system development methods

SYSTEM DEVELOPMENT METHODS


CT046-3-2-SDM

GROUP ASSIGNMENT

X-Base INC

LECTURER: MR SIWA KUMARAN

HAND IN DATE: 5th SEPTEMBER 2014

NAME STUDENT IDPELITA MARIA TP028574

PREMAWATHY KUMAR TP028419WONG TZE YIIN TP028942

ASIA PACIFIC UNIVERSITY UC2F1404IT 1


TABLE OF CONTENT

1.0 PROJECT PLANNING...............................................................................................................4

1.1 INTRODUCTION...................................................................................................................4

1.2 PROBLEM AND PROPOSED SOLUTION..........................................................................8

1.3 SCHEDULING......................................................................................................................11

1.4 Overview of the proposed system..........................................................................................12

2.0 SYSTEM ANALYSIS...............................................................................................................13

2.1 REQUIREMENT ELICITATION.........................................................................................13

2.1.1 Questionnaire.................................................................................................................13

2.1.2 Interview........................................................................................................................15

2.1.3 Observation....................................................................................................................17

2.2 REQUIREMENT ANALYSIS..............................................................................................18

2.2.1 Data Mining..........................................................................................................................18

2.2.2 Data Warehousing.................................................................................................................19

2.2.3 Descriptive Statistics.............................................................................................................20

2.2.2 Interview...............................................................................................................................22

2.3 REQUIREMENT SPECIFICATION....................................................................................24

2.3.1 Functional Requirements...................................................................................................24

2.3.2 Non-Functional Requirements...........................................................................................24

2.3.3 Business Requirement........................................................................................................24

2.3.4 User Requirement..............................................................................................................25

2.3.5 System Requirement..........................................................................................................25

3.0 LOGICAL DESIGN..................................................................................................................26

3.1 CONCEPTUAL DESIGN.....................................................................................................26

3.1.1 CONTEXT DIAGRAM.................................................................................................26

3.1.2 USE CASE DIAGRAM........................................................................................................27

3.2 PROCESS DESIGN..............................................................................................................28

3.2.1 DFD LEVEL 0...............................................................................................................28

3.2.2 LEVEL 1 – LEAVE APPLICATION (PREMAWATHY)...............................................29

3.2.3 LEVEL 1 – (WONG TZE YIIN).......................................................................................30

3.2.4 LEVEL 1 – (PELITA MARIA).........................................................................................31

3.3 DATA DESIGN.....................................................................................................................32

3.3.1 ENTITY RELATIONSHIP DIAGRAM.......................................................................32

3.4 CONDITIONAL CONTROL DESIGN................................................................................33

3.4.1 Apply Training Programme (Premawathy).......................................................................33

3.4.1.1 Structured English..........................................................................................................33



3.4.1.2 Decision Tree.................................................................................................................34

3.4.1.3 Decision Table...............................................................................................................34

3.4.2 Leave Application (Wong Tze Yiin).................................................................................35


3.4.2.2 Decision Tree.................................................................................................................35

3.4.2.3 Decision Table...............................................................................................................36

3.4.3 Manage Employee Records (Maria)..................................................................................37


3.4.3.2 Decision Tree.................................................................................................................38

3.4.3.3 Decision Table...............................................................................................................39

4.0 PHYSICAL DESIGN................................................................................................................39

4.1 PROTOTYPE........................................................................................................................39

4.1.1 User Login.....................................................................................................................39

4.1.2 Employee Profile...........................................................................................................40

4.1.3 Leave Application..........................................................................................................40

4.1.4 Training Application......................................................................................................41

4.1.5 Employee Appraisal.......................................................................................................41

4.2 INTERFACE DESIGN..........................................................................................................42

5.0 INDIVIDUAL COMPONENT..................................................................................................47

5.1 PREMAWATHY...................................................................................................................47

5.1.1Comparisons of Methodologies.............................................................................................47

7.1.2 Methodology Chose.......................................................................................................51

7.1.3 Reason of Choice...........................................................................................................51

7.1.4 Comparison of Methodologies.......................................................................................53

7.1.5 Tools and Techniques....................................................................................................54

5.2 WONG TZE YIIN.................................................................................................................55

5.2.1 Comparison between methodologies....................................................................................55

5.2.2 Chosen methodology............................................................................................................58

8.2.3 Tools and Techniques....................................................................................................62

Microsoft Visual Studio.............................................................................................................62

Microsoft Visio..........................................................................................................................62

Microsoft Office........................................................................................................................62

5.3 PELITA MARIA...................................................................................................................63

6.0 WORKLOAD MATRIX...........................................................................................................66

7.0 REFERENCES..........................................................................................................................67



1.0 PROJECT PLANNING

1.1 INTRODUCTION

XBase Company was founded in 2006 by John Sandler and his brother Mike Sandler. This company is located in Selangor. XBase Started with small company but has grown significantly in recent years. In 2009, XBase Inc. opens their first branch company in Kuala Lumpur. The Human Resources Management has realized they no longer depend on its existing manual system to store and manage its growing number employee records.

The current manual system requires the Human Resource staff to spend considerable amount of time searching for specific employee records. Besides that, they also faced with problems such as misplaced, inconsistent and incomplete data. The Human Resources Management needs a new system which can help them to store the employee records effectively, efficiently and time consuming for human resource staff and employee.

The goal of the proposed system is to manage the records more efficiently like avoiding the previous problems such as misplaced, inconsistent and incomplete data as well as illegible handwritings. The proposed system consists of few key components: record keeping, access control, leave application and training tracking.

1. Record keeping

Human Resource staff is able to insert a new employee’s record, update the details when necessary and deletes the record from the system. After the staff has insert, the database will be updated immediately. Besides that, staff can also able to search for a specific employee record by using the search function in the new system.

2. Access control

The proposed system provides different views of the system to authorized users according to their access privileges. For example, there are three categories: ‘Normal’, ‘Supervisor’ or ‘Admin’ user.

As a ‘Normal’ user, the user can only view and modify his/her personal information and check his/her respective leave application status in the system. Moreover, as a ‘Supervisor’ user, the user is able to access his/her employee records of their immediate supervisees and view, approve or reject employee’s leave applications. Lastly, as an ‘Admin’ user, the user is able to insert new record which is having privilege to delete, edit or update the record details when necessary. Besides that, Admin user also able to view an employee’s current leave status, training status, performance status, personal information and system account information in an integrated interface.



3. Training Tracking

All employees who are interested can apply to the training programs. During the training, supervisors can input the employee’s performance ratings, merits, warnings and other remarks related to their respective supervisees into the system.

4. Leave Application

All employees are able to apply for leave by sending a leave application to his/her supervisor. Then, the system will notify the supervisor that who is applying for a leave and both of them could check the respective leave application status in the system.

Therefore, the objectives of the proposed system are:

1. To provide basic functions to store and manage information on employees in the Human Resources (HR) department whereby the administrator is able to store and manage its growing number of employee records.

2. To eradicate the conventional method of manually storing and processing employee records by using a dedicated HR Management System (HRMS) which has a database enabled intranet based system that stores and manages employee records effectively and efficiently.

