Software Engineering Lab

Final Report
Course Code: CSE-3638

PayTrackr

Team Members(Group H)

A.M Asik Ifthaker Hamim

ID: C221012

Abdul Mohaimin
ID: C221199

Sheikh Mohammad Rajking

ID: C221011

Adrishikhar Barua
ID: C221022

Department of Computer Science and Engineering (CSE)

International Islamic University Chittagong, Kumira
Contents

Executive Summary 1

List of Figures 2

List of Tables 2

1 Introduction 3
1.1 Goals and Objectives of the project . . . . . . . . . . . . . . . . . . 3
1.2 Scope of the work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
1.2.1 Current situation and context . . . . . . . . . . . . . . . . . . 6
1.2.2 Competing products (available in market) . . . . . . . . . . 6

2 Process Model Used 9

2.0.1 Rationale for choosing lifecycle model . . . . . . . . . . . . 12

3 Requirement Specifications 14
3.1 Stakeholders for the system . . . . . . . . . . . . . . . . . . . . . . . 14
3.2 Use case diagram with Graphical and Textual Description . . . 15
3.3 Safety and Security requirements . . . . . . . . . . . . . . . . . . . . 17
3.3.1 Access Requirements . . . . . . . . . . . . . . . . . . . . . . . . 17
3.3.2 Integrity Requirements . . . . . . . . . . . . . . . . . . . . . . 17
3.3.3 Privacy Requirements . . . . . . . . . . . . . . . . . . . . . . . 18

4 Architecture 19
4.1 Architectural model/style used . . . . . . . . . . . . . . . . . . . . . 19
4.1.1 Rationale for choosing your architectural model/style . . 19

1
 4.1.2 Architectural Flaw . . . . . . . . . . . . . . . . . . . . . . . . . 21
4.2 Technology, software, and hardware used . . . . . . . . . . . . . . 22

References 25

List of Figures

2.1 Scrum framework and process overview.[1] . . . . . . . . . . . . . 10

2.2 Kanban workflow and process visualization.[2] . . . . . . . . . . . 11
3.1 Use Case Diagram. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
4.1 Microservice Architecture for PayTrackr.[3] . . . . . . . . . . . . . 20

List of Tables

2
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.

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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-

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 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.

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• ADP Workforce Now:
Features: ADP offers a full suite of payroll, HR, tax, and ben-
efits 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.

Strengths: Comprehensive HR capabilities, strong analytics and

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 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.

8
Process Model Used

For the PayTrackr project, we are utilizing a Hybrid Agile model that
combines elements of Scrum and Kanban. This approach offers both
structure and flexibility, facilitating the iterative development of key
features while managing ongoing tasks seamlessly.
Scrum:
– Time-boxed Sprints: Development is structured in time-boxed
iterations (2-4 weeks) where specific Product Backlog items (PBIs)
are worked on to incrementally build out core functionalities like
payroll processing and attendance tracking.
– Sprint Planning: At the start of each Sprint, the Development
Team pulls prioritized tasks from the Product Backlog into the
Sprint Backlog based on the team’s velocity and capacity, which
is determined by historical performance metrics.
– Roles:
∗ Product Owner (PO): Acts as the customer proxy, respon-
sible for managing and prioritizing the Product Backlog to
maximize business value, and ensuring that the most critical
features are addressed first.
∗ Scrum Master (SM): Ensures adherence to the Scrum Frame-
work, facilitates Scrum ceremonies, and removes impediments
(also called blockers) that hinder the team’s progress.
∗ Development Team: A cross-functional group of self-organizing
professionals responsible for delivering the Sprint Increment
according to the Definition of Done (DoD).
– Events:
∗ Daily Scrum (Standup): A 15-minute time-boxed event

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 Figure 2.1: Scrum framework and process overview.[1]

where the team synchronizes its work by answering the three

key questions: What did I do yesterday? What will I do
today? What obstacles are in my way?
∗ Sprint Review: A collaborative inspect-and-adapt session at
the end of each Sprint, where the team presents the Increment
to stakeholders and gathers feedback, ensuring alignment with
customer expectations.
∗ Sprint Retrospective: A meeting held post-Sprint where
the team reflects on the Sprint process, identifies areas for
improvement, and determines actionable items for continuous
process improvement.
– Artifacts:
∗ Product Backlog: A dynamic, ordered list of work items
(features, bugs, enhancements) that represents the product’s
requirements. Managed by the Product Owner.
∗ Sprint Backlog: A subset of the Product Backlog, repre-
senting the work the team commits to complete during the
current Sprint.
∗ Increment: The shippable product increment at the end of
each Sprint, which must meet the Definition of Done (DoD)
criteria and be ready for deployment or further testing.

