Debre Berhan University (Human Resource management System)

September 14, 2011

Human Resource Management System for the
partial fulfillment of BED degree in Information
Technology
Prepared By:

Debre Berhan University (Human Resource management System)

September 14, 2011
We would like to express our heartfelt admiration and thanks to our advisor Ato Dawit W.
who provide us with his support, encouragements, and comments which have been critically
helpful to accomplish our project.
We are very much grateful to all concerned employee of DBU HRM manager Ato Alemu
and employees for their assistance in giving full information and for those provide us with
all the necessary information and encouragements that made this project
Debre Berhan University (Human Resource management System)
September 14, 2011
3.8. Class type architecture ………………………………………………………………
3.9. Class modeling …………………………………………………………………………
3.10. State chart diagram ……………………………………………………………
3.11. Collaboration diagram …………………………………………………………
3.12. Component diagram ……………………………………………………………
3.13. Deployment diagram …………………………………………………………
3.14. Database design ………………………………………………………………
4. Chapter four
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4.1. Program source code
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4.2. Database schema source code
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4.3. Testing
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5. Chapter five ………………………………………………………………………………
5.1. Conclusion ……………………………………………………………………………
5.2. Recommendation ……………………………………………………………………
5.3. Limitation ………………………………………………………………………………
5.4. Constraints ……………………………………………………………………………
Key terms ………………………………………………………………………………
Reference ………………………………………………………………………………
Appendix ………………………………………………………………………………
Developed by CDDEGGMT group members
Debre Berhan University (Human Resource management System)
September 14, 2011
CHAPTER ONE
1 PROJECT PLANNING
1.1 Introduction
Human Resource management (HRM) refers to the concept or methods needed to carry out
responsibility of the personnel in aspects of managing organizational tasks. Such as recruiting,
screening,
training, rewarding and some other related tasks.
Nowadays it would be difficult to imagine that organizations can achieve and sustain
effectiveness at
their work with out efficient HRM programs and activities. The HR department plays a vital role
in
ensuring the smooth running of an organization most importantly by tracking and analyzing the
timekeeping and work patterns of the work force, allowing management better information on
which to
make good decisions.
1.2 Background
The corner of for the establishment of DBU was laid 1997 E.C and started offering program
since 1999
E.C .the first phase of construction as initiated 1997 and continued up to now .The institute
started
functioning in 1999 with educational programmers
DBU human resource management office is one of the different offices that faces complex task
within the campus. The office is doing many tasks which make it the office overloaded. Before
some two and three years the office was doing for limited faculties and departments so that it
may
not faced so much obstacles but since the institute has many facilitates and departments. By this
reason the number of employees increased year to year. It makes the office overloaded with
hiring,
recruiting, screening, training, rewarding and other related tasks. by seeing and analyzing these
and other problems that the office is facing we tried to solve in a computerized system, so that
there will be more improvements on the performance of the office .Our aim is to improve the
Developed by CDDE
Debre Berhan University (Human Resource management System)
September 14, 2011
 The time we have for development of the project may be consumed by other courses that we
are taking at this semester. This will hinder us to apply all our effort and knowledge on the
project
 Lack of power supply that is from previous experiences the current status of power supply,
we may face problem of power to run our project based on our schedule.
1.7 Alternative solutions
 Semi-automation
 Full-automation
Semi-automation
The new system is not going to replace the manual system fully rather it will work with the
manual
system partially.
Full-automation
The new system is fully computerizing the manual system. There will be no paper based work.
The
whole system will be replaced with a new computer program or database.
1.8 Feasibility study
The word feasible is to mean possible or likely to success. It is an important constituent of the
system
development life cycle because it determines if the project under discussion is to be worked up
on till
completion or not. The major feasibility study is discussed as follows:
1.8.1 Economic feasibility
Obviously fully automating the manual system will require more hardware and software than
partially
automating the manual system. And payments that are going to be paid for the project manager,
system
analyst, programmer and designer will also be more than the semi one. Even after completion of
the
project employees need a special training which is also very costly but for the semi-automation
one
employees need only some basic information about the new system.
As a mere fact fully automating the system causes employees to lose their jobs which means
there
will be only computer based works; with may be very few workers. Theses as a whole leads to
Debre Berhan University (Human Resource management System)
September 14, 2011
increase un-employee rate in the country. However semi automating the old or manual system
will
not have such negative effects on employees or the country.
Both full-automating and semi-automating can solve the above mentioned problems. But semi-
automating solution is economic feasible so there will be tangible and intangible benefits that
should
be measured in terms of money and that accrue the organization like increasing efficiency at
work,
reduce paper work cost, reduce error rate occurred due to paper work , increased level of service
and
job satisfaction are some of the majors.
1.8.2 Technical feasibility
A new system brings a new technology to the DBU human resource management. So as
mentioned
above if the manual system above is replaced fully there will be a special training for employees
but
if it is semi-automation they need only basic computer based information about the new system.
In
addition resources; that are needed for the project development, can easily access and afford by
the
organization. So the question of technical feasibility is not much of a challenge.
1.8.3 Operational feasibility
Since the database to be built is going flexible and user friendly, workers won’t face quite a
challenge in trying to use of the new system.
1.9 Proposed solution
From the two alternative solutions, semi-computerized system is the best solution for problems
occurred in the current system and it is possible to say none of these problems would have
happened.
1.10 Methodology
We will use an object oriented approach for our project development. Because it is more
acceptable
than structured type of approach due to its advantage of abstraction, hierarchy, persistency etc in
terms of
 Increased reusability
 Less complexity
 Increased chance of project success
Use case Description
login Description: The Record officer and HRM
manager want to
secure or lock by password
Actor: Record officer , HRM Manager
Precondition: Record officer and HRM
manager want to
login and interact with the system or file
Post condition: Record officer and HRM
manager logged in
and interacts with files
Basic course of action:
1. Record officer and HRM manager fill user
name
and password
2. The system validates entered user name and
password from the account database.
3. The system displays the main window
4. End use case
Alternate course of action A:
A1.user name or password is not correct
A2.The system displays an error message
A3.The Record officer and HRM manager
refills user name and
password
A4.The system rollback in to basic course of
action (2)
Use case Description
Register employee Description: Record officer registers employee
information
Actor: Record officer
Pre condition: Record officer collects the
employee
information
Post condition: employee information
registered
Basic course of action
1. The Record officer click on register
employee
2. The system display employee registration
form
3. Record officer fill employee information
4. System checks the filled information
5. System registers employee information and
store
to data base.
6. Use case ends.
Alternate course of action A
A.1. Record officer does not fill the
information
correctly
A.2.sysem display error message
A.3.the use case returns to basic course of at 3.
Use case Description
Register employee Description: Record officer prepares
experience of employee
Actor: Record officer
Precondition: The employee must be registered
before
Post condition: Employee gets experience
paper
Basic course of action:
1. The Record officer wants to prepare
experience for
employees
2. Record officer click on the prepare
experience form
3. The system displays experience form
4. The Record officer fills detail information
on the
experience form of employee
5. The system check input information and
display
message
6. System prepares experience and prints it
7. System use case ends
Alternate course of action A:
A1.input information is not correct
A2.The system displays an error message
A3.The Record officer refills the prepare
experience form
A4. System use case continuous or rollback
into basic course of
action (5)