Table of content :

Chapter 1:
1.1 introduction
1.2 objectives
1.3 process model
1.3.1 waterfall model
1.3.2 agile model
chapter 2 :
2.1 requirement gathering
2.2 methods of requirement gathering
2.2.1. Interviews:
2.2.2. Surveys:
2.2.3. Observation:
2.2.4. Focus Groups
2.2.5. User Stories
2.2.6. Prototyping:
2.2.7. Document Analysis:
2.2.8. Online Research:
2.2.9. Site Visits:
2.2.10. Benchmarking
2.3 scope
2.3 functional requirement
2.4.1 Employee Information Management
2.4.2Request Management
2.4.3Payroll and Shift Management
2.4.4Task Assignment and Tracking
2.4.5Attendance Management
2.4.6Reporting
2.5 nonfunctional requirement
2.5.1Performance
2.5.2Security
2.5.3Usability
2.5.3Reliability
2.5.4Maintainability
2.5.5 Compliance
2.6.6Efficiency
Chapter 3
3.1 DFD LVL 0
3.2 DFD LVL 1
3.3 USE CASE
3.4 CLASS DIAGRAM
3.5 SEQUENCE DIAGRAM
3.6 CONCLUSIONS

CHAPTER # 01

1.1 Introduction:
In today's dynamic business environment, effective management of human
resources is essential for the success and growth of any organization. With the
increasing complexity of workforce management tasks, there arises a need for
efficient and streamlined systems to automate various HR processes. To address
this need, we present the Employee Management System—a comprehensive
software solution designed to simplify the management of employees within an
organization.
The Employee Management System is developed as part of a university project for
the Bachelor of Science in Software Engineering program. This project aims to
demonstrate proficiency in software design, development, and implementation by
creating a console-based application using C++ programming language.

1.2 Objectives
The primary objectives of the Employee Management System project are as
follows:
 1. Efficient Employee Management: Develop a software tool that enables
managers to efficiently manage employee information, including adding,
deleting, viewing, and updating employee records.
2. Request Management: Implement functionalities for managers to view and
approve different types of requests made by employees, such as leave
requests, short leave requests, and fund requests. Note that the software is
not used by employees to make request it will be in another software where
they can make request.
3. Payroll and Shift Management: Provide tools for managers to manage
payroll and shifts for employees, ensuring timely and accurate processing of
wages and scheduling of work shifts.
4. Task Management: Enable managers to assign tasks to employees and
track their progress, facilitating effective task allocation and monitoring.
5. Attendance Management: Implement features for managers to track
employee attendance, including clock-in and clock-out records, and manage
attendance-related tasks.
6. Reporting: Develop reporting functionalities to generate reports on various
aspects of employee management, such as attendance records, leave
balances, and payroll summaries.

1.3PROCESS MODLE:

1.3.1WATERFALL MODLE:
Waterfall Model
Introduction to Waterfall: The waterfall model is a sequential software
development process model that follows a linear and structured approach. It
consists of distinct phases, including requirements, design, implementation, testing,
and deployment.
Key Characteristics:
 Structured Approach: The waterfall model emphasizes a systematic and
structured approach to software development, with each phase building upon
the outputs of the previous phase.
 Emphasis on Documentation: Documentation plays a crucial role in the
waterfall model, with comprehensive documentation created at each phase to
ensure clarity and traceability of requirements and design decisions.
 Linear Progression: The waterfall model follows a linear progression
through phases, with each phase completed before moving to the next. This
sequential nature ensures a clear and well-defined development process.
Usage in the Project: In our project, we are applying the waterfall model
primarily for the initial planning, documentation, and requirement analysis phases.
We leverage its structured approach to carefully define project requirements, create
detailed design specifications, and establish a solid foundation for development.

1.3.2Agile Methodology
Introduction to Agile: Agile methodologies are iterative and flexible approaches
to software development that prioritize customer collaboration, adaptive planning,
and continuous improvement. Agile emphasizes delivering working software
incrementally and responding to change quickly.
Key Characteristics:
 Iterative Development Cycles: Agile methodologies promote iterative
development small cycles, with increments of functionality delivered in
short iterations or sprints.
 Frequent Client Feedback: Agile encourages frequent and regular interaction
with clients and stakeholders to gather feedback and prioritize requirements
based on changing needs.
 Flexibility in Responding to Change: Agile methodologies embrace change
and uncertainty, allowing teams to adapt and adjust their plans and priorities
in response to evolving requirements and feedback.
Usage in the Project: In our project, we plan to apply Agile practices to facilitate
iterative development, dynamic client engagement, and continuous improvement.
We will use Agile methodologies to deliver functionality incrementally, gather
feedback from stakeholders regularly, and adjust our plans and priorities as needed
to ensure alignment with client expectations.