3. To perform basic functions within the HR department specifically employee record keeping, leave and training tracking as well as staff appraisals.

4. To encourage employee to attend training programme to perform better in their working skill5. To generate required reports for record purposes.6. To provide better interaction between the employee and their supervisors 7. To allow the administration to know the employee status of work.



Rich Diagram of Business Process



Network Diagram of Business Process



1.2 PROBLEM AND PROPOSED SOLUTION

Problem: Time spending on searching for specific employee recordsCause/Source of Problem: Too many records of the employee written that every page needs to

be searched for the particular employee informationEffect: Many employees have to wait for their turn to apply for leave or

training programSolution: Search option in HRMS to find for the employees record

immediately

Problem: The records are misplaced by the employee after writing the required information of the employee

Cause/Source of Problem: The records are not arranged in proper shelves. The records are not arranged alphabetically

Effect: a. Old employee records are hard to retrieveb. The records cannot be found if emergency occursc. The supervisor and admin are not able to grant permission

for leave applications or training program of employees whose record is missing

d. Messed up with the applications plans and standardsSolution: a. The employee details are kept in the database system

whereby it is all in a centralised manner.b. Old employee records can also be retrieved as the data is

permanently stored in the database unless the higher authorities decides to delete it.

c. The admin can easily look into the employee account to grant any requests made by employee

d. Use safeguards in word processor such as versioning features and tracked changes.

Problem: The records writing are inconsistent whereby the information written varies from employee to employee who writes the information.

Cause/Source of Problem: Employee who change during the shift, does not write the same information of an employee.

Effect: a. As the data written does not meet the requirement of the supervisor or admin, the authorities cannot progress with program that can help employee performance

b. The supervisor and admin faces problem without sufficient information to progress ahead about the employee

Solution: a. The system will be designed in a manner where the HR employee has to only fill in the required information that already has been programmed in the system



b. All required information will be readily available for the admin or supervisor to make any changes to the employee details

Problem: The data written by the employee are mostly incompleteCause/Source of Problem: Human error occurs when the employee forgets to write certain

required information.Effect: While approving the employees’ request, the supervisor and admin

faces problem without sufficient information about the employee performance. This may affect the employee appraisal

Solution: a. Details about the employee performance will be updated by the supervisor for future use.

b. Employee appraisal will also be updated in the system whereby the employee may view his/her performance

Problem: Training programs are hard to allocateCause/Source of Problem: As the records are not in order and some records are missing, the

admin is not able to allocate training program for the employeeEffect: The employee will not attend any program for better working

performance and experiencesSolution: a. As the admin may view the employee performance, the

admin may decide on which type of training program are to allocate to the employee

b. The employee may also request in joining available training program to improve personal skills and perform well

Problem: Scribbled handwritings in the records

Cause/Source of Problem: Employees who takes turn in handling the records have diverse

handwritings whereby some writings are tough to be understood

Effect: The authority needs to question each and every employee who had

access to the records if certain information is hard to understand

Solution: a. As the system is a computerized system, the fonts used will

be standardized hence there will be no problems in

understanding the records

b. Record using electronic devices that directly connected to

the system such as smartphone or tablet.



Problem: Data redundancy which is having the exactly same data but with

different locations (file location)

Cause/Source of Problem: Unintentional creation of duplicated data key in by staffs

Effect: Increased data inconsistency in the database or system

Solution: Set a central field for the data so when an administrator add or modify

data, the data will only be changed through one central access point.

Problem: Data is missing when staff tries to search for the previous records

Cause/Source of Problem: Growing number of records and without proper record management

Effect: a. Inaccurate employee records

b. Delayed generate reports

Solution: Using Multiple Imputation (MI) in the system where it could analyse

and estimate the values to capture uncertainty entries of data.

Problem: Requests or messages are delayed from one to another

Cause/Source of Problem: Poor system development such as programming coding

Effect: a. Delayed updated information

b. When an employee sends a leave application request but

his/her supervisor does not receiving yet for about 2-3 days

c. Increased difficulty in communications

Solution: a. Maintenance server every 3 months

b. Testing and update server when number of users are

increasing or if the company has new service to be apply



1.3 SCHEDULING

The Gantt chart below illustrates the schedule for chosen methodology of the system which is the Rapid Application Development (RAD)



1.4 Overview of the proposed system

The goal of the proposed system is to manage the records more efficiently like avoiding the previous problems such as misplaced, inconsistent and incomplete data as well as illegible handwritings. The proposed system consists of four key components: record keeping, access control, training tracking and leave application.

1) Record keeping

Human Resource staff is able to insert a new employee’s record, update the details when necessary and deletes the record from the system. After the staff has insert, the database will be updated immediately. Besides that, staff can also able to search for a specific employee record by using the search function in the new system.

2) Access control

The proposed system provides different views of the system to authorized users according to their access privileges. For example, there are three categories: ‘Employee’, ‘Supervisor’ or ‘Admin’ user. As a ‘Employee’ user, the user can only view and modify his/her personal information and check his/her respective leave application status in the system. Moreover, as a ‘Supervisor’ user, the user is able to access his/her employee records of their immediate supervisees and view, approve or reject employee’s leave applications. Lastly, as an ‘Admin’ user, the user is able to insert new record which is having privilege to delete, edit or update the record details when necessary. Besides that, Admin user also able to view an employee’s current leave status, training status, performance status, personal information and system account information in an integrated interface.

3) Training Tracking

All employees who are interested can apply to the training programs. After the training, supervisors can input the employee’s performance ratings, merits, warnings and other remarks related to their respective supervisees into the system.

4) Leave Application

All employees are able to apply for leave by sending a leave application to his/her supervisor. Then, the system will notify the supervisor that who is applying for a leave and both of them could check the respective leave application status in the system.



2.0 SYSTEM ANALYSIS

2.1 REQUIREMENT ELICITATION

2.1.1 Questionnaire

A questionnaire is a written set of questions that are given to selected people in order to collect particulars or thoughts regarding the XBase Inc system (Merriam-webster.com, 2014)

Advantages of carrying out questionnaires are, targeting large number of respondents. Through questionnaire a big amount of respondents are easy to achieve to gather information in such a short period of time which is also relatively cost effective.

Next, the questionnaire are organized in such way that is it easy and understandable for respondents to answer the required questions. As the questionnaires are standardized, the data collections are easy to analyse whereby data entry and tabulation are also easily done with existing available software.

Hence, when data has been quantified, it can be used to compare and contrast other research and may be used to measure change (Learning, 2014).

Questionnaires reduce bias. There is uniform question presentation and no middle-man bias. The researcher's own opinions will not influence the respondent to answer questions in a certain manner. There are no verbal or visual clues to influence the respondent (Statpac.com, 2014)

Therefore, using the questionnaire methods, information about the system can be collected and documented easily to know the response from the users to create a better enhanced system.

Who HR department staffsWhen 2nd and 3rd Week of MayWhere XBase IncWhy All the employees response to the system needs to be documented to enhance

the system’s functionalityHow Online Questionnaire form

The questionnaire will be distributed to the employee via their email address. A link (https://drive.google.com/previewtemplate) will be sent to the employee to answer the questionnaire. The questionnaire is made compulsory for all employee to answer. The questionnaire evaluation will be done online by the HR department manager only.

