System Development Methods

SYSTEM DEVELOPMENT METHODS
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GROUP ASSIGNMENT
X-Base INC
LECTURER: MR SIWA KUMARAN
HAND IN DATE: 5th SEPTEMBER 2014
NAME
PELITA MARIA
PREMAWATHY KUMAR
WONG TZE YIIN
ASIA PACIFIC UNIVERSITY
STUDENT ID
TP028574
TP028419
TP028942
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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
3.4
ENTITY RELATIONSHIP DIAGRAM.......................................................................32

CONDITIONAL CONTROL DESIGN...............................................................................33
3.4.1
3.4.1.1
Apply Training Programme (Premawathy)......................................................................33

Structured English........................................................................................................33
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3.4.1.2
Decision Tree...............................................................................................................34
3.4.1.3
Decision Table.............................................................................................................34
3.4.2
Leave Application (Wong Tze Yiin).................................................................................35
3.4.2.1
3.4.2.2
Decision Tree...............................................................................................................35
3.4.2.3
Decision Table.............................................................................................................36
3.4.3
Manage Employee Records (Maria).................................................................................37
3.4.3.1
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
5.0
INTERFACE DESIGN........................................................................................................42
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
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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 employees 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
employees 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 employees current leave status, training status, performance status, personal
information and system account information in an integrated interface.
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3. Training Tracking
All employees who are interested can apply to the training programs. During the training, supervisors
can input the employees 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 skill
5. 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.
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Rich Diagram of Business Process
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Network Diagram of Business Process
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1.2 PROBLEM AND PROPOSED SOLUTION
Problem:
Cause/Source of Problem:
Effect:
Solution:
Problem:
Effect:
Solution:
Problem:
Effect:
Solution:
Time spending on searching for specific employee records

Too many records of the employee written that every page needs to
be searched for the particular employee information
Many employees have to wait for their turn to apply for leave or
training program
Search option in HRMS to find for the employees record
immediately
The records are misplaced by the employee after writing the

required information of the employee
The records are not arranged in proper shelves. The records are not
arranged alphabetically
a. Old employee records are hard to retrieve
b. The records cannot be found if emergency occurs
c. 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 standards
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.
The records writing are inconsistent whereby the information
written varies from employee to employee who writes the
information.
Employee who change during the shift, does not write the same
information of an employee.
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
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
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Problem:
Effect:
Solution:
Problem:
The data written by the employee are mostly incomplete

Human error occurs when the employee forgets to write certain
required information.
While approving the employees request, the supervisor and admin
faces problem without sufficient information about the employee
performance. This may affect the employee appraisal
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
Solution:
Training programs are hard to allocate

As the records are not in order and some records are missing, the
admin is not able to allocate training program for the employee
The employee will not attend any program for better working
performance and experiences
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

Employees who takes turn in handling the records have diverse
Effect:
handwritings whereby some writings are tough to be understood

The authority needs to question each and every employee who had
Solution:
access to the records if certain information is hard to understand

a. As the system is a computerized system, the fonts used will
Effect:
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.
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Problem:
Data redundancy which is having the exactly same data but with
Effect:
Solution:
different locations (file location)

Unintentional creation of duplicated data key in by staffs
Increased data inconsistency in the database or system
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:
Effect:
Solution:
Data is missing when staff tries to search for the previous records
Growing number of records and without proper record management
a. Inaccurate employee records
b. Delayed generate reports
Using Multiple Imputation (MI) in the system where it could analyse
and estimate the values to capture uncertainty entries of data.
Problem:
Effect:
Solution:
Requests or messages are delayed from one to another

