Chapter 1: Project Charter
1
Project Background
Human resource management, from the coined words itself, it’s a
resource coming from one or more persons or manpower which the
company or organization should be managed. It consists of the system of
activities and strategies focus on managing employees at all levels of an
organization to achieve organizational goals. It is one of the frameworks that
make an organization to stand stable and independently perform on its own.
It is a good stronghold for an organization to have human resource like
employees and makes it one of the most valuable assets. The success of
the company may vary on the levels of productivity possessed by each
employees and this must be managed and monitored accordingly.
During the prehistoric time, there are consistent methods existed for
the selection of tribal leaders. From 2000 B.C. to 1500 B.C., Chinese used
the employees screening techniques and the Greeks used an apprentice
system. These methods are varies into different ways of human resource
process but they both belong to the concept of human resource
management. Human resource management really became influential
enough to be adopted by different industries, and that made B.F. Goodrich
Company to establish the first human resource management department.
Today, industry emerge and forming an urge to modern and technological
human resource management to complement with the new innovations.
Human resource management deals with the issues of employees
such
as
manpower
planning,
recruitment,
profiling,
employees’privilegestraining and development, performance management
including the termination of the employees’ services. HRM todayon the
country is moving away from the traditional employment administration
andmanagement. Organizations jumped in into the new possibilities to
come up with the technology and modern human resourcing.
Restaurant Management System – HRMS
Page 1
Modern human resource management system can secure the
confidential personnel’s data, recording of the staffing and employment,
easy employment profiling, manageable privilege monitoring (leave),
evaluation and probation monitoring for the positional appraisal for the
employees’ possible stability of tenure. These activities define the
organizational objective and purpose need to achieve.
Why the Human Resource Management established? It is because
HRM is already created its own milestone on employment management,
screening, recruitment and staffing, and etc. Traditional and manual HRM
are like the time that passes by, thus, causes everything to left behind to
move forward into something new and something better. HRM consist of
systematic activities to ensure the proper employment management and
monitoring. Since it was focused on recruitment of employees, HRM is the
main process to acquire and manage productive and well-disciplined
employees that can subordinate to organization’s goals and purpose to
achieve its success
1.1.
PROBLEM/OPPORTUNITY DESCRIPTION
HR Department of most restaurants and even in other
enterprise came across with some problems in managing and
processing human resources or manpower. Despite of the effects of
the problems they’ve encountered, they still rely on manual process
because they believed that by this process they can still furnish the
jobs, activities and processes of human resource management. To
improve the current process, HR professionals and restaurant
manager merged and team up with the proponents to give solutions
to the following problems they come up with:
1.
Spreadsheet Application Database for Employees Records
Spreadsheet is an application which most of the
private and public sectors used to save data entries and
records. Restaurant’s employees are not so vast in number so
it’s enough for them to use spreadsheets as a database. But
Restaurant Management System – HRMS
Page 2
the records are incrementing where these records are not
supposed to be deleted, even the records of those past, retired
and terminated employees are remain vital for the reports and
other purposes. Therefore, records in spreadsheets became
massive and numerous. Spreadsheet application has a limited
capacity to hold numerous data entries and there’s a possibility
that this application might hang-up in a middle of transaction
process or saving the data entries due to numerous records it
carries.
2.
File Cabinet as a Storage of Employees Records
File cabinets are commonly used as storage of those
records and files in most of the HR offices. HR department of
restaurants also adopt these way of storing of resumes’,
requirements, 201 files (training, seminars, accomplishments
and achievements) and other files where all of these employees
records are undepartmentalized and unsorted. It is necessary
to have a permanent database for these records which directly
connected to the process to ease the searching and data
retrieval for updating and reports generation. File cabinets are
commonly declared as one of the problems because of the slow
retrieval of data and it will cost time and effort to search the
records of a particular employee. It is necessary to a process
that on just a few clicks, HR staff can view, update, revise the
information, profile and background of every employee same
with the requirements they have submitted and other
supplemental records. This file cabinet causes HR staff
retrieves data sluggishly for reports generation which might
affect the credibility of the reports generated caused by errors.
3.
Unsecured Confidential Files
File cabinets can cause leakage of personal records,
reports and other confidential files of employees or HR
Restaurant Management System – HRMS
Page 3
department. It might be messed, altered or interfered by those
unauthorized personnel. Employees are not good about leaking
or
cheating
in
their
personal
belonging,
privacy and
background. The credibility of HR department might be affected
and questioned due to the possible scenarios. Records must be
protected to those leakers, cheaters, hackers and prying eyes
to secure every records and data entries.
4.
Manual Monitoring of Employees
 Attendance Monitoring
Manual attendance monitoring is good and enough to
some HR department of some industries and restaurants
like writing of time-in and time-out on record book or bandy
clock time-in / time-out registry, etc. It not a big deal and
nothing’s wrong with that process. But they have to consider
the fact that these said processes are too slow and dawdling
especially when creating a report for the payroll of each
employees. The process of computing of hours rendered
everyday including the lates and absences is also affected
by this manual process. On the numerous numbers of
employees handled by HR department is a burden to
consider, so manual system should be merged into
computerized system to make the system faster.
 Evaluation Monitoring
Evaluation of employees is very necessary to HR
Department to monitor the performance of each and every
employee. This evaluation is the source and basis to
maintain, retain, appraise or remove and terminate
employees. If the records and performance of employees
handle manually, reports for evaluation comes to be
lethargic and slow. There are numerous list of employees to
evaluate, if this evaluation done manually, monitoring
Restaurant Management System – HRMS
Page 4
results will be delayed and may not be accurate enough to
consider.

Leave and Absenteeism
Leaves and absenteeism are very important to
observe. Leaves should be monitored from the day it started
until it is terminated including leave balances or the
remaining leaves to avail. There are many employees filing
and availing leaves, and it is hard to scrutinize the leaves
manually. It should be monitored one by one, employee by
employee to ensure that the monitoring of leaves is
accurate. Any day/s beyond the date of leave termination is
considered as absenteeism.
Absenteeism is part of monitoring of attendance, any
day/s without any hours rendered are considered as absent.
Absenteeism should be scrutinized because it one of the
basis of memoranda and sanctions. There are many types
of sanctions or punishment caused by absenteeism
depending on the frequency or number of times it ensued.
HR staff process leaves and absenteeism manually so the
report generation, updating and retrieval of data entry will
come to be very slow.
1.2.
BENEFITS
Human resource management system standardizes and
systematizes the procedures and human resource activities based
on how the users want it to work with. Thus, it ensures and updates
important events in timely manner. HRMS can support current and
even future needs. It also improves the compliance, acquiescence,
governance and monitoring issues of personnel department into its
subordinates or co-employees. It will also help to lessen the worries
about the security and storage of personnel records and let the
Restaurant Management System – HRMS
Page 5
system drive the desired outcomes and reports. The following
enumerated below are the beneficiaries of HRMS.
1.
Restaurant Manager
By HRMS, manager can monitor employees efficiently
and accordingly. Manager can account sanctions and
punishments prior to the report that HRMS can generate
according to the performance evaluation. Good governance
might be complied. It can also be the manager’s source to
appraise employees, consequently.
2.
Human Resource Staffs and Professionals
Human resource management merged into information
technology through HRMS. All activities and process
regarding management of manpower are all done by HR
staffs and professionals. They have all the responsibilities on
handling employees, from recruitment to retirement and
termination,
including
backgrounds,
201
employee
files,
information,
leaves,
profiles,
attendances
and
absenteeism, retention and analytics. By HRMS, HR staffs
might monitored all of these activities easily, accurate and
electronically.
3.
The Employees
Records
of
employees
will
be
secured
and
confidentially stored in the system so there files will keep away
from steeling and accessing by unwanted people. The files
being recorded in the system are the employees’ files. These
are their requirements and evidence of their skills, knowledge,
training, seminars and education which should be keeps in
proper storage.
4.
The Project Team
This HRMS is a project study developing by the
proponents. If this HRMS accomplished, fulfilled and
Restaurant Management System – HRMS
Page 6
developed, it would be considered as another milestone and
success. Definitely, it might be exploited and utilized to any
HR departments from different enterprises. As matter of fact,
it is a knowledge that might be acquired and reflected by the
proponents thus, it is a treasure that can never be induced
and bribed by other people.
5.
The Future Proponents
There are future proponents out there and even in this
institution that can use this research as reference to their own
project study. If this project study becomes successful,
likewise to their project study, because it showed up strives
and endeavors that the proponents experienced just to build
and developed HRMS successfully.
1.3.
GOAL
The proponents projected to develop a human resource
management system to create possible solutions for the problem that
the restaurant experiencing currently and to achieve the benefits
lead by this system. The system will cover up the human resource
components and activities which makes the work easy for the
personnel department.
1.4.
STAKEHOLDERS/CLIENT
The Human Resource Department
This stakeholder affected by the system development
because this department will be the most beneficiary and the main
user of the system and this department is the appoint person to do
the systematic activities in human resource management.
The Restaurant Manager
In Chesa Bianca restaurant, one of the business firms that the
proponents interviewed, the restaurant manager is also assigned to
manage the human resource department. It means that this
restaurant has only one manager that accomplished the entire task
Restaurant Management System – HRMS
Page 7
per division or areas of restaurant. The restaurant is the main client
and all problems that the proponents analyzing currently are came
from to this client. The restaurant manager details the problem to the
proponents and deal with because they want possible solutions.
Human Resource Staffs and Professionals
Human resource staffs provide the information regarding
different HR activities and processes and the problem related to the
slow moving human resource routines and progressions due to
labor-intensive procedures.
The Group Team
This stakeholder is the proponents, which will be the project
handler and will develop a system. The proponents analyze all the
details and problems where the solutions will include on the
developed system.
The User
The user of this projected system will be the employee or
authorized person in the Human Resource Department to handle
record and files of the employees. This will be helpful to the user
because it will make the work systematic and easy.
The Employees
Records of employees will be secured and confidentially
stored in the system so there files will keep away from steeling and
accessing by unwanted people. The files being recorded in the
system are the employees’ files. These are their requirements and
evidence of their skills, knowledge, training, seminars and education
which should be keeps in proper storage.
Restaurant Management System – HRMS
Page 8
2
Project Scope
2.1.
OBJECTIVES
The main objective of the proponents is to make a systematic
setup of this Human Resource Management. This must be comprise
all the activities done and cover up the problem experiencing on most
Restaurant Management System – HRMS
Page 9
of the human resources who uses traditional way of managing and
monitoring employees.
2.1.1. Restaurant Management System – Human Resource
Management System (HRMS)
Figure2.1.1. The figure shows the first module or part of Restaurant
Management System – HRMS work breakdown structure.
Restaurant Management System – HRMS
Page 10
.
Figure2.1.2. The figure shows the second module or part of
Restaurant Management System – HRMS work breakdown
structure.
Restaurant Management System – HRMS
Page 11
Figure2.1.3. The figure shows the third module or part of Restaurant
ManagementSystem – HRMS work breakdown structure.
Restaurant Management System – HRMS
Page 12
Figure2.1.4. The figure shows the fourth module or part of
Restaurant Management System – HRMS work breakdown
structure.
2.2.
DELIVERABLES
Objective 1: Pre-Employment – Manpower Vacancy Planning
Project Deliverables
Work Products / Description
Manpower vacancy planning is an activity
done
Manpower Vacancy
Planning
before
doing
such
hiring
of
employees. This includes activities to plan
the hiring process like listing down all
possible positions which are vacant to
supply
those
vacancies.
It
is
also
necessary to be acquainted with the
Restaurant Management System – HRMS
Page 13
qualifications must the applicant attained to
be hired on the following vacant positions.
Records of all
This is a part of manpower planning where
Position and Job
the entire records of all positions and
Description
descriptions are declared and recorded.
Includes the specified positions available
Vacancy Information
for vacancy and the qualifications of each
vacant position.
Advertisement of
Vacancies
This is the part of the HRMS where notified
the HR Department about the job vacancy.
Objective 2Pre-Employment – Interview
Project Deliverables
Work Products / Description
This is a part of HRMS where applicants
undergo interview and this system will get
the entry of those applicants for the
Interview
notifications purposes for the possible
employment. Interview is a fundamental
pre-employment process and will filter the
qualified applicants to those who won’t.
This includes the preliminary assessment
done to each applicant from the system
Initial Interview
records. And if they got passed they will be
notified for the schedule of the next step of
recruitment – the examination.
This examination will test the knowledge of
Examination
each applicants related to job they are
applying for. This is another pace of
assessment for those interested applicants.
Restaurant Management System – HRMS
Page 14
This is another pace included on Selection
/ Hiring of HR department for those
applicants. If they passed the scheduled
Final Interview
examinations,
they
immediately
and
verbally notified that they are passed. And
that is the time they will commence the final
interview, then they will schedule for the
orientation and requirements submission.
Objective 3: Employee Profile – Adding of New Employee
Project Deliverables
Work Products / Description
This part includes in Employee Profile
module. This element composed of the
information regarding the newly hired
employees
hired
including
on-the-job
trainees. This incorporate the following
information:
 Basic Information
Adding of New
Employees
 Work Schedule
 Position
 Department / Posting
 Beginning
and
Termination
of
Service
 Basic Salary
 Benefits and Tax
 Retention
 Requirements Passed
 201 Files
Objective 4: Employee Profile – Update Employee Profile
Restaurant Management System – HRMS
Page 15
Project Deliverables
Work Products / Description
This part as well includes in Employee
Profile module. This part contains updating
of the employees profile for some changes
or renewal of requirements and contract for
service annex, and other follow-ups and
updates. This includes the subsequent
information.
 Basic Information
Update Employee
Profile
 Work Schedule
 Position
 Department / Posting
 Beginning
and
Termination
of
Service
 Basic Salary
 Benefits and Tax
 Retention
 Requirements Passed
 201 Files
Objective 5: Staffing – Employees Monitoring
Project Deliverables
Employees
Monitoring
Work Products / Description
This is used to monitor the daily work
activities of the employees inside their
department or posting premises.
Attendance is one of the important things
to monitor because this is the basis of the
Attendance
remuneration of the employees. This
comprises daily time-in and time-out, lates
and absenteeism.
Restaurant Management System – HRMS
Page 16
Leave is a benefit that an employee can
avail anytime of the year except to the
period of the peak month where all
employees are required to work as part of
management protocol. Furthermore, the
total leave days must an employee avail
Leaves
are also depends to the arrangements of
HR management. All of this will be
monitored on the Leave part of the
Employees Monitoring. Leaves includes:
 Maternity Leave
 Paternity Leave
 Vacation Leave
 Sick Leave
Objective 6: Staffing – Evaluation
Project Deliverables
Work Products / Description
This is another part of Staffing module.
Evaluation will rate the performances of
the employees working to the company.
This will be the basis of employees’
appraisals and stability of tenure. Including
some employees to probationary for
Evaluation
appraisals will result to a psychological,
mental and emotional positivity for the
employee to work more and hard because
they are appreciated and valued. It is very
important to an organization to value
employees because it is considered as an
asset and without them work will be harder
and success are out of reach. If an
Restaurant Management System – HRMS
Page 17
employee feels that they are valued and
esteemed they will work hard and be
stable to the company which considers
being the success of the organization.
Attendance is one of the important things
to monitor because this is the basis of the
Attendance
remuneration of the employees. This
comprises daily time-in and time-out, lates
and absenteeism.
Leave is a benefit that an employee can
avail anytime of the year except to the
period of the peak month where all
employees are required to work as part of
management protocol. Furthermore, the
total leave days must an employee avail
Leaves
are also depends to the arrangements of
HR management. All of this will be
monitored on the Leave part of the
Employees Monitoring. Leaves includes:
 Maternity Leave
 Paternity Leave
 Vacation Leave
 Sick Leave
Objective 7: Post Employment
Project Deliverables
Work Products / Description
Retirement is a part of post employment of
Retirement
HRMS. Retirement is an activity where an
employee reaches their age of retirement.
This is a stage where an employee must
Restaurant Management System – HRMS
Page 18
terminate its service at the organization.
There are 2 types of retirement which
includes to HRMS – (1) the Early
Retirement where an employee retires not
reaching yet the age of retirement stage
which is 60 and below, and (2) the Regular
Retirement where an employee retires at
the age of 61 and above.
Termination is another part of Post
Employment Module. Termination is an
activity where an employee terminates its
service to the company. There are 3
following cases of Termination:
1. Contract Termination. It is where an
employee fulfills the terms and
condition of the contract and ends it
accordingly. The service will be
terminated and it is up to the
Termination
management if an employee can
extends or renew its contract for the
continuous service.
2. Forced Termination. It is where an
employee forcedly terminates to the
company due to the violations or
criminal cases done along the
working area. It one of the sanctions
that
the
management
strictly
mandated.
Restaurant Management System – HRMS
Page 19
 Post Employment Benefits are list
Post Employment
of privilege of every employee who
Benefits
2.3.
served the company for years.
OUT OF SCOPE
The following details below are related to the HRMS but will
not be managed as part of this system.

Payroll and Deductions
This part is consider to be closely related to HRMS
because
every
compensated
employees
and
need
remunerated
to
be
according
appositely
to
the
computations of the attendance done by HRMS. It also
includes the tardiness deductions, government benefit
monthly contributions and company contributions. These
activities and transactions are already part of the payroll
system. HRMS covers only the employee records of about the
salaries that the payroll system must be computed every cutoff and the records of government benefits enlisted to HRMS
that the payroll system must be deducted to the salaries.

Retentions
The retentions included on the HRMS are part only of
the basic information of the employee but the monetary
computations of retention like 13th month pay and bonuses will
be the responsibility of the payroll department. HRMS will only
determine a certain employee who will be given a 13th month
pay and bonuses.
The modules included in the WBS are the extents and the
objectives of the proponents to include on HRMS. Any activities or
processes not include in WBS are considered to be out of scope.
Restaurant Management System – HRMS
Page 20
3
Project Plan
3.1.
APPROACH AND METHODOLOGY
Restaurant Management System – HRMS
Page 21
The following minutiae are the approach and methodologies
discussed to make this system development possible. These are the
following strategies for the HRMS development.
Brainstorming
The proponents discuss different ways of solving the s related
to Human Resource Management and then each requires having
suggestions to link into the acceptable reason, generalizing thoughts
and giving unified decision such as the proponents will discuss
furthermore.
SDLC
System Planning
System planning is the fundamental step on proposing
a system. The proponents did such activities which are mostly
done or included on system planning and interview
companies related on human resource activities and
procedures including the discussion the problems that the
most HR Department experiencing today. Hence, the problem
might be solved as the HRMSbecomes possible. Interviewing
is one of the primary steps to gather data and conclusions to
design a right interface that suits HR Department needs. The
problems they currently facing are indicated in the problems
and also discussed other related topic that can help in the
documentation of this research.
System Analysis
System analysis is the next step in order to analyze the
problems and data gathered. On this step, on the lead of
system analyst, the proponents analyze the problems in order
to design the interface of our proposed system and
generalizing thoughts to give a unified decision for this
proposal. By the gathered data on the interview the
Restaurant Management System – HRMS
Page 22
proponents formulate objectives as this was indicated on the
objectives and deliverables part of this documentation.
System Design
System design is the next step that the proponents
done. On this part, the proponents will design an interface of
the proposed HRMS. This system design will determine and
discuss different system specifications and requirements
needed to make HRMS possible. Design must be well
planned, in order to meet the clients’ need and user-friendly
GUI. The design of the transitions and process must also be
consider. The contents of human resource management must
be consisting of the entire HR activities and processes.
System Implementation
System implementation will be done after the
development of the software.This will test the effectivity of the
software product if this will work and meet the requirements
and needs of the client. When there are problems occurred on
the system implementation that is the time that the system
must furnish the errors and bugs to make the system work
flawlessly.
System Operation, Support and Maintenance
The system operation, support and maintenance is
aiming to incessantly satisfy the needs of the client by
maintaining the operation and the support of the system inside
the business transaction. In order to support and operate the
HRMS the HR Department activities, the project team must
maintain the system for the future errors or sudden
supplementary changes of features and content.
3.2.
ID
PROJECT TIMELINE
Task Name
Restaurant Management System – HRMS
Date
Start
Finish
Page 23
Duration
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
Chapter 1: Project Charter (Riña)
1. Project Background
1.1. Problem / Opportunity
Description
1.2. Benefits
1.3. Goals
1.4. Stakeholders and Clients
Encoding of Project Background
2. Project Scope
2.1. Objectives
2.2. Deliverables
2.3. Out of Scope
Encoding of Project Scope
3. Project Plan
3.1. Approach and Methodology
3.2. Project Timeline
3.3. Success Criteria
3.4. Issues and Policy
Implications
3.5. Risk Management Plan
3.6. Service Transition
3.7. Option Analysis
Encoding of Project Scope
4. Technical Features
Encoding of Project Scope
5. Project Organization and Staffing
Encoding of Project Scope
6. Project Budget
Encoding of Project Scope
7. Appendix A – Additional
Information
Revisions of Chapter 1
Chapter 2: Related Studies and Systems
(Riña)
2.1. Foreign Studies
2.2. Local Studies
Restaurant Management System – HRMS
Jul 10-11
Jul 10
Jul 11
10:00am
2:30pm
3 ½ hrs
2:30pm
4:30pm
10:00am
1:30pm
4:30pm
6:00pm
1:30pm
5:00pm
2 hrs
1 ½ hrs
2 ½ hrs
3 ½ hrs
10:00am
2:00am
3:00pm
5:00pm
2:00pm
3:00pm
5:00pm
6:00pm
4 hrs
1 hr
2 hrs
1 hr
10:00am 11:00am
1 hr
11:00am
12:00nn
1 hr
1:00pm
2:30pm
1 ½ hrs
1:00pm
2:00pm
2:30pm
3:30pm
3:30pm
5:00pm
5:00pm
6:00pm
4:00pm
4:35pm
10:00pm 11:00pm
10:00am 12:00nn
11:00pm 2:00am
4:35am
5:00am
10:00am 11:00am
11:00am 12:00nn
1 hr
1 hr
1 ½ hrs
1 hr
1.35 hrs
1 hr
2 hrs
3 hrs
Jul 12,14
Jul 24
Jul 25
Sep 3-4
Jul 25
Aug 6
Jul 25
Aug 8
Jul 17
Aug 8,9
Aug 9
2.35 hrs
1 hr
Jul 17- Onwards
Jul 19-23
Jul 19
Jul 22
10:00am
10:00am
5:00pm
6:00pm
Page 24
6 hrs
7 hrs
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
2.3. Synthesis and Relevance to
the Study (Matrix –
Comparative Analysis)
Revisions of Chapter 2
Chapter 3: EIS Project Management and
Development
3.1. Risk Mitigation, Monitoring and
Management Plan (Riña)
1.0. Introduction
1.1. Scope and Intent of
RMMM Activities
1.2. Risk Management
Organizational Role
2.0. Functional Data
Description
2.1. Risk Table
2.1.1. Description of
Risk M
2.1.2. Probability
and Impact
for Risk M
Encoding of RMMM Plan
3.0. RMMM
3.1. Risk Mitigation for
Risk M
3.1.1. Business
Impact
3.1.2. Customer
Risk
3.1.3. Employee
Risk
3.1.4. Financial Risk
3.1.5. Process Risk
3.1.6. Product Size
3.1.7. Technical
Risk
3.1.8. Technology
Risk
3.2. Risk Monitoring for
Risk M
Restaurant Management System – HRMS
Jul 23
10:00am
12:00nn
2 hrs
Jul 24 - Onwards
Aug 8-14
10:00am
12:00nn
2 hrs
1:00pm
2:00pm
1 hr
2:00pm
3:00pm
1 hr
3:00pm
4:30pm
1 ½ hrs
4:30pm
6:00pm
1 ½ hrs
4:30pm
5 ½ hrs
5:40pm
1.10 hrs
Aug 14
Aug 28
Aug 28
4:30pm
Page 25
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
3.2.1. Business
Impact
3.2.2. Customer
Risk
3.2.3. Employee
Risk
3.2.4. Financial Risk
3.2.5. Process Risk
3.2.6. Product Size
3.2.7. Technical
Risk
3.2.8. Technology
Risk
3.3. Risk Management
for Risk M
3.3.1. Business
Impact
3.3.2. Customer
Risk
3.3.3. Employee
Risk
3.3.4. Financial Risk
3.3.5. Process Risk
3.3.6. Product Size
3.3.7. Technical
Risk
3.3.8. Technology
Risk
4.0. Special Conditions
Encoding of RMMM
3.2. Software Configuration
Management Plan (Riña)
1.0. Introduction
1.1. Scope and Intent of
SCM Activities
1.2. SCM
Organizational Role
2.0. SCM Task
2.1. Identification
2.1.1. Description
Restaurant Management System – HRMS
12:30am
2:00am
1 ½ hrs
8:00am
8:55am
55 mins
8:55am
2:45pm
9:10am
3:30pm
15 mins
45 mins
9:10am
2:20pm
4 hrs
10mins
Sep 4
Sep 4
Page 26
74
75
76
77
78
79
80
81
82
83
84
85
86
87
88
89
90
91
2.1.2. Works
Products &
Documentatio
n
2.2. Configuration
Protocol
2.2.1. Description
2.2.2. Increasing
Version
Number
2.2.3. Works
Products &
Documentatio
n
2.3. Configuration
Status Accounting
(CSA)
2.3.1. Description
2.3.2. Works
Products &
Documentatio
n
3.0. Software Quality
Assurance Overview
Scope and Intent of SQA
Activities
Reviews and Audits
3.1. Generic Review
Guidelines
3.2. Formal Technical
Reviews
3.3. SQA Audit
3.4. Problem Reporting
& Corrective Action
/ Follow-up
3.4.1. Reporting
Mechanism
3.4.2. Responsibiliti
es
3.4.3. Data
Collection
and Valuation
Restaurant Management System – HRMS
Page 27
92
93
94
95
96
97
98
99
100
101
102
103
104
105
106
107
108
109
110
111
112
113
Encoding of SCM Plan
3.3. Software Quality Assurance
Plan (Riña)
1.0. Introduction
1.1. Scope and Intent of
SQA Activities
1.2. SQA Organizational
Role
2.0. SQA Task
2.1. Task Overview
2.2. Standard, Practices
& Conventions
(SPC)
2.3. SQA Resources
2.3.1. Description
2.3.2. Works
Products &
Documentatio
n
3.0. Review and Audits
3.1. Generic Review
Guidelines
3.2. Formal Technical
Reviews
3.3. SQA Audits
4.0. Problem Reporting and
Corrective Action /
Follow-up
4.1. Reporting
Mechanism
4.2. Responsibilities
4.3. Data Collection and
Valuation
4.4. Statistical SQA
5.0. Software Process
Improvement Activities
5.1. Goal and Object of
SPI
5.2. SPI Tasks and
Responsibilities
Restaurant Management System – HRMS
Sep 7
3:30pm
4:30pm
1 hr
Sep 11
11:00pm
3:00am
4hrs
Page 28
114
115
116
117
118
119
120
121
122
123
124
125
126
127
128
129
130
131
132
6.0. Software Configuration
Management and
Overview
7.0. SQA Tools, Techniques,
and Methods
Encoding of SQA Plan
3.4. System Specification
(Villaseñor)
1.0. Introduction
1.1. Goals and
Objectives
1.2. System Statement
of Scope
1.2.1. Version 1
General
Requirement
s
1.2.2. Version 2
General
Requirement
s
1.2.3. Extended
Enhancemen
t Request
1.3. System Context
1.4. Major Constraints
2.0. Functional Data
Description
2.1. System
Architecture
2.1.1. Architecture
Model
2.1.2. Current
Subsystem
Overview
2.2. SQA Resources
2.2.1. Major Data
Objects
2.2.2. Relationships
2.3. Human Interface
Description
Restaurant Management System – HRMS
Sep 12
3:00am
6:00am
3 hrs
Aug 31Sep 2
Aug 31
Sep 2
2 days
Page 29
133
134
135
136
137
138
139
140
141
142
143
144
145
146
147
148
149
150
151
152
153
154
3.0. Subsystem Description
3.1. Subsystem Flow
Diagrams
3.1.1. Create
Checklist
3.1.2. Print
Checklist
3.1.3. Generate
Letter
4.0. Enhanced Interface
Prototyping
4.1. Prototyping
Requirements
Revisions of 3.4. (Riña &
Palce)
3.5. System Requirements
Specification (Palce)
1.0. Introduction
1.1. Goals and
Objectives
1.2. System Statement
of Scope
1.2.1. General
Requirement
s
1.2.2. Extended
Enhancemen
t
1.3. System Context
1.4. Major Constraints
2.0. Usage Scenario
2.1. Read Only Users
2.2. Read/Write/Modify
Own Users
2.3. Read/Write/Modify
All Users
2.4. Full Control Users
3.0. Data Model and
Description
3.1. Data Description
Restaurant Management System – HRMS
Oct 3 - Onwards
Sep 2
11:00pm
4:30am
Page 30
4 ½ hrs
155
156
157
158
159
160
161
162
163
164
165
166
167
168
169
170
171
172
173
174
175
176
177
3.1.1. Data Objects
and
Dictionary
3.1.2. Relationships
4.0. Functional Model and
Description
4.1. Subsystem Flow
Diagrams
4.1.1. Create
Checklist
4.1.2. Print
Checklist
4.1.3. Generate
Letter
4.2. Human Interface
5.0. Restrictions, Limitations
and Constraints
6.0. Validation Criteria
Encoding of SRS
3.6. System Design Specification
(Ramirez)
1.0. Introduction
1.1. Goals and
Objectives
1.2. System Statement
of Scope
1.2.1. General
Requirement
s
1.3. System Context
1.4. Major Constraints
2.0. Data Design
2.1. Database
Description
3.0. Architectural and
Component-Level
Design
3.1. Program Structure
3.1.1. Overall
3.1.2. Create
Inspection
Restaurant Management System – HRMS
Sep 4
Sep 2
Sep 2
12:00nn
6:00pm
6 hrs
11:00pm
4:30am
4 ½ hrs
1:00pm
5:00pm
5 hrs
Page 31
178
179
180
181
182
183
184
185
186
187
188
189
190
191
192
193
194
195
196
197
198
199
200
3.1.3. During
Inspection
3.1.4. PostInspection
3.1.5. Approval
3.2. Description for
Components
3.2.1. Switch User
3.2.2. Facility
3.2.3. Create/Modify
Inspection –
Step 1
3.2.4. Create/Modify
Inspection –
Step 2
3.2.5. File Result –
Step 1
3.2.6. File Result –
Step 2
3.2.7. Approval
3.2.8. Checklist
Maintenance
3.2.9. Letter
Maintenance
4.0. User Interface Design
4.1. Description of the
User Interface
4.1.1. Screen
Images
Login Screen
Search Pages
Approval
Queue
4.1.2. Objects and
Actions
Menu Items
4.2. Interface Design
Rules
4.3. Components
Available
Restaurant Management System – HRMS
Page 32
201
202
203
204
205
206
207
208
209
210
211
212
213
214
215
216
217
218
219
220
221
222
223
224
225
226
4.3.1. Intrinsic
Controls
4.3.2. ActiveX
Controls
5.0. Restriction, Limitations
and Constraints
Time
Employee Skills
Insufficient Resources
6.0. Testing Issues
6.1. Classes of Test
6.2. Performance
Bounds
6.3. Identification of
Critical
Components
7.0. Appendices
3.7. Test Specification
1.0. Introduction
1.1. Goals and
Objectives
1.2. Statement of Scope
1.3. Major Constraints
2.0. Testing Plan
2.1. Software (SCIS) to
be Tested
2.1.1. Interfaces
2.2. Testing Strategy
2.2.1. Unit Testing
2.2.2. Integration
Testing
2.2.3. Validation
Testing
2.2.4. High-Order
Testing
2.3. Testing Resources
and Staffing
2.4. Test Record
Keeping
Restaurant Management System – HRMS
Page 33
227
228
229
230
231
232
233
234
235
236
237
238
2.5. Testing Tools and
Environment
2.6. Test Schedule
3.0. Test Procedure
3.1. Software (SCIS) to
be Tested
3.2. Testing Strategy
3.2.1. Unit Testing
3.2.2. Integration
Testing
3.2.3. Validation
Testing
3.2.4. High-Order
Testing
3.3. Testing Resources
and Staffing
3.4. Test Record
Keeping and Log
Revisions of Chapter 3
3.3.
Aug 14 - Onwards
SUCCESS CRITERIA
The development of HRMS planning is still working on
progress. If the HRMS done and flourished,the HR Department can
achieve the following success criteria:

Security of all confidential files and records of the employees.
The HRMS will have a login form on which unauthorized users
cannot be accessed the system aside from the HR Staff which
is the main user of the system.

Database for incrementing number of employees, even most
of the transactions will contain database for easy reports
generation and data querying for the specific transaction or
records.

Adding, updating and monitoring of employee profiles and 201
files.
Restaurant Management System – HRMS
Page 34

Monitoring of attendance, leave and retention. For attendance
monitoring, HRMS can accept time-in and time-out registry.
The time card which traditionally used for attendance
monitoring will set as back-up just in case of technicalities may
occur while the process undergoes. Each employee must be
time-in and time-out in the HRMS after the time-in and timeout on the bandy clock. By this process HR Staff can monitor
the daily attendance and absences of each employee. For
leave, HR staff can monitor the date when the leave started
and the date it ends including the remaining leave balance
that an employee must be undertake for that year.

Implementation of appropriate informative training plan for the
staffs which happens to the primary users of the new process.

Involvement of the employees for them to acquire into such
new innovations to their process.

Gaining and adaptation of innovative ideas on using
technologies and ideas on how to use applications like the
proposed system.
3.4.
ISSUES AND POLICY IMPLICATIONS
Good thing for the proponents, because any business firms
and restaurants that the proponents interviewed, they never hesitate
to give the information and problems related to human resource
management of their HR Department. They are very cooperative and
approachable in providing factual information regarding HR activities
and processes, to begin the system development.
3.5.
RISK MANAGEMENT PLAN
Risk Factors
Employee Risk
Probability
Impact
(H-M-L)
(H-M-L)
H
H
Restaurant Management System – HRMS
Risk Management Plan
Staffs / Employees Training
Management
Page 35
 Technical
risk
might
be
resulted by accidents happen
to the computer unit like
accidental
unplugging
of
power supply which causes
the unit to shut down, VGA
cable for the monitor to turnoff, and discoloring. Mouse
and keyboard might also be
unplugged but all of these
can be considered as minor
problem only and can be
immediately configured. If the
said
Technical Risk
H
M
computer
peripherals
might not work on the user’s
own computer unit, it can also
be test into another unit. But
something might be happen
that if these peripherals not
really work into another unit,
another option can be the
procurement
of
the
said
defected peripherals.

Accidental
interruption
might
or
happen,
power
brownouts
and
the
proponents suggest the use
of
Uninterruptible
Supply
(UPS)
Power
which
can
make your computer unit
Restaurant Management System – HRMS
Page 36
alive at least ten minutes until
the
power
comes
back.
Likewise to the generator, it
supplies power not only to the
computer unit but also the
operation of the company that
can last up to more or less 8
hours
until
the
operation
adjourned.
Coordination and cooperation
of both parties (the client and
the project team). If the client is
lack of coordination with the
project team, the project team
might not begin the project
development.
information,
Process Risk
H
H
All
factual
including
process,
the
problems
existing
process
and
the
on
the
requirements must urgently be
provided by the client. If the
client cannot coordinate, the
project may fail. If that so, the
project team must be aware of
that and they must have the
initiative to be coordinated with
the client because if they wait
for
the
client’s
response,
nothing will happen.
Restaurant Management System – HRMS
Page 37
This risk can happen to the
system
developed
by
the
developers. Bugs and logical
problem might occur on the
system which needed to be
under maintenance, repair and
Technology Risk
H
M
preservation.
developers
Since
the
offered
this
application for the business
firm,
developers
also
responsible for its maintenance
to be continuously utilized by
the users.
For the company, financial risk
occurs. Financial budget are
needed to procure and support
the
Financial Risk
M
M
requirements
developing
constraint
of
the
system.
HRMS
only the
human
resource management. It was
cleared to the company that
these are only the scope of the
system proposed to.
The project team must provide
proper sizing and scoping of
the project. The project team
Product Size
M
M
must know the limitations and
scope which supposed to be
the only part of the transactions
of the business. It is necessary
Restaurant Management System – HRMS
Page 38
to know the financial statement
and costings of the product to
make it exact and maximized
on the budget.
Every member of the project
team
must
put
an
effort
because if one fails to provide
Customer Risk
M
M
endeavor to the project, the
efforts and sacrifices of the
other members to accomplish
the project would be fail.
The
project
team
must
understand the details of the
Business Impact
M
M
given
factual
information,
problems and requirements to
meet the exact features that
the business requires.
3.6.
SERVICE TRANSITION
The project development is on process, and as it fully
developed, it will undergo testing, implementation, and maintenance.
After those processes, utilization of HRMS will proceed. This
software can support the different activities usually done in Human
Resource department but the services of HRMS will not end up on
utilization or deployment of the software to HR Department of
restaurants or other business firms, training management and
software maintenance will follow. Here are some of the following
service transitions that HRMS may offer to the client.
 Training Management and Scheduling
Restaurant Management System – HRMS
Page 39
Before the implementation of the HRMS, project team
is already aware that some of the HR Staffs and Employees
are not erudite on using applications. It is necessary to set a
schedule for training of the users of HRMS for them to gain
knowledge and enjoy the HRMS in managing human
resource.
 Software Maintenance
This is a service of maintaining the software after the
implementation and deployment. This for any technicalities
that may occur on the system and by this maintenance
service, any errors or bugs will immediately alleviate. Likewise
to features that the client wants to add-up, it would be easily
change or add the features like the client requires.
 Impact Mitigation
The software will only utilized by the authorized
personnel like HR Manager and Staffs including authorized
employees as second party like Restaurant Managers and
Employees.
4
Technical Features
Restaurant Management System – HRMS
Page 40
Technical features discuss and provide broad description of the
features, applications and peripherals that will be use to make Restaurant
Management System – HRMS be possible. Here are the following
technical features:
Language: Java Netbeans IDE 7.3 version
 This platform using 4th generation java language and will be
used as a medium in system development. This will be used
as a front-end in coding the interface, modules and
compositions of Human Resource Management System.
Database: MS SQL
Database: MS SQL
 This application will be the back-end of the HRMS application
and the storage of all data inputs and information.
 It is a powerful and reliable free data management system that
delivers a rich and reliable data store for lightweight Web Sites
and desktop applications. Designed for easy deployment and
rapid prototyping, this download includes support for Sysprep,
Microsoft's System Preparation Utility for Microsoft Windows
operating system deployment.
Operating System: Windows 7 Ultimate 64 bit
 Windows 7 is the most used MS Operating System and will
be the minimum requirement of the HRMS application.
Memory: 2GB
 This is the capacity of the laptop that will be used by the
proponents. Java Netbeans can eat up huge amount of
memory while HRMS is on development that is why the
proponents need this amount of memory capacity.
HDD: 320 GB
 This is the capacity of the laptop that the proponents have
been used. Java Netbeans and MS SQL are applications that
Restaurant Management System – HRMS
Page 41
need a huge capacity of storage. And as the system compiled
it will spend more storage capacity to make the software runs
faster.
5
Project Organization and Staffing
Restaurant Management System – HRMS
Page 42
Human resource management is a project, an idea formed due to the
needs of the restaurant’s human resourcing. The project will be possible by
the enlisted organization and staff below.
Role
Responsibilities

The member of staff with the relevant area of
responsibility and affected by the outcome of
the project.

Involved from the start, by stating the
awareness of the problem.

Accountable for the delivery of planned
benefits associated with the problem.
Project Sponsor

Assures the availability of the resources
needed to accomplish the project.

Approves the budget and decides tolerances.

Leads the project board

Ultimate authority and responsible for the
accomplishments of the project

Acts as the consultant of the project team.

Advises and suggests on what components
might be possible to add to make the project
Project Adviser
more appealing and functional

Reminding the project team about the do’s
and don’ts, the includes and excludes, pros
and cons, the schedules and other reminders.

Managing and leading the project team
members to make sure that the project flows
Project Manager
into the right direction according to the
schedule of each task.

Recruitment of projects staffs and consultants
Restaurant Management System – HRMS
Page 43

Managing coordination and teamwork of the
co-workers engaged in project development

Appoint to detail the project planning and
control of project development

Managing project deliverables in line with the
project plan.

Resolving cross-functional issues and risks at
project level

Monitoring project progress and performance

Final approval of the design specification.

Working closely with users to ensure the
project meets the business needs

Provides status reports to project sponsor and
project adviser.

Responsible for gathering and understanding
the business needs of the members within
specific projects.

Elicit requirements using interviews,
document analysis, surveys, site visits,
business process description, use cases,
scenarios, business analysis, task and
Business Analyst
workflow analysis

Critically evaluate information gathered from
the sources, decompose general idea into
details and distinguish user requests from
underlying true needs.

Acts as the liaison between, business units
and project teams.
Restaurant Management System – HRMS
Page 44

Collaborates with the system developer to
establish the technical vision of the analyzed
problem and needs of the business.

Preparing and submitting comprehensive
feasibility studies and personnel utilization
with recommendations identifying specific
computer application areas

Studying and documenting present work flow
and procedures.
System Analyst

Identifying potential computer application
areas.

Preparing system flow diagrams.

Designing forms and specifications

Developing system procedures

Preparing, coordinating and supervising
systems implementation

Working with project manager on the
definition of development requirements and
priorities.
Lead Programmer

Data migration

Interfaces or integration with other systems

Reporting configuration and deployment

Set up and maintenance of security rights and
access permission

Develops system interface in accordance with
the translation of the system analyst of the
problem and needs of the business.

Database management and support including
normalizations.
Restaurant Management System – HRMS
Page 45

Performing evaluations and document audits

Effectively follow the standard operating
procedures in submission of documents.

Document
Specialist
Ensures that all documents are error-free in
filenames, submission, etc. before submitting.

Preparation of all document compiled
consisting of all details of the project
development like graphs, research studies,
information documents, investigation, designs
and etc.
Restaurant Management System – HRMS
Page 46
6
Project Budget
Budget Items
Description
Budgeted Cost
One-Time Cost
This manual used as a guide of the
project team in managing and
Project Study
conceptualizing documentation
Manual
Title: Journey to Project Study
Php 300.00 * 4
Published by: Internetworking &
Broadband Consulting Co. LTD
This expense is compulsory payment for
PS 1 Expenses
the defense of this project to the panelist
to gain their interest in the proponents’
Php 1,250 * 4
system development project.
Windows 7
Operating System
Windows 7 OS is the minimum
requirement to run the HRMS
application.
This is the preliminary cover of the
Folders
Php 3,500
documentation presentation for the
checking for the possible additional
features, inputs and propositions.
Php 100
(For whole sem
documentation)
As the documentation will be printed, it
must be bind to make it presentable to
Book Binding
the client and panelist. It is also for the
Php 3,000
compilation of the documentation of the
system development.
This will be use on creating a prototype
Biometrics
system to monitor the attendance (time
Php 2,500
in and time out).
Total One-Time Cost Php 14,300
Restaurant Management System – HRMS
Page 47
Ongoing Cost
Transportation is considered as ongoing
cost because of ongoing work for the
Transportation
project
development.
This
is
paid Php 500 * 4
expense for the transportation from one (per month)
place to the other on relation or for the
project study purposes.
Food is continuous consumable goods
Food Expenses
which part of the project team’s daily Php 1,000
routine. It is also included in ongoing cost (per month)
expenses for the project development.
Power
Power Utility
Expenses
consumption
is
continuous
inclusion in the proponents ongoing cost.
This includes the daily and overnight
usage of power service for the continuous
Php 1,000
(month)
development of HRMS application.
This is included in the ongoing cost due to
the project’s documentation necessary
Printing of
Documents
for the presentation. All parts of the Php 1,500.00
system
development
documented
and
to
must
present
be (per whole sem
this documentation)
document to the client, the printing of
documentation is a must costings.
Printer Inks
To print all documentation, reserved inks Php 300.00 * 4
for the printer are necessary.
This is where the documents will be
Bond Papers
printed out. This is also included in the
ongoing cost.
(per bottle)
Php 200 * 5
(per rim)
Total One-Time Cost Php 7,700.00
Restaurant Management System – HRMS
Page 48
Chapter 2: Review of Related Literature
Restaurant Management System – HRMS
Page 49
2.1.
FOREIGN STUDIES
2.1.1. The Human Resource Management Information System
(HRMIS) 2011 - Georgia
The Human Resource Management Information
System (HRMIS) is created and developed by Civil Service
Bureau to unified database on human resource employed in
the public sector in Georgia and improvements of the politics
and practices with respect of HR management.
Objectives of HRMIS
Human resource management information system
(HRMIS)
is
the
computer
software
intended
for
simplification and acceleration of HR management process,
improvement of its quality via automation of the basic (routine)
objectives and activities. Due to this advantage more and
more organizations apply HRMIS. By the incentive of Civil
Service Bureau, introduction of such system was planned
in public organizations of Georgia from 2011.
Development of the HRMIS unified standards is of
key significance for improvement of HR management
effectiveness and transparency in certain departments, as
well as in public sector, in general. In addition, it will be the
significant step in introduction of the unified e-governance
system in the country and Georgian government actively
works on this currently.
Research conducted by Civil Service Bureau in
early 2011 showed that in some institutions of civil service
(ministries and organizations within the sphere of the
governance)
operating
the
to
HRMIS
certain
are
extent.
already introduced
and
Nine of twenty one
studiedinstitutions use some type of electronic programs for
the purpose of simplification of routine related to HR
Restaurant Management System – HRMS
Page 50
management and the most part of the other institutions plans
introduction of such systems in the nearest future.
Problems Occurred
As the research conducted, Civil Service Bureau,
determined specific problems regarding the existing process
of different institutions, organizations and ministries within the
domain of Georgian government.
(1)
Ineffectiveness
and
wastefulness
of
local
development of such systems.
 As the public institutions attempt to develop
the HRMISlocally by themselves, significant
expenses are made for development and
creation of one and the same product several
times. At the same time, in many cases,
locally (in
the
ministries and/or other
institutions), there is lack of intellectual
and/or financial resources required for high
quality products and therefore, actually, the
incurred
expenses
cannot
ensure
achievement of the stated goals.
(2)
Incompleteness and incompatibility of the existing
local systems.
 In most cases the existing systems do not
contain full information about organization
and its employees. In many cases they also
do not contain the basic/necessary features
and capacities, preventing full realization of
the system advantages.
Components of HRMIS
At the time of work on HRMIS, the CSB studied and
analyzed the post popular programs at Georgian and
Restaurant Management System – HRMS
Page 51
international market. In result of this process, the minimum of
program components was identified which is necessary and
sufficient for dealing with the problems mentioned. Advantage
of such minimalist approach is that it allows implementation of
the offered change relatively “painlessly” (switching to the
automated processes is implied) and this is very significant at
the Civil Service bureau, with respect of avoiding of
substantial destabilization of the work process. In addition,
identification of the minimal components only, provides
certain flexibility and freedom to the organizations for further
improvement and diversification of the offered model.
In the offered model the HRMIS shall contain 3
necessary components (modules):
• Administration module;
 It includes the basic information about the
organization
and
employed
persons.
This
information shall be some kind of basis, support
to the other program modules.
 Administration module consist of at least 3
subcomponents:
1. General information about the organization;
2. Organization structure; and
3. E-files of the employees
• Attendance module; and
 It provides accurate accounting of the time spent
by the staff member’s job. Accumulated and
finally verified information shall be automatically
transmitted to the payroll module, for the purpose
of remuneration calculation.
 Key functions of attendance module
Restaurant Management System – HRMS
Page 52
 Module shall be linked with the calendar,
stating the working and official non-working
days, according to the effective legislation as
well as specific features of the individual
work schedule of the staff member;
 Module shall be able to generate statistical
reports and presentation in the form desired
to the user;
 Module shall be able to generate statistical
data both, for the individual staff members,
specific groups, structural subdivisions and
the entire organization.
 Module shall supply information to the
payroll module.
• Payroll module
 It ensures automatic calculation of the salaries and
other payments to the staff members. The module
shall be centrally linked with the administrative and
attendance modules and central electronic treasury
program.
 Key functions of the payroll
 Calculation of the remuneration payable to
the staff member
 Generation of the aggregate statistical data
on the amounts received/deducted by the
staff members, groups, structural unit or
entire organization and presentation of the
results in the desired form.
 In case of achievement of the limit specified
by the Revenues sService the notification
Restaurant Management System – HRMS
Page 53
should be sent in relation with necessity of
submission of the tax return.
Conclusion
Civil
Service
Bureau
planned
to
submit
the
documentation of the research to the Parliament of Georgia,
to ensure its mandatory nature. Naturally, the documentation
has been discussed with all interested organizations /
persons. All parties expected that the consultation related the
documentation will end by the end of July 2011 and after that,
the HRMIS shall be subjected to modification (the adjustment
to standard) and development of the new programs. It is
emphasized that the unified adjustable information system for
human resources management will be developed for the
organizations, which have no capabilities (whether financial or
technical) for work on program development.
Reference:
Civil
Service
Bureau
Management
(2011).
The
Human
Resource
Information
System:http://www.google.com.ph/url?sa=t&rct=j&q=&esrc=
s&source=The
proponentsb&cd=6&cad=rja&uact=8&ved=0CFwQFjAF&url=
http%3A%2F%2Fwww.csb.gov.ge%2Fuploads%2FHR_Stan
dard_in_English.pdf&ei=LM4DVNL8OoLj8AWS7IKIAw&usg
=AFQjCNFA0XP6udy8YWhxpXdKiVH2QuQWJA&bvm=bv.7
4115972,d.c2E
2.1.2. The Human Resource Management System (HRMS) 2013
– India
The Human Resource Management System, the title of
the journal research paper issued Jan-Feb 2013 and
Restaurant Management System – HRMS
Page 54
authored by some of the most well-known professors, HR
Specialist and researchers and in Computer Networks and
Mobile Communications in India; A.S. Syed Navez, A.S.
Syed
Fiaz,
C.
Prabhadevi,
Gopalakrishnan.
This
managing
Administration
the
was
V.
Sangeetha
basically
of
and
concerned
Human
S.
with
Resource
Department in a company. HRMS refers to the systems and
processes at the intersection between human resource
management (HRM) and information technology. It merges
HRM as a discipline and in particular, its basic HR activities
and processes with the information technology field, whereas
the programming of data processing systems evolved into
standardized routines and packages of enterprise resource
planning (ERP) software.
Objectives of HRMS
 This is to reduce the effort of Administrator to keep
daily events such as attendance, projects, work
appointments, etc.
 It deals with the process of identifying the
employees, recording the attendance hourly and
calculating the effective payable hours or days.
 It should maintain the records of each and every
employee and the time spend into the company,
which can be used for the performance appraisal.
Based on that, transfer, removal and promotions
can be done.
Advantages of HRMS
 Easy access to the data
Restaurant Management System – HRMS
Page 55
 It is more user-friendly, reliable and flexible
 Data alterations, retrieval and updating are easy.
 Maintenance of the project is easy
 Reduced manual work
 Timely report generation.
HRMS Consists of Six (6) Modules
1. Employee Details
 It is used to maintain the employees’ details
such as adding new employee, modifying the
existing employee and deleting the existing
employee.
2. Payroll
 It consists of the information about the
employee salary details such as basic pay,
allowances, deductions and calculate the gross
pay and net pay from the given allowances and
deductions.
3. Training
 It consists of the employees’ schedule about the
training conducted in the organization for the
particular employee. The employees’ previous
training experience will be maintained in the
database.
4. Performance
 It contains information about the employees’
current position in the organization. This module
has the information such as employee name,
employee id, division, work group, evaluation
date, and evaluator and evaluation period.
 Under this module, there is another module for
leave
management.
Restaurant Management System – HRMS
This
contains
the
Page 56
information about employees leave details.
There are three kinds of leave which are the
sick, vacation and holiday.
5. Resignation
 It contains the information about the exemployees
who
have
worked
for
the
organization. The information are such as
department, position, their supervisor, current
contact information, joining date and resigning
date.
6. Resume Tracking
 It contains the information about the applicants
such
as
their
Curriculum,
their
contact
information, their work experience, are of
specialization and area of interest.
Conclusions
Human Resource Management Systems has achieved
its purpose and goal which had already taken huge task for
this project to be completed. It can give a huge lift to an
enterprise’s operations. Whatever process done manually, it
can be shifted to the computerized process and enables the
company to carry out HR processes quickly and timely. It can
also give a wider-spectrum of communication to different
users. It resulted in giving numerous advantages to the
company in many ways like data manipulations and
accessinghave become simpler on a single click and the cost
factor has been reduced. It is less time consuming,
transparent operation and effective security for HR
processes.
Resources:
Restaurant Management System – HRMS
Page 57
A.S. Syed Navez, A.S. Syed Fiaz, C. Prabhadevi, V.
Sangeethaand S. Gopalakrishnan (Jan-Feb 2013).Human
Resource
Management
System:Human
Resource
Management System Journal Research PaperJan-Feb 2013
Issue:http://arxiv.org/ftp/arxiv/papers/1309/1309.5351.pdf
2.1.3. The Human Resource Planning and Management System
(HRPMS) – South Africa
The Human Resource Planning and Management
System, title of the user manual for the Water Research
Commission prepared by Stewart Scott (Pty) Ltd and written
by Daltron Electronic Systems located at Wingate Park, South
Africa, 0153. On manual’s introduction declared that the
existing shortage of high-level and middle level human
resources in South Africa could ultimately lead to the suboptimal delivery of services by water services institutions.
Technology and in particular Computerized Management
Systems can facilitate the maintenance and improvement of
service delivery when it comes to shortage of skilled human
resources.
Objectives of HRMS
Its objective is to develop a management tool to help
managers
undertake
human
resource
planning
and
management of water services institutions that focuses on the
human resources required to support the infrastructure as well
as support organizational structure requirements of various
sizes of water services institutions. As these organizations are
dynamic institutions due to the fact that there is a growth in
the demand for their services as well as a continuous
movement of staff into and out of the organization, a dynamic
computerized human resource planning system is required.
Restaurant Management System – HRMS
Page 58
The HRPMS developed for this project consists of
several modules or sections. Some of the main modules /
sections are described briefly as follows:

Introduction/Help Screen
An introductory overview of the project is provided
within the computer program which is based on the
electronic version of this report. The User can either
access this whole report via the appropriate button on
the main screen of the computer program or via
relevant sections of the report linked to a help facility
accessed through specific screens, a search facility is
also provided that utilizes keywords to assist with
searching for associated portions of the text.

