NAME OF THE PROJECT:-ERP MANAGEMENT SYSTEM)

(HUMAN

RESOURCE

Efficient and effective management of the employees (human resources) has become an increasingly imperative and complex activity to all HR professionals. The HR function consists of tracking innumerable data points on each employee, from personal histories, data, skills, capabilities, and experiences to payroll records. These records can be in written form on pages or on computers. But maintaining records on pages is little difficult, require lot of effort, not reliable and records may get damage with time. Human Resource Management System helps to reduce the manual workload of these administrative activities and other disadvantages related to maintaining records on papers. It provides functionality to manage employee personal data, leaves related data, salary related data and employee search related functionalities etc on computers. The key functions of human resource management include recruiting people, training them, performance appraisals, motivating them as well as workplace communication, workplace safety, and much more. The benefits of these functions have been discussed here in detail

STATEMENT ABOUT PROBLEM:Efficient and effective management of the employees (human resources) has become an increasingly imperative and complex activity to all HR professionals. The HR function consists of tracking innumerable data points on each employee, from personal histories, data, skills, capabilities, and experiences to payroll records. These records can be in written form on pages or on computers. But maintaining records on pages is little difficult, require lot of effort, not reliable and records may get damage with time. Human Resource Management System helps to reduce the manual workload of these administrative activities and other disadvantages related to maintaining records on papers. It provides functionality to manage employee personal data, leaves related data, salary related data and employee search related functionalities etc on computers.

WHY PARTICULAR TOPIC IS CHOSEN:The key functions of human resource management include recruiting people, training them, performance appraisals, motivating them as well as workplace communication, workplace safety, and much more. The benefits of these functions have been discussed here in detail

Recruitment and Training

This is one of the most important responsibilities of the human resource management team. The human resource managers work out plans and strategies of hiring the right kind of people. They design the criteria suitable for a specific job description. Their responsibilities also include formulating the obligations of an employee and the scope of tasks assigned to him. Based on these two factors, the contract of an employee with the organization is developed. When required, they also provide training to the employees according to the requirements of the organization

Performance and Appraisals

Human resource management encourages every individual in the organization, to work according to his potential and also helps him increase his potential. The management team communicates with the employees, all the necessary information regarding their performances and also defines their respective roles from time to time. This helps the employee to form an outline of their anticipated goals in much clearer terms and thereby, helps them execute the goals with best possible efforts.
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Maintaining Work Atmosphere

The performance of an individual in an organization is largely driven by the work atmosphere or work culture that prevails at the workplace. A good environment can bring out the best in an employee. A congenial atmosphere gives the employees job satisfaction as well.

Managing Disputes
There are several issues on which disputes may arise between the employees and the managers in an organization. In such a scenario, it is the human resource department which acts as a consultant and mediator.

Developing Public Relations

The responsibility of establishing good public relations lies with the human resource management to a great extent. They organize business meetings, seminars and various official gatherings on behalf of the company in order to establish relationships with other business sectors. Sometimes, the human resource department plays an active role in preparing the business and marketing plans for the organization too. Any organization, without a proper setup for human resource management is bound to suffer from serious problems while managing its regular activities. For this reason, a lot of stress is given these days for the setup of an effective human resource management system.

OBJECTIVES AND SCOPE: To provide a convenient way to maintain and manage human resource related data. To take care of all the disadvantages present with maintaining employees data on papers. To provide a user-friendly interface in form of menus where human resource manager can easily choose between different options according to the requirements. As the data will be maintained in database, we can easily take backup of data and keep it safe. This duplication of employees data makes this application more reliable. This application offers functionality to easily add, remove or view employee personal data. This application allows to automatically allocating unique employee number and extension number to employee as soon as its data is added to application. This application also offers functionality to search different employees related information based on employee no, telephone number etc. This application takes care that person operating this application will be able to work easily as different functionality are grouped under different categories to avoid cluttering of different options present in menu. This application provide functionality to check employees leaves related information like leaves left, leaves taken etc. This application also provides functionality to maintain employees salary information, which can be easily viewed or updated. This application provides functionality to easily view employee salary, leave or personal data as user of this application gets different options to
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view required data like user can input employee number, employee name or extension etc based on his/her convenience. This application has hierarchical structure. It is intended for human resource managers who need to track data related to employees. It can be used in company having large number of employees where tracking and maintaining data of large number of employees manually can be difficult. Most of todays company are using some kind of employee data management system.