1. On a scale of 1 to 10, how much would you rate the current HR manual system?2. How can we better enhance the current manual system?3. In your opinion, how can the current manual system be improvised for?

Please tick for the column that best represent how you want the new system to perform


https://drive.google.com/previewtemplate


Strongly Agree

Agree Neither Disagree Strongly Disagree

The user interface must be easy and understandableUser must be able to view their own profilesThe response time of the system should be fastLeave application must be applicable in the systemLeave application of the employee must be updated to their respective profileThere should be communication between the supervisor and employee in the systemTraining programme are to be proposed to employees via the system

The questionnaire is a better option compared to the Interview and Observation because questionnaire are answered personally by each individual. As for the interview, it is interaction between two or more people whereby there is possibilities of a person not sharing their thoughts to others. The person is possibly shy to speak out their mind to the interviewer. Hence, in questionnaire, the individual is free to express their opinion without any hesitation as the questionnaire is done anonymous.

Next, as for the observation, records cannot be taken on an accurate manner. During observation, human error may occur resulting in not attaining wanted result of the information collection. Therefore, questionnaire is the best option to collect response from users.



2.1.2 Interview

What is an interview? An interview is a face-to-face conversation between two or more people where questions are asked to gain more detail information or statements from the candidate. In this case, developer could interview to the staff from Human Resources Department and Administrator Department to know more about their opinions such as how they want the new system basically looks like.

Interview Questionnaire ObservationAdaptability Written set of questions Records without direct

contact or interactionResponses can be clarified on the spot

Responses can be documented easily

Highly reliable and less expensive

A main reason for applying interview for XBase Inc. projects is the adaptability. While doing the interview, developer can ask questions depending on the position of the staff. For example, ask questions about the particular area that the staff is responsible to. The result could be follow up by the thoughts or ideas behind the responses given which is other fact findings methods cannot capture. Besides that, the responses from questionnaire method have to be taken at face value, whereas responses from the interview can be clarified and expanded on the spot.

Who Human Resource staff, Human Resource manager and Administrator staff

Where XBase Inc. meeting hallHow Ask questions depending on their positionWhen/Duration Week 3 to Week 4 (2 hours)Objectives To obtain detail information about the requirements

To know what they are looking for in the new systemTable: Shows how interview apply to the project

The target group of people to the interview are Human Resource staff, Human Resource manager and Administrator staff. It is because due to the problems appeared on the old system and the requirements for the new system, developer seems need to get more information from them in order to create a system to satisfy their needs. For example, to edit a record, which field or row can be edited or it is fixed after the record has been created such as name, passport number and so on.

Sample Questions to ask in the interview

Human Resource Staff

1. What are the most annoying problems you face when you are using the old system? 2. Do you prefer that if the employee has resigned, he/she still be able to view his/her

information? 3. Do you have any suggestion or opinion to the access control? Justify it.4. After the Admin has deleted the record from the system, do you prefer to back up the deleted

record in the database? 5. Do you have any extra requirement due to the new system? Discuss it.



Human Resource Manager

1. Did the records have been messed up before in the system? If yes, how serious is the case?2. Did the generated records given by the staffs and the records shown in the system are similar? 3. Do you have any suggestion to the new system such as how to record employee’s

performance or progress specifically?4. What is the most important issue that you think the new system should not have? For

example, duplicated records, misplaced records and so on.5. Any other requirements, opinions and suggestions? Discuss it.

Administrator Staff

1. What do you think if an employee has left the company, does the record still need to exist in the database?

2. When you have updated the list of available training programs, do you want it to be automated or manually? For example, send notifications to all employees to notify them there is a new training program or every certain time they have to go to check the program table and apply it if they are interested.

3. What are the concern issues that you think should include in the employee appraisals in order to carry out a quarterly basis.

4. Other than showing an employee’s current status and information, do you prefer the system is able to show the history of an employee? For example, show to employee has joined which training programs before.

5. Any opinions about the requirements of the new system? Discuss it.



2.1.3 Observation

In order to get a better perspective of the current system being carried out, we landed an observation for 2 months at XBase Inc. Observation is a research technique in which the behaviour of research subjects is watched and recorded without any direct contact or interaction.

There are many advantages by doing observation such as the data gathered can be highly reliable and the analyst is able to see what is being done. Observation is less expensive compared to other technique. Besides that, observation improves precision of the research results.

Who Employees of XBase Inc.Where XBase IncWhen/Duration 1st Feb-1st April (2 Months)Objectives To make sure the new system required is satisfy

the customer.

During the observation, few CCTV are placed in specific area such as admin office. The targets of people for observation are all the employees. It is because due to the problems appeared on the old system and the requirements for the new system such as all employees will be able to view and modify their personal information by themselves.

For detailed observation, the following questions have been carried out:

1. What is the standard procedure of leave application?2. What does the employees opinion about the company?3. If there should be an error in the current system, how are the staffs handling the situation? 4. How long it takes for Human Resource staff to find a record for specific employee?5. How long it takes for Human Resources Department to keep the employee record?



2.2 REQUIREMENT ANALYSIS

2.2.1 Data Mining

Data mining is when searching large stores of data are done automatically to discover patterns and trends that goes beyond simple analysis (Doc.oracle.com, 2014)

The data mining tools helps an organization to select through database and identify hidden patterns and shows the information to meet the requirements of wide spectrum of users across the organization. The figure below illustrates the steps of data mining process.

1. Problem Definition

The first stage of data mining is ‘Problem Definition’ phase where understanding of the project requirements and objectives occur. Once the problems have been specified, develop an initial implementation plan. For example, the administrator might have difficulties in knowing the employee response towards the training programme provided.

2. Data Gathering and Preparation

This stage collects and prepares data for the next stage. Based on the collective data, deduction on how well it addresses the business problem can be done. Some important data can be add and even unwanted data can be discarded. This stage is also where data quality problems can be identified and scan data patterns. Therefore, creating a list of employee who wants to attend one or many training. Provide the employee with different types of training to attend and evaluate the final result of responses.



3. Model Building and Evaluation

The stage of choosing and applying various modelling techniques and calibrate parameters to optimal value. Create a model, test the effectiveness of the model towards the problem and finally evaluate the model. In opening model building, work with a reduced set of data since the case table might contain large amount of cases (Netsoftpro.com, 2014). In this case, providing employee training only regarding Human Resource Management based on the results of data collection and evaluate the employee responses.

4. Knowledge Deployment

Knowledge deployment is the use of data mining within a target environment. In the deployment phase, insight and actionable information can be derived from data. For example, generating a report regarding the number of employees attending one or more training and statistical report to know the employee interest.

