Software Development II Lab

Final Report
Course Code: CSE-3640

MUSIC P

Team Members
NILOY BARUA
C221023
Mob: 01884045721

UDAY BARUA

C221024
Mob:

FAHAD HOSSAIN SHAON

C221009
Mob: 01882287039

ID: C221022
Mob: 01739966268

Department of Computer Science and Engineering (CSE)

International Islamic University Chittagong, Kumira
Executive Summary

PayTrackr is a streamlined, automated payroll management

system de- signed to help businesses efficiently manage their
payroll processes, em- ployee attendance, leaves, allowances,
and compliance with tax and labor laws. The platform aims to
eliminate the manual complexities of pay- roll calculation,
ensuring accuracy, timeliness, and transparency in salary
disbursement.
By integrating attendance and leave tracking, PayTrackr
enables real-time monitoring of employee hours, overtime, and
absences, seamlessly connect- ing this data to payroll. The
system also provides a centralized database for employee
information, including departmental details, job roles, and
performance metrics, allowing for easy access and
management of critical HR data.
Additionally, PayTrackr ensures compliance with tax
regulations, deduc- tions, and company policies, offering
detailed audit trails and customizable reporting tools to support
decision-making and transparency. With role- based access
control, the system ensures data security and privacy for all
users.
In conclusion, PayTrackr enhances payroll efficiency, minimizes
errors, and provides businesses with a comprehensive,
compliant, and user-friendly solution for managing employee
information and payroll processes. It is scalable, adaptable, and
designed to meet the needs of businesses of all sizes.

1
Contents

Executive Summary 1

List of Figures 4

List of Tables 4

1 Introduction 5
1.1 Goals and Objectives of the project . . . . . . . . . . . . . . 5
1.2 Scope of the work . . . . . . . . . . . . . . . . . . . . . . . .7
1.2.1 Current situation and context . . . . . . . . . . . . . 8
1.2.2 Competing products (available in market) . . . . . . . 8
1.3 System overview . . . . . . . . . . . . . . . . . . . . . . . . 10
1.4 Structure of the document . . . . . . . . . . . . . . . . . . .10
1.5 Terms, Acronyms, and Abbreviations Used . . . . . . . . . . 10

2 Project Management Plan 11

2.1 Project Organization . . . . . . . . . . . . . . . . . . . . . .11
2.1.1 Individual Contribution to the project . . . . . . . . .12
2.2 Process Model Used . . . . . . . . . . . . . . . . . . . . . . 13
2.2.1 Rationale for choosing lifecycle model . . . . . . . . .13
2.3 Risk Analysis . . . . . . . . . . . . . . . . . . . . . . . . . .14
2.4 Constraints to project implementation . . . . . . . . . . . . 14

2
 2.5 Hardware and Software Resource (Tools/Language)
Require- ments . . . . . . . . . . . . . . . . . . . . . . . . .
. . . . .

14
2.6 Project Timeline and Schedule . . . . . .
. . . . . . . . . . 14
2.7 Estimated Budget . . . . . .
. . . . . . . . . . . . . . . . . 14
2.8 Social/Cultural/Environmental impact of the
project . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14

3 Requirement Specifications 15
3.1 Stakeholders for the system . . . . . . . . . . . . . . . . . . 15
3.2 Use case diagram with Graphical and Textual Description .
16
3.3 Activity Diagram . . . . . . . . . . . . . . . . . . . . . . . . 16
3.4 Static model – class diagram . . . . . . . . . . . . . . . . . . 16
3.5 Dynamic model – sequence diagram . . . . . . . . . . . . . .
16
3.6 Safety and Security requirements . . . . . . . . . . . . . . . 16
3.6.1 Access Requirements . . . . . .
. . . . . . . . . . . . 16
3.6.2 Integrity Requirements . . . . . .
. . . . . . . . . . . 16
3.6.3 Privacy Requirements . . . . . . . . . . . . . . . . . . 16

4 Architecture 17
4.1 Architectural model/style used . . . . . .
. . . . . . . . . . 17
4.1.1 Rationale for choosing your architectural model/style 17
4.2 Technology, software, and hardware used . . . . . . . . . . .
17

5 Design 18

3
 5.1 Component level design following pattern . . . . . .
. . . . 18
5.2 GUI (Graphical User Interface) design . . . . . . . . . . . . 18

