INDIVIDUAL PHASES / MODULES :
Phase 1- Collection of users Phase 2 -Evaluation of Allowances Phase 3- Final Report
Phase 1:Collection of users
This is the employee's information in the company. It consists of the employee identification number, employee name, pay rate, pension plan flag, and union member flag.
The payroll records are used to store each month‟s hours worked, and the rates for that month.
Rates consists of the percentage that would be deducted from the gross pay depending on union membership status, pension plan, state and federal tax. Each employee can have a unique
This is a table that shows the calculated pay of employees and the month in which they earned the pay. The ledger can be filtered by name, identification number, year and month.
This is the number of times that an employee work in a month. The hours worked issused to calculate the pay that an employee will receive for that month.
The net pay is the final salary amount that would be given to the employee after all the deductions are subtracted from the gross pay. The deductions include among others taxes, union member dues and pension plan.
The gross pay is the amount that the employee earns before the deductions are subtracted.
Deductions are made up of taxes, union membership dues, pension plan. They are subtracted from the gross pay to give the net pay which is the employee's final pay for the month.
The taxes consists of the state dues and federal dues. A percentage of the employee's salary goes to state and country.
Union Membership Dues:
This is meant for employee's that are union workers in the company. They get to pay a percentage for union dues. An employee can be a union member and later change status to be a non-union member.
Employees that opted to use the pension plan of the company get to pay a particular percentage of their pay in preparation for their retirement.
These are similar to pay cheques. They allow the employee to have his or her pay printed out on paper so that they can cash it.
The year-to-date total is the summation of all the previous earnings till the month before the current month.
Phase 2 – Evaluation of Allowances : Evaluation
The software also stores every information provided by the user, but does not store results of calculations. Instead, calculations are done “on the fly” when the user needs to see them on Deductions such as federal tax, state tax and union tax are made according to the set rate provided by the employer, but additional benefits and bonuses are not included in calculations or storage of records. The payslip not only provides the employee with their earning, it also reflects their year-to date recorded earning. However, there are no
reports that explicitly summarize grand totals grouped by employees, months, or years. The ledger can be used to filter out these records The software overwrites employees information when re-entered. However, employee data is discarded when the employee is deleted from the software .
Phase 3- Final Report : Adequacy and Coverage
The payroll software can perform the following functions Store employee information Calculate gross and net pay, and determine tax deductions to be made Print payslips for each month, showing year-to-date totals Create and maintain a ledger containing all necessary records of employee payments Provide the user with adequate help by the user manual with the software
Efficiency and Effectiveness
The payroll software calculates the total earnings of the employee and automatically updates the employee‟s earning to date. The employers can set different rates for employees.
The software does its calculations in a very clear and concise manner. All calculations are guaranteed accuracy.
The payroll software gives the employee the ability to keep track of their earnings by printing their payslip for each month. It gives the employers the ability to keep records of how much they pay out as salaries by creating a ledger that can be used to filter out results by employee, month, and year.
Elegance and User-friendliness
The different tasks and functions are outlined in a very simple and clear manner for the users. The help file can be used by the users to know how to use the payroll software. The interface is very simple and not complicated to allow for easy usage. each employee who is part of project management team has all the projects, their phases, reports all at hand.
Architecture Diagram :
Nowadays, the world is moving at a lightening swiftness and so is computer field. It is advancing each and every day. Initially the work of project management was done manually and the data was kept in files but now the technology is such that each
who is part of project managementteam hasall the projects, their phases, reports all at hand.
FUNCTIONAL REQUIREMENTS: Capturing functional requirements
To document functional requirements you must capture three categories of information: 1. Use cases 2. Functional capabilities
3. Business rules Function1: Administration of the Application Function Purpose and Priority
Administrator can create new roles/rights/users and edit the existingroles/rights/users.
Function Inputs Create User: User name, Full Name, Password. Create Rights : Give rights to the user Function Operations Create User: The admin fills the information about the user and
selects rights to be given to the user clicks on the “Save” button.
Function 2: Manage Employee Data Function Purpose and Priority
It stores detailed employee profile including his/her personal information,qualification profile, experience profile and basic salary information.
Personal Details : Name , Address , Contact , Date of Birth Qualification Profile : Qualification , Grade , Passing Year , Institute. Experience Profile : Worked As, Nos. Working Years, Working Category Basic Salary Information : Designation , Department , Scale , Date of Joining, Applicable allowances and deduction and bank information etc.
The employee details can be added , edited and deleted by the users who have enough authority for the functions.
Function 3: Designation History Function Purpose and Priority
The past data of the employee designation and his/her progress throughout career is maintained.
Designation, Type, Date of Joining, Reason for new designation
The user fills the input details save.