There are several benefits of data mining which are:

a. Analysis and reporting as required for business needsb. Integration for online reporting on internet / Intranetc. Regulatory reports with any frequency with any datad. Reduction in manual work and quality of outputs much faster and easiere. Data security and controlled circulation with minimal data movementf. Data availability for research, analysis, forecasts, trends, predictions and better utilization of

resourcesg. Training with the data and better usage of results in a timely and accurate fashion

2.2.2 Data Warehousing

Data warehousing is storage of aggregated data of an organization. Data Warehouse is an important assets of any organization to ensure and maintain efficiency, profit and competitive advantages. The data usually contains of historical data derived from transaction data yet it can include data from other sources (Dwreview.com, 2014). It separates analysis workload from transaction workload and enables an organization to consolidate data from several sources Docs.oracle.com, 2014)



The figure above illustrates all aggregated data of an organization is stored in Data Warehouse. Data warehousing helps in permanent storage whereby it has large storage space to support all kinds of data required in an organization to generate reports and also helps in decision making.

In this case study, data warehousing allows different users to access specified data according to their convenience. For example, the employee is allowed to view his/her training and leave status based on their supervisor’s approval for their application.

Next, the administrator is also able to all employee profile whereby the administrator is able to view their current leave and training status. Moreover, the data warehousing stores all the employee records including the employee’s appraisal done by the supervisor.

The advantages of having a data warehouse in an organization are:

a. Save Time – The management of an organization can quickly access centralised, collect data from multiple sources and finalize the decision making process.

b. Improve data quality and consistency - Throughout a data warehouse operation, different data from frequent source systems and data files is renewed into a mutual format. All departments in the organization are using the same data for their reports, information will be consistent right across the business (Indigo, 2014)

c. Historical Intelligence - A data warehouse stocks huge amounts of old data so the organization can analyse altered time period to make future predictions. These data typically cannot be stored in a transactional database or used to generate reports from a transactional system (Team, 2014)

2.2.3 Descriptive Statistics

Descriptive analysis is analysis of data which helps to describe or show summarized data in a meaningful way. Descriptive statistics does not help to conclude analysed data or reach conclusion regarding any hypothesis. It is a simple data interpretation method. (Statistics.laerd.com, 2014). There are two types of descriptive statistics which are:

Measures of central tendency: Describes the central position of a frequency distribution for a group of data

Measures of spread: Summarizes data by describing how spread out the scores are

Based on the XBase case study, descriptive analysis can be done to generate reports such as employee distribution, salary report and other required reports.



The figure below illustrates a salary report generated based on the number of employee in XBase Inc.

Based on journal by Chibnik, 2014, the benefits of having a descriptive statistics are:

a. collects and summarizes vast amount of data and information in organized mannerb. deals with immediate data and single variable than to establish conclusionsc. good stage of learning statistical processd. establishes standard deviatione. identifies further ideas of research



2.2.2 InterviewAfter gathering information from the interview session, the following pie charts are the results after

analysed (according to the main points that given by the candidates).

Major Problems

Missing data Data redundancyRequests delay Performance management

Suggested Functionality of the System

Record keeping for resigned employee Input employee performance by star ratingsUndo function Strong searching function



Benefit of analysing data from interview method

After simplified and analysed the main points from the candidates, developers would know that

which of the functions and problems that the user are facing the most. Thus from the data

requirement analysis, developers will now focus on those points to satisfy users need.

There are two data reduction from interview method which are qualitative data and narrative data.

The following below are the advantages for both data reduction:

1. Qualitative Data

Provides depth and detail data – Looks deeper than analysing ranks and counts by

recording the reactions and response on the spot

Creates openness – Could encourage people to expand their opinions and thinking to

open up new topic areas that not initially considered and might be important for the

system to meet the user needs

Simulates people’s individual experiences – A detailed picture and questions could be

asked to build up the employee, supervisor or administrator act and needs

2. Narrative Data

Storytelling creatures – Knows deeper than just asking general or specific questions

about a particular area

Strategic planning – Providing a new structure for understanding and shaping the beliefs

that have a profound impact to the company



2.3 REQUIREMENT SPECIFICATION

2.3.1 Functional Requirements

The functional requirements of a system is about what the system should do for the business. The functional requirement for XBase Inc Human Resource Management System (HRMS) are:

1. Search engine to find for employee profile2. Different functions according to users’ accessibility. For an example,

employee may only view his appraisal whereas the supervisor may add and edit an employee’s appraisal

3. A large database to store employee details and records4. When manager clicks to view an employee performance report, the

website will show a generated report as well as the previous reports of the employee.

5. The system must limit differentiate three type of users which are normal employee, supervisor and administrator base on the authorization and authentication.

6. After supervisor has updated employee performance ratings then it is unable to modify it anymore.

2.3.2 Non-Functional RequirementsA non- functional requirements are optional design or function of the system that is preferred by the organization. Thus, non-functional requirement for XBase HRMS are:

1. A calendar view that contains all training programme duration

2. Chat space between Employee and Supervisor

3. Users guide to help employee use the system

4. 10 minutes of account lock if users fail to login at least 5 times with incorrect username or password

5. Security measures for the system such as Firewall, Secured Network Connection and Encryption

6. Website should not contain many graphics. For instance, maximum 10 750x280 size graphics in a web page.

7. After an employee’s leave application or training program has been approved, employee should get a notification from the system.

8. Employee could view their own previous records such as leave status and participated which training programs.

2.3.3 Business RequirementBusiness requirements are about what the HRMS can do to help XBase Inc. These requirements are:

1. Monthly best employee award shown in the system to increase employee efficiency

2. Flash video on XBase achievements on login page to motivate employee on achieving more



3. Motivational quote upon login of every employee to perform better at work

4. The portal should show the hierarchal of staff structure.5. The system shall show the updated real-time training program if

it is released.6. Establish an online customer portal.

2.3.4 User RequirementUser requirements are about the system functionality that helps user to use the system efficiently. There HRMS user requirements are:

1. Accessibility to the system every working day2. Employee from different department can apply for any training

available3. The employee may print only their own appraisal and salary

report4. Easy navigation of the system5. The system should record an employee training program

starting date/ending date and employee is able to review his/her previous records.

6. The system should allow an administrator to search any record such as leave application, employee profile and training program by choosing a category and characteristic of the employee.