6 Testing and sustainability plan 19

4
6.1 Requirements/specifications-based system level test cases .
. 19
6.2 Traceability of test cases to use cases . . . . . . . . . . . . .
23
6.3 Techniques used for test generation . . . . . . . . . . . . . .
23
6.4 Assessment of the goodness of your test suite . . .
. . . . . 23
6.5 Sustainability Plan . . . . . . . . . . . . . . . . . . . . . . . 23
6.5.1 Scalability . . . . . . . . . . . . . . . . . . . . . . . . 23
6.5.2 Flexibility / Customization . . . . . . . . . . . . . . .23

Acknowledgement 23

References 25

List of Figures

List of Tables

2.1 Individual Contribution to the project . . . . . . . . . . . .12

6.1 Requirements/specifications-based system level test cases (01)

19
6.2 Requirements/specifications-based system level test cases (02)
20
6.3 Requirements/specifications-based system level test cases (03)
21
6.4 Requirements/specifications-based system level test cases (04)
22
5
6.5 Traceability of test cases to use cases . . . . . . . . . . . . .
23

6
Introduction

1.1 Goals and Objectives of the

project Goals of PayTrackr:
• Automate Payroll Processes
Streamline and automate payroll management to
minimize errors, reduce manual work, and ensure timely
salary disbursements.
• Enhance Attendance and Leave Management
Provide a user-friendly platform for tracking employee
attendance, managing leaves, and calculating overtime,
improving operational efficiency.
• Ensure Compliance with Regulations
Ensure that the payroll system complies with all
relevant tax, labor, and legal requirements to avoid
penalties and maintain smooth operations.
• Centralize Employee Data Management
Maintain an integrated system where all employee-
related infor- mation, including payroll, attendance,
allowances, and depart- mental details, is accessible
and organized in one place.
• Improve Data Accuracy and Transparency
Enable accurate record-keeping and reporting, offering
transparency in payroll, attendance, and leave
management for both employees and management.

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Objectives of PayTrackr:
• Automate Payroll Calculations
Automatically calculate employee salaries by
considering work- ing hours, leaves, deductions, and
allowances, minimizing human intervention and errors.
• Develop an Attendance Tracking Module
Implement an attendance management system that
logs working hours, overtime, absences, and integrates
with payroll to reflect accurate salary adjustments.
• Design a Leave Management System
Provide employees with a platform to request and track
their leaves while allowing management to approve
requests and mon- itor leave balances seamlessly.
• Create a Comprehensive Employee Database
Store all employee information, including personal
details, job roles, departments, salary, allowances, and
leave history, in a cen- tralized database for easy access
and updates.
• Generate Payroll and Attendance Reports
Build customizable reporting tools for generating payroll
sum- maries, attendance logs, and leave balances,
allowing management to review and audit data
efficiently.
• Integrate Audit and Compliance Features
Ensure compliance with tax laws, deductions, and
company poli- cies by creating audit trails for payroll
transactions and employee management activities.
• Implement Role-Based Access Control
Assign different access levels to administrators, HR,
finance, and employees to safeguard sensitive
information and maintain data privacy.

8
1.2 Scope of the work
The scope of work for the PayTrackr project includes the
development of a comprehensive payroll management system
that will help businesses efficiently manage and automate their
payroll, employee attendance, leave, allowances, and related
financial aspects. The system will serve as an all-in- one
solution for handling payroll calculations, tax deductions,
compliance tracking, and employee data management.
Key Features of PayTrackr:
• Employee Information Management:
Manage and store employee details, including
department name, job role, and contact information.
• Attendance and Leave Management:
Track employee attendance and leave requests, including
vacation, sick leave, and other types of time off.
• Payroll Processing:
Automate payroll calculations, including salary, bonuses,
over- time, and deductions (e.g., taxes, benefits).
• Allowances and Bonuses:
Handle and track various allowances (housing,
transport, etc.) and performance-based bonuses.
• Compliance and Tax Management:
Ensure payroll complies with local tax laws and labor
regulations, generating accurate tax reports.
• Reporting and Auditing:
Generate financial reports and payroll audits for internal
use and regulatory compliance.
• Employee Self-Service Portal:
Provide employees with access to payslips, attendance
records, and leave management.
The project will involve building a user-friendly web
application with role-based access, ensuring that HR,
finance departments, and em-

9
 ployees can easily interact with the system. It will also
support future scalability for handling larger organizations
or additional features.

