Human Resource Management System
Software Requirements
Specifications
Human Resource Management System
Sponsored by iNNovative Company
Prepared by: Arooj Latif
08-05-2022
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Human Resource Management System
Table of Contents
1 Introduction ..........................................................................................................3
1.1 Problem Definition .....................................................................................3
1.2 Purpose .......................................................................................................3
1.3 Scope ..........................................................................................................4
1.4 User and Literature Survey ........................................................................4
1.5 Definitions and Abbreviations ...................................................................4
1.6 References ..................................................................................................4
1.7 Overview........................................................................................................5
2 Overall Description...........................................................................................5
2.1 Product Perspective ....................................................................................5
2.2 Product Functions .......................................................................................6
2.3 Constraints, Assumptions and Dependencies ............................................9
3 Specific Requirements ......................................................................................9
3.1 Interface Requirements ..............................................................................9
3.2 Functional Requirements .........................................................................12
3.3 Non-functional Requirements ..................................................................14
4 Behavioral Model and Description.................................................................16
5.1 Description for software behavior ...............................................................16
5.2 State Transition Diagrams ...........................................................................17
5 Testing and Evaluation ...................................................................................18
5.1 Testing and Evaluation .............................................................................18
6 Planning ..........................................................................................................19
6.1 Estimation (Basic Schedule) ........................................................................19
6.2 Process Model ..............................................................................................20
7 Conclusion ......................................................................................................20
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Human Resource Management System
1 Introduction
Human Resource Management System is a software that helps a Human Resources
Department of company and handle employees' personal information (citizen
identity number, name, surname, birthdate, birthplace, educational information, and
so on), annual leaves, payroll, trainings, skills, performance evaluation, and so on.
This HR Management System will suit an employee's personal data management,
system authentication, and authorization demands. This software is basically
designed for iNNovative company. All the requirements which meet the needs of
the company roughly will be listed one by one.
1.1 Problem Definition
Nowadays, organizations try to improve their management and get better control
over their workforce. They need software called Human Resource Management
System to achieve the requirements more efficiently.
Human Resource Management System is a software that helps a Human Resources
Department of company and handle employees' personal information (citizen
identity number, name, surname, birthdate, birthplace, educational information, and
so on), annual leaves, payroll, trainings, skills, performance evaluation, and so on.
This HR Management System will suit an employee's personal data management,
system authentication, and authorization demands.
This Human Resource Management System project is being created for iNNovative
company, who wants to be able to better oversee and manage its employees' data.
They will have better software to manage their personal data, as well as a control
mechanism to authorize and authenticate employees' entry.
1.2 Purpose
The purpose of this document is to provide a quick overview of the HR Management
System Project. The company's needs and the solution that will be offered to those
demands will be clearly outlined with the help of this document. To look at it another
way, this document will act as a base for validation and verification.
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Human Resource Management System
1.3 Scope
This document contains the entire Human Resource Management System project
definition. It essentially covers the criteria for keeping personal data, supervising
authentication and authorization mechanisms, and evaluating the performance of
personnel. We must complete data transfer from their present system to our new one
when we create the new Human Resource Management System.
This Human Resource Management System, in particular, regulates and administers
the personal database, allowing users with various role types such as manager,
admin, employee, and human resource to change their data. This Human Resource
Management System will give authentication and authorization mechanisms in
addition to modifying personal data. With his /her username and password, any user
with any role type can access the system.
1.4 User and Literature Survey
The current Human Resource Management System has become unable to meet these
essential needs as a result of rapid advancement in firms, such as an increase in the
number of employees, an increase in the expectations of employees' talents, and a
variety of employee kinds.
The goal is to create an HRMS that will be able to adapt to iNNovative Company's
changing needs. In other words, our HRMS will be a flexible system that may be
modified in response to iNNovative Company's future needs.