7. The system should reject employee’s request for training program when it meets the maximum number.

2.3.5 System RequirementThe systems requirements are on how efficient the system may work. The HRM system requirements are:

1. The employee page should load within 5 seconds upon login to the system

2. Unlimited disk space3. C# Programming language4. Unlimited site pages5. Email supported 6. Operating system with Windows 7 or 87. Browser with Internet Explorer 10 or higher, FireFox 3.0 or

higher and Google Chrome8. Computer Processor: i3 3220 or better9. Graphics Card: Integrated graphic10. Internet Connection: Wired or wireless connection



3.0 LOGICAL DESIGN

3.1 CONCEPTUAL DESIGN

3.1.1 CONTEXT DIAGRAM



3.1.2 USE CASE DIAGRAM



3.2 PROCESS DESIGN

3.2.1 DFD LEVEL 0



3.2.2 LEVEL 1 – LEAVE APPLICATION (PREMAWATHY)



3.2.3 LEVEL 1 – (WONG TZE YIIN)



3.2.4 LEVEL 1 – (PELITA MARIA)



3.3 DATA DESIGN

3.3.1 ENTITY RELATIONSHIP DIAGRAM



3.4 CONDITIONAL CONTROL DESIGN

3.4.1 Apply Training Programme (Premawathy)

3.4.1.1 Structured English

IF Training is Available

IF Available Training is Not Full

IF Supervisor Approves Application

THEN Employee attends training

ELSE IF Training is Available

IF Available Training is Not Full

IF Supervisor Rejects Application

THEN Employee cannot attend training

ELSE IF Training is Available

IF Available Training is FULL


ELSE IF Training is Unavailable


END IF



3.4.1.2 Decision Tree

3.4.1.3 Decision Table

Conditions 1 2 3 4 1+3Available √ √ √ √Not Available √Fully Occupied √Not Fully Occupied √ √Supervisor Approves

√

Supervisor Rejects √Employee Cannot Apply

√

Employee Can Attend

√

Employee Cannot Attend

√ √ √



3.4.2 Leave Application (Wong Tze Yiin)

3.4.2.1 Structured EnglishIF Employee

IF worked 1 to 3 years

THEN 14 days of leave per annum is given

ELSE IF worked above 3 years


END IF

ELSE IF Supervisor or Administrator

IF worked 1 to 3 years


ELSE IF worked above 3 years


END IF

END IF





Condition

Types of Employee

Employee Employee Supervisor/Admin

Supervisor/Admin

Work 1 to 3 years T TWork <3 years T TActions14 days of leave per annum

T

18 days of leave per annum

T T

21 days of leave per annum

T



3.4.3 Manage Employee Records (Maria)

3.4.3.1 Structured English




Choose Employee √Manage Employee’s Name √ √Manage Employee’s Address √ √Manage Employee’s Date of Birth √ √Manage Employee’s Skill √ √Manage Employee’s Phone Number √ √Manage Employee’s Salary √ √Manage Employee’s Gender √ √Manage Employee’s Department √ √Successfully Managed √Failed to Manage √

4.0 PHYSICAL DESIGN

4.1 PROTOTYPE

4.1.1 User Login



4.1.2 Employee Profile

4.1.3 Leave Application



4.1.4 Training Application

4.1.5 Employee Appraisal



4.2 INTERFACE DESIGN

The Human Computer Interaction is the study of how people and the computers interact. A user interface such as GUI is one way of how the mankind interacts with a computer (Webopedia.com, 2014). To ensure the XBase Inc employee does not have any difficulties in using the new system, the system has been implemented with good interface designs. The basic considerations of a good user interface designs are:

1. User Familiarity

The buttons shown are familiar icons to the users whereby the first button is ‘Save’, followed by ‘Delete’ and ‘Print’. These icons are familiar icons whereby the employee knows or has knowledge of what the button does. From the figure above, when the supervisor has changes made on the table, the Supervisor may click ‘Save’ to save the changes, delete the changes or even print the details. Hence, these familiar buttons are used in most of the forms to ensure the system user friendliness.



2. Minimal Surprise

The minimal surprise is to ensure the employee are not surprised with the behaviour of the system. Therefore, for every final action in the form, the users are reminded of the s=changes that occur in the system

The figure above illustrates that the user has typed wrong ‘Username’ or ‘Password’. This is to ensure the users know when the user types in wrong information the user cannot progress to the next form.

The figure above shows a confirmation step that asks user whether to complete the task or not. In this case, when the Administrator wants to delete and employee information, the confirmation message is shown. The administrator may choose to continue or cancel the progress.



Moreover, the users need to whether their input is successful or not. Based on the figure above, once the Administrator has added a new training and click the button ‘Update’, a message box shows that the ‘Training Update Successful’ whereby now the Administrator is aware that the training list has been updated.

3. User Guidance



User need to login to their account by key in their username and password. After three times they still failed to put their password a message will show up and give solution to user to see their password. User need to key in their username and an email will send to their email.

4. Recoverability

The button shown is a button undo, in case if admin accidently delete or make changes to someone account they can undo to previous situation.

5. Consistency

The menu bar above is remain consistent no matter where the user is. For example, the user is adding a new training program, after that if he/she wants to view an employee status, he/she could just find the button at the menu bar.

Notice: The menu bar view would be different depends on the user authorization and authentication.



6. User Diversity

There are different access privileges depends on three main categories such as: Employee, Supervisor and Administrator user. The below diagrams show a supervisor could input an employee performance ratings while an administrator and employee could view an employee’s performance ratings.

The diagram above shows the interface when a supervisor adding an employee performance ratings.

The diagram above shows the interface when an administrator or employee (only can view their own performance) view employee performances.



5.0 INDIVIDUAL COMPONENT

5.1 PREMAWATHY

5.1.1Comparisons of Methodologies

There are few IS methodologies that are considered to be used in this project. The 3 methodologies to be compared are:

1. SSADM

Structured Systems Analysis and Design Methodology (SSADM) is an integrated set of standards and guides for analysis and design of computer systems. It is a set of standards that consist of:

a. Techniques - Provides development team with a set of confirmed practical techniques and tools, detailed rules, and direction on what and how processes should be done.

b. Structural Standards – Outlines the structure of a development project in the form of clearly defined tasks, with evidently defined interfaces and defined tangible products.

c. Documentation standards – Provides mean of recording the products of development action in comprehensive order.

It is rigid and document-led approach to system design whereby it contains precisely defined task for each stage to ensure end product.. This methodology have detailed design stages whereby it is good for projects with database designs.

There are 5 stages of SSADM life cycle that has system initial process to the end process.



The figure above shows the stages of SSADM that contains initial to end process of the methodology.

The advantages and disadvantages of the methodology are:

ADVANTAGES DISADVANTAGES Well documented. It consist of guidelines for every stages

whereby is it impossible to lose track. A good quality system is delivered at

the end of the system It is suitable for systems with database.

Long development times as each stage must be completed thoroughly before moving on to the next.

High cost and time consuming whereby the organization requires many resources.

Not iterative whereby it is not flexible for changes.

Time consuming for its documenting process.



2. SPIRAL

The spiral model is similar to an incremental model with more emphasis placed on risk analysis (Istqbexamcertification.com, 2014). The spiral model consists of 4 phases which are planning, risk analysis, engineering and evaluation. l.

Based on the figure above, the first planning phase is where the objectives of the system is determined. Followed by the risk analysis phase where identification and risk resolving occurs. The third phase which is the engineering phase is when the development and test of the system occurs. In this phase, detailed design of the system is proposed, coding is implemented, and system integration is checked and tested before system implementation. The final phase is the evaluation of the system and planning for next iteration occurs.



The advantages and disadvantages of this spiral model are:

ADVANTAGES DISADVANTAGES High risk analysis hence, avoidance of risk

is enhanced. Good for large and mission-critical

projects. Strong approval and documentation

control. Flexible whereby additional functionality

can be added later on

Costly due to model use Risk analysis requires highly specific

expertise. Project’s success is highly dependent on

the risk analysis phase. Not suitable for small projects.