FEASIBILITY STUDY
System Analysis is a management technique, which helps in designing a new system or improving an existing system. System Analysis is the process of gathering and interpreting facts, diagnosing problems (if any), using information to recommend improvements to the system. There are four basic elements of system analysis: - Output, Input, Files, processes. For computerization of any system, the existing system must be thoroughly being understood to determine how the computer can be best used to make its operation most effective. This is acquired by analyzing existing system. Feasibility study is the process of determination of whether or not a project is worth doing. Feasibility studies are undertaken within tight time constraints and normally culminate in a written and oral feasibility report. I have taken two weeks in feasibility study with my co-developer. The contents and recommendations of this feasibility study helped us as a sound basis for deciding how to proceed the project. It helped in taking decisions such as which software to use, hardware combinations, etc.

1. Technical Feasibility Technical feasibility determines whether the work for the project can be done with the existing equipment, software technology and available personnel. Technical feasibility is concerned with specifying equipment and software that will satisfy the user requirement. This project is feasible on technical remarks also, as the proposed system is more beneficiary in terms of having a sound proof system with new technical components installed on the system. The proposed system can run on any machines supporting Windows and Internet services and works on the best software and hardware that had been used while designing the system so it would be feasible in all technical terms of feasibility. 2. Economical Feasibility Economical feasibility determines whether there are sufficient benefits in creating to make the cost acceptable, or is the cost of the system too high. As this signifies cost-benefit analysis and savings. On the behalf of the cost-benefit analysis, the proposed system is feasible and is economical regarding its preassumed cost for making a system. We classified the costs of eSHOP according to the phase in which they occur. As we know that the system development costs are usually one-time costs that will not recur after the project has been completed. For calculating the Development costs we evaluated certain cost categories viz. 1. Personal costs 2. Computer usage 3. Supply and equipments costs 4. Cost of any new computer equipments and software.

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3. Behavioral Feasibility The application requires no special technical guidance and all the views available in the application are self explanatory. The users are well guided with warning and failure messages for all the actions taken. 4.Operational Feasibility Operational feasibility criteria measure the urgency of the problem (survey and study phases) or the acceptability of a solution (selection, acquisition and design phases). How do you measure operational feasibility? There are two aspects of operational feasibility to be considered

METHODOLOGY:Software Development Life Cycles Model (SDLC) is the main basis of methodology.

Data Collection The primary source for data collection for this application was Internet as many informative sites are present which provides information about human resource management system. These websites provides both definition and information about important components, which are present in such application. Along with this I also took advice from my elder brother who is working in a software company. From him I got information about components of salary, how leaves management is done in companies, what are different types of leaves, what personal information does company stores related to its employees and what other functionalities should be available in such applications etc.

HARDWARE AND SOFTWARE:Language: Java, JDBC, JSP, HTML, SQL Tools: MySql, Eclipse, Tomcat, ODBC Platform: Windows XP, Intel Pentium 4

TESTING TECHNLOGIES USED:Web 2.0 will become institutionalized. Social technologies are critical to reaching and connecting with the younger workforce, infusing and retaining knowledge, and turbo-charging programs such as alumni relations and mentoring. Fifty-five percent of HR decision-makers agree that this innovation is very important, but 51% believe that their current tools and process capabilities are below average.2 This means that HR pros will start to augment their transactional process-based apps by institutionalizing todays rogue social technologies. Core HR systems strategies will focus on master data. The notion of a single source of truth for who works for the company today is still an elusive goal. Based on pioneering work done with customer data hubs, we will start to see strategies evolve for master data management related to the employee life cycle. This will enable the employee data to be kept in sync across multiple HR, payroll, benefits, and talent management systems, as well as third-party business partners and operational applications that use employee data.
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 The definition of the workforce will continue to evolve. Whereas the workforce has traditionally meant employees who are actually on the payroll, business needs encompass tracking and provisioning a variety of nonemployees as well. Nonemployees include contractors, consultants, temporary workers, volunteers, and others who represent part of the productive workforce. Nonemployees will be managed within the human resource management system (HRMS) to allow for headcount and productivity analysis, project staffing, security provisioning, training programs, and other HR-related processes. Talent management initiatives and solutions will become more integrated. For years, bestof- breed application vendors and enterprise resource planning vendors who offer strategic HR capabilities have been touting and educating buyers about the importance of integrated HR technologies. The real benefit of integration is the ability to leverage employee data across historically siloed processes such as recruiting, performance management, succession planning, compensation management, and learning management. Having fewer HR systems and vendors to manage lowers IT support and integration costs and provides a more consistent user experience for business stakeholders. Analytics will help HR become more strategic. Traditional metrics that answer what was or what is will remain to prove operational return on investment, but theyll pale in priority compared to forwardlooking analytics. Why? Analytics are the cornerstone to predicting and November 21, 2008 2008, Forrester Research, Inc. Reproduction Prohibited. HR outsourcing initiatives will become more focused and selective. The notion of outsourcing a broad set of HR processes and systems has less and less support. Many of these attempted initiatives have failed to deliver the expected cost savings and service-level goals, and vendors arent making any money. Outsourcing selective HR processes of a compliance intensive or repetitive nature, like payroll, will remain viable. Cost savings is becoming less of a driver of HR outsourcing, with expertise and reliability being higher priorities. HRM will continue to lead in software-as-a-service (SaaS) adoption. We continue to find the SaaS model to be more accepted in HRM than other application areas (with the possible exception of customer relationship management). Expect to see continued growth of this deployment model in 2009. Advancements in software technology related to configurability an integration help to make the SaaS model more palatable to bigger companies, especially those that are weary of upgrading on-premise HRM solutions.