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 Figure 2.2: Kanban workflow and process visualization.[2]

Kanban:
– Visual Workflow: Kanban boards are used to represent the
flow of work, with columns such as To Do, In Progress, and Done.
Each task is represented as a Kanban card that moves through
these stages, allowing real-time visibility of work status.
– Work in Progress (WIP) Limits: WIP limits are implemented
to control the number of tasks that can be in progress in each
column at any given time. This limits overloading and helps to
optimize flow, improving efficiency and preventing bottlenecks.
– Pull System: Unlike Scrum, Kanban uses a pull system, where
team members pull tasks from the queue when they have capac-
ity to work on them, ensuring that work is not pushed onto the
team. This maintains a sustainable cadence and reduces the risk
of overburdening the team.
– Continuous Flow: Kanban supports a continuous delivery pipeline
by allowing work items to flow through the system without the
need for time-boxed iterations. Tasks are completed and delivered
as soon as they are finished, which is especially useful for urgent
fixes, minor updates, or bug resolution.

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 – Flexibility for Ad-hoc Tasks: Kanban provides the flexibility
to address ad-hoc issues that emerge outside of planned work, en-
suring that unforeseen bugs or urgent feature requests are handled
without disrupting the current Sprint work. This is particularly
valuable for production support or dealing with unplanned inter-
ruptions.
In this Hybrid Agile framework, Scrum provides a predictable, itera-
tive cadence for structured feature development, while Kanban ensures
smooth management of unplanned tasks, creating a balance between
delivery predictability and flexibility.

2.0.1 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-
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:

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 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.

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Requirement Specifications

3.1 Stakeholders for the system

1. Business Owners/Executives: Interested in overall cost-
effectiveness, compliance, transparency, and efficiency of the pay-
roll process.
2. HR Managers: Direct users responsible for managing employee
data, payroll processing, attendance, and leave tracking.
3. Payroll Department: Needs accurate and streamlined payroll
calculation, tax compliance, and reporting capabilities.
4. Employees: Users who rely on timely, transparent, and accu-
rate salary disbursement, with access to their attendance, leave,
and payroll information.
5. IT Department/System Administrators: Manage system
maintenance, security, data integrity, and support infrastructure
for PayTrackr.
6. Compliance and Audit Teams: Require audit trails and de-
tailed reporting to ensure adherence to tax and labor regulations.
7. Finance Department: Oversee payroll expenses, budgeting,
and financial reporting needs related to payroll disbursement.
8. Government/Regulatory Bodies: Indirect stakeholders in-
terested in compliance with labor laws, tax regulations, and secure
data practices.

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3.2 Use case diagram with Graphical and Textual
Description
The Pay-Trackr system is an integrated Human Resource Manage-
ment System (HRMS) designed to optimize employee data manage-
ment, payroll processing, and HR analytics. It provides robust func-
tionalities for three key actors: Admin, HR Manager, and Employee,
enabling streamlined operations and compliance with organizational
policies and legal frameworks.
The Integrated Employee Management module acts as the backbone,
consolidating employee data and supporting workflows such as Leave
Management and Employee Information handling. The system’s At-
tendance Management feature, augmented by Attendance Tracking,
automates timekeeping by capturing real-time check-ins and work
hours, feeding directly into payroll computations.
The Payroll Processing and Bonuses module ensures precision in salary
calculation, incorporating Allowances (e.g., housing, travel) and de-
ductions managed via Tax Management. The tax module enforces
compliance with taxation regulations, offering transparency to em-
ployees by allowing them to view their deductions and contributions.
The HR Manager leverages HR Analytics to derive actionable in-
sights from aggregated data, such as employee performance trends,
payroll metrics, and attendance statistics. These insights are further
formalized through Reporting, which generates detailed, actionable
summaries, and Auditing, which verifies compliance, accuracy, and
integrity in payroll and tax processes.
Employees access a self-service interface for viewing their attendance
records, leave status, payroll details, and tax summaries, ensuring
operational transparency and user autonomy. For administrators, the
system reduces manual intervention through automation, enhancing
accuracy, scalability, and efficiency in HR operations.