Employment Equity
This module consists of three screens or folders
essentially relating to the Employment Equity Act.The
Examination of the Employment Equity Act of 1998 as
detailed in the Government Gazette No. 19370 of 19
October 1998 provided an important source of
information. Aspects that are relevant to this module of
the HRPS include the employment equity plan (Clause
20(3)) and the assessment of compliance (Clause
42(a)) with specific reference to the following:
42(a) The extent to which suitably qualified people
from amongst the different designated groups are
equitably
represented
within
each
occupational
category and level in that employer's workforce in
relation to the:
(i) demographic profile of the national and regional
economic active population;
Restaurant Management System – HRMS
Page 59
(ii) pool of suitably qualified people from designated
groups
from
which
the
employer
may
reasonably be expected to promote or appoint
employees;
(iii) economic and financial factors relevant to the
sector in which the employer operates;
(iv) present and anticipated economic and financial
circumstances of the employer; and
(v) the number of present and planned vacancies
that exist in the various categories and levels,
and the employer's labor turnover
This module assists the user to comply with the
reporting requirements of the Act as well as allows for
the storage of data that will facilitate the analysis of
conditions external to the institution as required for
planning purposes.
The first screen/folder allows for the input of
data describing the distribution of the economically
active population as well as financial indicators for the
various racial groups on a national and regional basis.
The
respective
data
for
the
organization
is
automatically extracted from the database and
displayed on this screen.
The second screen/folder allows for the input of
data
pertaining
to
distribution
of
Previously
Disadvantaged Individuals (PDI) on a national and
regional basis. Similar data for the organization as well
as statistics on vacancies and turnover are displayed
on this screen.
Restaurant Management System – HRMS
Page 60
The third screen/folder provides statistics on the
PDI distribution for every occupational category within
the organization.

Resources
The purpose of this module is to assist with the
planning process via performance indicators that link
human resources to other resources ofthe water
services institution.
This module consists of seven screens/folders.
The
first
screen/folder
is
to
identify
the
organization/business unit together with specific
contact details and addresses. An organogram of the
water services institution is loaded and displayed on
this screen.
The second screen/folder allows for the input of
demographic
and
infrastructure
data
such
as
population served, lengths of pipeline and consumer
water meters.
The third screen/folder provides for the display
of
human
organization
resource
as
well
statistics
as
the
relevant
input
to
of
the
water
production/treatment figures.
The forth screen/folder allows for the input of
financial data commonly available from the annual
financial reports of water services institutions.
Performance indicators are calculated and
displayed on the fifth screen/folder. Benchmarks are
entered on this screen.
The human resources required from the
previously calculated indicators are displayed on the
sixth screen/folder and compared with the current
Restaurant Management System – HRMS
Page 61
resources. The percentage difference between current
and required human resources is displayed on this
screen.
A seventh screen provides for the input of
forecasted production capacities, kilometers of piping
and connections for a particular year from other
strategic planning exercises in order to calculate future
human resource requirements.

Job Analysis
This job analysis module provides details of
thecriteria for generic positions within the water
services institutions.
Job analysis is the process of developing jobrelated information and can serve as the cornerstone
of an integrated human resources program. It is a
process
by
which
management
systemically
investigates the tasks, duties and responsibilities of
the jobs within an organization. Job analysis
comprises
of
both
job
descriptions
and
job
specifications. The most common element of job
descriptions is some form of identification and a brief
job
summary.
Job
specifications,
or
minimum
qualifications, state the qualifications job applicants
must possess to be considered for a job. These
qualifications are grouped into three categories:
abilities, knowledge and competencies, for each post
within the water services institution.
A pro forma or template has been designed for
this module so that reference data bases, known as
pick lists, can be used and updated as new job
analysis information becomes available.
Restaurant Management System – HRMS
Page 62

Employee profile
The purpose of the employee profile module is
to provide a pro forma or template for the entry and
storage
of
actual
employee
information.
The
difference between the job analysis module and this
module is that the former holds a database of the ideal
criteria for a particular position while this module is a
database of an employee's actual attributes. This
module could be regarded as a standardized résumé
or curriculum vitae. Details such as organizational
position,
education,
employment
history
and
experience are stored.
The outputs of the various modules are
combined through a matching process, which
facilitates the determination of human resource and
training requirements.
Four screens/folders are
available which include a summary, the organizational
position in relation to the organogram, education and
employment history/experience.

Reports
The reporting facilities provided include the
generation of the following reports:
 List of Posts
 Job Description
 Vacancies
 List of employees by employee number,
surname and so on
 PDI distribution and details
 Comparison
between
Job
analysis
and
employee profile
 Turnover of staff
Restaurant Management System – HRMS
Page 63
 Employee profile
 Human resource requirements
 Graphs – PDI
o Turnover within organization
o Age, time employed distribution
Methodology Adopted
The computerized human resource planning and
management system was defined, coded and developed at
Stewart Scott's Pretoria office. The facilities and expertise
used
to
develop
Stewart
Scott's
other
computerizedmanagement systems was utilized.
The main components of the system’s development were as
follows:
 Definition Phase
:
 Construction Phase :
System design
Programming
 Procedure Development: Writing and testing the
procedures
Discussions, Recommendations and Conclusions
The computerized Human Resources Planning and
Management System (HRPMS) developed for water services
institutions can be categorized within a continuum describing
aspects of both a management information system as well as
a decision support system.
The management component of the HRPMS includes
portions of the job analysis and employee profile modules.
The planning (decision support system) component includes
the
employment
equity,
resources
(benchmarking),
forecasting human resource requirements and provision of
data required for business plans as dictated by the Water
Services Act.
Restaurant Management System – HRMS
Page 64
The need for the HRPMS has been expressed by
several members attending the Project Steering Committee
meetings and Stakeholder Workshop.
The HRPMShas considerable potential for expansion
as both a management and planning system. However, there
is an urgent need for the application of this type of
computerized HR system by water services institutions that
currently do not have the financial and human resources nor
the expertise to implement more sophisticated systems.
Resources:
Stewart Scott (Pty) Ltd&Daltron Electronic Systems. Human
Resource
Planning
and
Management
System:http://www.wrc.org.za/Other%20Documents/Softwar
e/hrpms/HRPMS_Manual.pdf
2.1.4. The Mc Donald’s K/3 HR Personnel Management Systems
– US
Mc Donald’s is the world’s leading fast-food company
by sales, with about 32,000 restaurants serving burgers and
fries in about 120 countries. It consists of Human Resource
Functions followed to acquire employees.
Job Analysis
In Mc Donald’s job analysis done on the basis of
interviews. They have predetermined standards on which
employees are awarded on the basis of their skills, knowledge
and experience.
Recruitment, Selection and Retention
For Mc Donald’s, people are its important asset. This
is because customer satisfaction begins with the attitudes and
abilities of employees and effective workers are the best route
to success.
Recruiting Suitable Applicants
Restaurant Management System – HRMS
Page 65
Positions are generally advertised in the restaurant.
The company’s recruitment history shows this is the best
method of hiring quality staff. It also uses local job centers,
career fairs and other local facilities. It is virtual to use effective
hiring material with a clear message targeted at the right
audience.
Selection
After the final interview, the manager will rate the
responses of the applicant. A successful applicant will have
demonstrated skills and behaviors that have been identified
as being a key to the position.
Orientation
Mc Donald’s inducts all new employees into the
business through welcome Meeting which they must attend.
The welcome Meeting gives an overview of the Company
including job role, food, hygiene and safety training, policies
and procedures, administration, benefits and training and
development.
Mc Donald’s performance appraisal methods are
graphical rating scale and 360 degree feedback.
For
better
and
innovative
human
resource
management, Mc Donald’s implemented K/3 HR Personnel
Management, Payroll Management and Report Module as
well as Performance Management, Employee Capacity
Quality module. Mc Donald’s has built HR management
platform and finished planning for organization structure,
managed personnel files, input dynamic human resource data
and managed payroll. Based on K/3 HR System Personnel
Management and Payroll Management, Mc Donald’s not only
records employee transfer, promotion and transfer history but
also adjust the workflow.
Restaurant Management System – HRMS
Page 66
If a resigned staff come back and rejoin in K/3 HR
System checks ID Card Number and lists all the history of the
staff, which helps the manager make proper decision.
Reference:
http://www.scribd.com/doc/26247206/Mcdonald-s-Strategic
Human-Resource-Management
2.1.5. Human Resource Information System (HRIS) 2014 Tanzania
The
Human
Resource
Information
System
(HRIS)Documentation is a 3rd release manual, created by
John Francis Mukulu and Kelvin Mbwilo about the system
develops called Human Resource Information System or
HRIS which has been released last February 18, 2014.
Introduction to HRIS
The HRIS software was first developed with basic
functionalities in 2009 by University of Dares salaam to
address Human Resource for Health software need, to track
human resource in the health sector, while used by health
secretaries at district level for day to day tasks and for
reporting, it can also be used to analyze and help in decision
making at higher administrative levels.
HRIS has currently been rolled out in the whole of
Tanzania, itsoperational and used in all 131districts in 21
Regions, 17 Regional hospitals, 8 Referral Hospitals of
Tanzania, 118 Health Training institutions and Ministry
departments. A rapidly increasing demand for a flexible, faster
and user friendly Human Resource Information tool arose a
need for re-implementation of the software under open source
copy-left license.
Human Resource Information System (HRIS) is
software that enables organizations to collect, validate,
Restaurant Management System – HRMS
Page 67
analyze and present raw and statistical human resource
information for reporting, analysis and decision making. It is a
generic software tool that allows customization to fit
organization specific requirements, its built with open metadata models and flexible and customizable user interface that
allows user to adjust the system to perform, behave, look and
feel based on organization’s specific requirements without the
need for software development. HRIS Software is a loosely
coupled modular web based software bundle that is built with
free and open source PHP >= 5.3 Web Frameworks. Among
the frameworks involves:
• Symfony2 PHP Web Development Framework
• Doctrine is PHP Object Relational Mapper used for
persistence abstraction
• PHPUnit Testing Framework for testing overall system
behaviors and functions
• Twig Template Engine for presentation layer
• Composer Package manager
Why of HRIS?

Faster response and less greedy on system resources
HRISwas conceived from the start to be fastand to
favor performance, it’s based on Symfony2 Framework
that is about 3 times faster than Zend-Framework 1.10
while taking 2 times less memory.

Unlimited flexibility through customization whatever
your
needs
are,
HRIS
will
be
adaptable.
Itscustomizable capacity makes it entirely configurable,
with less required to be done. It’s also extensible,
based on framework dependency injection and event
dispatchers, more modules can beplugged in with
simplicity. HRIS is distributed under GNU General
Restaurant Management System – HRMS
Page 68
Public License which does allowmodification and
extension of existing features.

Ease of use through intuitive, user-friendly interfaces
Simple and Flexible user interfaces allowperforming
advanced tasks simply and intuitively, which allows
beginners to the system to quicklyfeel at ease with
HRIS.

Stable and sustainable the system is in-built with selfsystemtests that ensure shipped systembehaves and
performs what is needed with guaranteed compatibility
between versions.

Interoperable Through Web APIs, HRIS can be
interoperated by third party applications through the
powefulRestful APIs
Properties of HRIS
• Web enabled
• Platform independent
• Runs on all major web browsers
• Runs on most relational databases
• Licensed under open source license terms
• Works Off-line
• Loosely coupled with Bundle/Modular approach
• Interoperable
• Internationalized
Modules and Features of HRIS
HRIS Version 3 Consist of Several modules designed
to collect, validate, report and analyzehuman resource
information, the modules consist of:
Restaurant Management System – HRMS
Page 69
• Forms Management creates and manages forms used
as data collection tools along with the information
collected with them
• Organization Unit Management creates and manages
organization units, its properties as in ownership, type,
and other attributes, like level in a hierarchy, etc.
•
Data
QualityManagement
creates and
manages
validation constraints that are used to test and ensure
quality data is being collected
• Records Management Creates and manages collection,
storage and retrieval of human resource information in a
faster and secure way.
Resources:
John Francis Mukulu and Kelvin Mbwilo (February 2014).
Human Resource Information System (HRIS): Human
Resource Information System (HRIS) Documentation.
2.2.
LOCAL STUDIES
2.2.1. The Human Resource Management System (HRIS) 2013 –
Quezon City, Philippines
Restaurant Management System – HRMS
Page 70
The Human Resources Information System, the
published project study last October 2013 by the following
proponents: Alexis R. Alibayan, Edgar Allan C. Dela Cruz,
Don Jerome D. Morla, Jerny A. Ocampo and Raffy O.
Palamos whose are the alumnae of Bestlink College of the
Philippines, Quezon City.
HRIS Overview
The proponents of the HRIS focused principally in
monitoring of employees’ attendance. The system can
furthermore hold the employees’ information including the
date they got hired until they attain the retirement day. HRIS
is more on tracking employee’s attendance, taking custody
and securing the personal information for the company’s safe
integrity.
Scope of HRIS
The extents, frontiers and constraints of the HRIS are
conferred in this locale. HRIS aimed to meet the exact
organizational necessities to improve the human resource
management process and activity as the employment figures
becomes incremental. The HRIS scopes are as follows:
 Time and Attendance – instantly view key employee
work, history, attendance and distribute schedules of the
employees.
 Employee Information – instant access to key employee
information such as employee status in the company and
history.
 Leave Monitoring – instant access to view if an employee
is in leave or not and what kind of leave that an employee
availed.
 Benefits – it is privileges that an employee can avail.
Restaurant Management System – HRMS
Page 71
 Performance
Evaluation
–
rates
the
employee’s
performances and quality in working area.
Limitations

Payroll – salary computations of the employees

Accounting – accounts of employees
HRIS Objectives

To develop a bigger database for the employee
records and information.
-
The project will use one device for the storage,
instead of bulk of file in cabinets. Scanned
documents will replace documents and files on the
cabinets.It is easy to transfer one unit instead of one
cabinet.

To ease the way of assigning of schedules and tracking
of employee’s record.
-
Simply to user code of the employee will be asked
from the administrator or user of the system and the
needed information requested will appear. Relieve
the way of assigning schedules of the employee.

To improve the security access of the information
-
The proposed system of the HRIS proponents is
protected with valid user code. The attendance of
the employees is valid if the mark scanned by the
Biometrics match and the time of the Logged In and
Out of employee is saved.
HRIS Implications
Human Resource Information System were developed
to make HR Department can work with ease and efficiently.
HR firmly administers employee’s attendance and schedule.
The HRIS proponents preferred this system to organize the
Restaurant Management System – HRMS
Page 72
important details of HR Department. It would be easy for the
department heads to view the time and attendance of the
subordinate employees.
Conclusion
According to the HRIS proponents, every business
stumble upon different problems and every problem has an
elucidation. HR Department encountered problems such as
slow process of storing, searching and updating employees’
information at the right storage. The HRIS developed an
efficient and effective management of human resource and its
data. The system is proficient in storing and updating
information and attendance monitoring of the employees.
HRIS
encompassed
the
following:
employees’
attendance monitoring, leave monitoring and updating
employees’ information. With the trial and error method of
HRIS proponents in developing the system, errors have been
encountered but in the long run, a successful system had
been developed.Accordingly, HRIS proponents had created a
module systematized the Information System of HR with the
factors that affect the whole process including unorganized
information. Even other predicament comes while working the
HRIS such as software installations, meeting the deadlines,
financial difficulty, and time availability of the proponents in
HRIS development, but all of it befalls to the success of the
project.
Resources:
Alibayan, A.R., Dela Cruz, E.A.C., Morla, D.J.D., Ocampo,
J.A., Palamos, R.O. (October 2013).Human Resource
Restaurant Management System – HRMS
Page 73
Information System: BSIT Project Study Documentation.
Quezon City: Bestlink College of the Philippines Library
2.2.2. The Profiling, Attendance and Leave Monitoring System
(PALMS) 2013 – Quezon City, Philippines
The Profiling, Attendance and Leave Monitoring
System (PALMS), the published project study last March 2013
by the following proponents: Mark Anthony B. Leyza, Ma.
Lourdes M. Mejia, Mary Joy B. Monticalvo and Aunor H.
Pagcanlungan whose are the alumnae of Bestlink College of
the Philippines, Quezon City.
PALMS Overview
The PALMS proponents developed a software
application that supports the application specific to the HR
automation in an intranet specific to a company there by
allowing the integration of all the employees pertaining to that
organization. It tracked all of the other departments related to
the organization and allowed the HR to update the employee
details whenever there are changes. It brought onto a string
the employee specific suggestions and free to post the
requirements to the HR. Thus, it brought the organization
more specific regarding the maintenance of the organization.
Scope of PALMS
The locale discussed the scope of PALMS. PALMS
managed employee information including the day that an
employee started until the termination of the contract. The
system does not supported by web-based or online structure.
The following are the extents of PALMS:

Management of Employees Personal Information

Attendance and Leave Monitoring

Daily,
Weekly,
Monthly
&
per
cut-off
(15/30)
Attendance Report Generation
Restaurant Management System – HRMS
Page 74

Absenteeism and Lates Monitoring

201 Files Management

Employees Evaluation
PALMS Objectives
 To create systematic database information for every
employees of the company.
 To provide fast, easy, convenient and time saving
storing and retrieval of employees data.
 To maintain high employees morale and human
relation by sustaining and improving the various
conditions and facilities through database connections.
 To strengthen and appreciate the assets continuously
by providing training and development program.
 To safeguarding the interest of the employees by
securing the highest level of understanding to the
extents that does not leave a negative impact on the
organization.
 To promote industrial democracy in a way of protecting
the interests of both employees and company.
 To develop and optimally exploit human intellect,
managing physical and emotional capital of the
employees.
Conclusion
PALMS proponents discussed that everybody can
learn more about the benefit of globalizing HR activity were it
focused in Profiling, Attendance and Leave Monitoring of
every employee. Furthermore, PALMS’ globalization gave the
ability to analyze employee’s data, give the employee a high
security for the significant information.
Restaurant Management System – HRMS
Page 75
The foremost point of the locale was to know and
understand the types of PALMS models. The PALMS
proponents therefore conclude that information technology
gives a new breath on human resource management field. As
HRM and IT collide together, HR works becomes easy,
efficient and effective.
Resources:
Leyza,
M.A.B.,
Mejia,
M.L.M.,
Monticalvo,
M.J.B.,
Pagcanlungan, A.H. (March 2013). Profiling, Attendance and
Leave
Monitoring
System:
BSIT
Project
Study
Documentation. Quezon City: Bestlink College of the
Philippines Library
2.2.3.
The
Provincial
Government of
Bulacan’s
Human
Resources Office (PHRMO) – Province of Bulacan,
Philippines
The Provincial Government of Bulacan’s Human
Resources Office (PHRMO) is responsible for, among other
services, the maintenance of records associated with payroll
preparation and processing. They are also responsible for
maintenance of 201 files of each individual employee.
Among the significant services brought about by
PHRMO through the use of HRIS, on top of the list is the fast
and accurate processing of pertinent employee records like
service
records
and
payroll.
Through
the
automatic
computation facility and integrated time keeping system,
processing time to determine leave credits, which is
necessary for computation of pay of employees who have
absences and processing time to prepare remittances for
GSIS, PAG-IBIG and MEDICARE are very well addressed.
This system did not only empower the employees and
increased their productivity, but also became a tool to
Restaurant Management System – HRMS
Page 76
eliminate red tape. Through HRIS (Human Resource
Information System), response time to employee request is
admirable.
The project was implemented with the principle of
confirming the host Department's ownership of the system –
this facilitated “buy-in” into the project by the end users. The
entire HRIS was implemented in stages, as the PITO believed
in starting with small victories to increase acceptance and
generate support for the project. The HRIS shortened the
processing time to determine leave credits from 5 minutes to
30 seconds. It also shortened the processing time to prepare
remittances from 5 days to 4 hours. Furthermore, because
salaries are now released through the Land Bank Expressnet
ATM, payroll clerks no longer need to have cash advances for
payroll payments (which used to open the possibility for
corruption and usurious lending of up to 20% interest).
The
Provincial
Information
Technology
Office
designed, built, and deployed the following components of the
Human Resource Information System:
1. For Personnel Management – maintenance of 201
Files
2. For the General Payroll System -Monthly Payroll
preparation, remittances done by the Accounting
Office, Pay slips of Employees, Summary of
Employee's Annual Income Tax, BIR Form 2316,
Employees Master List; and
3. For
the
Timekeeping
System
-
Leave
Credits/Balances, Personnel Attendance Report,
and Daily Time Record
Restaurant Management System – HRMS
Page 77
Human
Resources
Information
System
(HRIS)
formerly Personnel Management Information System consists
of areas in Local Governance:

eAdministration
(Support
Services/Administrative
Services and Human Resource Management)

eServices
(Payroll
Processing
and
Records
Management)
The HRIS is a LGU type, locally used by Provincial
Government of Bulacan. Its functions are to give innovative
services in maintenance of personnel records, payroll
management and processing and biometrics time keeping.
Resources:
http://www.bulacan.gov.ph/government/pmis.php
2.3.4. The Human Resource Innovations and Solutions, Inc.
(HURIS) – Manila, Philippines
Human Resource Innovations and Solutions, Inc.
(HURIS)
is
a
Philippine-based
Knowledge
Process
Outsourcing (KPO) and Consultancy company that started in
2005 by seasoned HR and IT Professionals. It is a complete
HR solutions provider that enables business transformation
through
advanced
methodologies
and
information
technology.
The company specializes in providing Business
Partners with superior technological solutions and high level
outsourcing services across all functional areas of Human
Resources. The company’s main thrust is to provide the
Business Partners assistance in the design, management,
development
and
streamlining
of
systems,
functions,
procedures and processes to increase organizational
efficiency and maximize internal resources with the use of
local HR Management Systems and high level HR
Restaurant Management System – HRMS
Page 78
Outsourcing
services.
Their
products
are
Attendance
Monitoring System (AMS), Human Resource Management
System
(HRMS),
integrated
Cooperative
Management
System (ICMS), Payroll System and ePayslip. The services
they provided are HR Knowledge Process Outsourcing (HR –
KPO), Payroll Business Process Outsourcing, Special
Projects
(HR
Audit
/
Benchmarking,
Performance
Management, Pre and Post Retirement Programs and etc.
Resources:
http://www.sme.com.ph/membersuppliers/services/suppliers.
php?page=huris
2.3.5. The Government Human Resource Information System
(GHRIS) – Manila, Philippines
The 2011 Government Human Resource Information
System (GHRIS) project is envisioned to provide the
Philippine National Government with a comprehensive human
resource management information system for all of its 1.7M
national government employees. The GHRIS application and
data is to be centralized and is accessed through a friendly
and intuitive interface via a computer web browser. The
GHRIS application should have thecapability to be accessed
at over 1,500 various locations within the Philippines, with
some locations having limited electrical and networking
capability.
The system should be able to initially support 10,000
operational users with the ability to expand to cover 1.7M
users should the Employee – Self Service be activated.
Access to the system should be controlled and restricted to
individual accounts using unique personal login information.
The ability to define levels of user access rights within the
Restaurant Management System – HRMS
Page 79
system and other strong security features and measures are
required functions.
Scopes of GHRIS
In its finalized implementation, the GHRIS system
should handle the complete lifecycle of all national
government employees including their initial entry into
service, to their retirement or separation which includes the
following HR actions such as recruitment and hiring,
promotions, retirements,
awards, evaluations,
casualty
operations, calculations for re-contracting requirements,
retention,
assignments,
absences,
personnel
training,
assigned
schooling,
equipment
finance,
and
other
associated personnel actions specific to the different agencies
and common within the government. The system should also
support and streamline lengthy approval processes by
providing an efficient and timely method of approving and
tracking actions.
Goals of GHRIS
The human resource management information system
is for 6 pilot government agencies namely the Commission on
Audit (COA), The Department of Budget and Management
(DBM), The Department of Finance (DOF), The Bureau of
Treasury (BTr), the Department of Science and Technology
Advanced Science and Technology Institute (DOST-ASTI)
and the Department of Science and Technology National
Computer Center (DOST-NCC).
Objectives of GHRIS
The GHRIS and NPS PILOT for the 6 Identified
Government Agencies Aims to:
Restaurant Management System – HRMS
Page 80
1. Implement and deploy a fully integrated Human
Resources Management Systemfor the National
Government.
2. Automate relevant HR activitiesthat are currently
manually performed.
3. Provide a system that can manage the government’s
human resource organizationalstructure, job positions,
classifications, groups, and compensation.
4. Provide the government with a means to properly
monitor and evaluate its financialexpendituresas far as
human resource expenditures in a consolidated or
groupedmanner.
5. Provide a system that will consolidate all Government
Personnel
InformationDatabase
Systemconsistent
with the requirements of the Civil Service Commission.
6. Provide and implement a complete National Payroll
System (NPS)that will provide acomplete beginning to
end process and solution to the payroll processing
requirementsof the government’s different agencies,
sub-agencies, groups, and other units.
The GHRIS Software Application
A Commercial off the Shelf (COTS) Software that fits
the specifications and requirements of the project as stated
inclusive of licenses and other associated costs such as
installation, customization and some training and orientation
for the six pilot agencies named above as well as the different
environments (Development, Testing, Pre-Production, and
Production and Disaster Recovery environments) for the
Application Software.
The GHRIS Database Infrastructure
Restaurant Management System – HRMS
Page 81
The locale will discuss the software and related
licenses for the different environments (Development,
Testing, Pre-Production, Production and Disaster Recovery
environments) for the Database software.
Consulting Services

Consulting and Technical Services as deemed needed
in order to analyze, develop and implement the GHRIS
Project

Technical Services in order to install and configure the
GHRIS Software to fit specifications and requirements.