Poor system development such as programming coding
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
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
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1.3 SCHEDULING
The Gantt chart below illustrates the schedule for chosen methodology of the system which is the
Rapid Application Development (RAD)
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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 employees 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 employees 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 employees 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 employees 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.
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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 staffs
When
2nd and 3rd Week of May
Where
XBase Inc
Why
All the employees response to the system needs to be documented to enhance

the systems functionality
How
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
2
3
On a scale of 1 to 10, how much would you rate the current HR manual system?
How can we better enhance the current manual system?
In your opinion, how can the current manual system be improvised for?
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Please tick for the column that best represent how you want the new system to perform
Strongly
Agree
Agree
Neither
Disagree
Strongly
Disagree
The user interface must be

easy and understandable
User must be able to view
their own profiles
The response time of the
system should be fast
Leave application must be
applicable in the system
Leave application of the
employee must be updated
to their respective profile
There
should
be
communication
between
the
supervisor
and
employee in the system
Training 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.
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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
Adaptability
Questionnaire
Written set of questions
Responses can be clarified on

the spot
Responses
can
documented easily
be
Observation
Records
without
direct
contact or interaction
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
Where
How
When/Duration
Objectives
Human Resource staff, Human Resource manager and Administrator staff

XBase Inc. meeting hall
Ask questions depending on their position
Week 3 to Week 4 (2 hours)
To obtain detail information about the requirements
To know what they are looking for in the new system
Table: 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.
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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 employees
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 employees 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
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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
Where
When/Duration
Objectives
Employees of XBase Inc.

XBase Inc
1st Feb-1st April (2 Months)
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.
2.
3.
4.
5.
What is the standard procedure of leave application?

What does the employees opinion about the company?
If there should be an error in the current system, how are the staffs handling the situation?
How long it takes for Human Resource staff to find a record for specific employee?
How long it takes for Human Resources Department to keep the employee record?
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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.
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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.
b.
c.
d.
e.
f.
Analysis and reporting as required for business needs

Integration for online reporting on internet / Intranet
Regulatory reports with any frequency with any data
Reduction in manual work and quality of outputs much faster and easier
Data security and controlled circulation with minimal data movement
Data availability for research, analysis, forecasts, trends, predictions and better utilization of
resources
g. 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)
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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 supervisors 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 employees 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.
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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.
b.
c.
d.
e.
collects and summarizes vast amount of data and information in organized manner
deals with immediate data and single variable than to establish conclusions
good stage of learning statistical process
establishes standard deviation
identifies further ideas of research
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2.2.2 Interview
After 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 redundancy
Requests delay
Performance management
Suggested Functionality of the System
Record keeping for resigned employee

Input employee performance by star ratings
Undo function
Strong searching function
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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 peoples 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
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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 profile
2. Different functions according to users accessibility. For an example,
employee may only view his appraisal whereas the supervisor may
add and edit an employees appraisal
3. A large database to store employee details and records
4. 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 Requirements
A 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.
2.
3.
4.
5.
6.
7.
8.
A calendar view that contains all training programme duration

Chat space between Employee and Supervisor
Users guide to help employee use the system
10 minutes of account lock if users fail to login at least 5 times with
incorrect username or password
Security measures for the system such as Firewall, Secured Network
Connection and Encryption
Website should not contain many graphics. For instance,
maximum 10 750x280 size graphics in a web page.
After an employees leave application or training program
has been approved, employee should get a notification
from the system.
Employee could view their own previous records such as
leave status and participated which training programs.
2.3.3 Business Requirement

Business 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
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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 Requirement
User 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 day
2. Employee from different department can apply for any training
available
3. The employee may print only their own appraisal and salary
report
4. Easy navigation of the system
5. 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 employees request for
training program when it meets the maximum
number.
2.3.5 System Requirement
The 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 space
3. C# Programming language
4. Unlimited site pages
5. Email supported
6. Operating system with Windows 7 or 8
7. Browser with Internet Explorer 10 or higher, FireFox 3.0 or
higher and Google Chrome
8. Computer Processor: i3 3220 or better
9. Graphics Card: Integrated graphic
10. Internet Connection: Wired or wireless connection
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3.0 LOGICAL DESIGN
3.1 CONCEPTUAL DESIGN
3.1.1
CONTEXT DIAGRAM
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3.1.2 USE CASE DIAGRAM
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3.2 PROCESS DESIGN
3.2.1 DFD LEVEL 0
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3.2.2
LEVEL 1 LEAVE APPLICATION (PREMAWATHY)
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3.2.3
LEVEL 1 (WONG TZE YIIN)
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3.2.4
LEVEL 1 (PELITA MARIA)
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3.3 DATA DESIGN
3.3.1 ENTITY RELATIONSHIP DIAGRAM
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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
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3.4.1.2 Decision Tree
3.4.1.3 Decision Table