1.5 Definitions and Abbreviations
❖ HRMS: Human Resource Management System
❖ HR: Human Resource
❖ SRS: Software Requirements Specification
❖ iNNovative: iNNovative Technology Company for which HRMS is
developing
❖ Admin: Administrator
1.6 References
[1] "What is MySQL, MySQL 5.1 Reference Manual". MySQL AB. Retrieved 2011-08-26.
[2] http://www.microsoft.com/sqlserver/en/us/default.aspx
[3] https://journals.sagepub.com/doi/full/10.1177/0149206318818718
[4] https://journals.plos.org/plosone/article?id=10.1371/journal.pone.0261594
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Human Resource Management System
1.7 Overview
The HRMS is arranged in such a way that any iNNovative’s user may simply
comprehend and use it. In other words, it serves as an HRMS user manual.
Essentially, this document begins with a brief description of the issue. It continues
with a thorough remedy which proposed later on.
Also included are block diagrams of our solution to help visualize the solution and
system more clearly, as well as specific and functional requirements, interface
requirements, constraints that may be encountered while developing the software,
and relationships between user types, each of which is a data object.
2 Overall Description
The project's overall goal is to create and manage a database, design a user-friendly
user interface to modify the database, and provide an authentication system to safely
complete the tasks listed above.
2.1 Product Perspective
iNNovative currently has an HRMS in place. I will, however, supply them with
additional capabilities and attributes structured neatly through the HRMS. HRMS,
an online intranet system, will be used by four types of iNNovative employees.
These people can be classified as administrator, manager, HR, or employee. After
each user has completed the primary authentication page, the system will grant them
authorization. Users will query and change the database using HRMS after being
allowed according to their permissions (role type).
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Human Resource Management System
Figure 2.1.1: General Use Case Diagram
2.2 Product Functions
In order to complete necessary tasks, HRMS incorporates a few major features. The
system's structure is composed up of these functions. The following are the
functions:
2.2.1 Authentication and Authorization
Users will be able to access the system if they are connected to the internet. The
user's account must be allowed, as well as his/her user’s name and password, in order
to see the interface connected to his or her role type. These responsibilities are mostly
handled by the functions that fall under the Authentication and Authorization main
function.
2.2.2 Process Data
These features, which can be evaluated in that process data significant function,
essentially allow users to administer databases in accordance with their needs. The
HRMS's most important aspect is its management chores. These capabilities allow a
user to update basic personal information such as contact information, marital status,
and so on.
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Human Resource Management System
In addition to updating data, a user can search the database for a list of people who
possess the needed characteristics. A user can also examine detailed information on
a particular user or all users in a report. In other words, searching is a database
operation with rows, whereas reporting is a database operation with columns.
2.2.3 Recruitment
The process of recruiting a new person, or introducing a new user to the system, can
be completed in two parts. When a new user needs to be added to the system, HR
must first create an employee account, at which point HRMS will automatically
assign that user an id. In the second step, the administrator creates a user with the
user id.
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2.3 Constraints, Assumptions and Dependencies
❖ Regularity Policies
Each user must be an iNNovative employee. In other words, HR creates and admin
authenticates each user's account.
❖ Hardware Limitations
The operating system under which HRMS will run has no limitations. The HRMS
system and database, on the other hand, will run on a server that must be available
at all times. Any internet browser can be used to access the system.
3 Specific Requirements
3.1 Interface Requirements
When users log in to HRMS, they will see the same page. A username and password
are required on this page.
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Users will see the interface when they have been authorized, which contains the
information from the first tab of the user role types. This interface is divided into
tabs based on the role types assigned by the administrator during the login process.
Users may, by the way, have many roles. A user with several roles will be able to
see all of the tabs linked to his/her role kinds. Personal Data Tab, Employee List
Tab, Add New Employee Tab, Add New User Tab, Manage Users Tab, Users List
Tab, and Arrange Roles Tab are examples of these tabs.
Employees have access to simply the Personal Data Tab, while HR users have access
to the Employee List Tab and the Add New Employee Tab.