Technical Services in order to configure and customize
the Hardware and Software of both the Application and
Database Portion

Training
Resources:
http://www.asti.dost.gov.ph/attachments/article/705/Terms%
20of%20Reference%20-%20cmm%2012-31-2012-v9.pdf
2.3. SYNTHESIS AND RELEVANCE TO THE STUDY (MATRIX COMPARATIVE ANALYSIS)
This section discusses the comparison and relevance of the
proponents’ project study and the researched related local and foreign
studies and systems. The evaluations of the studies are discussed in
matrix analysis form which shows the comparison of the features,
modules and components between each study. Moreover, after each
Restaurant Management System – HRMS
Page 82
matrix analysis of the studies, the discussions of the comparisons are
followed.
2.3.1. HRMS and Foreign Synthesis and Comparative Analysis
HRMS Features / Components
/ Modules
HRMIS
HRMS
(Georgia) (India)
HRPMS
(South
Africa)
McDo’s
K/3
HRIS
HRPMS
(Tanzania)
(US)
Pre-Employment

Manpower Vacancy
Planning

Interview
Employee Profile

Adding of New

Employee

Basic Information

Work Schedule

Position and
Department

Beginning and
Termination of Service

Basic Salary Record

Benefit Lists

Retention

Requirements and 201
Filing

Update Employee Profile
Restaurant Management System – HRMS
Page 83
Staffing


Employees Monitoring

Attendance

Leaves

Absenteeism
Evaluation (HR/Manager)
Post Employment

Retirement

Termination

Post Employment Benefit
Personalized
Screen
or
Interface depending to the
user of HRMS
Import and Export of database
capabilities of the HRMS
Timely Free Format Report
Generation
Customization
or
Report
depending
upon the user needs.
Analytics or Graphical Report
presentation for percentage,
quantity or statistical report.
Real Time Audit Trailing for
security and user monitoring
Figure2.3.1. The table shows the Matrix Comparative Analysis
between the proponents’ HRMS and different foreign related
studies and systems. It also shows the relevance of the recent
study and foreign related studies.
Conclusion
Restaurant Management System – HRMS
Page 84
The HRMS discussed the comparative analysis of its
features, modules and components between the researched
local related studies in the figure 2.3.1. The table shows that
some of the features of the researched foreign studies are also
included in the features of HRMS like selection and hiring,
employee
profile
management,
attendance
and
leave
monitoring, evaluation and retirement or termination of service.
But there are also features of HRMS that doesn’t met by any
foreign related studies such as real time audit trailing, analytics
or graphical report and personalized screen interface. HRMS
seems to have better features than the other related studies.
2.3.2. HRMS and Local Synthesis and Comparative Analysis
HRMS Features / Components
/ Modules
HRIS
PALMS
PHRMO
HURIS
GHRIS
Selection and Hiring

Manpower Vacancy
Planning

Interview
Restaurant Management System – HRMS
Page 85
Employee Profile

Adding of New

Employee

Basic Information

Work Schedule

Position and
Department

Beginning and
Termination of Service

Basic Salary Record

Benefit Lists / Tax

Retention

Requirements and 201
Filing

Update Employee Profile
Staffing


Employees Monitoring

Attendance

Leaves

Absenteeism
Evaluation (HR/Manager)
Post Employment

Retirement

Termination

Post Employment Benefit
Personalized
Screen
or
Interface depending to the
user of HRMS
Restaurant Management System – HRMS
Page 86
MS SQL as a huge storage and
its
Import
and
Export
of
database capabilities of HRMS
Timely Free Format Report
Generation
Customization
or
Report
depending
upon the user needs.
Analytics or Graphical Report
presentation for percentage,
quantity or statistical report.
Real Time Audit Trailing for
security and user monitoring
Figure2.3.2. The table shows the Matrix Comparative Analysis
between the proponents’ HRMS and different local related
studies and systems. It also shows the relevance of the recent
study and foreign related studies.
Conclusion
The HRMS discussed the comparative analysis of its
features, modules and components between the researched
local related studies in the figure 2.3.2. The table shows that
some of the features of the researched local studies are also
included in the features of HRMS like selection and hiring,
employee
profile
management,
attendance
and
leave
monitoring, evaluation, retirement or termination of service and
system database as file storage. But there are also features of
HRMS that doesn’t met by any local related studies such as real
time audit trailing, analytics or graphical report and personalized
screen interface. HRMS seems to have better features than the
other related studies.
Restaurant Management System – HRMS
Page 87
Chapter 3: EIS Project Management and Development
3.1.
RISK MITIGATION, MONITORING AND MANAGEMENT PLAN
1.0
INTRODUCTION
Each project development will undertake risk management.
The project team should consistently be monitored the progress of
the project status as to identify present and future risk as quickly and
accurately as possible.
It is responsibility of the proponents and the enterprise to
perform risk mitigation, monitoring and management in order to
produce a quality product. The quicker the risk can be identified and
avoided, the smaller the chances of having to face particular risks
consequences. The fewer consequences suffered as a result of good
RMMM plan, the better the product and the finer the development
process.
This chapter shows the RMMM plan of Restaurant
Management System – HRMS.
1.1.
Scope and Intent of RMMM Activities
The proponents aim to develop a Human Resource
Management System where as all areas and key functions
should be error-free, efficient and accurate. To achieve this
aim, RMMM must be plan well and determine the possible
potential risks in a generic sense. The project will then be
analyzed to determine any project – specific risk.
When all possible risks have been identified the
proponents will then be evaluated the possible risks to
determine the probability of its occurrence and how HRMS will
be affected if they occurred.
Restaurant Management System – HRMS
Page 88
1.2.
Risk Management Organizational Role
Each member of the organizations (project team or the
proponents, the clients and other stakeholders) will undertake
risk management.
 The project team or the proponents must monitor the
progress of the work schedules, cost estimations,
scope analysis of the propose project, the integration
into other system and other possible present and future
risks that might possibly affect the HRMS as they
occur.
 The client must give all the details and business needs
as early as possible and sudden changes that must be
added up or features that they want to occur on the
product. The client must also provide all necessary
software information before the proponents or the
project team initiates the system development.
2.0.
RISK DESCRIPTION
This part includes the definition or the description of different
risks that might occur while the system development is on process.
These risks might affect all the details of project development, so the
description of different risks will set as guide to acquire or gain
knowledge about the following risks.
2.1. Risk Tables
The table shows the description of risks that might
associate and affect HRMS. The following risks that might
show are discussed as well as the probability and ways of its
occurrence including the impact in the development process.
Restaurant Management System – HRMS
Page 89
Category
Description
Probability
Insufficient knowledge on
Employee Risk
using
applications
and
40%
technology
Unexpected technical and
Technical Risk
power
interruptions
and
40%
computer configurations
Process risk entails risks
regarding
product
excellence and quality. The
first
step
of
system
development is to gather
business requirements and
necessary features in order
to process the transactions
done inside the enterprise.
Since
Process Risk
the
business
requirements
already
taken, the project can now
begin
the
35%
planning
management for system
development according to
the
gathered
business
needs. If one business
requirements cannot meet
by the project team, project
may fail. Maybe the failure
is on the part of the client to
describe
the
true
and
genuine business needs or
Restaurant Management System – HRMS
Page 90
failure of the project team
to
understand
and
misconception the project
proper
and
business
needs.
This risk refers to the
system developed by the
project team, including its
bugs, logical issues and
errors that might occur in
the
Technology Risk
product.
Since
product
offered
project
team
business
by
for
the
the
35%
the
necessities,
developers or the project
team are responsible for its
maintenance to make it
utilized continuously.
Financial risk refers to the
budget or monetary risk in
order
product
to
support
or
development.
Financial Risk
the
system
Financial
supports the procurement,
development
requirements
30%
and
of
the
system. The project team
must
breakdown
the
costings from time to time
Restaurant Management System – HRMS
Page 91
activities
of
system
development.
This
risk
refers
miscalculations
to
and
misapprehend between the
client and the project team.
The project team must
provide proper sizing and
scoping of the project. The
project team must know the
Product Size
limitations and scope which
supposed to be the only
30%
part of the transactions of
the
business.
It
is
necessary to know the
financial
statement
and
costings of the product to
make
it
exact
and
maximized on the budget.
This risk refers to the
failure of the client to
support and provide all
necessary equipment for
Development
Risk
the
development
and
execution of the software
which
can
cause
20%
the
project to fail. On this
scenario,
project
team
must think and assume
Restaurant Management System – HRMS
Page 92
another options or ways to
continue the development
of the product.
This risk refers to the
apprehension of the client
to
cooperate
and
coordinate with the project
team
in
software
development to create a
Customer Risk
well-developed,
quality
assurance and effective
10%
software. If the client fails
to participate and elaborate
the true and factual needs
of the business, the project
might not be the one that
helps the business.
This is the risk where the
concern is that not being
able
to
construct
Business Impact
come
the
up
or
product,
where it leaves impact on
the client’s business. If the
10%
product does not attain its
goals it will fails to help and
contribute to the business
needs.
2.1.1. Description of the Risk M
Restaurant Management System – HRMS
Page 93
Business Impact
This is the risk where the concern is that not
being able to come up or construct the product, where
it leaves impact on the client’s business. If the product
does not attain its goals it will fails to help and
contribute to the business needs.
Customer Risk
This risk refers to the apprehension of the client
to cooperate and coordinate with the project team in
software development to create a well-developed,
quality assurance and effective software. If the client
fails to participate and elaborate the true and factual
needs of the business, the project might not be the one
that helps the business.
Development Risk
This risk refers to the failure of the client to
support and provide all necessary equipment for the
development and execution of the software which can
cause the project to fail. On this scenario, project team
must think and assume another options or ways to
continue the development of the product.
Employees Risk
This risk depicts the capability, potential and the
willingness of the project team members or each
proponent to construct operational and functional
product like HRMS. Coordination and cooperation is
extremely necessary to formulate ideas, planning
development and synchronization of every details and
business requirements to create working and error-free
product. Every member should have respective tasks
according to the work plan which obligatory to
Restaurant Management System – HRMS
Page 94
accomplish. If one member cannot accomplish one
task due to its difficulty, co-members must fulfill these
weaknesses. Every member of the project team must
put an effort because if one fails to provide endeavor
to the project, the efforts and sacrifices of the other
members to accomplish the project would be fail. This
risk is considered as one of the major risks to consider
when it comes to designing the software.
Financial Risk
Financial risk refers to the budget or monetary
risk in order to support the product or system
development. Financial supports the procurement,
development and requirements of the system. The
project team must breakdown the costings from time to
time activities of system development.
Process Risk
Process risk entails risks regarding product
excellence and quality. The first step of system
development is to gather business requirements and
necessary features in order to process the transactions
done inside the enterprise. Since the business
requirements already taken, the project can now begin
the planning management for system development
according to the gathered business needs. If one
business requirements cannot meet by the project
team, project may fail. Maybe the failure is on the part
of the client to describe the true and genuine business
needs or failure of the project team to understand and
misconception the project proper and business needs.
Restaurant Management System – HRMS
Page 95
Product Size
This
risk
refers
to
miscalculations
and
misapprehend between the client and the project team.
The project team must provide proper sizing and
scoping of the project. The project team must know the
limitations and scope which supposed to be the only
part of the transactions of the business. It is necessary
to know the financial statement and costings of the
product to make it exact and maximized on the budget.
Technical Risk
This risk involves the configurations of computer
systems, peripherals, and the possible causes of
accidents that might happen technically like shutting
down of computer systems, power interruptions and
technical maintenance.
Technology Risk
This risk refers to the system developed by the
project team, including its bugs, logical issues and
errors that might occur in the product. Since the
product offered by the project team for the business
necessities, developers or the project team are
responsible for its maintenance to make it utilized
continuously.
2.1.2. Probability and Impact for Risk m
The following are sorted according to probability
and impact of each categorized risks that might occur
in developing HRMS.
Restaurant Management System – HRMS
Page 96
Category
Risk
Probability Impact
Insufficient knowledge on
Employee Risk
using
applications
and
40%
1
40%
2
35%
2
35%
3
30%
3
30%
2
20%
3
10%
3
10%
3
technology
Unexpected technical and
Technical Risk
power
interruptions
and
computer configurations
Insufficient
Process Risk
quality
of
product and unsuccessful
system integration
Technology Risk
Bugs and logical errors of
the product
Financial budget to procure
Financial Risk
and support the system
development
Product Size
Estimation planning might
be erroneous
Inadequate
details,
Development
resources
and
factual
Risk
business
requirements
taken
Customer Risk
Client might fail to partake
or less involvement
Product may fail to meet
Business Impact
the requirements of the
business.
Restaurant Management System – HRMS
Page 97
ImpactValues
Description
1
Catastrophic
2
Critical
3
Marginal
4
Negligible
The above statement is a table of categorized
risks that might occur in system development. In every
risks categorized on the first column, the second
column gives its brief and concise description. The
table also discussed the probability in percentage and
the impact of the risk on the 3rd and 4th column.
The impact values indicated below of the table
is in numerical form. The description of each impact
values are specified on the right side of the impact
values. It is expedient way to describe the severity of
the impact of each risk.
3.0.
RISK MITIGATION, MONITORING AND MANAGEMENT
3.1.
Risk Mitigation for Risk M
The locale consists of different software development
risk. As all of the risks identified, a plan to avoid these risks
will be created. The proponents will identify all possible risks
and how all of this risk be evaded as it come across during
project development. It is essential to devour mitigation plan
just in case of risk formulation. The proponents’ mitigation
plan support in ascertaining the risks and scrutinized them
during its existence.
3.1.1. Business Impact
This risk concern to system development where
the product must meet the finish line or this must be
able to come up the constructions of the product. The
proponents team-up with the business firm particularly
Restaurant Management System – HRMS
Page 98
to a restaurant’s human resource to provide solutions
to the HR department needs. The proponents must
spend time and effort to produce a product from system
development and the schedules must be planned well
and be followed. If the product is not created according
to time, the project will fail and the needs of the HR
Department will not be provided.
3.1.2. Customer Risk
The system development is not only the
proponents, responsibility but the clients as well must
also be cooperative to create or produce a better and
quality product. The needs, problems, and concerns
will be provided by the client so the proponents can
formulate a solution and better featured software that
will suits to their HR Department needs. If the client
fails to cooperate, the project will not be actually fails.
There are some features of the project that might not
suit to the needs and concerns of the business. If that
so, the proponents will be have the initiative to reach
out and be coordinated with the client. In that case, the
request of the client will still be followed and the needs
will still be provided.
3.1.3. Employee Risk
The risk discusses the capability, potential and
willingness of each members of the project team or
each proponent to develop a system application to
provide the needs of the HR Department. The project
team must develop an operational and functional
product like HRMS which is the software proposing to.
Each proponent of the project team must coordinate
with each other to the unity of the work done and to
Restaurant Management System – HRMS
Page 99
provide assistance to some difficult tasks that the comember find a hard time fulfill to. If one member fails
to coordinate and cooperate it will not really causes
failure in the software development but the conflict
between each members. In fact, the other member
must have initiative to continue the work professionally
to construct a product for a business.
3.1.4. Financial Risk
This risk is very sensitive because every detail
must be elaborated and classified in exact, to know
where the budget goes as the project is in progress.
Furthermore, the client and the proponents must be
well coordinated because the client provides the
monetary budget to support the software development.
As a stakeholder of the project, client must be
knowledgeable about the areas where the fund goes
and
must
support
most.
The
proponents
are
responsible to detail a report that shows the detailed
factual list of items including the procurement of the
equipment, software and etc, same with the one-time
and ongoing cost where the fund spent.
3.1.5. Process Risk
The risk entails the product excellence and
quality. Before the project team starts the software
development, gathering of information and business
rules must get through first. Gathering of factual
information, business problems and requirements will
not just only end on research or conduction of
interview, it is a continuous consultation to the client
regarding the features and requirements they want to
meet. The project plan must document all gathered
Restaurant Management System – HRMS
Page 100
factual details to start the project development. Then
the project development got started, it is still
compulsory to consult the client regularly or as
scheduled to ensure that the requirements and
features are still met and on tranquil. It is necessary to
meet all the requirements and needs because it will be
one of the bases of quality and better product.
3.1.6. Product Size
This risk is also sensitive to consider. The
proponents must well-aware of the project or system
development it encountered to. Interviews are not
enough to be knowledgeable about the current process
and rules of the business firm, particularly the HR
department activities and processes. Researches will
also help to acquire broader knowledge about the
process of the business or HR department that the
proponents needed to provide solutions. By the said
process of acquiring knowledge regarding the HRMS,
it will ease the proponents to create or define the
extents that must be included to the software product.
By knowing the scope of the HRMS, product size will
also be determined. The proponents can estimate the
costings of the product which must be elaborated on
financial statement that is a requisite of the client. The
client must know all of the minutiae because they are
the one who will support and fund the resources for
project development.
3.1.7. Technical Risk
This involves the system and peripherals
configuration, which might technically be affected by
natural and unexpected scenarios like shutting down of
Restaurant Management System – HRMS
Page 101
computers systems, power interruptions and technical
maintenances.
Technical risk might be resulted by accidents
happen to the computer unit like accidental unplugging
of power supply which causes the unit to shut down,
VGA cable for the monitor to turn-off, and discoloring.
Mouse and keyboard might also be unplugged but all
of these can be considered as minor problem only and
can be immediately configured. If the said computer
peripherals might not work on the user’s own computer
unit, it can also be test into another unit. But something
might be happen that if these peripherals not really
work into another unit, another option can be the
procurement of the said defected peripherals.
Accidental power interruption or brownouts
might happen, and the proponents suggest the use of
Uninterruptible Power Supply (UPS) which can make
your computer unit alive at least ten minutes until the
power comes back. Likewise to the generator, it
supplies power not only to the computer unit but also
the operation of the company that can last up to more
or less 8 hours until the operation adjourned.
3.1.8. Technology Risk
This risk refers to the logical errors and bugs of
the system developed including the features and
interface design. As much as possible, all the details
about the software must be checked while it is in
progress. Furthermore, when it reaches the near-end
stage, the errors that can be detected will just only
minor and inconsequential. Errors, whether minor or
major are just normal to a software but it can be
Restaurant Management System – HRMS
Page 102
detected to improved and developed but still with the
coordination to the client to remain the sustainability of
the needs of the client.
3.2.
Risk Monitoring for Risk M
The expense deliberate the conditions triggered by
the potential risks which might be pretentious to the software
development. The potential risks which be monitored to elude
the effects they might cause.
3.2.1. Business Impact
In order to come up or construct a better and
quality product, the proponents and the client will setup weekly meeting to coordinate and update each
other about the progress of the software development.
By this, client can monitor if the proponents still meet
the HR Department or the business requirements and
if the features that suit to the business are still followed.
The proponents will be aware about the software
development if the work gets done well accordingly. In
that case, the client can also give inputs, propositions
and recommendations about something must be
eradicated and what must be included to the product to
make the project more suitable and effective. The
proponents can also suggest inputs that can help the
client into something which makes them difficult to
decide. The conduction of meeting can make each
other coordinated and share inputs to make the system
development easy to construct.
3.2.2. Customer Risk
To make sure this risk scrutinized, the
proponents will monitor and track the people or
members attended the meeting especially the client
Restaurant Management System – HRMS
Page 103
that must be consulted per meeting to give inputs and
suggestions to preserve the fact that the proponents
still meet the requirements. As the attendance gets
monitored, the client who is inattentive must be
reminded for them to attend on the next meeting.
3.2.3. Employee Risk
Likewise to the monitoring of customer risks, the
every proponent or member of the project team should
comply with a set meeting as per schedule to check the
works of each other. It is necessary to set guidelines
and schedule to make sure that each proponent meets
the deadlines and exact job assigned to. By this, every
proponent can identify the problems it may lead to and
if one of the members has a difficulty to do the assigned
tasks, other member must have the initiative to help the
co-member. If the proponents are coordinated, system
development can be constructed on time, with better
quality and functions.
The software development can be possible on
the hands of the proponents, if one must fails to do the
tasks, the others will be affected. Monitoring of each
other’s tasks and arranging rules and guidelines are
the better way to monitor employee risk.
3.2.4. Financial Risk
Financial risk has serious effects in the software
development. To monitor this risk, the proponents must
construct a financial report or project budget, list of
procurements and costings indicated the value, for the
client to understand where the funds went through and
spend. The financial statement can be discussed along
the set meetings, and update them about the
Restaurant Management System – HRMS
Page 104
expenditures of software development. By this,
financial risk can be avoided and monitored.
3.2.5. Process Risk
The proponents and clients have a set
scheduled meeting to update and coordinate with each
other. As all data, requirements, and needs are
gathered to start software development by the
proponents, it is necessary to have the follow-up
discussion about other requirements that the client will
provide. It also necessary to follow-up the client if the
factual data gathered from them are accurate and
correct to make it already include in the software. By
this scenario, the client can give and provide inputs and
propositions about the data that the proponents if the
data included on the software are correct or wrong.
Thus, this is to ensure the fact that both parties
understand each other and has the unified idea about
the project.
3.2.6. Product Size
To monitor this risk, the proponents studied the
information regarding HRMS by interview and sort of
researches to determine and track all modules or
extents that must be included to software development.
The proponents created a WBS which shows the
objectives and scope of HRMS. By that, the
proponents can determine the size of the software to
avoid miscalculations and misapprehend. This is also
necessary to estimate the budget can cost the software
development.
Restaurant Management System – HRMS
Page 105
3.2.7. Technical Risk
To monitor technical risk, the proponents should
provide trainings to the users of the software and make
them know that some technicalities happens to
hardware configurations are depends on the situations.
Some technical risks are power shut down of the
computer unit which might be caused by accidentally
unplugged power cord. Some are the monitor’s VGA
cable are unplugged or misplaced which causes the
monitor
to
turn-off
and
discolored.
And
other
technicalities like brown-outs that can be resolved by
using UPS (Uninterruptible Power Supply) which can
make computer unit last up to 10 minutes or generator
to make business operations resume.
3.2.8. Technology Risk
Technology risk can be monitored by checking
the software development progress and editing from
time to time. All logical errors and program bugs can
be solved by analyzing the source codes. This will be
the part of the programmer’s responsibilities and
identify what possible problem or what part of the
program has the consistency of errors. Monitoring of
software development can avoid logical errors and
program bugs to develop a better and quality software
application particularly HRMS.
3.3.
Risk Management for Risk M
This locale discusses the risk management of the
different risks enlisted and might occur in HRMS. The
proponents will elaborate the details on managing the
possible risks which are expedient to manage to maintain the
Restaurant Management System – HRMS
Page 106
effectivity of the system and meet the organizational needs
and requirements.
3.3.1. Business Impact
To meet the satisfaction and expectation of the
client in the proposed system, the needs and
requirements of the client must be inputted on the
product. The risk causes mistakes on the construction
and engineering of the software is just because the
misunderstanding
between
the
clients
and
the
proponents are present. To manage the risk, the
proponents and clients must conduct a weekly or twice
a week meeting to update each other about the
progress of the software. It is essential to each other to
know the recent situation of the system, if the system
follows the needs, requirements and the features that
the client wants to include on the system and to make
the system construct according to the satisfaction of
the client. The meeting will be the medium to
communicate each other’s party.
3.3.2. Customer Risk
Customer risk happens because the client did
not participate as one of the stakeholder of the
proposed system. One of its responsibilities is to
monitor the process of the system development to
know if its requirements and needs are met. On risk
monitoring part, it discusses the possible solution to
this risk which is to have a regular meeting and monitor
the attendance of the attendees. By this, client’s
attendance will be monitored and just in case that the
client is absent, the proponents must follow-up the
absent client and ask for its presence on the next
Restaurant Management System – HRMS
Page 107
meeting. To monitor the risk, the parties must follow the
set-up between both parties and keep the tracking of
the attendance every meeting.
3.3.3. Employee Risk
To manage the employees well, it is necessary
to monitor the progress of tasks of every employee. It
is necessary to update the work of the staff to finish the
project and meet the deadline. By this procedures
employee risk will be managed accordingly
3.3.4. Financial Risk
Financial risk is a sensitive issue. To manage
this risk the proponents must listed down all of the
expenses, procurements, costings and must be
included to the financial statement. The financial
statement must be discussed on the meeting with the
client for them to know on how much the costings and
budgets they must spend to.
3.3.5. Process Risk
To manage process risk, it is declared in risk
monitoring that the client and the proponents must set
a schedule or set a weekly meeting to coordinate with
each other. The proponents must consult the client
about the gathered factual data from the organization
if it is accurate and correct. By those procedures the
proponents can start the development process without
any worries about the features that the proponents
must include on the software.
3.3.6. Product Size
To manage this risk, the proponents studied the
information regarding HRMS by interview and sort of
researches to determine and track all modules or
Restaurant Management System – HRMS
Page 108
extents that must be included to software development.
The proponents created a WBS which shows the
objectives and scope of HRMS. By that, the
proponents can determine the size of the software to
avoid miscalculations and misapprehend. This is also
necessary to estimate the budget can cost the software
development.
3.3.7. Technical Risk
To manage technical risk, the proponents
should provide trainings to the users of the software
and make them know that some technicalities happens
to hardware configurations are depends on the
situations. Some technical risks are power shut down
of the computer unit which might be caused by
accidentally unplugged power cord. Some are the
monitor’s VGA cable are unplugged or misplaced
which causes the monitor to turn-off and discolored.
And other technicalities like brown-outs that can be
resolved by using UPS (Uninterruptible Power Supply)
which can make computer unit last up to 10 minutes or
generator to make business operations resume.
3.3.8. Technology Risk
Technology
risk
can
be
managed
by
maintaining the software features and transitions to
avoid problems between the client and the proponents.
Logical errors or program bugs are expected to be
found in the system and the only way to manage that
scenario,
the
proponents
must
follow-up
the
implementation of the system and preserve the
accuracy and effectivity to satisfy the client’s and
business needs.
Restaurant Management System – HRMS
Page 109
4.0.
Special Conditions
This
section
discussed
the
special
condition
associated with HRMS software and these are the following:
Technical Training
 The user of the software must be trained to be literate
on using the software. But before of the software
usage, the user must know or has the knowledge on
using computers. Of course, the client or the user are
very excited to use a new process intertwined with the
technology, but it very necessary to train them first in
computer configuration as discussed to technical risk.
Employees and HR staff must spent their time to
scheduled training and provide new knowledge and
skills for them. The users must know basically the
operation of computer units, the technicalities might
occur until they reach the training on using the
software.
Restaurant Management System – HRMS
Page 110
3.2.
SOFWARE CONFIGURATION MANAGEMENT PLAN
1.0.
Introduction
The proponents develop a Human Resource Management
System (HRMS) and it is still on progress. But, while it is on progress,
some
changes
and
improvement
occur.
These
changes,
improvements and alterations will be discussed in the premise of
Software Configuration Management Plan.
1.1.
Scope and Intent of SCM Activities
The SCM aims to delineate and trace all changes might
be made including the improvements and alterations from the
primordial and original concept of the software development
plan. It is necessary to bestow to help the proponents to trace
the changes in software development process to improve the
HRMS application. It can also help the proponents minimize
the errors in development process as the HRMS development
is on progress. To make this SCM attain its goals, the
proponents must report or list down all possible changes
which are essential to improve and acquaint each member
that they have changes to be made and need to be
ameliorated. This might be a time-consuming and observant
part but it is very important part of the documentation proper.
SCM activities are disentangled to the following:
 Identify Change
 Control Change
 Improve Change
 To ensure that change is properly implemented
 Document Change
1.2.
SCM Organizational Role
The proponents are properly grouped into 4 members
and since the project team composed of 4 members, each of
the proponents assigned into different specific task in the
Restaurant Management System – HRMS
Page 111
Chapter 3 documentation. The document specialist was
assigned to do the task regarding documentation of Software
Configuration Management.
Since the document specialist is the only one assigned
to this task among other proponents, it is necessary to be
responsible in informing the project team about the reported
changes might or possibly occur to HRMS development
process. Some changes might be came from the proponents
based on the factual data gathered and must suit or apply
those to the software application. And some changes might
occur because of the client’s inputs and propositions which
must be apply or a sudden changes of requirements and
features that suit more to the business needs.
2.0.
SCM Tasks
The locale will elaborate and discuss all SCM important tasks
and the possible parts and responsibilities of the members of the
project team. This SCM will surely not affect the users because it
was reported and changed. The SCM reports must not only be
discussed and informed to all members but the client as well. Since
the document specialist was assigned to this section, the results and
reports must be discussed to the scheduled meetings.
2.1.
Identification
In this section, the proponents will elaborate the identified
software configuration items for the SCM Plan.
2.1.1. Description
 Identify Change
On the continuance of the software
development, the proponents will suggest
changes for better software that includes the
client’s side such as the changes or additional
requirements and features. It is necessary to
Restaurant Management System – HRMS
Page 112
gather the suggestions of changes from both
parties to make improvements on the software
development.
 Approve Change
The project team will control the changes
made by both parties. On the set meetings, the
proponents and client will discussed the
changes given by each party. The proponents
might give control to the given changes and
come up into the following ideas: there are
changes which are changeable or needed to
change and improve like the features of the
application, but there are circumstances that
change given are prevented because it is really
necessary to the software but this must be
included to the SCM report.
 Improve Change
As all valid changes are gathered, it must
be categorized into two classifications, the
changeable changes and the unchangeable
changes. The unchangeable changes are
changes that must be retain due to its necessity
for the software and must remain to its features
and processes. The changeable change are
changes that needs to improve like the system
interface, the components and modules of the
software, the scope and limitations and etc.
these must be improve to avoid risks and to
make the software more advantage to the
organization.
 Ensure that change is properly implemented
Restaurant Management System – HRMS
Page 113
As the changes have been identified, the
proponents
must
implement
the
changes
properly. There are mistakes might occur in the
implemented changes or the proponents must
ensure that the change will implemented and
ends on time and not wasting a time to set-up
changes. For example, the changing of an
application to develop a system, from Visual
Basic to Java Application. The change must
analyze its purpose, why need to change an
application? The change aims to improve
software by changing an application but make
sure that the knowledge of using the application
is present and the time will not be wasted.
 Document the Change
The changes are gathered, analyzed,
classified and implemented. It is necessary to
document any areas of changes that occur and
after all of the studies regarding the change, it
will finalized by the project team and the client.
2.1.2. Work Products and Documentation
 Identify Change
Once the identified changes are all
gathered, it will be enlisted and reported to the
members and client. All of the identified
changes will be discussed and elaborated.
 Control Change
After discussing and elaborating the
changes on the set meeting, it will be classified
of what will be changed or remains to the
process. Not all gathered changes will be
Restaurant Management System – HRMS
Page 114
modified and fluctuated; some will remain the
same due to some circumstances.
 Improvements of Change
After the classification of changes, the
changeable change must be altered, modified
and improved based on the necessity of the
organization.
 Ensure that Change is properly implemented
The change must be analyzed the
purpose and it must be implemented well to
avoid
mistakes
and
excessive
time
consumption.
 Document Change
Once the change is discussed and
approved, it must be documented to become
reference for the software development.
2.2.
Configuration Control
2.2.1. Description
As changes are all gathered, analyzed and
discussed, controlling of it will be possible by using
human procedures, monitoring and automated tools.
The following are the steps undertaken to control the
change.
 Identify Change
During
the
software
development
process, changes are possible to occur or
produce. It is necessary to identify all changes
to analyze the appropriate actions complying
with these changes. These are changes which
are essential to provide response and act by
changing it depending on its requisites. In the
Restaurant Management System – HRMS
Page 115
contrary,
there
are
changes
which
are
necessary to retain and leave as is because of
the considerations on time, cost, effort and
requirements. The statements regarding the
changes are considered as some of the reasons
why the identifying of changes are precisely
significant before manipulating some changes
on software development.
 Request the Change
The first step of configuration control is to
identify the changes and as those changes are
specifically identified, a request is a subsequent
step to make it endorsed and approved. By
requesting changes, it would be validated,
analyzed and examined if it is possible to
execute. Changes must be planned and
documented by the project team then it would
be presented and well-explained directly to the
stakeholder or client for them to approve the
request. Whatever
the
outcome,
whether
approved or not according to its preferences,
then it should be done. But there are some
instances that the changes are more likely
requested to by the client like the features,
interface design or the additional requirements.
It must be informed to the software development
project team for them to decide regarding the
changes requests and to give way to some
considerations like time, costs, necessity,
conflicts and requirements of the software
development.
Restaurant Management System – HRMS
Page 116
 Evaluation of Change
Identifying and requesting the changes
are the preliminary actions to make the changes
possible to execute. But all identified and
requested changes coming from both parties
whatever considerations it consists, it must be
evaluated first. Evaluation of changes are very
significant because it would really give an
impact and great effect to the software
development whatever the
result it may
produce. All parties must participate and
coordinate on the evaluation of changes
because of the importance of each preferences
and ideas regarding to the proposed changes.
 Final Change Decision Making
The locale will discuss the finalization or
the result of the evaluation. When there are
produced results, it doesn’t mean that the
changes
will
immediately
executed
or
implemented. There are some follow-up details
necessary to comply to study the changes and
these are as follows:
If Change approved:
1. Define the Constraints.Before the changes
finalized and approved, the project team or
the client must define the constraints,
description and further details of
the
changes.
2. Purpose of Change. The project team or
the client must study the purpose of the
changes and documents it. Every changes
Restaurant Management System – HRMS
Page 117
has a purpose and this must be elaborated
to all associates. For example, the client
wants to change the platform of the software.
The client must list down all the changes
together with its purpose why the changes
necessary to be implemented.
3. Implementation of Change. When the
change
approved
by
both
parties,
implementation and execution will proceed.
The consequences of the changes will
always be there and some of these are risky.
Acceptance and planning before execution
are very important to make changes be
possible without affecting the software too
much.
4. Effects
of
the
Change.
After
the
implementation of the changes, monitoring
and evaluation will be followed. The project
team will be responsible on monitoring and
resolving the possible risks and effects
caused by changes.
2.3.
Version Control
2.3.1. Description
As a result of change and when it is properly
implemented, the version number will increase
accordingly. The proponents will be used a universal
version
number
system
for
every
change
or
modification of the features of the software. The
proponents will also do have the final version of the
entire product. Even the revised or additional features
of the documentation will also have version number.
Restaurant Management System – HRMS
Page 118
2.3.2. Increasing Version Number
When the changed is already implemented, the
report of it will also be created. It is necessary to
document all the report changes to act as reference
that the changes have been occurred, improved and
settled. When it was finalized, it will be documented.
The proponents will be using a decimal point version
number system.
<Minor
Update><Major
Update><Bugs
Fixing><Software Features>
Software Features
The client increases its needs as it firm became
huge and broader. The software will also adjust to
those needs. That is why the client wants to change or
innovate the features of the software or there are
features that the client wants to add-up or inputted to
and the proponents must deal with the request of the
client. As 3 or more features improved, changed or
modified, the increase of version number of the
software will impose.
Bugs Fixing
Bugs fixing is part of the software maintenance
of the developed project. There are parts of the
technology risks that might be monitored including the
logical and code errors of the software. It is necessary
to fixed those problems and preserve the software. If
the software maintained and fixed, another version will
imposed. The increased of version will follow after 5 or
more bugs fixing.
Major Update
Restaurant Management System – HRMS
Page 119
Major update is another change imposed to the
software. By this major update, the software will
undertake major revision like changing a platform
application of the software into another platform like VB
to Java application. Another example is database
revision or changing the database application to
another database application like Access to SQL. As 2
or more major update imposed, another increase of
version will be done and the increase of version will be
labeled as Version 2.0.
Minor Update
Minor update includes changing of design
interface or any features might need to change and will
cause the product to increase its user-friendliness and
accuracy of the software. If the minor update imposed
the increase of version follows.
2.3.3. Work Products and Documentation
The single document titled Version Revision
History will be the reference of all revisions done on the
software even the past and original features of the first
concept of the system.
2.4.
Configuration Status Accounting
The proponents will enlisted the different ways to
communicate with the project team members and client
regarding change concerns.
2.4.1. Description
 Verbal Communication
Through follow-up meetings of the project team
and the client, there will be a discussion of the
changes might be happen to the software. It is
necessary to discuss because some changes are
Restaurant Management System – HRMS
Page 120
inputs and proposition of the clients which are
necessary to know if that changes are imposed on
the system. This is also to inform the client that
another version was created for them to utilize.
These
follow-up
meetings
are
part
of
the
maintenance service of the HRMS for the client.
 Software Help Window
On the software, it indicates the changes or the
versions of the software. It also includes on how the
software can manipulate by using the modules or
components of it.
 Documentation
The documentation is the evidence of the
software development and by this, the client will
know the changes and revisions imposed to the
software.
2.4.2. Work Products and Documentation
3.0.
-
Verbal Communication
-
Software Help Window
-
Documentation
Software Quality Assurance Overview
The information regarding the Software Quality Assurance will
be elaborated mote to Software Quality Assurance (SQA) Plan.
SQA focused and discussed on management issues of the
software and process activities to ensure that the system does on
the right and planned way. SQA provides client a right track by
stipulating software quality assurance.
Scope and Intent of SQA Activities
The following are the main objectives of the SQA.