1.2.1 Current situation and context

The project will involve building a user-friendly web
application with role-based access, ensuring that HR,
finance departments, and em- ployees can easily interact
with the system. It will also support future scalability for
handling larger organizations or additional features.
Key issues in the current context:
• Manual Payroll Errors:
Without automation, errors in payroll processing are
common, leading to overpayments, underpayments,
and tax calculation mis- takes.
• Compliance Challenges:
Keeping up with labor laws, tax regulations, and
compliance re- quirements can be difficult without a
centralized, automated sys- tem.
• Inefficient Time Tracking:
Manual timekeeping and leave requests are inefficient,
leading to delays in processing and approvals.
• Employee Dissatisfaction:
Employees may experience frustration due to delays or
errors in salary payments, as well as a lack of
transparency regarding at- tendance and leave
balances.
Organizations need a reliable, automated system to
address these is- sues, reduce administrative burden, and
ensure payroll accuracy and compliance with regulations.

1.2.2 Competing products (available in market)

There are several payroll management systems currently
available in the market, offering a range of features similar
to those proposed for PayTrackr.

10
 Key competing products include:

• ADP Workforce Now:

Features:ADP offers a full suite of payroll, HR, tax, and
benefits administration solutions. It includes employee
self-service, time and attendance tracking, and robust
reporting.

Strengths:Known for its comprehensive compliance

features and scalability for large organizations.

Weaknesses: High cost for smaller businesses and

complex for companies that only need basic payroll
services.
• Gusto:
Features:Gusto provides an all-in-one platform for
payroll, ben- efits, and time tracking. It also offers tax
filing and employee self-service.

Strengths:Simple, user-friendly interface, ideal for small to

medium- sized businesses. Integrates with accounting
platforms.

Weaknesses: Limited scalability for larger organizations

and ad- vanced payroll needs.
• QuickBooks Payroll:
Features:Integrated with QuickBooks, it offers payroll,
tax fil- ing, and benefits management. Works well for
small businesses with integrated accounting needs.

Strengths:Affordable for small businesses and easy

integration with QuickBooks accounting software.

Weaknesses: Limited HR features compared to larger

competi- tors and less suitable for complex payroll
environments.
• Workday HCM:
Features:A cloud-based HR management system that
includes payroll, HR, and talent management solutions.
Workday excels in large enterprise environments with
complex HR needs.

11
 Strengths:Comprehensive HR capabilities, strong
analytics and reporting, and scalability for large
enterprises.

Weaknesses: Expensive and often overkill for small to

medium- sized businesses with simpler payroll needs.
• Zoho Payroll:
Features:Provides payroll processing, compliance, and
tax cal- culations, along with integration with Zoho’s
suite of business applications.

Strengths:Affordable and easy to use for small

businesses, es- pecially those already using Zoho
products.

Weaknesses: Limited functionality for more complex

payroll re- quirements and less robust than larger
competitors.

1.3 System overview

1.4 Structure of the document
1.5 Terms, Acronyms, and Abbreviations Used

12
Project Management Plan

2.1 Project Organization

The project team consists of the following roles and
responsibilities:

A.M Asik Ifthaker Hamim(Project Manager)

– Lead the project and ensure that all objectives,
deadlines, and quality standards are met.
– Manage communication with stakeholders, allocate
tasks, and provide guidance to team members.
– Monitor the progress of development, testing, and
implementation phases.
– Coordinate risk management, resource allocation, and
issue reso- lution.
Adrishikhar Barua(Developer)
– Responsible for developing the core features of
PayTrackr, includ- ing payroll calculations, attendance
tracking, and leave manage- ment.
– Works on integrating the system with databases and
ensures proper functionality of all modules.
– Participates in testing and bug fixing, as well as the
deployment of the software.
– Coordinate risk management, resource allocation, and
issue reso- lution.
Sheikh Mohammad Rajking(UI/UX Designer)

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 – Designs the user interface and ensures a seamless user
experience for PayTrackr.
– Collaborates with the development team to ensure the
front-end aligns with the system’s functionality.
– Participates in testing and bug fixing, as well as the
deployment of the software.
– Gathers feedback from stakeholders to refine the user
experience.
Abdul Mohaimin(Quality Assurance (QA) Tester)
– Tests the system for bugs, ensures it meets the
desired quality standards, and verifies that all features
function as intended.
– Conducts performance testing, usability testing, and
ensures the system is ready for deployment.
– Participates in testing and bug fixing, as well as the
deployment of the software.
– Reports any issues or inconsistencies to the
development team for resolution.