3. Rapid Application Development (RAD)

RAD is a development lifecycle design to provide faster development and high quality results than those achieved with traditional lifecycle. This design is to maximise advantages of development software that evolved currently

The phases of RAD methodology are analysis, design, testing and deployment. The first phase is the analysis design which is similar to the feasibility study of the system. Next is the design phase whereby a prototype is developed, demonstrated and refined for next phase which is the testing phase. And final phase of RAD is the deployment phase where the final software is tested and used in business environment.

ADVANTAGES DISADVANTAGES Less development type Reusability of components Quick reviews are done Customer feedback are encouraged.

Depending on individuals on their expertise.

Requires high skilled developers. High dependency on modelling skills. Not applicable for low cost projects



7.1.2 Methodology Chose

Based on the compared methodologies, the methodology which is suitable for the XBase case study is SSADM. The SSADM approach benefits the users of the system. Based on the XBase case study, the purpose of Human Resource Management System (HRMS) is to have an organized system for all type of users. The project size of HRMS is large whereby it involves different types of users. Each users are given a fair accessibility to system based on their roles towards the organization. For example, an administrator needs to keep track on the employee’s status at work meanwhile the supervisor needs to supervise the employee’s requests. Hence, all these requirements need to meet and match the system. The scope of this methodology is to produce detailed steps from initial to end of the project.

7.1.3 Reason of Choice

The reason why I choose the methodology is because this methodology benefits its users and based on this methodology, the XBase can develop the system further in future with the well document as it produces clear specifications of the processes.. Moreover, the system is delivered to the users on time taking ensuring good planning and management is made. Next, the SSADM approach improves the system quality by reducing error rates. The quality is improved by detecting errors early in the lifecycle. By defining the required quality of design documents and stating the tests on the system promotes on SSADM quality management (ogcia.gov.hk, 2014).

The figure above illustrates the stages of SSADM methodology. These stages will be implemented in the HRMS to provide a better system to XBase Inc.

Stage 0 – Feasibility

In this stage, a feasibility study which is analysis of the XBase business area. This stage also determines whether the system is able effectively support the business requirements.



Stage 1 – Investigation of Current System

The current system of XBase is manual system of writing records. XBase requires an automated system that allows storages of records. The current process of the manual system is the records are written in a log book with no placing storage. The data is increasing as the XBase Inc is growing larger with number of employees. Hence, the data accumulated has no proper storage and review for future use. To investigate the current system, requirement elicitation can be done with the HR department staffs

Stage 2 – Business System Options

The business system option is to store the employee information in an organized manner for future reviews on employee performance and others. Therefore, XBase Inc requires a web portal that has database designs to store employee records. The site should be able to retrieve employee information at any required time for reference and to reward employee excellence.

Stage 3 – Definition of Requirements

The functional requirements of the system are:

There are 3 user accessibility which are normal employee, supervisor and administrator

When a new employee joins XBase Inc., the Admin inserts his/her record into the system. Similarly when an employee leaves XBase, the Admin deletes his/her record from the system.

All employees are able to view and modify their personal information.

All employees are able to apply for leave and check their respective leave application status in the system.

When an employee submits a leave application his/her supervisor is able to view, approve or reject their leave applications.

The Admin updates the system with a list of available training programs.

Employees who are interested can then apply to attend those programs, subject to the approval of their supervisors.

The system is also able to track employee appraisals which are carried out on a quarterly basis.

Supervisors can input performance ratings, merits, warnings and other remarks related to their respective supervisees into the system.

The system allows the Admin to view an employee’s current leave status, training status, performance status, personal information and system account information in an integrated interface.

The non-functional requirements of the system is to provide users a user friendly system for easy accessibility. To system requirements are by the XBase organization manager.

Stage 4 – Technical System Options

The system is able provide technical assistance to the users while they select one of the options. Whereby as the user navigate to different webpages, they are able to get technical assistance if they are unfamiliar with the process.



Stage 5 – Logical Design

The logical design of the XBase Inc is produced using Data Flow Diagram, Context diagram and Entity Relationship Diagram to visualize a clear picture of the user roles towards the system.

Stage 6 – Physical Design

This final stage is to optimise the design of data and process, testing them against the sizing and timing objectives stated in the design objectives. A web portal of HRMS is created with database engine that fulfils all the functional and non-functional requirements of the system. Besides, the physical design are also enhanced based on the XBase staffs’ feedbacks.

7.1.4 Comparison of Methodologies

Based on the table above, Spiral and RAD are both agile type methodology. In large projects, it is tough to measure the effort required at the early stage of the development cycle whereby it is uncertain to know the amount of people required in the team to develop the HRMS system. Whereas in SSADM, the process of the project development is planned in the initial stage. Next, the absence if importance on essential designing and documentation. Compared to SSADM which is a traditional type methodology that gives importance towards the documentation as reference.

The RAD and Spiral methodologies are possible to get off tack if the XBase organization is unsure of what the final outcome of the project they require. However, an idea of the final outcome of the system is given to the organization at the beginning of SSADM process.Moreover, the system require expertise to give hands on to the project as the unexperienced programmers are unable to handle high risk projects compared to SSADM methodology which has reference as guidance on developing the new system (My-project-management-expert.com, 2014)



7.1.5 Tools and Techniques To develop the system tools and techniques are required to produce an effective system to users. In this case study, the tools and techniques used are:

TOOLS PURPOSEVisual Studio 2012 To develop the web portal of HRMSSQL Server 2014 Management Studio To develop database containing Employee

records, leave records, training records and appraisal records

Visio 2013 To develop logical design diagrams such as Data Flow Diagram, Context Diagram, Use Case Diagram and Entity Relationship Diagram

Google Chrome Browser To host the web portalMicrosoft Project 2010 Creating Gantt chart for project schedulingGoogle Forms Online Questionnaire

TECHNIQUES PURPOSE

Logical Data Modelling This process is done to identify and model the data requirements. In this process, the data are separated as entities and relationships. In this case are the users of HRMS and the associates between the users.

Data Flow Modelling Data Flow Modelling reviews processes, data stores, external entities and data flows. As for HRMS the data flow modelling shows the process of what happens when a user choose to do certain process such as apply for leave and others. (Selectbs.com, 2014)

Entity Behaviour Modelling This is the process of recognising, modelling and documenting the events that affect each entity and the arrangement in which these events occur.

Prototyping Creating a prototype design that fulfil system requirements and good human-computer interaction.