Quality Management Approach

Software Engineering Technology
Restaurant Management System – HRMS
Page 121

Formal Technical Reviews

Multi-Testing Strategy

Software Documented Changes Control

Software Development Standards Compliance
Reviews and Audits
The Formal Technical Review (FTR) is an elicit software
quality assurance activities performed by software engineers. The
objectives are:
1. To fix errors in HRMS function, logic and accuracy on its
presence in the software.
2. Verification point to make sure that the software meets the
requirements, needs and satisfaction of the client.
3. To ensure that the software meets the predefined
standards and quality.
4. To make the software be more manageable, user-friendly,
accurate, effective and maintained.
3.1.
Generic Guidelines
ISO 9001 is a quality assurance standard that applies
software engineering and the 20 requirement have been
delineated. The proponents will try to pursue the following
standard as part of the HRMS quality assurance plan.

Management Responsibility

Quality System

Contract Review

Design Control

Document and Data Control

Purchasing

Control of Customer Supplied Product

Product Identification and Trace Ability

Process Control

Inspection and Testing
Restaurant Management System – HRMS
Page 122

Control of Inspection, Measuring and Test Equipment

Inspection and Test Status

Control of Non-Conforming Products

Corrective and Preventive Action

Handling, Storage, Packaging, Preservation and
Delivery

Control of Quality Audits

Training

Servicing

Statistical Techniques
3.1.1. Conducting of Interview
For the changes, the proponents have done the
project team and client’s review.
The client is necessary to give inputs about the
changes, since on the first place, they are the head of
the project same with the requirements and the budget.
The inputs must be firstly be given by the client. For the
additional or better features, the client claims to replace
the older one. Then the proponents must have the
review for the client’s needs and meet up for the
changes which are possible to implement, improve or
retain as the same.
3.1.2. Roles and Responsibilities
This section consists of the project team
members including the responsibilities:
Project Manager /
Business Analyst:
Clint Marty B. Villaseñor
System Analyst:
Billy O. Ramirez
Lead Programmer:
Felnor M. Palce
Document Specialist:
Cherry Mae T. Riña
3.1.3. Review Work Product
Restaurant Management System – HRMS
Page 123
The proponents have a weekly meeting with the
adviser, Mr. Andrew U. Dela Cruz for the update of the
system development and documentation progress.
The weekly meeting is documented to Log Form 4
which includes the date and time of the meeting, all
topics discussed and the problems and work must be
improved.
The project team also conducted a scheduled
meeting to inform each other about the changes and
progress of the system. It is necessary to be
cooperative and coordinated to make each other
aware.
All of the documentation activities including the
date and time are documented in project timeline. By
this, the client and project team will know the schedule
of each activities and if those activities comply on time.
3.2.
Formal Technical Reviews
The FTR are conducted by the proponents during the
software development process.
-
Software Inspection
-
Consultation
Each interface that will be designed by the proponents
will undergo testing of its transitions. The proponents will setup a meeting for each member including the client to give
inputs and suggestions.
Description of Software Inspection Review
Software Inspection is a software review for its
effectivity, correctness and maintainability. It includes the
interface design, design specification, forms and database of
the system. This will test the integration of the system if it is
working and transiting properly.
Restaurant Management System – HRMS
Page 124
Description of Consultation
Consultation refers to the inputs and proposition of the
client and the proponents themselves regarding some
additional or revised features that will suit to the organizational
needs. If there are changes or improvements occur,
consultation must be imposed to make other members aware
about the development of the system.
3.2.1. System Specification Review
The system specification of HRMS is fixed and
constant especially to the platform of database which
is MS SQL and platform for the software development
which is Java Language application furthermore it is
required by the PEC of the IT Department. But for more
elaborated and précised information about system
specification, please see the system specification
documentation.
3.2.2. Software Project Plan Review
The purpose of the Software Project Plan is to
look over the whole project and to the accuracy and
effectivity of the software. For more precise and
elaborated information regarding this issue, please
refer to the Software Project Plan section.
3.2.3. RMMM Review
RMMM, is the risk mitigation, monitoring and
management which prevents, monitor and manage the
risks might or possibly occur to the software. Please
refer to the “RMMM” section for more detailed
information.
3.2.4. Requirement Reviews (Models, Specification)
Restaurant Management System – HRMS
Page 125
It stated the date requirements and specification
of the software. For more detailed information, please
refer to the “Requirement Plan” document.
3.2.5. Data Design Review
The Data Design is about the data flow between
each form (interface) and to the database. For
Architectural Design, please refer to “Architectural
Design” section.
3.2.6. Architectural Design Review
The Architectural Design documents the whole
design project, layout and dataflow. For more
information regarding the Architectural Design, please
see the “Architectural Design”.
3.2.7. Interface (GUI)
To meet the requirements of the client, the
proponents must include the procedures and process
of the Human Resource Management as the extents of
the software. About the interface, the proponents must
have
only
1
design
interface
including
other
subsystems for uniformity. But the interface is still on
progress and not yet finalized. The front-end of the
software is a Java Netbeans Platform as a medium of
interface development.
3.2.8. Component Design Review
HRMS is on design phase as of now, but the
proponents already planned all the components and
the extents of the software. But as of now, the
proponents can say that the design will be objectoriented which can easy to understand and utilized by
the users.
3.2.9. Code Review
Restaurant Management System – HRMS
Page 126
Not applicable yet.
3.2.10.Test Specification Review
Please see “Test Specification” but not yet
applicable as of now.
3.2.11. Change Control Review and Audits
Change control review is necessary to know if
the change can be imposed or not depending on the
usability and purpose of the change. It must be
discussed by the team members to elaborate the
changes imposed by the client or even the comembers of the project team. It must be properly
implemented and apply to the software. The time and
cost must be considered upon imposing changes,
even the team members who might be assigned to do
the changes. Of the change approved, it will be done
accordingly and on-time. The change is also
necessary to be documented as a reference of project
development
3.3.
SQA Audits
 Team members have a weekly meeting with the
adviser and reporting the progress of the system
development
and
documentation.
Each
of
the
members has a documentation of the tasks already
finished and documented on the project timeline.
 Any changes and improvement on the software
development must be discussed with other team
members including the client. For the minor and major
revisions,
bugs
fixing
and
software
features
development, it must be consulted first to the client as
a head of the project and producer of requirements and
budget of the project.
Restaurant Management System – HRMS
Page 127
3.4.
Problem Reporting and Corrective Action / Follow-up
The locale will describe the problem reporting
mechanism that might occur as a consequence of the FTR
that are conducted and the means for corrective action,
follow-up and management.
3.4.1. Report Mechanism
As a report mechanism, the proponents used a
method of follow-up meetings to inform each member
about the progress and changes of the software
development. It is more formal and verbal that the
proponents can consult to the client directly and for the
clients to suggest inputs and additional features
directly to the proponents.
3.4.2. Responsibilities
Each members of the project team has tasks to
observe and to be responsible with. The PEC required
that the project team must have a project manager to
manage the team but it doesn’t mean that all of the
decision-making procedures will be decided only by the
PM although it is necessary for the PM to have a
straight-forward decision-making, all of the members
must be decide with something and as one for a unified
decision. By this, it will show coordination and
cooperation.
Project Manager /
Business Analyst:
Clint Marty B. Villaseñor
System Analyst:
Billy O. Ramirez
Lead Programmer:
Felnor M. Palce
Document Specialist:
Cherry Mae T. Riña
3.4.3. Data Collection and Valuation
Restaurant Management System – HRMS
Page 128
To
conduct
software
quality
assurance
accordingly and properly, all data regarding software
engineering and development process must be
collected, evaluated, disseminated and documented.
By these procedures, it will help improve the quality
and effectivity of the software.
The project is still on progress and planning.
The proponents don’t yet have the prototype but
already
been
drafted
the
possible
design
in
consideration of the clients business needs. After the
development process, the proponents will undergo
defense of the software to know all possible add-ons,
feedback and errors to improve.
3.3.
SOFTWARE QUALITY ASSURANCE PLAN
Restaurant Management System – HRMS
Page 129
1.0.
Introduction
The locale will discuss the overview of Software Quality
Assurance (SQA) Plan for the proponents’ Human Resource and
Management System (HRMS).
SQA plan delivers thoroughfare for introducing the software
quality assurance plan. The proponents created SQA Plan stencils
for different SQA activities while the software development is on
process.
1.1.
Scope and Intent of SQA Activities
The following are the objectives of SQA:
 A value and quality management plan
 Effective software engineering procedures
 A procedure to assure acquiescence to the client’s
requirements and organizational needs.
 Formal Technical Review
 Control and regulating the documentation including the
alterations
1.2.
SQA Organizational Role
The proponents are relatively small team and
composed of only 4 members. The project team are actually
used a Pre-Arranged Structure of organizational Role.
RMS – HRMS Organizational Pre-Arranged Structure
Business Analyst
System Analyst
RMS - HRMS
Project Manager
Lead Programmer
Document Specialist
Project Manager /
Restaurant Management System – HRMS
Page 130
Business Analyst:
Clint Marty B. Villaseñor
System Analyst:
Billy O. Ramirez
Lead Programmer:
Felnor M. Palce
Document Specialist:
Cherry Mae T. Riña
The project team are appointed or pre-arranged
according to the knowledge and experiences of each
proponent. This structure of the proponents has advantages
and disadvantages.
The advantages are:

The proponents have an ease to contact each
other regarding the system development.

The issues about the policy making among the
members and having four members are easy to
rule due to its number.

There is an ease to distribute tasks among
members.

Easy to track if there is an appointed or
scheduled meeting.
The disadvantages are:

There are some quite of problem regarding the
tasks given, it doesn’t follow the schedule
appointed to each member.

The financial issues regarding the software
development.

There is lot of tasks distributed to each
memberwhich make it hard to finish on time
according to the set schedule. Work and time
delays are the result of having few members.
But
despite
of
having
these
advantages
and
disadvantages, the proponents still devour initiative and
perseverance to furnish every task. And as a unified team, the
Restaurant Management System – HRMS
Page 131
proponents will do the entire task as much as possible until it
reaches the end of the termination process of the software
development.
Quality assurance plan will help to eliminate errors by
tracking and chasing it. If that so, changes will imposed to
eliminate the errors one-by-one and improve the software
contents.
The
errors
will
be
discovered
during
the
requirements, planning and design phase but by monitoring
the development, the proponents can achieve the goals and
objectives. The testing stage is still expectable; this is a reflex
of software development to test its effectivity until it has been
fully developed and ready for utilization.
2.0.
SQA Tasks
The following enlisted below are the SQA tasks to guide the
proponents in giving software a quality assurance.
 Pre-Arranged Method
 Contact with the Client
 Requirements Review
 Subject Research
 Generic and effective design details.
2.1.
Tasks Overview
The locale will discuss the tasks that extend to product
quality assurance control, saving design time and cost,
minimizing the errors and problems including the data flow.
2.2.
Standard, Practices and Conventions (SPC)
Pre-Arranged Method
 The project team is grouped into 4 members. Each
member is appointed according to its knowledge and
capabilities. But the proponents ensure that the tasks are
equally distributed to avoid the unfairness among
members. Each of the members has the right to suggest,
Restaurant Management System – HRMS
Page 132
to decide and to lead. Each of the members are given the
authority to provide insights, inputs and propositions in
order to develop a HRMS effectively and accurately.
Contact with the Client
 The proponents actually contact the client irregularly.
The proponents ask the client’s proposition on the time
of the interview, and in the follow-up interview. In the
time of interviews, the client provides the requirements,
information and problems regarding the restaurant’s
human resource management activities. But not only
the restaurant’s manager that where the proponents
interviewed, even the human resource staff gave
inputs about the extents of the human resource.
Here isthe time table of the client-proponents meeting.
Meeting Date
Discussions / Subjects
Company
Time
Interview:

Company’s Overview and
Background
July 7, 2014

Details of the Company

Human
resource
management procedures

Problem regarding HRM

Features
Chesa Bianca
Restaurant
3pm-5pm
and
requirements
Follow-up Interview:
July 21, 2014

Human
resource
management procedures

Chesa Bianca
Restaurant
3pm-5pm
Problems regarding HRM
Restaurant Management System – HRMS
Page 133

Company
policies
and
human resource rules and
regulations

Suggestions of the client
regarding the proposed
HRMS

Request
for
the
supporting
documents
from the client.
Consultation / 2nd Opinion

August 28, 2014
Asking
for
the
inputs
regarding
the
created
WBS
the
system
or
objectives and scope.