WHAT CONTRIBUTION WOULD PROJECT MAKE:Human resource management has been a relative late comer to the arena of strategic management. Consideration of the strategic con tributions of human resource management to organisational functioning and performance requires a qualitatively different approach from that accorded traditional perspectives of personnel management. This article identifies the basic features of a strategic approach to human resource management. The strategic contributions of the human resource function to organisations are examined at both the corporate and business levels. It is argued that at both levels issues arising from the management of people are central to the formulation and implementation of strategy. Formulation is concerned primarily with the choice of a strategy that aligns the organisation's resources and competencies with the opportunities and constraints that characterise its chosen environment. The implications for the human resource function of this search for alignment are explored. Reasons are advanced as to why workforce issues are now considered more central to the formulation of strategy in many organisations. Implementation of a strategy is concerned with identifying and creating tight fitting configurations in organisation design and human resource policies and practices that ensure that the strategy is translated into action. A framework is developed to demonstrate how human resource policies and practices can be aligned to an organisation's strategy, structure, culture and work force characteristics. Two generic strategies, low cost production and in novating differentiation, are analysed in detail to illustrate the concept of internal fit between the personnel function and related aspects of organisation
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The human resources of an organization consist of all people who perform its activities. For the purpose of this article, it is important to define further what human resource management is and what it is used for: "Human resource management (HRM) is concerned with the personnel policies and managerial practices and systems that influence the workforce. In broader terms, all decisions that affect the workforce of the organization concern the HRM function." It as a strategic and coherent approach of an organisation's most valued assets. - the people working there, who individually and collectively contribute to the achievements of the objectives of the business. The term Human resource management is therefore also widely known as "Personnel Management" as a description of the process of managing people in organisations.

CURRENT STATUS OF DEVELOPMENT:Some of the recent trends that are being observed are as follows: The recent quality management standards ISO 9001 and ISO 9004 of 2000 focus more on people centric organizations. Organizations now need to prepare themselves in order to address people centered issues with commitment from the top management, with renewed thrust on HR issues, more particularly on training. Charles Handy also advocated future organizational models likeShamrock, Federal and Triple I. Such organizational models also refocus on people centric issues and call for redefining the future role of HR professionals. To leapfrog ahead of competition in this world of uncertainty, organizations have introduced sixsigma practices. Six- sigma uses rigorous analytical tools with leadership from the top and develops a method for sustainable improvement. These practices improve organizational values and helps in creating defect free product or services at minimum cost. Human resource outsourcing is a new accession that makes a traditional HR department redundant in an organization. Exult, the international pioneer in HR BPO already roped in Bank of America, international players BP Amoco & over the years plan to spread their business to most of the Fortune 500 companies. With the increase of global job mobility, recruiting competent people is also increasingly becoming difficult, especially in India. Therefore by creating an enabling culture, organizations are also required to work out a retention strategy for the existing skilled manpower. HR Managers today are focusing attention on the following a) Policies- HR policies based on trust, openness, equity and consensus. b) Motivation- Create conditions in which people are willing to work with zeal, initiative and enthusiasm; make people feel like winners. c) Relations- Fair treatment of people and prompt redress of grievances would pave the way for healthy work-place relations. d) Change agent- Prepare workers to accept technological changes by clarifying doubts. e) Quality Consciousness- Commitment to quality in all aspects of personnel administration will ensure success.