The current designation is upgraded. New scale is assigned and joining date , month of increment is changed.. Functional requirements present a complete description of how the system will function from the user's perspective. They should allow both business stakeholders and technical people to walk through the system and see every aspect of how it should work before it is built.
Non-functional requirements are often called qualities of a system. Other terms for non-functional requirements are "constraints", "quality attributes", "quality goals", "quality of service requirements" and "nonbehavioral requirements Qualities, that is non-functional requirements, can be divided into two main categories: 1. Execution qualities, such as security and usability, which are observable at run time.
2. Evolution qualities, such as testability, maintainability, extensibility and scalability, which are embodied in the static structure of the software system 3. We use requirements for a variety of purposes, including:
Project scoping Cost estimating Budgeting Project scheduling Software design Software testing Documentation and training manuals Individuals throughout an organization have a vested interest
in producing solid requirements. Whether you're a client or involved in procurement, finance and accounting, or IT, you are a major stakeholder in the requirements management process. Many project teams treat requirements as a statement of purpose for the application and express them in very general terms, such as: "The system should have the ability to create problem tickets for outage notifications." But is this a solid requirement ?To answer this question, let's look at how we document requirements.
Here are some qualities that should characterize the descriptions in your Software Requirements Specification document: 1. Lack of ambiguity. The software development team will be unable to produce a product that satisfies users' needs if one or more requirements can be interpreted in multiple ways. 2. Completeness. In the beginning of your project, you should not expect to know all the system requirements in detail; the development team should not waste time trying to specify things that are bound to evolve. As the project proceeds, however, you should keep your Software Requirements Specification document up to date; as you gain more knowledge about the system, the specification document should grow more complete. 3. Consistency. You cannot build a system that satisfies all requirements if two requirements conflict or if the requirements do not reflect changes that were made to the system during the iterative development and functionality testing. 4. Traceability. The team should track the source of each requirement, whether it evolved from a more abstract requirement, or a specific meeting with a target user. 5. No design information. As long as requirements address external behaviors, as viewed by users or by other interfacing systems, then they are still requirements, regardless of their level of detail. However, if a requirement attempts to specify particular
subcomponents or their algorithms, it is no longer a requirement; it has become design information. Capturing non-functional requirements Non-functional requirements are attributes that either the system or the environment must have. Such requirements are not always in the front of stakeholders' minds, and often you must make a special effort to draw them out. To make it easier to capture non-functional requirements, we organize them into five categories: 1. Usability 2. Reliability 3. Performance 4. Supportability 5. Security Usability describes the ease with which the system can be learned or used. A typical usability requirement might state:
The system should allow novice users to install and operate it with little or no training.
The end user shall be able to place an order within thirty seconds. The end user shall be able to access any page within four seconds.
Reliability describes the degree to which the system must work for users. Specifications for reliability typically refer to availability, mean time
between failures, mean time to repair, accuracy, and maximum acceptable bugs. For example:
The system shall meet the terms of a Service Level Agreement. The mean time to failure shall be at least four months.
Performance specifications typically refer to response time, transaction throughput, and capacity. For example:
All Web pages must download within three seconds during an average load, and five seconds during a peak load.
While executing a search, the system must be able to display 500 search results per page.
Supportability refers to the software's ability to be easily modified or maintained to accommodate typical usage or change scenarios. For instance, in our help desk example, how easy should it be to add new applications to the support framework? Here are some examples of supportability requirements:
The system shall allow users to create new workflows without the need for additional programming.
The system shall allow the system administrator to create and populate tax tables for the upcoming tax year.
Security refers to the ability to prevent and/or forbid access to the system by unauthorized parties. Some examples of security requirements are:
User authentication shall be via the corporate Single Signon system.
Only authorized payroll administrators shall be permitted to access employee pay information.
From our project deliverables, the client was able to bring to our understanding that the employees should have different pay rates and that it would be safe (for record purposes) to calculate the employee's year-to-data total salary earnings. These observations were later incorporated into the final deliverable. Business requirements for each of phase I module. The requirements will cover „what‟ functionality should be built within the system but will not be a detailed system requirements. Evaluate existing system and other contribution, functionally and technically for reuse by the payroll project.
Identify the technical areas and define the technical architecture keeping the previous architecture in mind. Define technical requirements and provide supporting information. Create the project management plan that defines the work components, activity sequence, resources required and project schedule for phase 1. For resource commitment from each institution. Build into phase 1 the need for phase II planning and identify the potential phase II components e.g. talent management.
In a software development project, requirements drive almost every activity, task, and deliverable. By applying a few key skills and an iterative development approach, you can evolve requirements that will help ensure success for your project. Use separate documents to record needs, features, and requirements, and improve the accuracy of your requirements by sharing responsibility for review. With these documents you can also establish traceability between needs, features, and requirements to ensure that your Software Requirements Specification will continue to match up with business objectives.