Giving add-ons regarding
HRMS
particularly
Bestlink
College of the
Philippines
6pm6:30pm
activities
the
post-
employment.
Requirements Overview
Reviewing of the requirements given by the client is
very necessary because this will be the basis of software
development initialization. The client give the inputs, problems
and needs regarding HR experiences and by that the
proponents can proposed a software that can ease the
process of the HR department. It must be considered and be
included on the software design procedures to make it easy
for them to understand and utilized. The requirements can
also be included on the objective or scope of the software as
a guide on its development.
Subject Research
Restaurant Management System – HRMS
Page 134
The proponents might have a limited knowledge
regarding human resource. Having the interview or meeting
with the client is not enough to acquire knowledge regarding
these procedures. The proponents must do a research also to
gain facts regarding human resource management. The
research may include the related literature or human resource
reference like books and manual. It can also be a past project
study or software that also composed of project team who
done the same software as the proponents do. There is a lot
of ways to acquire knowledge regarding HRM that can be
included as the extents or the scope of the software.
Generic and Effective Design Details
After gaining knowledge and literature regarding HRM,
it can help the proponents to have an ease to create design
details of the software. The knowledge regarding the subject
was already been there and discussed. Furthermore, the only
thing that the proponents can do with that knowledge is to
apply those ideas into design procedures.
2.3.
SQA Resources
Software quality assurance ought to be plan well to
formulate assurance for the clients with regards to software
quality and effectiveness. To achieve quality product, the
project team must acquire resources to develop a better and
quality product.
The enlisted below are considered as the project
team’s resources to achieve quality software.
 Client
This resource will be a huge help through the
entire software development. Client is considered as
Restaurant Management System – HRMS
Page 135
the supporter or the framework of the project and can
financially sustain its expenditures. Client will be one of
the dependents of the software once it is already been
developed to support the business operations it
managed.
The client considered as stakeholder hence the
source of the requirements and the business process
that is required to initiate the software development.
The project team must acquire knowledge about the
foundations, compositions and rules of the business
process that is going to be the main content of the
software. That knowledge stated on this context
regarding the requirements, business process and
rules, foundations and compositions including features
will be imminent from the client. The client is
considered as one of the important factor and
resources to have quality software which the project
team can ever be develop.
 Project Team
To develop quality software, each member of
the project team must possessed willingness and
knowledge on developing software. Project team must
have initiative to finish every deliverables and tasks to
achieve certain goals. Software development must be
well-planned
by
the
project
team.
All
of
the
requirements and business processes and rules must
be well collected and followed in accordance to the
client’s preferences and indicated in the software.
3.0.
Reviews and Audits
Restaurant Management System – HRMS
Page 136
The Formal Technical Review (FTR) is an elicit software
quality assurance activities performed by software engineers. The
objectives are:
1. To fix errors in HRMS function, logic and accuracy on its
presence in the software.
2. Verification point to make sure that the software meets the
requirements, needs and satisfaction of the client.
3. To ensure that the software meets the predefined standards
and quality.
4. To make the software be more manageable, user-friendly,
accurate, effective and maintained.
3.1.
Generic Review Guidelines
3.1.1. Conducting Reviews
Review is done into two related areas, review
circumstances with the client and with the project team.
The changes may affect the client regarding the
software development. When the software already
furnished, the client will utilized the product. The result
will be the fact on how the client will be affected by the
product. The proponents must consult the client to
make sure that the requirements are included or not
depending to the purpose of the requirements. If there
are changes, it must be consulted first with the team. It
must be a unified decision between the members
regarding the circumstances. It must be coordinated
and at the same time, each member do not bypassed
each other’s position.
3.1.2. Roles and Responsibilities
This section consists of the project team
members including the responsibilities:
Project Manager /
Restaurant Management System – HRMS
Page 137
Business Analyst:
Clint Marty B. Villaseñor
System Analyst:
Billy O. Ramirez
Lead Programmer:
Felnor M. Palce
Document Specialist:
Cherry Mae T. Riña
3.1.3. Review of Work Product
The proponents have a weekly meeting with the
adviser, Mr. Andrew U. Dela Cruz for the update of the
system development progress and documentation
progress. The weekly meeting is documented to Log
Form 4 which includes the date and time of the
meeting, all topics discussed and the problems and
work must be improved.
The project team also conducted a scheduled
meeting to inform each other about the changes and
progress of the system. It is necessary to be
cooperative and coordinated to make each other
aware.
All of the documentation activities including the
date and time are documented in project timeline. By
this, the client and project team will know the schedule
of each activities and if those activities comply on time.
3.2.
Formal Technical Reviews
The FTR are conducted by the proponents during the
software development process.
-
Software Inspection
-
Consultation
Each interface that will be designed by the proponents
will undergo testing of its transitions. The proponents will setup a meeting for each member including the client to give
inputs and suggestions.
Description of Software Inspection Review
Restaurant Management System – HRMS
Page 138
Software Inspection is a software review for its
effectivity, correctness and maintainability. It includes the
interface design, design specification, forms and database of
the system. This will test the integration of the system if it is
working and transiting properly.
Description of Consultation
Consultation refers to the inputs and proposition of the
client and the proponents themselves regarding some
additional or revised features that will suit to the organizational
needs. If there are changes or improvements occur,
consultation must be imposed to make other members aware
about the development of the system.
3.2.1. System Specification Review
The system specification of HRMS is fixed and
constant especially to the platform of database which
is MS SQL and platform for the software development
which is Java Language application. Furthermore it is
required by the PEC of the IT Department but for more
elaborated and précised information about system
specification, please see the system specification
documentation.
3.2.2. Software Project Plan Review
The purpose of the Software Project Plan is to
look over the whole project and to the accuracy and
effectivity of the software. For more precise and
elaborated information regarding this issue, please
refer to the Software Project Plan section.
3.2.3. RMMM Review
RMMM, is the risk mitigation, monitoring and
management which prevents, monitor and manage the
risks might or possibly occur to the software. Please
Restaurant Management System – HRMS
Page 139
refer to the “RMMM” section for more detailed
information.
3.2.4. Requirement Reviews (Models, Specification)
It stated the date requirements and specification
of the software. For more detailed information, please
refer to the “Requirement Plan” document.
3.2.5. Data Design Review
The Data Design is about the data flow between
each form (interface) and to the database. For
Architectural Design, please refer to “Architectural
Design” section.
3.2.6. Architectural Design Review
The Architectural Design documents the whole
design project, layout and dataflow. For more
information regarding the Architectural Design, please
see the “Architectural Design”.
3.2.7. Interface (GUI)
To meet the requirements of the client, the
proponents must include the procedures and process
of the Human Resource Management as the extents of
the software. About the interface, the proponents must
have
only
1
design
interface
including
other
subsystems for uniformity. But the interface is still on
progress and not yet finalized. The front-end of the
software is a Java Netbeans Platform as a medium of
interface development.
3.2.8. Component Design Review
HRMS is on design phase as of now, but the
proponents already planned all the components and
the extents of the software. But as of now, the
proponents can say that the design will be objectRestaurant Management System – HRMS
Page 140
oriented which can easy to understand and utilized by
the users.
3.2.9. Code Review
Not applicable yet.
3.2.10. Test Specification Review
Please see “Test Specification” but not yet
applicable as of now.
3.2.11. Change Control Review and Audits
Change control review is necessary to know if
the change can be imposed or not depending on the
usability and purpose of the change. It must be
discussed by the team members to elaborate the
changes imposed by the client or even the comembers of the project team. It must be properly
implemented and apply to the software. The time and
cost must be considered upon imposing changes,
even the team members who will might be assigned
to do the changes. Of the change approved, it will be
done accordingly and on-time. The change is also
necessary to be documented as a reference of project
development
3.3.
SQA Audits

Team members have a weekly meeting with the
adviser and reporting the progress of the system
development
and
documentation.
Each
of
the
members has a documentation of the tasks already
finished and documented on the project timeline.

Any changes and improvement on the software
development must be discussed with other team
members including the client. For the minor and major
revisions,
bugs
Restaurant Management System – HRMS
fixing
and
software
features
Page 141
development, it must be consulted first to the client as
a head of the project and producer of requirements and
budget of the project.
4.0.
Problem Reporting and Corrective Action / Follow-up
The locale will describe the problem reporting mechanism that might
occur as a consequence of the FTR that are conducted and the
means for corrective action, follow-up and management.
4.1.
Report Mechanism
As a report mechanism, the proponents used a method
of follow-up meetings to inform each member about the
progress and changes of the software development. It is more
formal and verbal that the proponents can consult to the client
directly and for the clients to suggest inputs and additional
features directly to the proponents.
4.2.
Responsibilities
Each members of the project team has tasks to
observe and to be responsible with. The PEC required that
the project team must have a project manager to manage the
team but it doesn’t mean that all of the decision-making
procedures will be decided only by the PM although it is
necessary for the PM to have a straight-forward decisionmaking, all of the members must be decide with something
and as one for a unified decision. By this, it will show
coordination and cooperation.
Project Manager /
4.3.
Business Analyst:
Clint Marty B. Villaseñor
System Analyst:
Billy O. Ramirez
Lead Programmer:
Felnor M. Palce
Document Specialist:
Cherry Mae T. Riña
Data Collection and Valuation
Restaurant Management System – HRMS
Page 142
To conduct software quality assurance accordingly and
properly, all data regarding software engineering and
development
process
must
be
collected,
evaluated,
disseminated and documented. By these procedures, it will
help improve the quality and effectivity of the software.
The project is still on progress and planning. The
proponents don’t yet have the prototype but already been
drafted the possible design in consideration of the clients
business needs. After the development process, the
proponents will undergo defense of the software to know all
possible add-ons, feedback and errors to improve.
4.4.
Statistical SQA
May not or not yet applicable.
5.0.
Software Process Improvement Activities
Determining Factor for Software Quality and Organizational
Effectiveness
People
Product
Organizationa
l Condition
Client
HRMS
Process
Software
Developmen
t and
Environment
Technology
5.1.
Goals and Object of SPI
Restaurant Management System – HRMS
Page 143
Here are the enlisted goals and objectives of SPI
1. All errors and faults are characterized by its origin (e.g.
flaws in design and system specification, flaws in logic and
transitions and non-compliance to standards).
2. To record the précised errors and flaws of the software.
3. Categorized counted number of errors and defects and
order it according to the severity.
4. The plans will developed as the errors and defects are
already identified in order to reduce or eliminate the
frequency of the occurrence and to modify the software.
Fields
%
Reason
Coding for software are very crucial
and sensitive. Having a correct source
Codes
30%
coding during the programming of the
software will cause it to work properly
and accurately.
Logic will follow if the codes are
correct
Logic
20%
and
accordingly.
Correct
source coding will achieve the correct
logic and
transitions of
different
interfaces.
Interface is one of the important =. It
acts as the face of the software. This
is the area where the user interacts
with the software. It is very important
Interface
20%
to design an interface according to the
level of understanding of the user. It
must
consider
the
user-friendly
attributes of an interface to make it
easier for the user to utilize software.
Restaurant Management System – HRMS
Page 144
Software’s one of the feature is the
level of capacity of the software to
handle data. It involves a lot of data
that the software is necessary to store
and retrieve. It must be accurate to
Data Handling
15%
avoid loss of data. Data handling must
be work together with the interface to
show if the logic between are exact
and right. It must be a huge database
in order to carry a lot of data that the
user will be inputted and store.
Having
a
working
and
beautiful
interface design is not enough to call
Standard
10%
a system an effective one. It must fall
into standard provision to make an
assurance that the software is really
working and quality-imposed.
Requirements
are
the
resources
coming from the client. The reason for
project development is the client. The
project team will be the head of
designing and developing a system
but it must also be consulted to the
Clients Requirements
5%
client
about
software’s
the
design
changes.
must
also
The
be
consulted, for them to give inputs
because they will be the one who can
utilize the product. The proponents
must
give
considerations
to
the
requirements, problems and business
Restaurant Management System – HRMS
Page 145
rules of the client as one of the extents
of this software.
Error Graph
Client's
Requirements
5%
Standard
10%
Codes
30%
Data Handling
15%
Interface
20%
5.2.
Logic
20%
SPI Tasks and Responsibilities
Since the proponents have only 4 members, each
members will take over the responsibility of SPI activities.
Each of the members has its own responsibilities in the
deliverables and task assigned to. According to the roles and
responsibilities, it states the roles of each member with
counterpart responsibilities designated to.
The software processing will be possible by this project
team. Villaseñor is the project manager and business analyst.
This member has a dual responsibility which is to lead the
team and to study the human resource rules and process of
the client’s business. Consequently, Villaseñor will relay all
Restaurant Management System – HRMS
Page 146
the details to its member to initiate the plan for Human
Resource
Management
software.
The
documentation
specialist will declare all the details of the plan, requirements,
related studies, problems, solutions and other information as
an evidence of software development and study. This task is
assigned to Riña. Then the system analyst (Ramirez) which
considered as the architect of the software will plan the
software development design. Afterwards it would be
translated into an actual interface and software and that would
be in the exertion of the lead programmer (Palce). The project
team is a small team but enclosed with vast responsibilities.
6.0.
Software Configuration Management and Overview
During the software development, it is normal to have errors
and defects while it is on progress. The only thing to minimize it was
to create planning management. SCM is develop to identify the
changes, control the changes, classify the changes according to its
purpose, implement and improved changes. It is also necessary to
control the number of changes to avoid the cost of time and money.
Furthermore, changes are necessary to be documented and report
it to the project team including the client. For more information
regarding SCM plan, please refer to “Software Configuration Plan”
document.
7.0.
SQA Tools, Techniques and Methods
By the unified decision among the project team, the SQA are
deliberated. The proponents will use software and requirements
review, logical and coding error tracking and follow the standards as
the proponents organizational structure, responsibilities, procedures,
processes and resources for implementing quality management. But
the fact is that the project team was really out of the schedule due to
the other responsibilities and priorities. Furthermore the tasks given
to every member are not furnished on time due to lack of initiative
Restaurant Management System – HRMS
Page 147
sometimes. But still, the proponents can furnish the tasks though it
is out of the schedule.
3.4.
SYSTEM SPECIFICATION
1.0.
Introduction
The main purpose of HRMS is to help the restaurant and other
firms ease the entire process of the HR management. HRMS will
take over the manual process of HR activities which are based on
the company needs and requirements. The locale will discuss the
system specification of HRMS application for the company to cope
with and must follow. Furthermore, it discusses the different
requirements, equipments and peripherals where the HRMS
develops including the software, database and the architecture.
1.1.
Goals and Objectives
The rationale of this project study is to develop
software that could automate the different HR activities and
processes of the HR department. The objectives of HRMS are
the following:
 Security of all confidential files and real audit trailing.
 Personalized interface for different HRMS users.
 Free-format report generation or report customization
for fast and accurate report generation.
 Analytical or graphical report presentation of different
HR summary reports.
 To minimize manual working process of most of the HR
activities.
 To
maximize
employees
productivity
and
the
knowledge of the employees regarding of using the
software technology application.
1.2.
System Statement of Scope
Restaurant Management System – HRMS
Page 148
The general statement of intent and extent is endowed
on this locale. The HRMS is a software apportioned to
systematized the different HR activities (as referred to Project
Scope) to minimize the manual process, to secure and
maximize the data handling and efficient and reliable
employee records reporting. The system facets and aspects
will be discussed furthermore on this part of the study.
1.2.1. General Requirements
The general requirements are conversed in this
vicinity of HRMS.
 An approach on which the HR Department could
minimize the manual process of HR activities.
 An approach on which the HR department could
computerized and systematized an employee
information and profile handling including the
attendance monitoring, leave and absenteeism
managing, retention and evaluation.
 A manner on which the HR department could
organize the manpower hiring plan and the
available positions.
 A manner that the HR department could access
the personalized interface base on what type of
user they are.
 A means on which HR department could
generate report that the staff need to compile
based on the necessity of the superior or the
company or customization of reports depending
on what are the components must be included.
 An approach on which the system required on
HR Department must comprise a maximum
Restaurant Management System – HRMS
Page 149
level of security by means of users’ login and
audit trailing.
 Personalized Screen or Interface depending to
the user of HRMS
 Import and Export of database capabilities of
the HRMS
 Timely Free Format Report Generation or
Report Customization depending upon the user
needs.
 Analytics or Graphical Report presentation for
percentage, quantity or statistical report.
 Android Application for easy accesses for the
users.
Interface Enhancements
The PEC required every project study to
develop personalized interfaced for different types of
users. The proponents must adopt the requirements of
the PEC and challenge the software development
which
the
proponents
must
accept.
Having
personalized interface should help the users to
navigate the software easily and can adapt to the level
of knowledge of the users. This interfacing could be a
user-friendly
and
manageable
for
every
user.
Personalized interfacing will also avoid the users from
manipulating the restricted part of the system. It can
keep the users away from accessing the interface
which are accessible only for the administrator
including the confidential reports away from those
prying and interfering users.
Restaurant Management System – HRMS
Page 150
Database Administrative Interface
The database is the storage of information being
compiled from gathered data imminent from different
sources. It is the source where the reports and records
were being retrieved. HRMS database will be
accessible
only
for
the
HR
Manager
or
the
administrator of the software application who assigned
for report generation. HRMS database will be
developed using the MS SQL Server 2012. It is the
database created by Microsoft Company. It is widely
use among the world by its effectivity and wide range
capacity to store data.
It is a powerful and reliable free data
management system that delivers a rich and reliable
data store for lightweight Web Sites and desktop
applications. Designed for easy deployment and rapid
prototyping, this download includes support for
Sysprep, Microsoft's System Preparation Utility for
Microsoft Windows operating system deployment.
Supported Operating System
Windows 7, Windows Server 2008 R2,
Windows Server 2008 Service Pack 2, Windows Vista
Service Pack 2
 32-bit systems

Computer with Intel or compatible 1GHz or
faster processor (2 GHz or faster is
recommended.)
 64-bit systems

1.4 GHz or faster processor
 Minimum of 512 MB of RAM (2 GB or more is
recommended.)
Restaurant Management System – HRMS
Page 151
 2.2 GB of available hard disk space
Training
Before the implementation of the HRMS, project
team is already aware that some of the HR Staffs and
Employees are not erudite on using applications. It is
necessary to set a schedule for training of the users of
HRMS for them to gain knowledge and enjoy the
HRMS in managing human resource.
1.3.
System Context
Human Resource Management System is still on
development process. This will benefit the staffs and
employees of the Human Resource Department of the
restaurant even in the other firms. The synchronized
utilization of this product will be an issue for the execution and
the performance of the HRMS. Moreover, if HRMS would be
triumphant, it could lead in supporting the HR activities and
processes effectively and could apply into other future
support.
1.4.
Major Constraints
Time
The proponents are actually running out of the
schedule due to other priorities and responsibilities such as
work and other activities. The group consists only of 4
members to fulfill such multiple tasks given and assigned.
Assigned tasks are very difficult to finish on time but still, the
proponents work it on to make the tasks furnished and
accomplished.
Cost
The project team is composed of four members only
and one of its problems is the financial expenditures of the
project. As of now, the proponents take over the costings and
Restaurant Management System – HRMS
Page 152
financial budgeting of the project development. There are
several items, software and equipments that would be
included on the list of budgeted expenditures. But the costing
and financial report would be stated on the Project Budget part
of the documentation. It declares all items, the description of
the items and the estimated cost of the items.
2.0.
Functional Data Description
This milieu will discuss the overall system functions of HRMS,
including the processes of its operation.
2.1.
System Architecture
2.1.1. Architecture Model
Restaurant Management System – HRMS
Page 153
2.1.2. Current Subsystem Overview
The system overview was indicated on this
locale will be as per module or components of Human
Resource Management System. This was similar to the
Restaurant Management System – HRMS
Page 154
objective indicated on the WBS content but it was
elaborately explained.
Login Form
Every system development must possessed a
level of security and the login security is one way to
secure the software from unauthorized and prying
users. Login consists of drop down users which are
recorded and retrieved from the database. And as the
user select its username, password will proceed to be
filled. If the user is new, there is a part of login form
where the new can add or register itself as a user of
the software. it is necessary to fill-up the required
information needed to make registration successful.
Pass has only 3 attempts and after that attempts
cancellation of the transaction or process will be
followed. If the user forgets its password, there is a link
where they can answer some questions or image to
solve for them to access the software.
Main Form
The HRMS main form consists of 5 modules:
Pre-Employment, Employee Profile, Staffing, Post
Employment and Reports. Every component are based
on the research and interview conducted by the
proponents regarding the different activities of human
resource department. The components which the
proponents have comprised on HRMS are as to the
best knowledge and ideas of the proponents. Every
component composed of different human resource
activities and processes from pre-employment to postemployment as well as the reports retrieved from the
database which are necessary to submit to the top
Restaurant Management System – HRMS
Page 155
management regarding the current employees’ status.
Aside from the 5 modules, there are menu tabs, button
bar and footer to make the interface more appealing
and easy for the users.
The following are the five (5) modules or
components of the Main Form.
1. Pre-Employment
This module or main component consists
of the following subsystem or human
resource activities commonly worked in
the HR department.
Vacancy Information
HRMS interface has a portion for
advertisements for the new job vacancy.
The Administrator or the HR Head is the
main controller of the software who’s the
head for posting the new vacancy on the
footer or advertisement panel. It will be
viewed to the interface of the HR Staffs
for them to advertise the new vacancy on
the firm or restaurant’s agency partner,
newspapers or post to the bulletin for the
walk-ins.
Interview
The interview has 3 phases: Initial
Interview,
Examination
and
Final
Interview. The Initial Interview is the first
among the 3 phases on which the
applicant must be pursue to proceed on
the next two phases. If an applicant
passed
Restaurant Management System – HRMS
the
initial
interview,
the
Page 156
advancement to the examination will
proceed. If the applicant failed, they can
try other open positions where they can
meet the qualifications. The examination
will be on the HRMS already and the HR
Staff can record the result on the
examination form itself. If the applicant
passed, it will verbally notify regarding
the result and automatically proceed to
final interview where the applicant is
interviewed
by
the
Manager
or
Department Head. Once the applicant
passed, it will be requested to compile
and submit the following requirements in
one week time before the official start of
the 3 days training and the official work.
On
the
interview
subsystem,
during the initial interview proper, the HR
Staff will record the applicant information
for the record purposes. HRMS will
record the applicants who passed on the
Initial Interview, Examination and the
Final Interview. When an applicant
passed the Initial Interview but failed on
the examination and final interview, or
failed on the examination but passed on
Initial Interview, the applicant can be
given a chance to be an on-call or
occasional employee if there is an event
or catering services. This applicant will
be remunerated or compensated after
Restaurant Management System – HRMS
Page 157
the
conducted
events
or
catering
services.
Regarding with the OJTs, the
HRMS will also record their profiles.
OJTs are considered to be as employees
or work force of the company because
they are trained to gain knowledge and
experiences on different work fields.
Same with the regular employees, OJTs
also undergo same due process. The
OJTs will passed resumes and undergo
initial interview or assessments and
training. Furthermore, as soon as the
OJTs graduated, they can back to the
firm then continue the phases because
they are already recorded and trained on
the firm.
2. Employee Profile
Adding of New Employee
When the applicant passed the 3
phases, it will be recognized as an official
employee of the business firm. It will be
added as a new employee on HRMS and
record the information regarding to the
new
employee
including
the
basic
information, employee ID, position ID,
department,
working
schedule,
beginning and end of service, benefits,
retention, tax requirements submitted
and 201 files.
Restaurant Management System – HRMS
Page 158
After the recording, if there is an
update
regarding
the
following
information, the HR Staff can rely on the
Update of Employee Profile menu which
is also include on the Employee Profile
module or component.
3. Staffing
Employees Monitoring
This
subsystem
monitors
the
attendance, lates and absenteeism and
the leave applications and balances.
Regarding with the attendance, HRMS is
connected to a biometric to record the
time in and time out of the daily work of
an employee. The computations of the
daily attendance are not already under
the extents of HRMS but instead, it is on
the
Payroll
System,
including
the
deductions of monthly / semi-monthly
contributions, tax and etc. It is the record
only which the HRMS consists. The
records of lates and absences are also
on the HRMS extents excluding the
deductions with regards to the lates and
absences committed by an employee.
Leaves are also part of the process
needed to be monitored especially to the
remaining balances where an employee
can only be availed including the leave
applications.
Evaluation
Restaurant Management System – HRMS
Page 159
Evaluation is another part of
HRMS, where the list of probationary
employees are enlisted, likewise to the
evaluation of HR Heads / Staffs and the
Manager to the probationary employees
for them to remain its loyalty, as assets of
the company and its stability of tenure.
HRMS will be composed of evaluation
form for the evaluation where there is a
space for the result and assessments.
4. Post-Employment
Retirement
Almost
of
those
employees
reaches the retirement years and it may
vary depending on its age of retirement
and this may considered as Regular and
Early Retirement. Regular retirement
entails the retirement at exactly 65 years
old while the early retirement entails the
retirement at age of 64 and below. These
retirees will receive back pay from the
company depending to the years spent to
serve the company.
Termination
Termination can be vary as end or
termination of contract on which the
employee reaches its end of working
period according to the contract it signed
and the forced termination where an
employee commits criminal cases, doing
things which are actually against the law
Restaurant Management System – HRMS
Page 160
or rules of the company and untoward
actions against its co-workers. HRMS
can record the employees whose are
already terminated whether end of
contract
or
forced
termination.
An
employee who ends its contract will
receive a backpay which counterparts to
the period of its official working days
while the forced terminated will be
removed to the company depending to
seriousness of its actions and the offense
prearranged
and
settled
for
that
employee. In addition, the employee with
cases like that will be penalized or must
pay the damages it caused to the
coworkers or to the firm, and other
penalty might the firm given depending to
their laws and rules.
2.2.
Data Description
2.2.1. Major Data Objects
2.2.2. Relationships
2.3.
Human Interface Description
The human interface is the environment where the user
can communicate and interact with the HRMS software. The
front-end or the interface is created on the Java Netbeans
application which is object-oriented. The feature of Java
Netbeans makes the interface more user-friendly and
accurate transition.
The interface composed of 5 modules; Solution /
Hiring, Employee Profile, Staffing, Post Employment and
Reports. These are the main components of the HRMS based
Restaurant Management System – HRMS
Page 161
on the work breakdown structure developed by the
proponents.
Pre-Employment Module
This module composed of the following activities:
Manpower Vacancy Planning
Manpower vacancy planning is an activity done
before doing such hiring of employees. This includes
activities to plan the hiring process like listing down all
possible positions which are vacant to supply those
vacancies. It is also necessary to be acquainted with
the qualifications must the applicant attained to be
hired on the following vacant positions.