MARKET POTENTIAL AND COMPETITIVE ADVANTAGES:Nothing is perfect in life, so is this web application, Human Resource Management System. There is always a need for betterment in the things, which we use. There are some areas in which work can be done so that web application can meet the future requirements. The various areas in which work can be done are: Currently this web application is allowed for HR people who are having appropriate access rights. Once a authorized user login, he/she is allowed to read as well as update information present on HRMS application. This web application could be modified to allow all the employees to access it but only authorized users can have permission to update the information.
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Providing companys HR related policy on web site. These will be generally static pages as companys policies changes very rarely once set. Income Tax related feature which allows employees to add their income tax related information like: saving done by them, loan taken, investments done and also allowing employees to upload scanned copy of original proofs. As the web application is getting more important and contains more personal data. The security should be increased through various security algorithms.

General Description
Human Resource Management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human Resource management application deals with management of data related to Employee. Some of the important modules present in this application are: Employee Personal Data Management Module

This module deals with management of employee personal data. This module provides following functionalities to its user:

Adding New Employee Data Modifying Older Employee Data Removal of Employee Data Displaying All Employees

Employee Search Module

This module deals with searching of one or more employees based on the option selected and displaying employee personal data like its extension number, age, department, and role. This module provides following functionalities:

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Search By Employee Number Search By Name Search By Department

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Search by extension number.

Employee Salary Management Module

This module deals with management of employee salary related data. This module provides following functionalities to its user:

Modification of Employee Salary data Displaying particular Employee Salary

Employee Leave Management Module

This module deals with management of employee leave related data. This module provides following functionalities to its user:

Displaying leaves remaining for an employee Allocating leaves to an employee

Methodology Used For Data collection

Software Development Life Cycles Model (SDLC) is the main basis of methodology.

The primary source for data collection for this application was Internet as many informative sites are present which provides information about human resource management system like http://en.wikipedia.org/wiki/Human_resource_management, http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm. These websites provides both definition and information about important components, which are present in such application. From internet I got information about components of salary, how leaves management is done in companies, what are different types of leaves, what personal information does company stores related to its employees and what other functionalities should be available in such applications etc.

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E R diagram

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Systems Requirement Analysis

2.1

Detailed Description of Modules 2.1.1 Employee Data Management Module 2.1.1.1 2.1.1.2 2.1.1.3 2.1.1.4 Adding New Employee Modifying Employee Personal Data Deleting Employees Data Displaying All Employees

2.1.2 Employee Search Module 2.1.3 Employee Salary Module 2.1.3.1 2.1.3.2 Modify Salary Data Displaying Salary

2.1.4 Leave Management Module 2.1.4.1 2.1.4.2 Displaying Leaves Left Requesting Leaves

2.2 Administrative Module 2.2.1 Create new user 2.2.2 Delete user 2.2.3 Approve leave applications

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2.1.1 Employee Data Management Module 2.1.1.1 Adding New Employee

In this part user is asked to provide following details related to an employee:

NAME AGE TELEPHONE MOBILE DEPARTMENT ROLE ADDRESS EMAIL ID Employee Number (Auto generated for employee) o o A five digit EMPLOYEE NUMBER is generated for the employee. First employee number starts with 10000 and after that new employees got employee number by incrementing earlier employee number by 1.

Extension Number (Auto generated for employee) o o Extension Number is generated for employee based on department of employee and its employee number. The extension number consists of 8 digits where first three digits represent department code and last five digits are employee number of that particular employee.

Leaves (Default value for all employees) o Default 20 leaves are given to each employee.

Salary (Default value based on role of employee)

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Default salary is allocated to employee based on employees role

After user submits all this data, then insert query is created and data is inserted in EMPLOYEE, OFFICIAL_DATA, LEAVES and SALARY table. Validations Employee name takes only characters and single space at a time. Age takes number from 22 to 70 Address can take text and number and should be less than 100 character length. Telephone and Mobile number takes only digits Email Id should be valid.

2.1.1.2 Modifying Employee Personal Data In this part employee number is taken as input from user and EMPLOYEE and OFFICIAL_DATA table in database is queried based on that employee number. If that employee number doesnt exists in database then error message is shown that given employee number doesnt exist in database. And if given employee number exists in database then all employee data is shown and user is asked to add new information for the following fields Validations Employee name takes only characters and single space at a time. Age takes number between 22 to 70 Address can take text and number and should be less than 100 character length. Telephone and Mobile number takes only digits Email Id should be valid. NAME AGE TELEPHONE MOBILE ROLE ADDRESS EMAIL ID

2.1.1.3 Deleting Employees Data

In this part employee number of employee is given as input by user. Based on employee number submitted by user particular row is deleted from EMPLOYEE table, OFFICIAL_DATA table, LEAVES table and as well as SALARY table from database. If that employee number doesnt exists in database then an error message is displayed to user that employee number submitted doesnt exists in database.