Integration of Methodologies

Hybrid Approach
Rationale for Integration: The rationale behind integrating elements from both
waterfall and Agile methodologies lies in the unique characteristics and
requirements of our project. While the waterfall model provides structure and
clarity in the early stages of development, Agile practices offer flexibility and
responsiveness to change, which are essential for iterative development and
dynamic client engagement.
Benefits of Integration: By combining methodologies, we aim to leverage the
structured approach of the waterfall model for initial planning and documentation,
while also embracing the flexibility and responsiveness of Agile for iterative
development and client engagement. This hybrid approach allows us to strike a
balance between predictability and adaptability, ensuring that we meet project
objectives while remaining responsive to changing requirements and stakeholder
feedback.
Implementation Strategy: Our strategy for integrating waterfall and Agile
practices involves transitioning from the waterfall model to Agile methodologies
once the project requirements are well-defined. We will start with the structured
planning and documentation phases typical of the waterfall model and then
gradually transition to Agile practices for iterative development and dynamic client
engagement. Throughout the development lifecycle, we will manage the hybrid
approach by continuously evaluating our progress, adapting our plans as needed,
and prioritizing activities based on project priorities and stakeholder feedback.
CHAPTER # 02
2.1 Requirement gathering:
Requirement gathering is the process of collecting and defining the
requirements of a system, project, or product. It involves identifying,
documenting, and analyzing the needs and expectations of stakeholders,
users, and customers. The goal is to gather accurate, complete, and
unambiguous requirements that meet the needs of all parties involved.

2.2 Methods of requirements gathering:

some methods of requirement gathering are as:
2.2.1. Interviews: One-on-one or group discussions with stakeholders,
users, and customers to gather information.
2.2.2. Surveys: Online or paper-based questionnaires to collect data
from a larger audience.
2.2.3. Observation: Watching users perform tasks or using existing
systems to understand needs.
2.2.4. Focus Groups: Group discussions led by a moderator to gather
feedback and opinions.
2.2.5. User Stories: Brief descriptions of user needs and goals, used in
Agile development.
2.2.6. Prototyping: Creating a mock-up or demo to gather feedback and
refine requirements.
2.2.7. Document Analysis: Reviewing existing documents, such as user
manuals, reports, and policies.
2.2.8. Online Research: Analyzing online resources, such as forums,
social media, and customer reviews.
2.2.9. Site Visits: Visiting users' workplaces or environments to
understand their needs.
2.2.10. Benchmarking: Comparing existing systems or products to
identify best practices and gaps.
From the above method I have deployed interviewing and vesting the
location as it will give me clear idea of what the company demands from
us
2.3 Scope:
The scope of the Employee Management System project encompasses
the development of a comprehensive software solution designed to
streamline and automate various HR processes within an organization.
The system will provide functionalities such as employee information
management, request management, payroll and shift management, task
assignment and tracking, attendance management, and reporting.
Specifically, the system will enable efficient management of employee
records, allowing managers to add, update, view, and delete employee
information. It will facilitate request management by allowing managers
to view and approve various employee requests, including leave
requests, short leave requests, and fund requests submitted through a
separate employee request system.
Additionally, the system will support payroll and shift management,
ensuring seamless payroll processing and scheduling of employee work
shifts. Task management capabilities will enable managers to assign
tasks to employees and track their progress, while attendance
management features will track employee attendance, including clock-in
and clock-out records. The system will also generate detailed reports on
various aspects of employee management, such as attendance records,
leave balances, and payroll summaries.
To meet non-functional requirements, the system will ensure secure user
authentication and authorization to protect sensitive employee data. It
will handle employee records and requests efficiently to maintain
optimal performance. The system will be designed to scale with the
growing needs of the organization, accommodating increased data
volumes and user loads. It will ensure data privacy and security, comply
with relevant labor regulations, and be easy to maintain and update to
ensure continuous high performance and reliability. Ultimately, the
system aims to provide a user-friendly and reliable platform for effective
employee management, enhancing operational efficiency and employee
satisfaction
2.4Functional Requirements:
The Employee Management System (EMS) will incorporate several key
functional requirements to ensure comprehensive management of
employee-related tasks and processes within an organization. These
requirements include:
2.4.1 Employee Information Management
 Add Employee Records: Allow managers to add new
employee records, including personal details, job titles,
departments, and contact information.
 Update Employee Records: Enable managers to update
existing employee information as necessary.
 View Employee Records: Provide functionality for
managers to view detailed employee records.
 Delete Employee Records: Allow managers to delete
employee records when needed.
2.4.2Request Management
 View Requests: Provide managers with the ability to view
various types of requests submitted by employees, such as
leave requests, short leave requests, and fund requests. Note
that these requests are submitted through a separate employee
request system.
 Approve/Reject Requests: Enable managers to approve or
reject these requests based on organizational policies and
employee eligibility.
2.4.3Payroll and Shift Management
 Manage Payroll: Facilitate payroll processing, including
calculation of wages, deductions, and bonuses.
 Schedule Shifts: Allow managers to create and manage
employee work schedules and shifts, ensuring adequate
staffing and compliance with labor regulations.
2.4.4Task Assignment and Tracking
 Assign Tasks: Enable managers to assign tasks to
employees, specifying deadlines and priorities.
  Track Task Progress: Provide tools for managers to monitor
the progress of assigned tasks weather it is completed or not
2.4.5Attendance Management
 Track Attendance: Allow managers to record and track
employee attendance, including clock-in and clock-out times.
 Manage Attendance Records: Enable managers to view and
update attendance records, and manage attendance-related
issues such as tardiness and absences.
2.4.6Reporting
 Generate Reports: Provide functionality to generate various
reports on employee management aspects, including:
 Attendance Reports: Detailed records of employee
attendance.
 Leave Balance Reports: Summaries of leave balances
for each employee.
 Payroll Summaries: Detailed summaries of payroll
data, including total wages paid, deductions, and
bonuses.
 Task Completion Reports: Summaries of task
assignments and their completion status.

