Title : Create a Software Requirement Specification (SRS) document. -----------------------------------------------------------------------------------------------------------
1.1 HUMAN RESOURCE MANAGEMENT SYSTEM
The aim is to develop a software application that supports the application specific to the HR automation automation in an intranet intranet specific to a company company there by allowing allowing the integratio integration n of all all the the empl employ oyee eess pert pertai aini ning ng to that that organ organiz izat atio ion. n. To keep keep trac track k of all all the the othe other r departments related to that organization such as marketing, development etc. To allow the HR of an organizati organization on to update the employee employee details when ever there is a change in the employee profile pertaining to that organization. It also brings onto a string the employee specific suggestions and makes them free to post their requirements to the HR for making the organization more specific regarding the maintenance of the organization.
1.2 PURPOSE OF THE STUDY:
The HR center is a powerful application designed to allow companies to streamline their human human resour resource ce tasks tasks and manager manager their their employ employees ees more more effici efficient ently ly Employ Employee ee and Comp Compan any y
Info Inform rmat atio ion n
Empl Employ oyee ee
Time Time,,
Atte Attend ndan ance ce,,
and and
Leav Leavee
Requ Reques estH tHR R
Documentation Management (i.e. insurance forms, W-2’s etc.)The HR Center includes a compr compreh ehens ensiv ivee
empl employ oyee ee
info inform rmat atio ion n
data databa base se,,
work work
info inform rmat atio ion, n,
benef benefic icia iary ry
information, and more for each employee. It comes standard with employee self-service access allowing employees to update their personal information request time off or input thei theirr dail daily y time timesh shee eett entri entries es.. It also also has role role–ba –base sed d acces accesss level level cont contro roll that that is functionally based on whether a user is an employee, a manager, or an HR administrator. With HR center managers and HR administrators can manage the track.
1.3 OBJECTIVE OF THE STUDY:
To develop a software application that supports Specific to the HRAutomation in an intranet to a company there by allowing the interaction of all the employees pertaining to that organization to keep track of all the other departments related to that organization like marketing, research etc. and to allow the HR department of an organization to update
the employee details when ever there is a change in the employee profile pertaining to that organization and also to bring on to a string the employee specification suggestions and make them sure to post their requirements to the HR.
1.4 SCOPE OF THE STUDY:
It will allow for the creation of an application specification to the human resource that maintain the intranet automation of the HR software i.e., which contains the data related to the employee. Without an employee management system, it’s a tedious job for the Human Resource department of any company. Employee Management system version 1.0 aims to simplify the Human Resource management of Pasadena Corporation. Employee Management including
their
system will
background
store
information,
all
the details
educational
of the employees qualifications,
past
experience, performance in the company & data related to their hiring. It’d be possible for HR executives & top brass of the company to find all information about an employee in just a few seconds. It’ll also help in making business strategies & achieving corporate goals as it’d be easier & faster for HR executives to make teams for various projects on the basis of educational qualification, past experience & performance. Optimum utilization of resources will thus inevitably lead to profit. It’ll also help in firing the employees
who
won’t
perform
well
&
bring
star
performers to the front so that the HR department can make sure they won’t leave the company
2.1 EXISTING SYSTEM
The HR Administration falls short of controlling the employee’s activities in analyzing his/her strengths and weakness. The decision for appraisal of assigning next project to the employee or to train him/her to enhance the skills – where lies with proper projection. He is not provided with the detailed project information done or to be assigned based on Application / Verticals.
DRAWBACKS IN EXISTING SYSTEM:
1. Need of extra manual effort. 2. It used to take much time to find any employee 3. Not very much accurate. 4. Danger of losing the files in some cases.
2.2PROPOSED SYSTEM
Decision in assigning proper skillful hands for the project is an important issue in HR Module. The HR Administrator should report with the personal holding the necessary skills required for the project assignment. The decision in making analysis about the employee’s skills is a prime important before booting in. The proposed system of HR Module is the right software to be incorporated into the Automation of HR Software for helping the organization needs with respect to skilful Human Resource. The proposed system provides detail general information about the employee along with Educational, Certification, Skill and Project details. It enhances the HR Management in adding, viewing and updating employees’ details and generates various reports regarding employee’s skill and experience. Suggestions and Grievances posted by the employees are upheld for taking care of the necessary steps in forwarding company’s obligation..
2.3ADVANTAGES OF PROPOSED SYSTEM:
1. Very fast and accurate. 2. No need of any extra manual effort. 3. No fever of data loss. 4. Just need a little knowledge to operate the system. 5. Doesn’t require any extra hardware device. 6. At last very easy to find the employees.
3.1 FEASIBILITY STUDY
Once the problem is clearly understood, the next step is to conduct feasibility study, which is high-level capsule version of the entered systems and design process. The objective is to determine whether or not the proposed system is feasible. The three tests of feasibility have been carried out.