Records of all Position and Job Description
This is a part of manpower planning
where the entire records of all positions and
descriptions are declared and recorded.

Vacancy Information
It
includes
the
specified
positions
available for vacancy and the qualifications of
each vacant position.

Advertisement of Vacancies
This is the part of the HRMS where
notified the HR Department about the job
vacancy.
Interview
This is a part of HRMS where applicants
undergo interview and this system will get the entry of
those applicants for the notifications purposes for the
possible employment. Interview is a fundamental preemployment process and will filter the qualified
applicants to those who won’t.
Restaurant Management System – HRMS
Page 162

Initial Interview
This
includes
the
preliminary
assessment done to each applicant from the
system records. And if they got passed they will
be notified for the schedule of the next step of
recruitment – the examination.

Examination
This examination will test the knowledge
of each applicants related to job they are
applying for. This is another pace of assessment
for those interested applicants.

Final Interview
This is another pace
included on
Selection / Hiring of HR department for those
applicants. If they passed the scheduled
examinations, they immediately and verbally
notified that they are passed. And that is the
time they will commence the final interview, then
they will schedule for the orientation and
requirements submission.
Employee Profile Module
The following are the activities included of the
Employee Profile Module.
Adding of New Employee
This part includes in Employee Profile module.
This element composed of the information regarding
the newly hired employees hired including on-the-job
trainees. This incorporates the following information:
 Basic Information
 Work Schedule
Restaurant Management System – HRMS
Page 163
 Position
 Department / Posting
 Beginning and Termination of Service
 Basic Salary
 Benefits and Tax
 Retention
 Requirements Passed
 201 Files
Update Employee Profile
This part as well includes in Employee Profile
module. This part contains updating of the employees
profile for some changes or renewal of requirements
and contract for service annex, and other follow-ups
and
updates.
This
includes
the
subsequent
information.
 Basic Information
 Work Schedule
 Position
 Department / Posting
 Beginning and Termination of Service
 Basic Salary
 Benefits and Tax
 Retention
 Requirements Passed
 201 Files
Staffing Module
Staffing consist of different activities regarding the
handling and managing employees. These are the following
activities of staffing module of HRMS.
Restaurant Management System – HRMS
Page 164
Employees Monitoring
This is used to monitor the daily work activities
of the employees inside their department or posting
premises

Attendance
Attendance is one of the important things
to monitor because this is the basis of the
remuneration of the employees. This comprises
daily
time-in
and
time-out,
lates
and
absenteeism.

Leaves
Leave is a benefit that an employee can
avail anytime of the year except to the period of
the peak month where all employees are
required to work as part of management
protocol. Furthermore, the total leave days must
an employee avail are also depends to the
arrangements of HR management. All of this will
be monitored on the Leave part of the
Employees Monitoring. Leaves include:
 Maternity Leave
 Paternity Leave
 Vacation Leave
 Sick Leave
Evaluation
This is another part of Staffing module.
Evaluation will rate the performances of the employees
working to the company. This will be the basis of
employees’ appraisals and stability of tenure. Including
some employees to probationary for appraisals will
result to a psychological, mental and emotional
Restaurant Management System – HRMS
Page 165
positivity for the employee to work more and hard
because they are appreciated and valued. It is very
important to an organization to value employees
because it is considered as an asset and without them
work will be harder and success are out of reach. If an
employee feels that they are valued and esteemed
they will work hard and be stable to the company which
considers being the success of the organization.

Attendance
Attendance is one of the important
things to monitor because this is the basis of
the remuneration of the employees. This
comprises daily time-in and time-out, lates and
absenteeism.

Leaves
Leave is a benefit that an employee can
avail anytime of the year except to the period of
the peak month where all employees are
required to work as part of management
protocol. Furthermore, the total leave days must
an employee avail are also depends to the
arrangements of HR management. All of this will
be monitored on the Leave part of the
Employees Monitoring. Leaves include:
 Maternity Leave
 Paternity Leave
 Vacation Leave
 Sick Leave
Post-Employment
Post-employment is another module of HRMS. It
composed
of
Restaurant Management System – HRMS
activities
regarding
the
different
Page 166
termination of the service and the benefits. This
module includes the following activities:

Retirement
Retirement is a part of post-employment
of HRMS. Retirement is an activity where an
employee reaches their age of retirement. This
is a stage where an employee must terminate its
service at the organization. There are 2 types of
retirement which includes to HRMS – (1) the
Early Retirement where an employee retires not
reaching yet the age of retirement stage which
is 60 and below, and (2) the Regular Retirement
where an employee retires at the age of 61 and
above.

Termination
Termination is another part of PostEmployment Module. Termination is an activity
where an employee terminates its service to
the company. There are 3 following cases of
Termination:
1. Contract Termination. It is where an
employee fulfills the terms and condition
of the contract and ends it accordingly.
The service will be terminated and it is up
to the management if an employee can
extends or renew its contract for the
continuous service.
2. Forced Termination. It is where an
employee forcedly terminates to the
company due to the violations or criminal
cases done along the working area. It is
Restaurant Management System – HRMS
Page 167
one
of
the
sanctions
that
the
management strictly mandated.

Post-Employment Benefits
Post-Employment Benefits are list of
privilege of every employee who served the
company for years
3.0.
Subsystem Description
3.1.
Subsystem Flow Diagrams
3.1.1. Pre-Employment Process
Restaurant Management System – HRMS
Page 168
3.1.2. Employee Profiling Process
Restaurant Management System – HRMS
Page 169
3.1.3. Staffing Process
Restaurant Management System – HRMS
Page 170
3.1.4. Post Employment Process
4.0.
Enhanced Interface Prototyping
4.1.
Prototyping Requirements
The proponents develop a software which is HRMS to
minimize the manual process that the hr department
experiences. The primary goal of the group is to make the
interface more flexible and easy to use for the future users of
the software.
To create a prototype of HRMS, the proponents will be
use a Java Programming Language for the front end,
particularly to Java Netbeans application which is the specific
software to create HRMS. Java language is a 4th generation
language which widely uses on creating software, games,
apps and applications.
Product
Version:
NetBeans
IDE
7.3
(Build
201302132200)
Restaurant Management System – HRMS
Page 171
Java: 1.7.0_21; Java HotSpot(TM) Client VM 23.21b01
Runtime:
Java(TM)
SE
Runtime
Environment
1.7.0_21-b11
System: Windows 7 version 6.1 running on x86;
Cp1252; en_US (nb)
Another application is MS SQL Server to create the
back-end of HRMS and serves as the database for the stored
information it will acquired. Itis a powerful and reliable free
data management system that delivers a rich and reliable
data
store
for
lightweight
Web
Sites
and
desktop
applications. Designed for easy deployment and rapid
prototyping, this download includes support for Sysprep,
Microsoft's System Preparation Utility for Microsoft Windows
operating system deployment.
Restaurant Management System – HRMS
Page 172
3.5.
SYSTEM REQUIREMENTS SPECIFICATION
1.0.
Introduction
1.1.
Goals and Objectives
For the design of the application, the objective is to
make the end user to easily understand using the application
and uncomplicated to utilize by a non IT users. The project
goals are to look up the company for employee information,
compensation and benefits, document management and
performance evaluation. The software application also alters
the manual process of easing the timespan, keeping and
record keeping into a computerized software application. The
software improves and develops the succession of keeping
and updating information of employees. Develop even more
organized, systemized and secured database. Develop a
bigger database for the records and information. Developing
a server to client based application in combination with
informative database is very supportive to human resource
department to reduce time wasting performance in terms of
their works and also helps end users to easily access and
manage human resource related data efficiently. Ease way of
browsing and tracking employee’s records.
1.2.
System Statement Scope

Employee’s Information – Access of viewing employee’s
records including employee’s status, service history,
contacts, especially personal information are available.

Hiring and Recruiting – The proposed system will be able
to post advertisement with connection to hiring
employees.

Security – For the confidential of employee’s information
the system is protected with password.
Restaurant Management System – HRMS
Page 173

Performance Appraisal and Training Details – The
proposed system have a record for performance
evaluation of the employee.

End of Contract – To avoid overdue of working days.

Performance Evaluation – The proposed system has a
table for the performance evaluation of the employee it
is given to those employee that has a chance to level-up
their position or to become promoted in this company, it
is given by the supervisor or also known as the reviewer.

Performance Rating – This performance rating is for the
loyal employees of this company or those employees
that almost a year on their job in this company.

Employment Test – Is the practice of administering
written, oral, or other tests as a means of determining the
suitability or desirability off a job applicant. The premise
is that if scores on a test correlate with job performance,
then in its economically useful for the employer to select
employees based on scores from the test.

Leave Request – HR system can give a printed request
form from their proposed system that will distribute to
their employees. It contains the reasons of the employee
to get a leave request, how long.

Employment Schedule – The proposed system has
information about the schedule of the employee giving
by the HR department, and sends it to accounting.

Certificates of the Employee – The proposed system can
print a certificate for those employees who ended their
contract in this company.
1.2.1. General Requirements
The general requirements are conversed in this
vicinity of HRMS.
Restaurant Management System – HRMS
Page 174
 An approach on which the HR Department could
minimize the manual process of HR activities.
 An approach on which the HR department could
computerized and systematized an employee
information and profile handling including the
attendance monitoring, leave and absenteeism
managing, retention and evaluation.
 A manner on which the HR department could
organize the manpower hiring plan and the
available positions.
 A manner that the HR department could access
the personalized interface base on what type of
user they are.
 A means on which HR department could
generate report that the staff need to compile
based on the necessity of the superior or the
company or customization of reports depending
on what are the components must be included.
 An approach on which the system required on
HR Department must comprise a maximum
level of security by means of users’ login and
audit trailing.
 Personalized Screen or Interface depending to
the user of HRMS
 Import and Export of database capabilities of
the HRMS
 Timely Free Format Report Generation or
Report Customization depending upon the user
needs.
 Analytics or Graphical Report presentation for
percentage, quantity or statistical report.
Restaurant Management System – HRMS
Page 175
 Android Application for easy accesses for the
users.

Interface Enhancement
Staff members of the restaurants and HR
department have requested a lot of interface
enhancements that will increase the usability of the
product for the client.

Database Administrative Interface
There are current documented interfaces for
the restaurants HR department staff members to
maintain the evaluation form templates.

Training
The staff members has also requested for
the entire staff for the proper training for the use of
the software.
1.2.2. Extended Enhancement
Pilot Integration
Database Restructuring
1.3.
System Context
For the software that used for developing and
designing the system, the proponent installs Java Netbeans
with JDK 7.0. The database application that the proponents
will used is the MSSQL. Microsoft SQL is a world class
database platform that will help the organization unlock
breakthrough insights across the organization and quickly
build solution to extend data across on premises and public
cloud, backed by mission critical confidence.
1.4.
Major Constraints
Time
The proponents actually out of the schedule and
the time become short to make all tasks fulfill. The
Restaurant Management System – HRMS
Page 176
members are composed of only four members which is
disadvantage because the tasks distributed to each
member are very crucial which makes it harder to finish
on time. But the proponents still work on it to make the
tasks furnished.
Cost
The project team is composed of four members.
One the problem is the financial expenditures of the
project.
The
proponents
enlisted
all
possible
expenditures that this software development might
cost. But despite of the problem, the proponents still
work on the software development.
Scope and Interface Context
Human Resource Management System Focuses on
employee’s profile and performance evaluation thus the
software have an enough database for the records and
updating it. The software is to run on a system, with SQL and
the system is properly connected to the server to have
admission and permission on the database. The system can
only access by the Administrator or by an Admin staff to
maintain the safety and security of the database and the
system itself. The system is a required access by using a
username and password. The Administrator or admin staff
has different username and password. The staff can only
have three attempts log in or the request will be disabled for
thirty (30) Seconds. The password should be a minimum of
seven and a maximum of thirteen letters and it should be
alpha numeric. For the hardware the system needs a RAM of
no less than 256mb for good performance.
2.0.
Usage Scenario
2.1.
User Profile
Restaurant Management System – HRMS
Page 177
HR
The HR Clerk can add and edit employee’s
information, and also print some reports.
Employee
The employee can view some of their information and
previews list of their salary.
Managers
Since this is an integrated system all the managers can
access the HR system by use their assigned username and
password.
2.2.
Use-cases
Employee
The read only users will only read the database and
cannot be inserted, delete, modify any records.
HR
This level of users will be able to add new employee
information
details,
leave,
attendance,
performance
evaluation and generate reports. They will be able to modify
their entries they made in the past.
Manager
This level of users will be able to do all the employees
records. They will be able to modify any record that created
by any users.
Administrator
This is the system administrative level which will be
able to change any application settings, as well as maintaining
user profile.
3.0.
Data Model and Description
3.1.
Data Description
Restaurant Management System – HRMS
Page 178
3.1.1. Data Objects and Dictionary
Add User Accounts
1.
User_ID:
Unique ID number of an employee.
2.
User_Lname:
Employee’s last name.
3.
User_Fname:
Employee’s first name.
4.
User_Fname:
Employee’s middle name.
5.
User_Type:
Employee’s type of accounts.
6.
Username :
Employee’s username.
7.
Password:
Employee’s password use to log in to the
system
Add Employee Information
1.
Employee no.:
Unique number of an employee
2.
Employee_Lname:
Employee’s last name
3.
Employee _Fname:
Employee’s first name
4.
Address:
Employee’s address
5.
Department:
Department to be designated
6.
Position:
Employee’s position to be given
Restaurant Management System – HRMS
Page 179
7.
Birthday:
Employee’s birthday
Educational attainment
1.
Elementary:
School attended in elementary level
2.
Secondary:
School attended in secondary level
3.
Tertiary:
School attended in tertiary level
Employment history
1.
Company name:
Name of company
2.
Employer name:
Name of the company owner
3.
Reasons for leaving:
State the reason for your resignation on your
past job
4.
Date Assign:
Beginning of your contract
5.
Date of deadline:
Date of your end of contract
Performance Evaluation Data Objects
1.
User ID:
Unique number of an employee
2.
User Name:
Employee’s last name and first name
3.
Department:
Department to be designated
4.
Position:
Employee’s position to be given
5.
Date Assign:
Restaurant Management System – HRMS
Page 180
Beginning of your contract
6.
Date of deadline:
Date of your end of contract
7.
Assigned task:
Task assigned by your employer
8.
Remarks:
Remarks for you performance
Add Applicant Information
1.
Applicant_no:
Unique number of an employee
2.
Applicant_lname:
Employee’s last name
3.
Applicant_fname:
Employee’s first name
4.
Applicant Address:
Employee’s address
5.
Applicant Department:
Department to be designated
6.
Applicant Position:
Employee’s position to be given
7.
Applicant Birthday:
Employee’s birthday
8. Applicant Type:
If OJT, regular employee, emergency or on-call
Add Position
1.
Position_ID:
Unique position code
2.
Position_Name:
Type of position
3.
Emp_Fname:
First of the employee
Restaurant Management System – HRMS
Page 181
4.
Emp_Mname:
Middle name of the employee
5.
Emp_Lname:
Surname of the employee
6.
Department_name:
Assigned department
7.
Branch_name:
Name of the Branch
Add Department Name
1.
Dep_code:
The unique department code
2.
Dep_name:
Name of the department
3.
Dep_location:
Location of every dep_code
4.
Supervisor:
Supervisor that assigned in every department
Add Supervisor
1.
Employee no.:
Unique number of an employee
2.
Employee_Lname:
Employee’s last name
3.
Position_ID:
Unique position code
4.
Dep_code:
The unique department code
5.
Dep_name:
Name of the department
3.1.2. Relationships
The Human Resource is responsible for hiring a
good employee to register the information on the
Restaurant Management System – HRMS
Page 182
system. The first step in getting the employee’s
information is, HR need to hire an employee and give
the application form to be filled after that HR record the
information in the system therefore One-to-many
relationship exist here between HR and the employee.
The HR/Admin need to monitor the daily and weekly
performances of the employees. The HR records the
remarks for this employee if he/she reaches the
qualification of being a good employee. One-to-many
exist in this situation between the Officer and the
employees. In viewing the previous salary the
employee can access that by logging on the system the
HR help the employee in that situation. The employee
enters their password on the system to access it. Oneto-One exist here because the entire employee can
access the system.
4.0.
Functional Model and Description
4.1.
Subsystem Flow Diagrams
Restaurant Management System – HRMS
Page 183
4.1.1. Pre-Employment Transaction
Restaurant Management System – HRMS
Page 184
4.1.2. Employee Profile Process
Restaurant Management System – HRMS
Page 185
4.1.3. Staffing Process
4.1.4. Post Employment Process
Restaurant Management System – HRMS
Page 186
4.2.
Human Interface
The human interface is the environment where the user
can communicate and interact with the HRMS software. The
front-end or the interface is created on the Java Netbeans
application which is object-oriented. The feature of Java
Netbeans makes the interface more user-friendly and
accurate transition.
The interface composed of 5 modules; Solution /
Hiring, Employee Profile, Staffing, Post Employment and
Reports. These are the main components of the HRMS based
on the work breakdown structure developed by the
proponents.
Pre-Employment Module
This module composed of the following activities:
Manpower Vacancy Planning
Restaurant Management System – HRMS
Page 187
Manpower vacancy planning is an activity done
before doing such hiring of employees. This includes
activities to plan the hiring process like listing down all
possible positions which are vacant to supply those
vacancies. It is also necessary to be acquainted with
the qualifications must the applicant attained to be
hired on the following vacant positions.

Records of all Position and Job Description
This is a part of manpower planning
where the entire records of all positions and
descriptions are declared and recorded.

Vacancy Information
It
includes
the
specified
positions
available for vacancy and the qualifications of
each vacant position.

Advertisement of Vacancies
This is the part of the HRMS where
notified the HR Department about the job
vacancy.
Interview
This is a part of HRMS where applicants
undergo interview and this system will get the entry of
those applicants for the notifications purposes for the
possible employment. Interview is a fundamental preemployment process and will filter the qualified
applicants to those who won’t.

Initial Interview
This
includes
the
preliminary
assessment done to each applicant from the
system records. And if they got passed they will
Restaurant Management System – HRMS
Page 188
be notified for the schedule of the next step of
recruitment – the examination.

Examination
This examination will test the knowledge
of each applicants related to job they are
applying for. This is another pace of assessment
for those interested applicants.

Final Interview
This is another pace
included on
Selection / Hiring of HR department for those
applicants. If they passed the scheduled
examinations, they immediately and verbally
notified that they are passed. And that is the
time they will commence the final interview, then
they will schedule for the orientation and
requirements submission.
Employee Profile Module
The following are the activities included of the
Employee Profile Module.
Adding of New Employee
This part includes in Employee Profile module.
This element composed of the information regarding
the newly hired employees hired including on-the-job
trainees. This incorporates the following information:
 Basic Information
 Work Schedule
 Position
 Department / Posting
 Beginning and Termination of Service
 Basic Salary
 Benefits and Tax
Restaurant Management System – HRMS
Page 189
 Retention
 Requirements Passed
 201 Files
Update Employee Profile
This part as well includes in Employee Profile
module. This part contains updating of the employees
profile for some changes or renewal of requirements
and contract for service annex, and other follow-ups
and
updates.
This
includes
the
subsequent
information.
 Basic Information
 Work Schedule
 Position
 Department / Posting
 Beginning and Termination of Service
 Basic Salary
 Benefits and Tax
 Retention
 Requirements Passed
 201 Files
Staffing Module
Staffing consist of different activities regarding the
handling and managing employees. These are the
following activities of staffing module of HRMS.
Employees Monitoring
This is used to monitor the daily work activities
of the employees inside their department or posting
premises

Attendance
Attendance is one of the important things
to monitor because this is the basis of the
Restaurant Management System – HRMS
Page 190
remuneration of the employees. This comprises
daily
time-in
and
time-out,
lates
and
absenteeism.

Leaves
Leave is a benefit that an employee can
avail anytime of the year except to the period of
the peak month where all employees are
required to work as part of management
protocol. Furthermore, the total leave days must
an employee avail are also depends to the
arrangements of HR management. All of this will
be monitored on the Leave part of the
Employees Monitoring. Leaves include:
 Maternity Leave
 Paternity Leave
 Vacation Leave
 Sick Leave
Evaluation
This is another part of Staffing module.
Evaluation will rate the performances of the employees
working to the company. This will be the basis of
employees’ appraisals and stability of tenure. Including
some employees to probationary for appraisals will
result to a psychological, mental and emotional
positivity for the employee to work more and hard
because they are appreciated and valued. It is very
important to an organization to value employees
because it is considered as an asset and without them
work will be harder and success are out of reach. If an
employee feels that they are valued and esteemed
Restaurant Management System – HRMS
Page 191
they will work hard and be stable to the company which
considers being the success of the organization.

Attendance
Attendance is one of the important
things to monitor because this is the basis of
the remuneration of the employees. This
comprises daily time-in and time-out, lates and
absenteeism.

Leaves
Leave is a benefit that an employee can
avail anytime of the year except to the period of
the peak month where all employees are
required to work as part of management
protocol. Furthermore, the total leave days must
an employee avail are also depends to the
arrangements of HR management. All of this will
be monitored on the Leave part of the
Employees Monitoring. Leaves include:
 Maternity Leave
 Paternity Leave
 Vacation Leave
 Sick Leave
Post-Employment
Post-employment is another module of HRMS. It
composed
of
activities
regarding
the
different
termination of the service and the benefits. This
module includes the following activities:

Retirement
Retirement is a part of post-employment
of HRMS. Retirement is an activity where an
employee reaches their age of retirement. This
Restaurant Management System – HRMS
Page 192
is a stage where an employee must terminate its
service at the organization. There are 2 types of
retirement which includes to HRMS – (1) the
Early Retirement where an employee retires not
reaching yet the age of retirement stage which
is 60 and below, and (2) the Regular Retirement
where an employee retires at the age of 61 and
above.

Termination
Termination is another part of PostEmployment Module. Termination is an activity
where an employee terminates its service to
the company. There are 3 following cases of
Termination:
3. Contract Termination. It is where an
employee fulfills the terms and condition
of the contract and ends it accordingly.
The service will be terminated and it is up
to the management if an employee can
extends or renew its contract for the
continuous service.
4. Forced Termination. It is where an
employee forcedly terminates to the
company due to the violations or criminal
cases done along the working area. It is
one
of
the
sanctions
that
the
management strictly mandated.

Post-Employment Benefits
Post-Employment Benefits are list of
privilege of every employee who served the
company for years
Restaurant Management System – HRMS
Page 193
5.0.
Restrictions, Limitations and Constraints
Time
The proponents actually out of the schedule and the time
become short to make all tasks fulfill. The members are composed
of only four members which is disadvantage because the tasks
distributed to each member are very crucial which makes it harder to
finish on time. But the proponents still work on it to make the tasks
furnished.
Cost
The project team is composed of four members. One the
problem is the financial expenditures of the project. The proponents
enlisted all possible expenditures that this software development
might cost. But despite of the problem, the proponents still work on
the software development.
Out of Scope
Out of scope indicates the related topics or activities regarding
HRMS but will not be indicated on the HRMS process. The activities
that really done or actually done inside the HR department are the
only included on the extents of the software.
6.0.
Validation Criteria

Add employee

View employee’s information

Update employee’s information

Print reports

Update employment exam

View previous salary of the employee

Connected to the other system (vendor & accounting system)

The software should display an error message a value outside
they accepted limits is entered.
Restaurant Management System – HRMS
Page 194

The software should not be capable of deleting customer
record in the system.

The software should be connected to the other system
without errors.