Validation
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Employee number takes only number

2.1.1.4. Displaying All Employees If user chooses this option then all the employees data are displayed in tabular format to the user.

Employe Telephon Name Mobile e No e 10005

Address Email Id

Role

Extensio Departmen n No t

Rakes Manage 98706432 334 Rani rakesh.kalra@email.co 1001000 Human h r Level 27020103 1 Bagh m 5 Resource Kalra 1 Kapil 98730728 PUNJAB kapil.kalra@gmail.co sharm 27029876 6 I BAGH m a Ram Ray 27020103 98765443 Rohini 4 1001000 Human 7 Resource 1001000 Human 8 Resource

10007

Trainee

10008

ram.ray.@sapient.com Trainee

10009

Shwet a 98765676 Pitam 27020666 sharm 6 pura a

raddhulra@yahoo.com Trainee

1001000 Human 9 Resource

2.1.3. Employee Salary module

This module provides following functionalities:

2.1.3.1 Modify Salary Data

In this part user is asked to submit employee number of employee whose salary information is to be modified. Salary table is checked if there exists a row where employee number is same as submitted by user. If no row is found then error message is shown to user otherwise employee personal information and employees salary data which is already present in database is displayed.
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Then user is asked to fill new values for following fields: BASIC SALARY HOUSE RENT ALLOWANCE TRAVELLING ALLOWANCE DEARNESS ALLOWANCE

After taking all the relevant information from user new salary data is updated in SALARY table in database and total salary is also displayed again to user.

Validations

Employee number takes only number Basic, house rent allowance, travelling; dearness allowance should all take number only.

2.1.3.2 Displaying Salary

In this part user submits the employee number of employee whose salary is to be displayed. If employee number exists in SALARY table then salary data of employee along with employee personal information is displayed otherwise error message is displayed that given employee number doesnt exists in database.

Validation

Employee number takes only number

2.1.4 Leave Management Module

This module provides following functionalities:

2.1.4.1 Displaying Leaves Left

In this part user submits the employee number of employee whose balance number of leaves is to be displayed.

If employee number exists then total leaves and leaves taken information is displayed otherwise error message is displayed that given employee number doesnt exists in database.
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Validation Employee number takes only number

2.1.4.2 Requesting Leaves

In this part user is asked to submit employee number of employee whose leaves information is to be modified or to whom leaves have to be allocated.

EMPLOYEE table is checked if there exists a row where employee number is same as submitted by user. If no row is found then error message is shown to user and if row exists then employees personal information is displayed.

Then user is asked to fill no. of leaves required to the employee.

If number of leaves requested is greater than number of leaves balanced then error message is displayed that number of leaves requested are greater than leave balanced and maximum number of leaves that can be allocated to user is also displayed at same time.

And if number of leaves requested are less than leaves balanced then requested number of leaves are deducted from balance number of leaves and EMPLOYEE table is updated accordingly.

Validation Employee number takes only number

SOME ALLOWANCES DESCRIBED

TRAVELLING ALLOWANCE: you have to include reasonable travel allowances in the income of employees, other than a salesperson or member of the clergy, who travel to perform the duties of the office or employment, unless the allowances are received by the employee for travelling away from the municipality and the metropolitan area where the employer's establishment is located and where the employee ordinarily works or reports. In some situations, you may provide an allowance to your employee for travel (other than an allowance for the use of a motor vehicle) within a municipality or metropolitan area so your employee can complete his or her duties in a more efficient way during a work shift. This allowance is not a taxable benefit and can be excluded from the employee's income ifall of the following conditions are met:

The employee travels away from the office.

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The allowance is reasonable. We generally consider a value of up to $17 for the meal portion of the travel allowance to be reasonable. You are the primary beneficiary of the allowance. The allowance is not an additional form of remuneration.