1. Technical Feasibility 2. Economical Feasibility 3. Operational Feasibility
TECHNICAL FEASIBILITY In Technical Feasibility study, one has to test whether the proposed system can be developed using existing technology or not. It is planned to implement the proposed system using java technology. It is evident that the necessary hardware and software are available for development and implementation of the proposed system. Hence, the solution is technically feasible.
ECONOMICAL FEASIBILITY As part of this, the costs and benefits associated with the proposed system compared and the project is economically feasible only if tangible or intangible benefits outweigh costs. The system development costs will be significant. So the proposed system is economically feasible.
OPERATIONAL FEASIBILITY It is a standard that ensures interoperability without stifling competition and innovation among users, to the benefit of the public both in terms of cost and service quality. The proposed system is acceptable to users so the proposed system is operationally feasible.
3.2 CONSTRAINTS ON HUMAN RESOURCE MANAGEMENT SYSTEM
4.1 SYSTEM REQUIREMENTS
4.1.1 Software Specification Language
:
VB.NET, ADO.NET.
Database
:
MS ACESS
Operating System
:
WindowsNT/95/98/2000
RAM
:
256MB
4.1.2 Hard ware Specification: Processor
:
Intel P-III based system
Processor Speed
:
250 MHz to 833MHz
RAM
:
64MB to 256MB
Hard Disk
:
2GB to 30GB
Key Board
:
104 keys
5.1 FUNCTIONS OF THE SYSTEM
Human
resource
functions Human
Resource This includes human resource planning, recruitment, election,
Provisioning
placement, transfers, promotions, and dismissals
Training
and This includes induction, training, management development, and
Development Human
Description
Resource
Utilization Industrial Welfare
career planning This includes performance appraisal, productivity, and motivation This includes safety, health, welfare services, housing recreation and advice
Organizational
This
Development
organizational personnel planning
Industrial Relations
Remuneration
Administration
Research
Management
This
includes
includes
organizational
structure,
communication,
job
design,
negotiation,
and
consultation,
agreements, grievances, and disciplinary procedures This includes job analysis, job evaluation, salary and wage structuring, fringe benefit scheme, and incentive systems This includes personnel records, statistics about personnel, and information processing This includes the analysis of information, system development, investigations, surveys, and applied personnel research This includes the planning, organizing, directing and controlling the personnel function, and coordination with other functions
The system will be expected to function on five levels and meet the detailed requirements of human resource planning, management and development. These five levels are: National Department Provincial Departments Districts Facilities
Contracted service delivery agencies outside of government, viz. civil society structures such as non-governmental organizations
5.2 INPUTS OF THE SYSTEM
It’ll contain the following information about the employees & will be searchable on all this information (except photographs) – •
Full name
•
Employee Id
•
Photograph
•
Designation
•
Department
•
Address
•
Date of Birth
•
Date of hiring
•
Date of leaving
•
Social Security Number
•
Marital status
•
Contact number
•
Educational qualifications (graduation & above)
•
Past experience
•
Performance in the company
•
Miscellaneous information
•
Information about promotions
•
Gender
•
Projects worked on
•
Email address
•
Date on which the information was added/modified
•
Person who modified the information
•
HR manager who hired the employee
5.3 OUTPUTS OF THE SYSTEM
Companies streamline their human resource tasks and manager their employees more efficiently Employee and Company Information Employee Time, Attendance, and Leave RequestHR Documentation Management (i.e. insurance forms, W-2’s etc). However good your resources are, they need to be monitored and managed for maximum effectiveness. Output of the system is to reward the performers knowing their deficiencies, so that we can plan for the best results.
6. APPLICATIONS OF THE SYSTEM
Understanding of human resource management systems, or HRMS, is vital to the growth of your agency. These systems ensure that you recruit and retain the best personnel possible for your clients, while keeping track of payroll and benefits. Your day is filled with a number of other concerns, including problems that arise with clients and developing a dynamic personnel group that is committed to your vision.
7. SUMMARY
Running a company is much more complicated than it used to be, in many significant ways. Demands on the time and effort of company executives are higher than ever before, yet employee needs are higher as well. Modern technology is available to meet these new needs. One main form of this technological assistance is the Human Resources Management System, or HRMS. This handy software application helps the harried employer take care of a host of human resources functions using just one handy tool. Rather than tracking employee attendance in one database program and employee performance reviews in another word processing program, an employer can use HRMS to consolidate all of that data into one convenient employee profile system. Using HRMS, an employer can configure payroll and benefits systems, create and manage training systems, and even track performance reviews. Applications run the gamut from simple time-and-attendance trackers to entire suites of tracking and data systems. Some of these applications are customizable, allowing employers to track such data as employees' personal histories, skills, and workplace preferences.