The Manager role grants access to only the Manager Tab. The Admin position grants
access to the User List and Arrange Roles tabs. These are the default authorizations,
although an administrator can change them using the Arrange Roles Tab. These tabs
can be explained in further depth as follows:
3.1.1 Personal Data Tab
Employees will be able to see their personal information, which is presented in a
user-friendly way, and they will also be able to change, update, or manage some
personal information that is editable, such as contact information and training
information, using this tab. Users with the role of Employee will only view this tab.
3.1.2 Employee List Tab
This page displays a list of all employees in a format that can be customized (there
will be a check box near each employee). There are two function buttons on this tab:
report and search. When the report button is selected, a window appears, allowing
the user to choose any column from which to view the information of the specified
employees (the employee list is selectable, so HR can specify users by selecting them
from the list) or all employees.
3.1.3 Add New Employee Tab
HR can use this page to add new employees to the employee database (when a new
employee is hired) and fill up their personal master data. This option creates a new
employee without requiring authentication or authorization. To put it another way,
being added via this interface by HR is insufficient to gain access to this system.
Administrators must validate this account. When an administrator selects this tab, a
popup appears that looks like this:
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3.1.4 Add New User Tab
Admins can create new users in the system using his tab. Admin can create a user
with a unique ID and set up authentication and authorization for that user. This user
will be generated by synchronizing with an employee in the employee database who
has the same ID.
3.1.5 Manager Tab
Managers can modify the details of employees who are assigned to them using this
tab. When this tab is selected, a search and report button (similar to the one in the
Employee List Tab, but this one is confined to employees whose manager is the user)
appear, as well as a list of employees who are associated with him/her. When the
Manager selects a user for whom the system should show or modify information, the
system presents that user's information in editable form.
3.1.6 User List Tab
An Admin can list all users on this tab. There is now a search button in the Manage
Users Tab that allows the admin to search for a user in the list. After selecting the
user, a new window with that person's information appears. Admin can update all of
the user's information, including their roles (roles part of a user can be changed only
by admin). When an administrator tries to update a user's role, a list of all roles
defined in the system appears. This list allows the administrator to pick and deselect
roles; this option defines the user's authorization. If any of these roles is selected, the
user is automatically unauthenticated.
3.1.7 Arrange Roles Tab
An Admin can use this tab to see a list of all roles defined in the system, see all users
who have these roles, set permissions for all roles, and create new ones. There are
two lists and two buttons above them in this tab. "Change Permissions" and "Create
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Human Resource Management System
New Role" are the two buttons, and the two lists are Roles List above and Users List
below. When an administrator selects a role from the list above, all users who have
that role are listed below. The admin can utilize this list to not only display users in
that job, but also to alter their roles.
3.2 Functional Requirements
I'll go through the key functions of HRMS as well as the data flow in this part. As a
result, the project's primary functions, such as authentication, personal data
processing, recruiting, report generation, and graphical user interface unit, will be
discussed step by step.
3.2.1. Functional requirement
3.2.1.1 Authentication
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3.2.1.2 Authorization
3.2.1.3 Process Data
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3.2.1.4 Recruitment
3.3 Non-functional Requirements
3.3.1 Performance requirements
❖ The number of HRMS online users is projected to be around 100 at most.
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❖ The number of users who can be added to the database is unrestricted.
3.3.2 Design constraints
3.3.2.1 Hardware Requirements
❖ The HRMS application will store the personal information of 500 employees.
A storage capacity of around... MB is required.
3.3.2.2 Software Requirements
Because the HRMS application is a software an internet connection is required.
❖ The HRMS software will be installed on PCs and will be accessible through
any web browser via the internet or internet.
❖ The Java (J2EE) framework will be used to create the HRMS application
interface.
❖ JDK will be supported by the HRMS software.
❖ The HRMS software's personal database model will use MYSQL as a
database management system.
❖ The HRMS is compatible with any platform that supports JDK technology.
❖ The application will require 512MB of RAM or more to execute.
