of the respective employees will be terminated immediately. 3.2 Performance Requirements: The organisation must have the network. The system must handle minimum 10 s at time. Should run on 1200MHZ, 256MB machine.
3.3 Design Constraints: 1. Security: The files in which the information regarding employee and the analysis should be secured against malicious deformations. 2. Fault Tolerance: Data should not become corrupted in case of system crash or power failure.
3. Backup: There must be backup of the data at regular basis. 3.4 Future Extensions: The system can handle only medium scale organisation. The future enhancement and help the system to handle large organisation. The system is dependant for the aptitude test. The system can have customized fields according to the industry.
Architecture design: The architecture is two-tier architecture. The system has the server which will store the information of the Employees as well as the various factors related to them in the organization. The control module will control the overall working of the system. The database connectivity module will connect the system with the database so that there is no direct communication of the system with the database. This will help the system to be consistent. There are various modules of the system which plays an integral role to the system. The client machines will access the server online and use the databases to view, manipulate, and analyze the information. There will be interface through which the will interact with the system. The client and server are connected using internet. This will help the to connect the system remotely. The architecture diagram is shown below.
Human Resource Management Control Module
Database Connectivity
Client
Server
Database
Human Resource Management
Modules of the System IIS 6.0
Internet
The client machines will access the server online and use the databases to view, manipulate, and analyze the information.
employee, payroll, promotions, appraisals, incentives and perks and resignation. Selection procedure will include form filling of the candidate, online aptitude test and issue of offer letter. Computation of salary and assessment of employee will be done. Analysis of human resource must be available. Detailed portfolio of an employee must be available to the managers.
Out of Scope: The online testing will not be fully functional. The design will be simple. The tax computation for the salary will not be done. The modules for the training will not be provided. Any strategic information will not be predicted about the human assets.
1.3 Definitions, Acronyms, and Abbreviations: Acronyms and Abbreviations: HRM: Human Resource Management. SRS: Software Requirement Specification. GUI: Graphical Interface. HR: Human Resource TI: Technical Interview. Definitions: a. Skill set: Set of technical and non-technical skills with the employee has. b. Job design: It is the requirement of the company of employee to work in a specified domain. c. Trainee: It is the stage of the employee when he/she is going on the training stage.
1.4 Overview: The rest of this SRS is organized as follows: Section 2 gives an overall description of the software. It gives what level of proficiency is expected of the , some general constraints while making the software and some assumptions and dependencies that are assumed. Section 3 gives specific requirements which the software is expected to deliver. Functional requirements are given by various Use cases. Some performance requirements and design constraints are also given. Section 4 gives some possible future extensions of the system. 2. Overall Description: 2.1 Product Perspective: HRM is aimed to an organisation to keep track on their human resources. The system must be efficient to maintain the data of the employees and their role in the organisation.
It is also made from the HR manager point of view so that he can strategise the company’s future. HRM should be -friendly, ‘quick to learn’ and reliable software for the above purpose. 2.2 Product Functions: HRM should the following use cases:
Class of Use cases Selection
Use cases
Description
Fill form
The candidate will enter all the details. The candidate will appear for the test. The result will be viewed by the HR manager. The analysis of the candidate is made. Note is made of the candidate while interviewing the candidate. The final list of the selected candidates is displayed. The offer letter is sent to the candidate.
Online test Result Analysis Interview
Display selected list Issue offerletter
Training Pre-training and analysis Orientation Modules Test Final analysis and Skill list Posting Payroll
Basic calculations Dispatch
Appraisals
Employee Assessment Appraisals
Perks and Incentives
Medical Insurance, Loan, Travel, Food. Track Attendance Record Monitoring Leave Retirement Provident Fund Mentoring
The HR manager will analyse the trainees, The modules for the training can be deleted or added. The test is taking during the training. The trainee is analysed for his skills and according the trainee is rated. The posting of the employee is done. The salary is computed. The salary slips are generated. The employee is assessed according to the quality and quantity of the work. The appraisals are given to the employee. Give perks and incentives. Employee will mark his attendance. Apply for leave. Employee will receive the Provident Fund. Employee can apply for mentoring.
Promotion
Promote
Resignation Resign Job Termination
Promote an employee. Employee will send the resignation letter The employee will leave the company and the of the employee will be cleared.
2.3 Characteristics: The must be aware of all the HR functions. The should be familiar with all the correct details about him. 2.4 Principal Actors: Candidate will appear for the selection process. Trainee will go through Development and Orientation programme. Employee will perform all the functions in his domain. will control and maintain the entire system.
Managers: 1) Project Manager will have the control over the employees under him. 2) s Manager will control the payroll and incentives of the employee. 3) HR Manager will control the selection procedure of the employee.
2.5 General Constraints:
The system requires LAN as well as Internet connection. The system may be integrated with any system existing. HRM is a multi- software.