All the functions must be in the correct matters, for example
delete buttons it will delete all the records
Restaurant Management System – HRMS
Page 195
3.6.
SOFTWARE DESIGN SPECIFICATION
1.0.
Introduction
HRMS is a propose application for future data entry, data
information in the needs of human resource. HRMS is an automated
software application of the Restaurant’s Human Resource. HRMS
will take over the Restaurant’s manual process when it comes in
monitoring the employee’s leaves, attendance, lates, absences and
other information about the employees. This project has carefully
based on the capabilities that the company needs to develop and/or
Stores. For the system interface and front end, the group has chosen
Java Netbeans. Java Netbeans is an object-oriented computer
programming language that can be viewed as an evolution of java
eclipsed. For designing the database of the system the proponents
will use MSSQL database for the system’s data storage. MSSQL is
a software product whose primary function is to store and retrieve
data as requested by the other software application.
1.1.
Goals and Objectives
For the design of the application, the objective is to
make the end user to easily understand using the application
and uncomplicated to utilize by a non IT users. The project
goals are to look up the company for employee information,
compensation and benefits, document management and
performance evaluation. The software application also alters
the manual process of easing the timespan, keeping and
record keeping into a computerized software application. The
software improves and develops the succession of keeping
and updating information of employees. It develops even
more organized, systemized and secured database. It
developsbigger database for the records and information.
Developing a server to client based application in combination
with informative database is very supportive to human
Restaurant Management System – HRMS
Page 196
resource department to reduce time wasting performance in
terms of their works and also helps end users to easily access
and manage human resource related data efficiently. Ease
way of browsing and tracking employee’s records.
1.2.
System Statement of Scope
In this field the proponents implement the overall
profiling of the employee’s information, record of the lates and
absences and also the records of the leave information. The
proponents are recommended to use the MSSQL as an input
storage of HRMS. The Human Resource Management
System is a software allocated records of employee from date
hired to the retirement or separation. The HRMS also execute
adding new employee’s, Department, and other Human
capital for the HR to become more organized. HRMS also
allows
updating
of
employee’s
information,
benefits,
department and status. The software application also displays
a performance grading form for the evaluation of employee’s
performance.
1.2.1. General Requirements
The general requirements are conversed in this
vicinity of HRMS.
 An approach on which the HR Department could
minimize the manual process of HR activities.
 An approach on which the HR department could
computerized and systematized an employee
information and profile handling including the
attendance monitoring, leave and absenteeism
managing, retention and evaluation.
 A manner on which the HR department could
organize the manpower hiring plan and the
available positions.
Restaurant Management System – HRMS
Page 197
 A manner that the HR department could access
the personalized interface base on what type of
user they are.
 A means on which HR department could
generate report that the staff need to compile
based on the necessity of the superior or the
company or customization of reports depending
on what are the components must be included.
 An approach on which the system required on
HR Department must comprise a maximum
level of security by means of users’ login and
audit trailing.
 An approach on which HRMS comprises
analytics or graphical representation of report to
monitor the employees summarized information
report and its incrementing or decrementing
number.
Interface Enhancements
The PEC required every project study to
develop personalized interfaced for different types of
users. The proponents must adopt the requirements of
the PEC and challenge the software development
which
the
proponents
must
accept.
Having
personalized interface should help the users to
navigate the software easily and can adapt to the level
of knowledge of the users. This interfacing could be a
user-friendly
and
manageable
for
every
user.
Personalized interfacing will also avoid the users from
manipulating the restricted part of the system. It can
keep the users away from accessing the interface
which are accessible only for the administrator
Restaurant Management System – HRMS
Page 198
including the confidential reports away from those
prying and interfering users.
Database Administrative Interface
The database is the storage of information being
compiled from gathered data imminent from different
sources. It is the source where the reports and records
were being retrieved. HRMS database will be
accessible
only
for
the
HR
Manager
or
the
administrator of the software application who assigned
for report generation. HRMS database will be
developed using the MS SQL Server 2012. It is the
database created by Microsoft Company. It is widely
use among the world by its effectivity and wide range
capacity to store data.
It is a powerful and reliable free data
management system that delivers a rich and reliable
data store for lightweight Web Sites and desktop
applications. Designed for easy deployment and rapid
prototyping, this download includes support for
Sysprep, Microsoft's System Preparation Utility for
Microsoft Windows operating system deployment.
Supported Operating System
Windows 7, Windows Server 2008 R2,
Windows Server 2008 Service Pack 2, Windows Vista
Service Pack 2
 32-bit systems

Computer with Intel or compatible 1GHz or
faster processor (2 GHz or faster is
recommended.)
 64-bit systems

1.4 GHz or faster processor
Restaurant Management System – HRMS
Page 199
 Minimum of 512 MB of RAM (2 GB or more is
recommended.)
 2.2 GB of available hard disk space
Training
Before the implementation of the HRMS, project
team is already aware that some of the HR Staffs and
Employees are not erudite on using applications. It is
necessary to set a schedule for training of the users of
HRMS for them to gain knowledge and enjoy the
HRMS in managing human resource.
1.3.
System Context
For the software that used for developing and
designing the system, the proponents install Java Netbeans
with JDK 7.0. Java Netbeans is an Object-Oriented computer
programming which the main function is to develop a software
application. The database application that the proponents will
used is the MSSQL. Microsoft SQL is a world class database
platform that will help the organization unlock breakthrough
insights across the organization and quickly build solution to
extend data across on premises and public cloud, backed by
mission critical confidence.
1.4.
Major Constraints
Time
The proponents are actually running out of the schedule due
to other priorities and responsibilities such as work and other
activities. The group consists only of 4 members to fulfill such
multiple tasks given and assigned. Assigned tasks are very
difficult to finish on time but still, the proponents work it on to
make the tasks furnished and accomplished.
Restaurant Management System – HRMS
Page 200
Cost
The project team is composed of four members only and one
of its problems is the financial expenditures of the project. As
of now, the proponents take over the costings and financial
budgeting of the project development. There are several
items, software and equipment that would be included on the
list of budgeted expenditures. But the costing and financial
report would be stated on the Project Budget part of the
documentation. It declares all items, the description of the
items and the estimated cost of the items.
Human Resource Management System Focuses on
employee’s profile and performance evaluation thus the
software have an enough database for the records and
updating it. The software is to run on a system, with SQL and
the system is properly connected to the server to have
admission and permission on the database. The system can
only access by the Administrator or by an Admin staff to
maintain the safety and security of the database and the
system itself. The system is a required access by using a
username and password. The Administrator or admin staff
has different username and password. The staff can only
have three attempts log in or the request will be disabled for
thirty (30) Seconds. The password should be a minimum of
seven and a maximum of thirteen letters and it should be
alpha numeric. For the hardware the system needs a RAM of
no less than 256mb for good performance.
2.0.
Data Design
For the data design of the application, Java Netbeans is
applied for the front end of the system, for the Graphical User
Interface (GUI) is must be easy for the end user to ease acquainted
and utilize. And for the back end of the system, MS SQL is used for
Restaurant Management System – HRMS
Page 201
an excellent Database in organizing information. Data design
correspond to the data structure, manipulation of data is the most
important aspect that must be specified correctly right from the
proposal of a project. MS SQL is a trusted Data Storage Platform use
in data encryption and security default setting and implemented
password policy. A good data design and data structure design can
simplify the coding process and can lead to a very efficient
implementation.
2.1.
Database Description
A database has big responsibilities in a software
application, it holds or keeps all the information that the
software needs to store. The data are typically organized to
model relevant aspects of reality, in a way that supports
processes requiring thus information. Database Management
System is a program that enables the user to store, modifies,
and extracts information in the database. The developers use
DBMS as one of the theories in developing the system.
3.0.
Architectural and Component-Level Design
3.1.
Program Structure
3.1.1. Overall
LOG IN
MAINSCREENS
CREEN
SELECTION/
HIRING
EMPLOYEE
PROFILE
STAFFING
POSTEMPLOYMEN
TT
HELP
REPORTS
Menu Items
The following shows the architecture of the
main menu:
Restaurant Management System – HRMS
Page 202
File
-
Switch User
-
Exit
Employee
-
Add Employee Record
-
Update Employee Record
-
Search Employee Record
-
Evaluation
Staffing
-
Deployment of employee
-
Change Employee Department
Monitoring
-
Lates
-
Absences
-
Leaves
Maintenance
-
Manage Users
-
Settings
Help
-
Contents
-
About
3.1.2. Create Evaluation
Create
Evaluation
-
Select Employee
Schedule Evaluation
- Print Blank
Evaluation Form
3.1.3. During Evaluation
Evaluation
Complete Evaluation
-Checkboxes / textboxes
- Manual Writings
Restaurant Management System – HRMS
Upload Evaluation
Form
Page 203
3.1.4. Post-Evaluation
Evaluation
Results
Select
Employee’s
Evaluation
Preview
Letter
Enter Data
Send Letter
To Queue
Revise
Evaluation
3.1.5. Approval
Approval
View Employee
Information
View
Evaluation
Form
3.2.
Approve
Evaluated
Employee
Description for Components
Redo
Evaluation
3.2.1. Switch User
Major Form(s)
: LoginForm
Major Action
: Login
The LoginForm will now appear. User enters the
desired username in txtusername and password in
txtpassword. Then the user will click the Login Button.
The user will now log in and will proceed in the main
form if it is a valid username and password. If the user
clicks the cancel button, the application will now
terminated if they confirmed.
3.2.2. Employee
Major Forms:
formEmployee(TabAdd,TabUpdate,TabSearch)
Major Action: Add, Update, Search
Add
To add new employee record into the database,
the user can simply input the name of the employee
into the txtnamemploy, gender of the employee into a
Restaurant Management System – HRMS
Page 204
cmbgender, and so on and so on. After filling out the
employee form the user can now click the add button
named cmdbutton. Then the application can add the
information that the user inserted into the database.
Update
To update the employee record the user will
search the employee’s information into the data Table
then after searching the employee’s information the
user can now pick the desired employee. Then the
information in the data table will now be transferred into
the desired Textfields and then they can edit the
information. After finishing the editing of employees
information the user can click the Update button named
cmdUpdate and then the application will now update
the records into the database.
Search
To search the employee’s record into the
database, the user can type the employee ID into the
txtEmployID or the user can type by the name into the
txtemployname after typing the desired information the
user can now click the Search Button name
cmdSearch, after clicking the button the information
that the user search the data table will now show or
produce the information of the employee that the user
searched.
3.2.3. Staffing
Major Forms: formStaffing
(DeployTab,ChangeDeptTab)
Major Action: Deploy newly hired employee, Change
Department of Old Employee
Deploy newly Hired Employee
Restaurant Management System – HRMS
Page 205
First the user will need to go to the Add New Employee
Form to add the newly hired employee in order to have
a record of their desired departments.
Change Department of Old Employee
The user will need to search for the employee record
in order to get their old department so the user can edit
the Department details of their Record.
3.2.4. Monitoring
Major Forms: formMonitoring
Major Action: Search, Add the Leaves, Lates, and
Absences
Search/Add leaves
If an employee wants to file a leave, the user must
search the records of employee’s Leaves Information.
It is necessary for the employee to have a valid reason
to avail a leave. The user must add the employees
leave information into the database. The user can input
the employees leave information into the text fields and
after inserting the information the user can now click
the add button so the information that the user inputted
will now be added into the records.
Search/Add Lates and Absences
The user can monitor their employee’s lates and
absences by searching the employee’s record and
monitor
their
attendance.
The
user
can
add
punishment into the record by giving sanction to the
employee has a 3 consecutive lates. After inserting that
certain information user can click the button and
update it into the database.
3.2.5. Maintenance
Major Forms: FormUser
Restaurant Management System – HRMS
Page 206
Major Action: Create/Update User
Create User
Only an Administrator or admin account can access
this form. The admin can create a user by inserting
some information like User ID, Name, Designation,
Username
and
Password
into
the
txtID,
txtname,txtDesig, txtUsername and txtPassword. After
inserting the information needed the admin can now
click the button to successfully create the user and
added it into the database.
Update User
Only an administrator or admin account can access
this form. The admin can update the user by inserting
the User ID into the txtID after inserting the user id the
admin can click the search Button. The information is
now in the txtName,txtDesig, txtUsername, and
txtPassword. Then the admin can now update the
information of a certain user, after that the admin can
now click the update button as the application will
update it into the database.
Create Evaluation
To create an evaluation, user needs to enter a new
Evaluation ID in the txtEvaluationID field. To use an
auto generated Number. Click on the blank paper
button. An automatic number will be generated and
filled in the txtEvaluationID.
Modify Evaluation
To modify an evaluation, the user needs to enter an
existing evaluation ID in the txtEvaluationID Field. To
browse all open Evaluation, user can click on the
browse button next to the evaluation ID field. The
Restaurant Management System – HRMS
Page 207
formEvaluationMod will appear. User can highlight an
evaluated employee into the grid, then click cmdOk. All
the Information of the evaluated employee on
formEvaluation will be filled.
4.0.
User Interface Design
There will be about so many interfaces but The proponents
can’t design the exact number of it yet. Because the clients still have
to think over on several interfaces, to see rather they can be combine
some of the forms or put some of them in separated forms.
4.1.
Description of the User Interface
Below are some of the screenshot of the program. After
fire up the program, the login form will appear. If the user
enters the valid username and password, it will immediately
take the user into the main interface (HRMS).
4.1.1. Screen Images
Not yet applicable
4.1.2. Objects and Actions
1. Log In Screen
User Name
Username can be ranged from 10 to 15 letters
(Numbers), as the industry standard. No special
character, spaces, and most likely their department
user name for this system as Theproponents.
Password
Password can be ranged to 7 to 14 letters
(Number), as the industry standard. No special
character and space.
OK
If the users enter the right username with matching
of password, it will immediately take to the main
interface.
Restaurant Management System – HRMS
Page 208
Cancel
If the user wishes to terminate the application, hit
the “Cancel” button.
2. Main Interface
Menu Items
The Following shows the architecture of the
main menu
File
-
Switch User
-
Exit
Employee
-
View Employee Record
-
Add new employee record
-
Update Employee Record
-
Evaluation
Staffing
-
Deploy newly hired employee
-
Change department
Monitoring
-
Leaves
-
Attendance
Maintenance
-
Manage User
-
Settings/Options
Help
-
Contents
-
About
Switch User
Major Forms:
FormLogin
Major Action:
Login
Restaurant Management System – HRMS
Page 209
The LoginForm will now appear. Users enter their
desired username in txtusername and password in
txtpassword. Then the user will click the Login
Button. The user will now log in and will proceed in
the main form if it is a valid username and
password. If the user clicks the cancel button the
application will now terminated if they confirmed
their action.
Employee
Major Forms:
formEmployee(TabAdd,TabUpdate,TabSearch)
Major Action:
Add, Update, Search
Add
To add new employee record into the database,
the user can simply input the name of the employee
into the txtnamemploy, gender of the employee into
a cmbgender, and so on and so on. After filling out
the employee form the user can now click the add
button named cmdbutton. Then the application can
add the information that the user inserted into the
database.
Update
To update the employee record the user will
search the employee’s information into the data
Table
then
after
searching
the
employee’s
information the user can now pick the desired
employee. Then the information in the data table
will now be transferred into the desired Textfields
and then they can edit the information. After
finishing the editing of employees information the
user
can
click
Restaurant Management System – HRMS
the
Update
button
named
Page 210
cmdUpdate and then the application will now
update the records into the database.
Search
To search the employee’s record into the
database, the user can type the employee ID into
the txtEmployID or the user can type by the name
into the txtemployname after typing the desired
information the user can now click the Search
Button name cmdSearch, after clicking the button
the information that the user search the data table
will now show or produce the information of the
employee that the user searched
Staffing
Major Forms:
formStaffing (DeployTab,ChangeDeptTab)
Major Action:
Deploy newly hired employee,
Change Department of Old Employee
Deploy newly Hired Employee
First the user will need to go to the Add New
Employee Form to add the newly hired employee in
order to have a record of their desired departments.
Change Department of Old Employee
The user will need to search for the employee
record in order to get their old department so the
user can edit the Department details of their
Record.
Monitoring
Major Forms:
formMonitoring
Major Action:
Search, Add the Leaves, Lates,
and Absences
Restaurant Management System – HRMS
Page 211
Search/Add leaves
If an employee wants to file a leave, the user must
search
the
records
of
employee’s
Leaves
Information. If the employee has a valid reason and
good performance, the user must add the
employees leave information into the database.
The user can input the employees leave information
into the text fields and after inserting the information
the user can now click the add button so the
information that the user inputted will now be added
into the records.
Search/Add Lates and Absences
The user can monitor their employee’s late’s and
absences by searching the employees record and
monitor their attendace. The user can add
punishment into the record by giving sunction to the
employee has a 3 consecutive late’s. after inserting
that certain information user can click the button
and update it into the database.
3.2.4 Maintenance
Major Forms:
FormUser
Major Action:
Create/Update User
Create User
Only an Administrator or admin account can
access this form. The admin can create a user by
inserting some information like User ID, Name,
Designation, Username and Password into the
txtID,
txtname,txtDesig,
txtUsername
and
txtPassword. After inserting the information needed
the admin can now click the button to successfully
create the user and added it into the database.
Restaurant Management System – HRMS
Page 212
Update User
Only an administrator or admin account can
access this form. The admin can update the user by
inserting the User ID into the txtID after inserting the
user id the admin can click the search Button. The
information is now in the
txtName,txtDesig,
txtUsername, and txtPassword. Then the admin
can now update the information of a certain user,
after that the admin can now click the update button
as the application will update it into the database.
4.2.
Interface Design Rules
Interface Design Focuses areas of concern.
1. The design of interfaces between software modules.
2. The design of interfaces between the software and other
nonhuman producers and consumers of information.
3. The design of the interface between a human (i.e the
users) and the computer.
Easy to learn
Readability
Easy to navigate between interfaces
4.3.
Components Available
Since The proponents are using Java Netbeans as our
front end development language these are a lot of readymade components that are available for us to use already.
The following is a list of controls that will be using this
software.
4.3.1. Intrinsic Controls
Textbox
A textbox control sometimes called an Text Field or
Edit Control. Displays information entered at a design
Restaurant Management System – HRMS
Page 213
time entered by the user or assigned to the control in
code at run-time.
Label
A label control is a graphical control you can use to
display text that a user can’t change directly.
Image
Use the Image control to display a graphic. An image
control can display a graphic from a bitmap, icon, or
metafile, as well as an enhance metafile, JPEG or GIF
files.
Listbox
A list box control displays a list of items from which the
user can select one or more items. If the number of
items exceeds the number that can be displayed, a
scroll bar is automatically added to the listbox.
Scroll Bars
A scroll bar provides easy navigation through a long list
of items or a large amount of information. They can
also provide an analog representation of current
position. You can use a scroll bar as an indicator of
speed or quantity.
Command Button
Use a Command Button control to begin, interrupt or
end a process, when chosen, a command button
appears pushed in and so is sometimes a called a
pushed button.
Menu
A menu control displays a custom menu for your
application.
A
menu
can
include
commands,
submenus and separator bar. Each menu you create
can have up to four (4) submenus.
Restaurant Management System – HRMS
Page 214
Combo Box
A combo box control combines the features of a
textbox control and list box control- users can enter
information in the textbox portion or select an item from
the list box portion of the control.
Check Box
A check box control displays X when selected; the X
disappears when the checkbox is cleared. Use this
control to give the user a True/False or Yes/No option.
You can use checkbox controls in groups to display
multiple choices from which the user can select one or
more option. You can also set the value of a checkbox
programmatically with the value property.
Option Button
An Option Button control displays an option that can be
turned on or off.
4.3.2. ActiveX Controls
DataRepeater
The DataRepeater control function as a
scrollable container of data-bound user controls. Each
appears in its own row as “repeated” control, allowing
the user to view several data-bound user controls at
once.
DateTimePicker
The date time picker control enables you to
provide a formatted date field that allows easy date
selection. In addition, users can select a date from a
dropdown calendar interface similar to the month view
control.
Status Bar
Restaurant Management System – HRMS
Page 215
A status bar control provides a window, usually
at the bottom of a parent form, through which an
application can display various kinds of status data.
The Status bar can be divided into a maximum of
sixteen (16) panel objects that are contained in a
panel’s collection.
Toolbar
A toolbar control contains a collection of button
objects use to create a toolbar that is associated with
an application.
Common Dialog
The Common Dialog control provides standard
set of dialog boxes for operation such as an opening
and saving files, setting print options, and selecting
colors and fonts. The control also has the ability to
display help by running the windows help engine.
5.0.
Restriction, Limitations and Constraints
Time
Time is so far the biggest restriction or constraints for our
project as the proponents only have three months to finish the entire
project. It is very important for us to watch the time the proponents
spend over every phase of the software development project. The
proponents could have included many more components to the
software like online help menu but time restricts us from doing it.
Employee Skills
Employees programming and design skills is also one of the
restriction. It does not have as big of an impact on the project as time
but it sure does limit use from doing more addition to the projects.
Insufficient Resources
Not having all the necessary instruments also is a problem for
our software. The proponents planned to use latest equipment for
Restaurant Management System – HRMS
Page 216
the project like biometrics. But the employers cannot afford to provide
such tools to all their employees so the proponents had to abandon
the plans
6.0.
Testing Issues
To validate the software the proponents need to test the
software during the testing the proponents will be concerned about
the inputs and Expected outputs. The proponents emphasize on the
testing where the proponents will input the date and will compare the
output with the expected results. At this stage, the proponents are
not concerned about the process; The proponents are only looking
for the correct outputs.
6.1.
Classes of Test
The software has many different additions and
interfaces/feature added to it. The proponents will go through
each of the new interfaces and other software function to
describe different types of test performed to them.
Log In Window
The proponents will make use of several different
names to log in to the system. The proponents will use correct
usernames and password to access the software and thus
access into the database. The proponents will not be allowed
to access to main screen using invalid usernames and
passwords. Using an invalid usernames and password show
an error dialog box informing the unauthorized user that
he/she is not allowed to enter into the main screen. When a
valid username and password entered it will be able to access
the main screen. The proponents will also test the log in button
and cancel buttons on this window by performing the test
above.
HR Department – Java Netbeans (Design) Window
Restaurant Management System – HRMS
Page 217
This is the main screen/window that the proponents will
use to access the database using JavaNetbeans. The
proponents will have several different dropdown menus in this
window. File, Employee, Staffing/Deployment, Monitoring,
Maintenance, and Help are the dropdown menu that will be
available on this window. The proponents will try to use all the
menus and then different options available in each of the
window.
1. File: When File Button is clicked user will be shown two
choices
Switch User
The proponents will test the switch user button if it is
properly working. The proponents need to make the log in
screen will appear and the main screen will be close. The
proponents will test this by choosing the switch user then
log in again with another Valid and registered user in the
log in screen.
Exit
The proponents want to make sure that the user is
logged out or is able to exit when exit button is being
clicked or selected. The proponents will test this by logging
in as a user and then by utilizing exit button to exit the
application.
2. Employee: When Employee Button is clicked two choices
will appear.
Add New Employee Record
The proponents want to add new employee record into
the database using the application software that The
proponents are developing. The proponents will test this
by inserting it by a virtual employee record and then
clicking the add button. The proponents want to make sure
Restaurant Management System – HRMS
Page 218
that the information that the proponents inserted is being
transferred into the database, and to check that is the
proponents will look into the database explorer software if
the information The proponents entered a few minutes is
in the desired table.
Update Employee Record
The proponents want to update an old Employee
record and also the proponents want to make sure that the
update is properly working. The proponents will test it by
updating an employee and clicking the update button and
checking it into the database explorer software if the
information that the proponents edit is being updated.
View Employee Record
The proponents want to view the employee record into
the database using the application that the proponents are
developing. The proponents want to know if the data table
is properly working. The proponents will test it by checking
the connection to the database is properly working.
3. Staffing / Deployment
Deployment of newly Hired Employee
Testing this phase is same as the adding new
employee record. Deploying the newly hired employee is
same as the adding of new employee. The proponents
want to this by adding the new employee with the
deployment information by checking it into the database.
Change of Employee’s Department
It is necessary to change the department of a recent
employee by updating its information. The proponents
want to test this by updating the employee’s record
together with the new department and clicking the update
Restaurant Management System – HRMS
Page 219
button, and checking it in the database if the record of the
employee and the department is being updated.

The following testing the proponents do the same
testing
phases
that
the
proponents
do
in
monitoring.
Maintenance
Manage User
When the proponents select this option the
proponents will be presented by with the Manage user
window. The proponents will test the button by clicking
on it to go to manage user window. The proponents
want to make sure that the proper window will appear.
Option
When the proponents select this option The
proponents will be presented by with the option
window. The proponents will test the button by clicking
on it to go to option window. The proponents want to
make sure that the proper window will appear.
Help
Content
When the proponents select this option The
proponents will be presented by with the content
window (Help Content). The proponents will test the
button by clicking on it to go to content window. The
proponents want to make sure that the proper window
will appear.
Evaluation Generator Window
This window is to allow the manager to generate the
evaluation ID before Evaluating the Employee for the
performance. The proponents will have several windows to
select options form and also to test forms.
Restaurant Management System – HRMS
Page 220
Evaluation
ID
box
is
automatically
generates
Evaluation ID. The proponents will make sure the ID is
automatically generated and that the ID does not conflict with
the previous ID. The proponents will test it by comparing the
ID number with other automatically generated ID. The
manager is the only authorized to evaluate the performance
of the employees.
The proponents want to make sure that all the boxes
for the scheduling of employee is properly working, and doing.
6.2.
Performance Bounds
The proponents have setup a certain criteria for the
software application so that the following criteria will be able
to maintain its quality and user friendliness of the software and
to have fulfilled the desired goals and objective.
Response time of search Function
Best Case Scenario > Immediate
Worst Case Scenario > 3 Seconds
Response time of adding Function
Inserting of records in 0.3 Seconds
Done within 0.8 Seconds
Log On
User should be log on within 0.1 Seconds
6.3.
Identification of Critical Components
Restaurant Management System – HRMS
Page 221
3.7.
TEST SPECIFICATION
1.0.
2.0.
Introduction
1.1.
Goals and Objects
1.2.
Statement of Scope
1.3.
Major Constraints
Testing Plan
2.1.
Software (SCIs) to be Tested
2.1.1. Interfaces
2.2.
Testing Strategy
2.2.1. Unit Testing
2.2.2. Integration Testing
2.2.3. Validation Testing
2.2.4. High-Order Testing
3.0.
2.3.
Testing Resources and Staffing
2.4.
Test Record Keeping
2.5.
Testing Tools and Environment
2.6.
Test Schedule
Test Procedure
3.1.
Software (SCIs) to be Tested
3.2.
Testing Procedures
3.2.1. Unit Testing
3.2.2. Integration Testing
3.2.3. Validation Testing
3.2.4. High-Order Testing
3.3.
Testing Resources and Staffing
3.4.
Test Record Keeping and Log
Restaurant Management System – HRMS
Page 222