This means that you do not have to include this type of travel allowance if its main reason is so that your employee's duties are completed in a more efficient way during a work shift. Do not include GST/HST in the value of this allowance. Reasonable travel allowances Whether an allowance for travel expenses is reasonable is a question of fact. You should compare the reasonable costs for travel expenses that you would expect your employee to incur against the allowance you pay to the employee for the trip. If the travel allowance is reasonable, you do not have to include it in your employee's income. If It is not reasonable, the allowance has to be included in your employee's income. DEARNESS ALLOWANCE: In India, Dearness allowance (D.A.) is part of a person's salary D.A. is calculated as a percent of the basic salary. This amount is then added to the basic salary along with house rent allowance to get the total salary. Rates vary as per rural/urban areas etc. Pensioners and the family pensioners are granted D.A. against the price rise. During the reemployment under Central or State Government, Government undertaking, Autonomous body or Local Body, they are not eligible to draw D.A., in which case D.A. is allowed in addition to fixed pay or time scale. In other cases of reemployment D.A. is allowed subject to the limit of emoluments last drawn. D.A. is not allowed while the pensioner stays abroad and also in case of employees absorbed in public undertaking or bodies. If the pensioner stayed abroad without reemployment, he shall be eligible to draw D.A. on pension.

HOUSE RENTAL ALLOWANCE: Employees generally receive a house rent allowance (HRA) from their employers. This is a part of the salary package, in accordance with the terms and conditions of employment. HRA is given to meet the cost of a rented house taken by the employee for his stay.The Income Tax Act allows for deduction in respect of the HRA paid to employees. The exemption on HRA is covered under Section 10(13A) of theIncome Tax Act and Rule 2A of the Income Tax Rules. It is to be noted that the entire HRA is not deductible. HRA is an allowance and is subject to income tax. An employee can claim exemption on his HRA under the Income Tax Act if he stays in a rented house and is in receipt of HRA from his employer. In order to claim the deduction, an employee must actually pay rent for the house which he occupies. The rented premises must not be owned by him. In case one stays in an own house, nothing is deductible and the entire amount of HRA received is subject to tax. The existing technology seems sufficient to run the new system. The data holding facility isalso seems sufficient because we are using Mysql and it can handle large volume of data ,hence in near future if the number of employees increases it can handle its very easily .

PROVIDENT FUND:in a scheme intended to help employees from both private and non reasonable
public sectors save a fraction of their salary evry month in a saving scheme to be used in an event that the employee is temporarily or no longer fit to work or at retirement. This scheme is mandatory for all employees,most employees benefit out of this scheme

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GROSS SALARY: refers to the amount before deductions are subtracted ie. What all an employee earns
before deduction for either taxes, health, insurance etc. Gross salary=basic + TA+DA+HRA

NET SALARY
The actual amount that on employee receives in hand. Net salary involves the total sum that is paid after deductions of taxes pf etc

2.2 Security
2.2.1 Authentication This feature is incorporated using login id and password. Only an administrator can update the information only if he is logged on as one.

2.2.2 Authorization With the help of login id, the administrator can only perform the updating functions. 2.2.3 HTML forms specify the action. Action tells the name of the servlet where the entries in the form would be submitted. However, we have employed a method in which the name in action part is not the actual name of the servlet. The name in action is used to derive an actual name of the servlet in web.xml. The servlet is stored in WEB-INF, which cannot be accessed by any user as the TOMCAT server protects it.

2.2.4 We have used JSP for presentation (view) and SERVLET for logic (programming), thereby decreasing the overhead and increasing security. This is because JSP can be viewed by the user but not the Servlets.

2.3 Error Handling

For the error handling various java script functions have been incorporated

If any error occurs then appropriate alert massage would be shown. All the exceptions are accordingly handled.

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Processing Logic (Flow Charts)

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Start

B1
Display Home page.

Home Page having following options:-

Employee Management Select Option Search YES Salary Management Allow user to select any option Has user Leave Management Entered Login info YES Login Option Selected NO Employee Mgmt Option Selected NO YES YES

NO

Display error message

2
YES Leaves Mgmt Option Selected

Salary Mgmt Option Selected NO

3
NO Stop

5
Leaves Mgmt Option Selected YES NO

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Login Module

Display login Page

Enter username and password a And NO Is Username and Password Valid?

YES

Show Error Message

B1

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Employee Management Module

2

Display Employee Management Page

Select Option

NO Option 1 Selected Yes Remove Emp. Page Submit Emp. No. value Option 3 Selected Yes

NO Option 2 Selected Yes Modify Emp. page

NO

Display error msg

Add Employee Page Insert values for different fields No YES All Fields Filled are Valid? Display Error Message

Display All Display Error Msg Submit Emp. No. value Employees

Emp. No. Valid? No No

YES

Emp. No. Valid?

