Software Requirement Specification
(SRS)
For Human Resource Management
(HRM)
1. Introduction
1.1 Purpose:
Human Resource Management (HRM) is intended
to deliver the organisation a system which will help
to organise employees and perform administrative
personnel functions with performance evaluation,
Employee Relations and resource planning.
This document is meant to delineate the features
of HRM, so as to serve as a guide to the
developers on one hand and a software validation
document for the prospective client on the other.
1.2 Scope:
We describe what features are in the scope of the
software and what are not in the scope of the
software to be developed.
In Scope:
Managing human resource of an organisation,
this would include selection procedure,
training and orientation, development of
employee, payroll, promotions, appraisals,
incentives and perks and resignation.
Selection procedure will include form filling of
the candidate, online aptitude test and issue
of offer letter.
Computation of salary and assessment of
employee will be done.
Analysis of human resource must be available.
Detailed portfolio of an employee must be
available to the managers.
Out of Scope:
The online testing will not be fully functional.
The design will be simple.
The tax computation for the salary will not be
done.
The modules for the training will not be
provided.
Any strategic information will not be predicted
about the human assets.
1.3 Definitions, Acronyms, and Abbreviations:
Acronyms and Abbreviations:
HRM: Human Resource Management.
SRS: Software Requirement Specification.
GUI: Graphical User Interface.
HR: Human Resource
TI: Technical Interview.
Definitions:
a. Skill set: Set of technical and non-technical
skills with the employee has.
b. Job design: It is the requirement of the
company of employee to work in a specified
domain.
c. Trainee: It is the stage of the employee when
he/she is going on the training stage.
1.4 Overview:
The rest of this SRS is organized as follows:
Section 2 gives an overall description of the
software.
It gives what level of proficiency is expected of the
user, some general constraints while making the
software and some assumptions and dependencies
that are assumed.
Section 3 gives specific requirements which the
software is expected to deliver.
Functional requirements are given by various
Use cases.
Some performance requirements and design
constraints are also given.
Section 4 gives some possible future extensions of
the system.
2. Overall Description:
2.1 Product Perspective:
HRM is aimed to an organisation to keep track on
their human resources.
The system must be efficient to maintain the data
of the employees and their role in the organisation.
It is also made from the HR manager point of view
so that he can strategise the company’s future.
HRM should be user-friendly, ‘quick to learn’ and
reliable software for the above purpose.
2.2 Product Functions:
HRM should support the following use cases:
Class of Use cases Description
Use cases
Selection Fill form The candidate will
enter all the details.
Online test The candidate will
appear for the test.
Result The result will be
viewed by the HR
manager.
Analysis The analysis of the
candidate is made.
Interview Note is made of the
candidate while
interviewing the
candidate.
Display The final list of the
selected list selected candidates is
displayed.
Issue offer- The offer letter is sent
letter to the candidate.
Training Pre-training The HR manager will
and analysis analyse the trainees,
Orientation Modules The modules for the
training can be
deleted or added.
Test The test is taking
during the training.
Final analysis The trainee is
and Skill list analysed for his skills
and according the
trainee is rated.
Posting The posting of the
employee is done.
Payroll Basic The salary is
calculations computed.
Dispatch The salary slips are
generated.
Appraisals Employee The employee is
Assessment assessed according to
the quality and
quantity of the work.
Appraisals The appraisals are
given to the
employee.
Perks and Medical Give perks and
Incentives Insurance, incentives.
Loan, Travel,
Food.
Track Attendance Employee will mark
Record Monitoring his attendance.
Leave Apply for leave.
Retirement Provident Fund Employee will receive
the Provident Fund.
Mentoring Employee can apply
for mentoring.
Promotion Promote Promote an
employee.
Resignation Resign Employee will send
the resignation letter
Job The employee will
Termination leave the company
and the account of
the employee will be
cleared.
2.3 User Characteristics:
The user must be aware of all the HR functions.
The user should be familiar with all the correct
details about him.
2.4 Principal Actors:
Candidate will appear for the selection process.
Trainee will go through Development and
Orientation programme.
Employee will perform all the functions in his
domain.
Administrator will control and maintain the entire
system.
Managers:
1) Project Manager will have the control over the
employees under him.
2) Accounts Manager will control the payroll and
incentives of the employee.
3) HR Manager will control the selection
procedure of the employee.
2.5 General Constraints:
The system requires LAN as well as Internet
connection.
The system may be integrated with any
system existing.
HRM is a multi-user software.
2.6 Assumptions and Dependencies:
The system requires Internet connection to
fully functional.
The system is designed for medium scale
organisation.
The details are generalised for the
organisation.
The software must be made customized for
the domain of the organisation.
3. Specific Requirements:
3.1 Functional Requirements:
We describe the functional requirements by giving
various use cases.
Selection:
Fill form:
Primary Actor: Candidate
Scenario:
The candidate will enter the details.
There will be fields for academics and skills.
The user will submit the form.
Then he will receive the login id for the test.