5.2 WONG TZE YIIN

5.2.1 Comparison between methodologies1. V-shaped model2. Rapid Application Development (RAD) model3. Scrum

V-shaped model RAD model ScrumSimple and easy to use Speed of development Requirements are clearAvoid downward flow of the defects

Reusability Accuracy

small projects Small projects Small projects

1. V-shaped model

Figure 1. Phases of V-shaped model

V-shaped model is a sequential path of execution of processes as shown at the above figure. It is focus on the testing procedures than other procedures. Testing are developed early in the life cycle before any coding is done, as well as during each of the phases of implementation. (Nabil Mohammed, 2010)



2. Rapid Application Development (RAD) model

Figure 2. Stages of RAD model

RAD is designed to give much faster development compared to other methodologies. RAD concentrates on the speed of delivery of the product and involves participations of the end users to satisfy their needs. Every stages of RAD, end users are involve in the meeting and they can review the prototypes given by the developers and give opinions. Revision would be made if any problem occurs. RAD is used when:

Need of prototype Small project Speed of development



Scrum is a methodology that emphasizes the idea of “empirical process control” which referring to the real-world progress instead of uninformed forecast project. The project of Scrum is divided into three main roles which are product owner (client), Scrum master and the team member. Scrum is suitable to be used when (Thompson, 2012):

Requirements are well-understood and will not change All steps are clear and can be estimated with reasonable accuracy Success is defined by achieving the planned scope

Advantages of Scrum

1. Flexibility and adaptive

Project could be altered depending on changing needs and in the end it is deliver the most appropriate release to adjust work to meet expectations.

2. Developers are free to devise ideas and solutions

Each of team should produce a work when it comes to the end which means expert individuals work essentially unsupervised within their own divisions.



5.2.2 Chosen methodologyThe main reason that Rapid Application Development is chosen for this project is that RAD

emphasizes development speed and a better turnaround time of the system. This is achieved by using through the use of Computer Aided Software Engineering or CASE tools, which enable the developers to re-use previously generated codes, processes, templates and tools. Thus saving the time needed for manual coding and re-create new template for new system. Moreover, RAD is focusing

on smaller projects that can be launched quickly and concluded with tangible deliveries. In this case, XBase Inc. project can be broken down into smaller pieces such as record keeping, training tracking and access control which can be planned and delivered individually. Besides that, RAD methodology involves active participation of the end users in all phases until the application is operated. It is helpful when there are many changes to be made or adding new requirements. Developers would also offer few functional prototypes to the end users and integrates feedback at every meeting that held. (Magar, P. 2013)


Rapid Application Development (RAD)Faster Delivery Time

Flexibility

Reusability


Rapid Application Development (RAD) Methodology

Rapid Application Development (RAD) methodology is a suite of software development methodology techniques that emphasizes development speed and structured project. A typical RAD is composed of four stages: requirements planning, user design, construction and cutover phase.

Figure 1. The four phases of RAD model

Requirements Planning

At the requirements planning phase, it is consists of meetings between the developers and key client users. In this stage, developer could basically identifies primary business functions or needs such as searching for a specific employee records in the database, different position gets different access control. Then, an outline of the system scope are developed and it breaks down into business entities such as Employee Personal Record, Administrator and so on. After having a list of entities, developers could draw diagrams that define the interactions between processes and data elements as a blue print before building a new system.

The tasks in the Requirements Planning Phase are shown in the diagram below:



Diagram: Shows tasks in requirements planning

User Design

Next, in the user design phase, clients are allow to participate with system model to have more understanding to the system and modify it. While the objectives for developers during this stage are to develop proposed screen layouts for the most important functions and to develop the system structure in terms of the automated functions that will comprise the system. For instance, list and details of employee records, search function screen and so on. After the interaction between users and developers are done, the analysis, design and prototyping are now be confirmed. Then, create a working model such as prototypes of screen and shown to the users for review and revision. Adjustment will be made and get approval from client users before enter to the construction phase.

The tasks in the User Design Phase are shown in the diagram below:

Diagram: Shows tasks in user design

Construction

During the construction phase, where it is need to complete the design and build a proposed system that described in User Design phase. It is included system testing, verify system that operates at an acceptable level of performance and to prepare documentation. Firstly, developers should ensure the detailed definition of the system of each function is completed and working as well, based on the requirements given by the end users. For example, there are three categories for access control; ‘Normal’, ‘Supervisor’ or ‘Admin’ user and could manage the record easily and effective. Then, verify the operational capacity of the system. Any issues or extra meeting will be held if it is necessary from the end users. After that, prepare a documentation that explains how the system is to be operated by the end users.



The tasks in the Construction Phase are shown in the diagram below:



Diagram: Shows tasks in construction

Cutover

Finally, it reaches the final phase of the RAD methodology; cutover phase. At this stage, the developers need to prepare existing data for the new system and conduct user training to operate the new system as well. Moreover, they also need to resolve if any problems that arise after the system becomes operational. Developers should ensure the existing data sources are converted from the old system into a format that accessible by the new system without any loss of data. Besides that, having training sessions for end users are to instruct them how to use the system efficiently. Since there is no large number of users have to be trained in this case, developers could have few training sessions at XBase Inc. laboratory and guide them all at once. [RAD, 2014]

The tasks in the Cutover Phase are shown in the diagram below:

Diagram: Shows tasks in cutover



8.2.3 Tools and Techniques

Microsoft Visual StudioMicrosoft Visual Studio is a recommended case tools that is being used in this project. Visual Studio provide a very user friendly interface for developing project. It is also included the database function for user to store their data and also retrieve data from the database. Besides that, it is also to see the design at the same time while developing the project.

Microsoft VisioMicrosoft Visio is also a helpful tool. It provide multiple templates and tools for user to develop their diagram design. Moreover, user could just drag and drop with zero experience about this software to finish the whole diagram. In the end, user could save the files in multiple of file types such as jpg, png and also the Visio data type.

Microsoft OfficeMicrosoft Office is a tools that use to make any documentary. It provides user to have any size of paper design and also allow user to save and print their documents after finish the documents. So, developer could edit or update the data inside the documents and print it as many time as the developer want.



5.3 PELITA MARIA

Comparison of Methodologies

SPIRAL METHODOLOGY

Spiral Model was defined by Barry Boehm in 1985. Spiral Model is a software development process combining elements of both design and prototyping-in-stages, in an effort to combine advantages of top-down and bottom-up concepts. According to Mindstream (2012), the spiral model is similar to the incremental model, with more emphasis placed on risk analysis. The spiral model has four phases which is Planning, Risk Analysis, Engineering and Evaluation. The spiral model requires each phase to fulfil to proceed to the next phase.

Diagram 1: Spiral Phases (Google, 2011)



The Structure of Spiral Methodology

Phase 1 : Planning

In the first phase planning help to understand the underlining concept of the project. Planning includes estimating schedule, cost, and resource for the iteration. It is essential that a lot of time must have be invested for planning as it is the base of the spiral model, even if the slightest negligence can adversely affect the process.

Phase 2 : Risk Analysis

Risk analysis tasks required to assess both technical and management risks. Risk Analysis includes identifying, estimating and monitoring technical and management risks, such as schedule slippage and cost overrun. In this phase, risks areas are taken into consideration and solutions are drawn to overcome the risk. Besides that, during this phase alternative options are evaluated which becomes easier to overcome the future risks.

Phase 3 : Engineering

Once the risk analysis is done the next phase is the actual development and the verification process. Engineering includes requirement gathering and design of the software system. This is done by using either a prototyping approach or the simulation.

Phase 4 : Customer Evaluation

Customer evaluation includes evaluation of software by the customer and implanting feedback in the next iteration of the software development. Basically, in this phase the customer evaluates the model and checks it in and out. If there are any modifications to be made the customer give feedback to the developers.