Conditions
Available
Not Available
Fully Occupied
Not Fully Occupied
Supervisor
Approves
Supervisor Rejects
Employee Cannot
Apply
Employee
Can
Attend
Employee Cannot
Attend
1+3
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3.4.2
Leave Application (Wong Tze Yiin)

IF 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
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Condition
Types of
Employee
Work 1 to 3
years
Work <3 years
Actions
14 days of
leave per
annum
18 days of
leave per
annum
21 days of
leave per
annum
Employ
ee
T
Employ
ee
Supervisor/Ad
min
T
Supervisor/Ad
min
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3.4.3
Manage Employee Records (Maria)

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Choose Employee
Manage Employees Name
Manage Employees Address
Manage Employees Date of Birth
Manage Employees Skill
Manage Employees Phone Number
Manage Employees Salary
Manage Employees Gender
Manage Employees Department
Successfully Managed
Failed to Manage
4.0 PHYSICAL DESIGN

4.1 PROTOTYPE
4.1.1 User Login
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4.1.2
Employee Profile
4.1.3
Leave Application
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4.1.4
Training Application
4.1.5
Employee Appraisal
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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.
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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.
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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
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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.
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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 employees
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.
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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.
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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
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.
DISADVANTAGES
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.
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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.
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The advantages and disadvantages of this spiral model are:
ADVANTAGES
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
DISADVANTAGES
Costly due to model use
Risk analysis requires highly specific

expertise.
Projects 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
Less development type
Reusability of components
Quick reviews are done
Customer feedback are encouraged.
DISADVANTAGES
Depending on individuals on their

expertise.
Requires high skilled developers.
High dependency on modelling skills.
Not applicable for low cost projects
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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 employees status at work meanwhile the supervisor needs to
supervise the employees 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.
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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 employees 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
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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)
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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
Visual Studio 2012
SQL Server 2014 Management Studio
Visio 2013
Google Chrome Browser

Microsoft Project 2010
Google Forms
PURPOSE
To develop the web portal of HRMS
To develop database containing Employee
records, leave records, training records and
appraisal records
To develop logical design diagrams such as
Data Flow Diagram, Context Diagram, Use
Case Diagram and Entity Relationship Diagram
To host the web portal
Creating Gantt chart for project scheduling
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)
This is the process of recognising, modelling
and documenting the events that affect each
entity and the arrangement in which these
events occur.
Creating a prototype design that fulfil system
requirements and good human-computer
interaction.
Entity Behaviour Modelling
Prototyping
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5.2 WONG TZE YIIN
5.2.1 Comparison between methodologies
1. V-shaped model
2. Rapid Application Development (RAD) model
3. Scrum
V-shaped model
RAD model
Simple and easy to use
Speed of development
Avoid downward flow of Reusability
the defects
small projects
Small projects
Scrum
Requirements are clear
Accuracy
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)
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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
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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.
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Rapid Application
(RAD)
Faster Delivery Time
Development
5.2.2 Chosen methodology

The main reason that Rapid Application Development is
chosen for this project is that RAD emphasizes
Flexibility
development speed and a better turnaround time of the
Reusability
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)
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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:
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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:
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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
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8.2.3 Tools and Techniques

Microsoft Visual Studio
Microsoft 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 Visio
Microsoft 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 Office
Microsoft 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.
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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)
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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
customers 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
High amount of risk analysis
Good for large and mission-critical projects
Software is produced early in the software life
cycle
Strong approval and documentation control
Able to cope with changes
Disadvantages
Can be costly model to use
Risk analysis requires highly specific expertise
Projects success is highly dependent on the risk
analysis phase
Doesnt work well for smaller projects
Can include weak documentation and blurred
lines of accountability.
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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
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7.0 REFERENCES
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