YES Leave Data Removed Modify Data Error Msg Salary Data Removed

Generate the new Employee. Number, Extension number, default leaves data and salary data for the employee

No

All the fields are valid?

YES Update database Update database

Save employee data in database

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SALARY MANAGEMENT MODULE

3

Display Salary Management Page

Select Option

No Option 1 Selected Display selected employee salary page Submit Emp. No. value

YES

Modify Emp. Salary page Submit Emp. No. value

Display Error Msg

Display Error Msg

Emp. No. Valid? No

YES

No Emp. No. Valid? YES

Select row from database based on employee number submitted

Submit required fields values Display Error Msg

Leaves data displayed to user No

All the fields are valid?

YES Update database

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Database and File Design

Different tables which are created under this project:

1)EMP_SAL

EMP_ID, [YEAR], [MONTH], ALLOWANCE_TYPE AS Expr4, ALLOWANCE_NAME, AMT, TAXABLE, PERCENTAGE

2)employee_agreement EMP_ID, EMP_NAME, LEVEL_, ALLOWANCE_TYPE, ALLOWANCE_NAME, AMT, TAXABLE, PERCENTAGE, AGREEMENT_DATE

3)employee_daily_attendance EMP_ID, EMP_NAME, TODAY_DATE, [MONTH], [DAY] AS Expr5, [YEAR], IN_TIME, OUT_TIME, REMARK

4)hrms_applicant

APPLICANT_ID, APPLICANT_NAME, ADDRESS_1, ADDRESS_2, CURRENT_LOCATION, EMAIL, PHONE ,MOBILE DOB, GENDER, NATIONALITY, WORK_EXP, SKILL, INDUSTRY, CATEGORY, ROLES, CURRENT_EMPLOYER, CURRENT_SAL, HIGHEST_DEGREE, SECOND_HIGHEST_DEGREE, 5)hrms_employee EMP_ID, EMP_F_NAME, EMP_M_NAME, EMP_L_NAME, ORG_ID , DEPT_ID, DOB, DOJOIN, ADDRESS_1, ADDRESS_2, CITY, STATE, NATIONALITY LEVEL_ID,

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6)hrms_user_login USER_ID, USER_NAME, OLD_PSWD, NEW_PSWD, PSWD_EFF_DATE, PSWD_EXP_DATE

7)leave_request REQ_ID, EMP_ID, EMP_NAME, TODAY_DATE, LEVEL_, DEPT_ID, FROM_DATE, TO_DATE, DAYS, REASON, LEAVE_TYPE, ACTIVITY_1, ACTIVITY_2, ACTIVITY_3, PERSON_1, PERSON_2, PERSON_3, DETAIL_1, DETAIL_2, DETAIL_3, ADDRESS, REMARK, LEAVE_STATUS --------------------------------------------------------------------------------------8)Dtproperties id, objectid, property, [value], uvalue, lvalue, version

9)applicant_test_detail

TEST_ID, TEST_NAME, APPLICANT_ID, APPLICANT_NAME, TEST_DATE, TEST_TIME, PRESENT_STATUS, TOTAL_MARKS, MARKS_GAINED, TEST_STATUS, PASS_FAIL, NEXT_ROUND

10)applicant_detail

APPLICANT_ID, APPLICANT_NAME, ADDRESS_1, ADDRESS_2, CURRENT_LOCATION, EMAIL, PHONE ,MOBILE,

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TESTING
Software Testing is the process of executing software in a controlled manner, in order to answer the question - Does the software behave as specified. Software testing is often used in association with the terms verification and validation. Validation is the checking or testing of items, includes software, for conformance and consistency with an associated specification. Software testing is just one kind of verification, which also uses techniques such as reviews, analysis, inspections, and walkthroughs. Validation is the process of checking that what has been specified is what the user actually wanted.

Software testing should not be confused with debugging. Debugging is the process of analyzing and localizing bugs when software does not behave as expected. Although the identification of some bugs will be obvious from playing with the software, a methodical approach to software testing is a much more thorough means for identifying bugs. Debugging is therefore an activity which supports testing, but cannot replace testing. Other activities which are often associated with software testing are static analysis and dynamic analysis. Static analysis investigates the source code of software, looking for problems and gathering metrics without actually executing the code. Dynamic analysis looks at the behavior of software while it is executing, to provide information such as execution traces, timing profiles, and test coverage information.