2.1.1 Individual Contribution to the project

Individual Contribution to the project are shown in Table-2.1
Table 2.1: Individual Contribution to the project

Requireme Model User Deplo

Member nt Plannin Designin Buildin Interfa Testin y-
Name Specificati g g g ce g ment
on
A.M Asik
Ifthaker ✓
Hamim

Abdul
Mohaimi ✓
n
Sheikh
Mohammad ✓
Rajking

Adrishikh
ar ✓
Barua

14
2.2 Process Model Used
For the PayTrackr project, we are using a Hybrid Agile
model that combines elements of Scrum and Kanban. This
approach provides a flexible yet structured process,
allowing for both iterative development of key features and
continuous task management.
– Scrum is employed for managing feature development
in time- boxed sprints (usually 2–4 weeks), ensuring
that core functionali- ties like payroll processing and
attendance tracking are delivered in a structured,
iterative manner.
– Kanban is used alongside Scrum to manage continuous,
ad-hoc tasks such as bug fixing, minor updates, or
urgent changes that don’t fit into the sprint structure.
This allows for continuous workflow management and
quicker responses to unplanned issues.

2.2.1 Rationale for choosing lifecycle model

The rationale for selecting this hybrid Agile approach includes:
1. Flexibility with Changing Requirements:
Payroll systems often deal with evolving requirements,
such as compliance updates or user feedback. The
hybrid model allows for flexibility by incorporating
changes quickly via Kanban, while maintaining focus on
core feature development through Scrum sprints.
2. Continuous Delivery of Value:
Scrum ensures regular delivery of key features at the
end of each sprint, while Kanban allows for immediate
handling of smaller tasks, ensuring continuous
improvements and value delivery with- out waiting for
sprint completions.
3. Handling Parallel Workflows:
The project requires managing long-term feature
development and short-term tasks like bug fixes and
compliance updates simulta- neously. The hybrid model
enables efficient parallel workflows by using Scrum for
planned feature development and Kanban for
immediate tasks.
4. Improved Responsiveness to Urgent Needs:
Kanban provides a continuous flow of task management,
allow-

15
 ing the team to handle unexpected issues or
compliance changes without disrupting the overall
sprint schedule, which is managed by Scrum.
5. Better Risk Management:
The iterative nature of Scrum allows for continuous
feedback and risk assessment, while Kanban ensures
that critical issues are han- dled promptly, reducing the
risk of delays or compliance failures.
By using this hybrid model, PayTrackr will benefit from the
structure of Scrum and the adaptability of Kanban, ensuring
that the project meets its objectives efficiently while
remaining responsive to dynamic requirements.

2.3 Risk Analysis

2.4 Constraints to project implementation
(Schedule, Budget, Software & Hardware constraints)

2.5 Hardware and Software Resource

(Tools/Language) Requirements
2.6 Project Timeline and Schedule
2.7 Estimated Budget
2.8 Social/Cultural/Environmental impact
of the project
(Include a description of what impact your project will have
on indi- viduals and society)

16
Requirement Specifications

3.1 Stakeholders for the system

1. Project Team (Internal Stakeholders)
– Project Manager: The Project Manager is
responsible for overseeing the entire project,
ensuring it is delivered on time and meets all
requirements.
– Developers: Responsible for building the system,
coding the payroll, attendance, and leave
management functionalities.
– UI/UX Designer: Ensures the system has an
intuitive in- terface and provides a smooth user
experience.
– QA Tester: Ensures the system works correctly,
identifying and fixing any bugs or usability issues
before deployment.
2. System Users (End Users)
– Human Resources (HR) Department:
∗ Primary users of PayTrackr, responsible for using
the sys- tem to manage employee payroll,
attendance, leaves, and allowances.
∗ HR will be heavily involved in system setup,
configura- tion, and ongoing use to ensure that
payroll processes are efficient and compliant with
company policies and legal regulations.
– Finance Department:
∗ Users of payroll reports and data generated by
Pay- Trackr. They rely on the system for accurate
salary dis- bursements, tax calculations, and
financial audits.

17
 ∗ Finance may also collaborate in ensuring the
system inte- grates with accounting systems.
– Employees:
∗ Employees will interact with the system for
viewing payslips, applying for leaves, checking
attendance, and re- viewing their payroll-related
information. Their satisfac- tion with the system’s
ease of use is crucial.
– Department Heads/Managers:
∗ They may use the system to approve leaves or
access at- tendance data for performance
evaluations or department payroll management.