3.3.2.3 Development Environment Requirements
The HRMS web-based interface and its relationship to the person database module
will be developed using the Eclipse IDE.
❖ Eclipse IDE
Eclipse is a multi-language software development platform that includes an
integrated development environment (IDE) and a plug-in system that may be
extended. It is primarily written in Java, but it can also be used to construct
programs in Ada, C, C++, COBOL, Perl, PHP, Python, R, Ruby (including on
the Rails framework), Scala, Clojure, Groovy, and Scheme thanks to different
plug-ins.
It can be used to create packages for the Mathematica software.
Eclipse JDT stands for Java Development Toolkit, Eclipse ADT stands for
Ada Development Toolkit, Eclipse CDT stands for C/C++, and Eclipse PDT
stands for PHP Development Toolkit.
❖ The person database module will be created, managed, and optimized using
MySql Administrator or Microsoft SQL Server.
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❖ MySql Administrator
MySQL is a server-based relational database management system (RDBMS)
that allows multiple users to access multiple databases.
Structured Query Language is the acronym for Structured Query Language.
The MySQL development platform's source code is available under the GNU
General Public License's terms of usage.
❖ Microsoft SQL Server
Microsoft SQL Server is a relational database server developed by Microsoft.
It is a software product whose principal job is to store and retrieve data as
required by other software applications, whether they are running on the same
computer or on a networked computer (including the Internet).
4 Behavioral Model and Description
5.1 Description for software behavior
Each employee will be added to the system after HR enters their personal
information. HRMS will assign an id to the newly added employee during the
creation phase. Each employee has the right to be introduced to the system by admin
after being added by HR. Admin chooses the user's role type at this point, and the
user is immediately assigned a password. Each user sees the identical screen when
the system first starts up, asking for a login and password.
Each user sees the same UI with distinct tabs corresponding to their role type/s after
entering state (manager, HR, admin, employee). At this point:
❖ Managers will be able to do
• A manager can search the rows of the database to find employees under
his supervision or all the users he wants.
• Edit the data of the employees under his supervision.
• A manager can search the database columns for information about the
employees he or she wants to learn about.
❖ Employees will be able to do
• Edit their personal information
• View their data in editable format.
❖ HR will be able to do
• Look for personnel who have the properties he wants.
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• Obtain a report on one or more employees.
• Add an employee by inputting their individual personal information.
• Edit employee information
❖ Administrator will be able to do
• Edit the data of any user (manager, admin, HR, employee).
• Create a valid account to login with by adding a user.
• Edit role properties; for example, it may be necessary to update the
attributes of each role type so that the type of tabs that each user sees
varies.
• In that case, it may be necessary to alter the properties of each role type.
• Create a new sort of role in the system.
• Because our HRMS will be a general software, there may be a need to
expand the role kinds, which our system will gladly accommodate.
• Look for people who have the required capabilities or attributes.
5.2 State Transition Diagrams
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5 Testing and Evaluation
5.1 Testing and Evaluation
Testing and evaluation are the topics of this chapter. Testing is the process of running
a program and looking for flaws. Testing can be done manually or automatically.
Manual testing is done without the use of automated testing tools, whereas
automated testing is done with automated testing tools. Evaluation is a form of
evaluation that aims to establish whether software or a mix of software applications
is the greatest fit for a client's needs.
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6 Planning
6.1 Estimation (Basic Schedule)
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6.2 Process Model
7 Conclusion
The design level strategy for the project HRMS is described in this document. The
paper quickly outlines the problem and the solution proposed to the problem, using
figures to help illustrate the problem and steps taken to fix the problem, after
providing basic information about what the HRMS is. The primary functions
required to construct an HRMS are introduced in the first phase of the technical
design. The use case diagrams are then used to visualize these key functions and
their sub-functions. User interfaces are covered in detail using figures in the second
section. Finally, the data modules and their connections are discussed. Finally, this
document serves as a foundation for the building of an HRMS. To put it another
way, this document introduces the HRMS' technical details.
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