Testing is a set of activity that can be planned in advanced and conducted systematically. Testing begins at the module level and work towards the integration of entire computers based system. Nothing is complete without testing, as it vital success of the system testing objectives, there are several rules that can serve as testing objectives. They are

Testing is a process of executing a program with the intend of finding an error.A good test case is one that has high possibility of finding an undiscovered error.A successful test is one that uncovers an undiscovered error.

If a testing is conducted successfully according to the objectives as stated above, it would uncovered errors in the software also testing demonstrate that the software function appear to be working according to the specification, that performance requirement appear to have been met.

There are three ways to test program. For correctness For implementation efficiency For computational complexity

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Test for correctness are supposed to verify that a program does exactly what it was designed to do. This is much more difficult than it may at first appear, especially for large programs.

TEST PLAN
A test plan implies a series of desired course of action to be followed in accomplishing various testing methods. The Test Plan acts as a blue print for the action that is to be followed. The software engineers create a computer program, its documentation and related data structures. The software developers is always responsible for testing the individual units of the programs, ensuring that each performs the function for which it was designed. There is an independent test group (ITG) which is to remove the inherent problems associated with letting the builder to test the thing that has been built. The specific objectives of testing should be stated in measurable terms. So that the mean time to failure, the cost to find and fix the defects, remaining defect density or frequency of occurrence and test work-hours per regression test all should be stated within the test plan. The levels of testing include: Unit testing Integration Testing Data validation Testing Output Testing

UNIT TESTING
Unit testing focuses verification effort on the smallest unit of software design - the software component or module. Using the component level design description as a guide, important control paths are tested to uncover errors within the boundary of the module. The relative complexity of tests and uncovered scope established for unit testing. The unit testing is white-box oriented, and step can be conducted in parallel for multiple components. The modular interface is tested to ensure that information properly flows into and out of the program unit under test. The local data structure is examined to ensure that data stored temporarily maintains its integrity during all steps in an algorithm's execution. Boundary conditions are tested to ensure that all statements in a module have been executed at least once. Finally, all error handling paths are tested.

Tests of data flow across a module interface are required before any other test is initiated. If data do not enter and exit properly, all other tests are moot. Selective testing of execution paths is an essential task during the unit test. Good design dictates that error conditions be anticipated and error handling paths set up to reroute or cleanly terminate processing when an error does occur. Boundary testing is the last task of unit testing step. Software often fails at its boundaries.
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Unit testing was done in Sell-Soft System by treating each module as separate entity and testing each one of them with a wide spectrum of test inputs. Some flaws in the internal logic of the modules were found and were rectified.

Black box Testing

The system will be tested independently of the developers using all possible data values (valid and invalid) to ensure that the correct results are obtained at all times. The system can not be allowed to do anything undesirable because a lot of money can be lost.

White box Testing

The logics of the system will be put to the full test. The software must integrate and interact with the other systems as desired. The logics must be free of fault. There should be no way that the system can be manipulated by anyone.

Integration Testing
How the system works with that of the banks and phone companies will be put to rigorous testing. There should be no undue delay, crash or errors. The software must work as expected with each of the other systems.

System Testing
The entire system when integrated must be harmonious and produce the desired results. It must be fast and produce good error messages where applicable. Any logical or system error which was undetected before must be ironed out at this last stage.

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Limitations
There are some constraints in the application 1. 2. 3. 4. 5. 6. MS Access used with the application is not a powerful database. It cannot store very huge records. System may slow due to increase in size of records. Some of the features may not work correctly in different resolution. Some of the features may not work correctly in different browsers.

Future Development

Nothing is perfect in life, so is this web application, Human Resource Management System. There is always a need for betterment in the things, which we use. There are some areas in which work can be done so that web application can meet the future requirements. The various areas in which work can be done are:

Currently this web application is allowed for HR people who are having appropriate access rights. Once a authorized user login, he/she is allowed to read as well as update information present on HRMS application. This web application could be modified to allow all the employees to access it but only authorized users can have permission to update the information.

Providing companys HR related policy on web site. These will be generally static pages as companys policies changes very rarely once set.

Income Tax related feature which allows employees to add their income tax related information like: saving done by them, loan taken, investments done and also allowing employees to upload scanned copy of original proofs.

As the web application is getting more important and contains more personal data. The security should be increased through various security algorithms.

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BIBLIOGRAPHY: Java Programming By Herbert Schield JavaServer Pages,Hans Bergsten, O'Reilly, 2000 The Complete Reference Java 2, Herbert Schildt

Web References
http://java.sun.com http://wdvl.internet.com http://teacherclick.com http://www.technosoftonline.com

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