2.6 Assumptions and Dependencies: The system requires Internet connection to fully functional.
The system is designed for medium scale organisation. The details are generalised for the organisation. The software must be made customized for the domain of the organisation.
3. Specific Requirements: 3.1 Functional Requirements: We describe the functional requirements by giving various use cases. Selection: Fill form: Primary Actor: Candidate Scenario: The candidate will enter the details. There will be fields for academics and skills. The will submit the form.
Then he will receive the id for the test.
Online Test: Primary Actor: Candidate Scenario: Start the test. The questions will be in MCQ format. The timer will be there. Then the submission of answers will be done. Results: Primary Actor: HR manager Scenario: View the test results and short list the candidates. The list for the interview process will be displayed. Analysis: Primary Actor: HR manager
Scenario: Various charts and graphs will be displayed according to the Job Design. Interview: Primary Actor: HR manager Scenario: During the interview the comments or bookmarks must be made. Display selected list: Primary Actor: HR manager Scenario: The list of final candidates will be displayed. The list will be sent to the higher level of the organisation. Issue offer-letter: Primary Actor: HR manager Scenario: The selected candidates will be communicated and the offer letter will be sent.
Training and Orientation: Pre-Training analysis: Primary Actor: HR manager Scenario: The skills of the trainee will be assessed. The graphs will be displayed on the screen. The modules will be assigned to the trainee. Modules: Primary Actor: HR manager, Trainee Scenario: The trainee can view the modules. Test: Primary Actor: HR manager, Trainee Scenario: The trainee will appear for the test.
Final analysis and skill list: Primary Actor: HR manager Scenario: HR manager will assess the skills of the trainee and accordingly judge the suitable job for the trainee. Posting: Primary Actor: HR manager, Trainee Scenario: The HR manager will post trainee to the locations. The trainees will receive the job details and location. Payroll: Basic calculation: Primary Actor: s Manager Scenario: Manager will create payroll of all the employees.
It will also create the salary distribution of the employees.
Dispatch: Primary Actor: s Manager, Employee. Scenario: Manager will send the payslips to the employees. Appraisals: Employee Assessment: Primary Actor: Project Manager Scenario: Project Manager will regularly assess the work of the employee. It will send the assessment to the HR Manager. Accordingly, the employee will get the appraisals. The employee is assessed according to the quality and quantity of the work.
Appraisals: Primary Actor: HR Manager. Scenario: HR Manager can add, delete,update the appraisals list. The appraisals are given to the employee. Perks and Incentives: Medical Insurance ,Loan ,Travel, Food: Primary Actor: HR Manager, Employee . Scenario: HR Manager can add, delete, update the perks and incentives list. Employee can demand for perks and incentives. Track Record: Attendance Monitoring: Primary Actor: Employee Scenario: Employee will give their attendance on the daily basis.
Leave: Primary Actor: Employee , Project Manager Scenario: Employee will apply for the leave with 7 days to prior notice. Project Manager will approve the leave.
Retirement: Provident Fund: Primary Actor: Employee, s Manager. Scenario: s Manager will permit the Provident Fund to the Employee. Mentoring: Primary Actor: Employee, HR Manager. Scenario: After retirement the employee can apply for mentoring. HR Manager will approve the post.
Promotion: Promote: Primary Actor: Project Manager Scenario: Project Manager will promote the employees according to the performance and assessment given to them by HR Manager. Resignation: Resign: Primary Actor: Employee. Scenario: Employee will submit the resignation letter to the Project Manager prior to 1 month notice. Job Termination: Primary Actor: Employee, HR Manager
Scenario: HR Manager will approve the leave of the employee. The of the respective employees will be terminated immediately. 3.2 Performance Requirements: The organisation must have the network. The system must handle minimum 10 s at time. Should run on 1200MHZ, 256MB machine.
3.3 Design Constraints: 1. Security: The files in which the information regarding employee and the analysis should be secured against malicious deformations. 2. Fault Tolerance: Data should not become corrupted in case of system crash or power failure.
3. Backup: There must be backup of the data at regular basis. 3.4 Future Extensions: The system can handle only medium scale organisation. The future enhancement and help the system to handle large organisation. The system is dependant for the aptitude test. The system can have customized fields according to the industry.
Architecture design: The architecture is two-tier architecture. The system has the server which will store the information of the Employees as well as the various factors related to them in the organization. The control module will control the overall working of the system. The database connectivity module will connect the system with the database so that there is no direct communication of the system with the database. This will help the system to be consistent. There are various modules of the system which plays an integral role to the system. The client machines will access the server online and use the databases to view, manipulate, and analyze the information. There will be interface through which the will interact with the system. The client and server are connected using internet. This will help the to connect the system remotely. The architecture diagram is shown below.
Human Resource Management Control Module
Database Connectivity
Client
Server
Database
Human Resource Management
Modules of the System IIS 6.0
Internet
The client machines will access the server online and use the databases to view, manipulate, and analyze the information.
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