Spiral Model is one of the most realistic approaches which are very essential for the development of the large system. By using spiral model, the developers can also apply the prototyping and the customer’s evolutions approach to make the project more unique and successful. This methodology maintains the systematic stepwise approach suggested by the classic life cycle but incorporates it into an iterative framework that more realistically reflects the real world.

Advantages DisadvantagesHigh amount of risk analysis Can be costly model to useGood for large and mission-critical projects Risk analysis requires highly specific expertiseSoftware is produced early in the software life cycle

Project’s success is highly dependent on the risk analysis phase

Strong approval and documentation control Doesn’t work well for smaller projectsAble to cope with changes Can include weak documentation and blurred

lines of accountability.



When to use Spiral Model :

1. The spiral model is mostly used in large projects. For an example, the military had adopted the spiral model for its Future Combat Systems program.

2. The spiral model may suit small software applications and not a complicated distributed, interoperable, systems of systems.

3. This methodology used in projects where business goals are unstable but the architecture must be realized well enough to provide high loading stress ability. For an example, the Spiral Architecture Driven Development is the spiral based Software Development Life Cycle which shows one possible way how to reduce the risk of non-effective architecture with the help of a in conjunction with the best practise from other models.

Tools and Techniques

Microsoft Word 2013 is used to write documentation Microsoft Powerpoint 2013 is used for slide presentation GanttProject is used to draw the Gantt chart Microsoft Visual Studio 2012 and SQL are used to build and test the prototype Microsoft Visio 2013 is used to draw diagrams related to the system Google Chrome browser is used to run and access the system

Phase 1 Technique: Observation

Phase 1 involves determining the requirements and objectives of the system. Employees are asked various relevant questions regarding their work to obtain insight about what they focus on

Phase 2 Technique: Design

After gathering the requirements of the project, work begins on the design including determining the web forms, database table, GUI and other details

Phase 3 Technique: Trial and Error

In this phase, risks are identified and acceptable resolutions are developed and evaluated. Trial and error is a great way to gain knowledge as it encourage the developer to try different methods to see if it is a good solution and it is primarily used to find a solution to single problem.

Phase 4 Ttechnique: Prototyping

Spiral Methodology is known to create prototypes of HR system in each iteration, finding the faults and invent ways to improve the system and goes through acceptance test where users need the system, reviews the proposed user interaction with the system and decide whether is successful or not.



6.0 WORKLOAD MATRIX



7.0 REFERENCES

Answers.com, (2014). What are the advantages and disadvantages of ssadm. [online] Available at: http://wiki.answers.com/Q/What_are_the_advantages_and_disadvantages_of_ssadm [Accessed 26 Aug. 2014].

Anonymous (2014) RAD life cycle [Online]

Available from: http://www.ftms.edu.my/images/Document/IMM006%20-%20RAPID%20APPLICATION%20DEVELOPMENT/Chapter%202nnote.pdf

[Accessed: 8th June 2014]

Cory Janssen (2014) Data Redundancy [Online] 2014

Available from: http://www.techopedia.com/definition/18707/data-redundancy

[Accessed: 21st June 2014]

Docs.oracle.com, (2014). What Is Data Mining?. [online] Available at: http://docs.oracle.com/cd/B28359_01/datamine.111/b28129/process.htm#CHDFGCIJ [Accessed 22 Aug. 2014].

Docs.oracle.com, (2014). Data Warehousing Concepts. [online] Available at: http://docs.oracle.com/cd/B10500_01/server.920/a96520/concept.htm [Accessed 17 Aug. 2014].

Dwreview.com, (2014). Data Warehousing Review - Data Warehousing Overview. [online] Available at: http://www.dwreview.com/DW_Overview.html [Accessed 18 Aug. 2014].

Indigo, (2014). Benefits of data warehousing and quality data warehouse design. [online] Available at: http://www.indigo.co.nz/data-warehousing/benefits-of-data-warehousing/ [Accessed 27 Aug. 2014].

Istqbexamcertification.com, (2014). What is Spiral model- advantages, disadvantages and when to use it?. [online] Available at: http://istqbexamcertification.com/what-is-spiral-model-advantages-disadvantages-and-when-to-use-it/ [Accessed 27 Aug. 2014].

Istqbexamcertification.com, (2014). What is RAD model- advantages, disadvantages and when to use it?. [online] Available at: http://istqbexamcertification.com/what-is-rad-model-advantages-disadvantages-and-when-to-use-it/ [Accessed 29 Aug. 2014].

Nabil Mohammed Ali Munassar, A. Govardhan (2010) A Comparison Between Five Models Of Software Engineering [Online] September 2010

Available from: http://www.ijcsi.org/papers/7-5-94-101.pdf




Netsoftpro.com, (2014). NetSoftPro Solutions. [online] Available at: http://www.netsoftpro.com/SolutionsServices/BusinessIntelligence/DataMining%20.aspx [Accessed 23 Aug. 2014].

Prashant Magar (2013) Advantages of Rapid Application Development [Online] 1st February 2013

Available from: http://www.buzzle.com/articles/advantages-of-rapid-application-development.html


Sikder, F. (2009). Software Development Life Cycle(SDLC) Spiral Model. [online] Simplicity Through Breadth. Available at: http://faisalsikder.wordpress.com/2009/12/18/software-development-life-cyclesdlc-spiral-model/ [Accessed 21 Aug. 2014].

Shah, B. and profile, V. (2008). System Analysis & Design: Spiral model. [online] Systemanalysisanddesign.blogspot.com. Available at: http://systemanalysisanddesign.blogspot.com/2008/09/spiral-model.html [Accessed 21 Aug. 2014].

Statistics.laerd.com, (2014). Understanding Descriptive and Inferential Statistics. [online] Available at: https://statistics.laerd.com/statistical-guides/descriptive-inferential-statistics.php [Accessed 24 Aug. 2014].

Searchsoftwarequality.techtarget.com, (2014). What is HCI (human-computer interaction)? - Definition from WhatIs.com. [online] Available at: http://searchsoftwarequality.techtarget.com/definition/HCI-human-computer-interaction [Accessed 25 Aug. 2014].

Selectbs.com, (2014). What is SSADM? | Analysis and Design. [online] Available at: http://www.selectbs.com/analysis-and-design/what-is-ssadm [Accessed 26 Aug. 2014].

Team, S. (2014). Top Five Benefits of a Data Warehouse. [online] TIBCO Spotfire's Trends and Outliers. Available at: http://spotfire.tibco.com/blog/?p=7597 [Accessed 27 Aug. 2014].

Trott, T. (2010). System Lifecycles and SSADM - Tim Trott. [online] Tim Trott. Available at: http://timtrott.co.uk/system-lifecycles-ssadm/ [Accessed 24 Aug. 2014].

Webopedia.com, (2014). What is Human-Computer Interaction (HCI)? Webopedia. [online] Available at: http://www.webopedia.com/TERM/H/HCI.html [Accessed 25 Aug. 2014].


system development methods

Documents

system requirement253

system analysis132

new system

employee records maria373

specific employee records

employee appraisal414

employee profile404

current manual system