Online Test:
Primary Actor: Candidate
Scenario:
Start the test.
The questions will be in MCQ format.
The timer will be there.
Then the submission of answers will be done.
Results:
Primary Actor: HR manager
Scenario:
View the test results and short list the candidates.
The list for the interview process will be displayed.
Analysis:
Primary Actor: HR manager
Scenario:
Various charts and graphs will be displayed
according to the Job Design.
Interview:
Primary Actor: HR manager
Scenario:
During the interview the comments or bookmarks
must be made.
Display selected list:
Primary Actor: HR manager
Scenario:
The list of final candidates will be displayed.
The list will be sent to the higher level of the
organisation.
Issue offer-letter:
Primary Actor: HR manager
Scenario:
The selected candidates will be communicated and
the offer letter will be sent.
Training and Orientation:
Pre-Training analysis:
Primary Actor: HR manager
Scenario:
The skills of the trainee will be assessed.
The graphs will be displayed on the screen.
The modules will be assigned to the trainee.
Modules:
Primary Actor: HR manager, Trainee
Scenario:
The trainee can view the modules.
Test:
Primary Actor: HR manager, Trainee
Scenario:
The trainee will appear for the test.
Final analysis and skill list:
Primary Actor: HR manager
Scenario:
HR manager will assess the skills of the trainee
and accordingly judge the suitable job for the
trainee.
Posting:
Primary Actor: HR manager, Trainee
Scenario:
The HR manager will post trainee to the locations.
The trainees will receive the job details and
location.
Payroll:
Basic calculation:
Primary Actor: Accounts Manager
Scenario:
Account Manager will create payroll of all the
employees.
It will also create the salary distribution of the
employees.
Dispatch:
Primary Actor: Accounts Manager, Employee.
Scenario:
Account Manager will send the payslips to the
employees.
Appraisals:
Employee Assessment:
Primary Actor: Project Manager
Scenario:
Project Manager will regularly assess the work of
the employee.
It will send the assessment to the HR Manager.
Accordingly, the employee will get the appraisals.
The employee is assessed according to the quality
and quantity of the work.
Appraisals:
Primary Actor: HR Manager.
Scenario: HR Manager can add, delete,update the
appraisals list.
The appraisals are given to the employee.
Perks and Incentives:
Medical Insurance ,Loan ,Travel, Food:
Primary Actor: HR Manager, Employee .
Scenario:
HR Manager can add, delete, update the perks and
incentives list.
Employee can demand for perks and incentives.
Track Record:
Attendance Monitoring:
Primary Actor: Employee
Scenario:
Employee will give their attendance on the daily
basis.
Leave:
Primary Actor: Employee , Project Manager
Scenario:
Employee will apply for the leave with 7 days to
prior notice.
Project Manager will approve the leave.
Retirement:
Provident Fund:
Primary Actor: Employee, Accounts Manager.
Scenario:
Accounts Manager will permit the Provident Fund
to the Employee.
Mentoring:
Primary Actor: Employee, HR Manager.
Scenario:
After retirement the employee can apply for
mentoring.
HR Manager will approve the post.
Promotion:
Promote:
Primary Actor: Project Manager
Scenario:
Project Manager will promote the employees
according to the performance and assessment
given to them by HR Manager.
Resignation:
Resign:
Primary Actor: Employee.
Scenario:
Employee will submit the resignation letter to the
Project Manager prior to 1 month notice.
Job Termination:
Primary Actor: Employee, HR Manager
Scenario:
HR Manager will approve the leave of the
employee.
The account of the respective employees will be
terminated immediately.
3.2 Performance Requirements:
The organisation must have the network. The
system must handle minimum 10 users at
time.
Should run on 1200MHZ, 256MB machine.
3.3 Design Constraints:
1. Security:
The files in which the information regarding
employee and the analysis should be secured
against malicious deformations.
2. Fault Tolerance:
Data should not become corrupted in case of
system crash or power failure.
3. Backup:
There must be backup of the data at regular basis.
3.4 Future Extensions:
The system can handle only medium scale
organisation.
The future enhancement and help the system
to handle large organisation.
The system is dependant for the aptitude
test.
The system can have customized fields
according to the industry.
Architecture design:
The architecture is two-tier architecture. The
system has the server which will store the
information of the Employees as well as the
various factors related to them in the organization.
The control module will control the overall working
of the system. The database connectivity module
will connect the system with the database so that
there is no direct communication of the system
with the database. This will help the system to be
consistent. There are various modules of the
system which plays an integral role to the system.
The client machines will access the server online
and use the databases to view, manipulate, and
analyze the information. There will be user
interface through which the user will interact with
the system.
The client and server are connected using internet.
This will help the user to connect the system
remotely. The architecture diagram is shown
below.
Human Resource Management Client
Server
Control Module
Database Connectivity
Database Human Resource Management
Modules of the System
IIS 6.0 Internet
The client machines will access the server online
and use the databases to view, manipulate, and
analyze the information.