2.5Non-Functional Requirements
2.5.1Performance
 Scalability: The system should handle up to 1,000 concurrent
manager users without performance degradation.
 Response Time: The system should have a response time of
less than 2 seconds for any user action under normal load
conditions.
2.5.2Security
 Data Encryption: All sensitive employee data must be
encrypted both in transit and at rest.
 Authentication and Authorization: Implement secure
authentication mechanisms to ensure only authorized
managers can access the system. Role-based access control
 (RBAC) should be used to restrict access to sensitive
functionalities.
 Audit Trails: Maintain detailed logs of all user activities for
audit purposes, including login attempts, data modifications,
and request approvals.
2.5.3Usability
 User Interface: Provide an intuitive and user-friendly
interface for managers to navigate and use the system
efficiently.
 Accessibility: Ensure the system is accessible to users with
disabilities, complying with relevant accessibility standards
(e.g., WCAG 2.1).
2.5.3Reliability
 Uptime: Ensure the system has an uptime of at least 99.9%,
minimizing downtime and ensuring availability.
 Data Backup and Recovery: Implement robust data backup
and recovery procedures to prevent data loss and ensure
business continuity in case of system failures.
2.5.4Maintainability
 Modular Design: Use a modular design to facilitate easy
maintenance and updates. This allows individual components
to be updated or replaced without affecting the entire system.
 Documentation: Provide comprehensive documentation for
the system, including user manuals, API documentation, and
maintenance guides.
2.5.5 Compliance
 Data Privacy: Ensure compliance with data privacy laws and
regulations (e.g., GDPR, CCPA) to protect employee data.
 Labor Regulations: Ensure the system complies with
relevant labor laws and regulations regarding employee
management, payroll processing, and data handling.
2.6.6Efficiency
 Resource Utilization: Optimize the system to use server and
network resources efficiently, minimizing operational costs.
 Power Consumption: Design the system to minimize power
consumption, contributing to energy efficiency and
sustainability goals.

CHAPTER 3
3.1Dfd level 0 diagram:
3.2Dfd level 1:

3.3 use case diagram:

3.4 class diagram:

3.5 sequence diagram:

3.6 conclusion:
By adhering to the requirements and design specifications provided in this
document, the development team can ensure the creation of a robust, user-
friendly, and scalable system. It is anticipated that the implementation of
this system will lead to significant improvements in the management of
employee information, attendance tracking, payroll processing, and
performance evaluations.

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