3.2 Use case diagram with Graphical and

Textual Description
3.3 Activity Diagram
3.4 Static model – class diagram
3.5 Dynamic model – sequence diagram
3.6 Safety and Security requirements
3.6.1 Access Requirements
(Specification of who has authorized access to the product
(both func- tionality and data), under what circumstances
that access is granted, and to which parts of the product
access is allowed)

3.6.2 Integrity Requirements

(Specification of the required integrity of databases and
other files, and of the product itself.)

3.6.3 Privacy Requirements

(Specification of what the product has to do to ensure
the privacy of individuals about whom it stores information.
The product must also ensure that all laws related to
privacy of an individual’s data are observed.)

18
Architecture

4.1 Architectural model/style used

4.1.1 Rationale for choosing your architectural model/style
4.2 Technology, software, and hardware used

19
Design

5.1 Component level design following pattern

5.2 GUI (Graphical User Interface) design

20
 Testing and sustainability plan

6.1 Requirements/specifications-based
system level test cases
An example table for Requirements/specifications-based
system level test cases is given below:
Requireme Must/
nt ID Requirement Want Comment
Statement
User can’t upload image
R-Up-01 with invalid Must N/A
extension
Show error message if user
R-Up-02 upload image with invalid Want N/A
extension

User can’t generate

R-Gen-01 caption without Must N/A
uploading image
Show error message if user
R- Gen-02 click generate caption Want N/A
option without uploading
image
For training the model
R-Clean-01 with dataset, cleaning Must N/A
needs to be performed to
the text dataset.
Table 6.1: Requirements/specifications-based system level test cases (01)

21
 Projec
t PayTrackr
Name
Modul
e Upload
Name
Created By Name 1
Reviewed Name 1
By
Date
of 15-02-21
Creatio
n
Date of
Review 15-02-21

Tes Expected
Test Case Scenari Steps t Result Actual Status
ID o Dat Result
a
1. Go to
the user
Check interface
upload 2.Click
image ‘choose Redirect to Redirect to
option file’ File: the initial the initial
TC-UP-01 new.p state Passed
with option of state of
invalid 3.Upload df user user
file file from interface interface
extensio
n. PC’s
directory

TC-UP-02 - - - - - Passed

Table 6.2: Requirements/specifications-based system level test cases (02)

22
 Projec
t PayTrackr
Name
Modul
e Text Cleaning
Name
Created By Name 1
Reviewed Name 1
By
Date
of 15-02-21
Creatio
n
Date of
Review 15-02-21

Tes Expected
Test Case Scenari Steps t Result Actual Status
ID o Dat Result
a
TC-CL-01
- - - - - Passed

TC-CL-02
- - - - - Passed

Table 6.3: Requirements/specifications-based system level test cases (03)

23
 Projec
t PayTrackr
Name
Modul
e Generate Caption
Name
Created By Name 1
Reviewed Name 1
By
Date
of 15-02-21
Creatio
n
Date of
Review 15-02-21

Tes Expected
Test Case Scenari Steps t Result Actual Status
ID o Dat Result
a
TC-GEN-01
- - - - - Passed

TC-GEN-02
- - - - - Passed

Table 6.4: Requirements/specifications-based system level test cases (04)

24
6.2 Traceability of test cases to use cases

Requirement ID
Test Case
ID R-Up-01 R-Up-02 R-Gen- R- Gen- R-Clean-
01 02 01
TC-UP-01 ✓
TC-UP-02 ✓
TC-GEN-01 ✓
TC-GEN-02 ✓
TC-CL-01 ✓
TC-CL-02 ✓
Table 6.5: Traceability of test cases to use cases

6.3 Techniques used for test generation

6.4 Assessment of the goodness of your test
suite
6.5 Sustainability Plan
6.5.1 Scalability
6.5.2 Flexibility / Customization

25
Acknowledgement

we used this book[1][2] as reference.

26
References

[1]R. S. Pressman et al., “A practitioner’s approach,”

Software En- gineering, vol. 2, pp. 41–42, 2010.
[2]“What is Array? - GeeksforGeeks — geeksforgeeks.org,”
https:
//www.geeksforgeeks.org/what-is-array/?ref=roadmap,
[Accessed 30-09-2024].

27