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 (a)

(b) (c)

(d) (e)

Figure 3.1: Use Case Diagram.

By integrating modules with interdependencies and applying industry-

grade workflows, Pay-Trackr enhances decision-making, operational
efficiency, and compliance. It provides a centralized, scalable architec-

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ture for HR tasks, making it a critical solution for modern workforce
management.

3.3 Safety and Security requirements

PayTrackr’s safety and security requirements include encrypted data
storage, secure role-based access control, and compliance with GDPR
and local labor laws. Regular security audits, robust multi-factor
authentication, user activity logging, and secure integration with ex-
ternal systems are essential to protect sensitive payroll data, prevent
unauthorized access, and maintain user privacy.

3.3.1 Access Requirements

1. Role-Based Access Control (RBAC)
Access to PayTrackr should be strictly role-based:
– Admin has access to system-wide settings, all employee records,
payroll processing, and reporting functionalities.
– HR Manager has access to employee records and payroll cal-
culations relevant to salary and attendance but may have re-
stricted access to system-level configurations.
2. Employee Self-Service Portal (Limited)
If an employee self-service feature is implemented, it should limit
access strictly to the employee’s own data, such as payslips, atten-
dance, and leave records, without exposing or modifying sensitive
HR or payroll data.
3. Data Segmentation
Limit visibility based on roles and departments. For instance, HR
managers should only view and manage information pertinent to
their assigned team or department if the company has departmen-
tal segmentation.

3.3.2 Integrity Requirements

1. Data Accuracy Checks :
Automated validation should verify data entries (e.g., attendance
logs, overtime calculations) to prevent errors. This includes cross-
referencing attendance data with payroll calculations to ensure
that all information is accurate.

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 2. Tamper-Proof Payroll Records :
Payroll records should be locked or made read-only after process-
ing to prevent unauthorized alterations. Only admin-level users
may unlock records if edits are essential, and any modification
should be logged.
3. Audit Trails :
Maintain a comprehensive audit trail of actions performed on em-
ployee data, such as attendance adjustments, leave requests, pay-
roll calculations, and changes made by admins or HR managers.
This enables traceability and accountability.
4. Version Control :
Implement version control for payroll and attendance records to
allow the system to revert to previous data in case of errors or
malicious modifications.

3.3.3 Privacy Requirements

1. Employee Data Confidentiality :
Employee data, including personal information, salary details,
and attendance records, must be protected and only accessible
by authorized roles (admin and HR manager). Sensitive data
should be encrypted in the database and during transmission.
2. Employee Data Confidentiality :
Non-essential sensitive information should be anonymized in re-
ports to minimize exposure of private data. For instance, specific
salary details could be masked when generating generalized pay-
roll reports for higher-level summaries.
3. Secure Authentication : Both admin and HR manager ac-
counts must use strong passwords and multi-factor authentication
(MFA) to prevent unauthorized access. A session timeout mecha-
nism should log out inactive users to reduce risks associated with
unattended sessions.
4. Audit Logging : All interactions with sensitive data, such as
payroll and attendance modifications, should be logged. These
logs will enable administrators to monitor access and identify po-
tential privacy breaches.

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Architecture

4.1 Architectural model/style used

The PayTrackr payroll management system is designed using a Mi-
croservices Architecture. This architectural style divides the applica-
tion into independently deployable services, each responsible for a spe-
cific business function, such as payroll processing, attendance track-
ing, user management, and reporting. Each microservice operates as
a standalone unit with its own database and communication interface,
promoting flexibility, scalability, and resilience. The architecture sup-
ports integration through APIs, enabling seamless interaction between
services while maintaining modular independence.

4.1.1 Rationale for choosing your architectural model/style

The rationale for selecting Microservices Architecture for PayTrackr
is based on several technical and operational considerations:
– Scalability and Flexibility:
Microservices enable independent scaling of individual compo-
nents, such as payroll or attendance tracking, based on usage de-
mands. For example, the payroll service can handle spikes during
salary processing periods without impacting other services. This
flexibility ensures efficient resource utilization and performance
optimization.
– Independent Deployability:
Each microservice is independently deployable, allowing updates
or changes to one module without requiring a full system redeploy-
ment. For instance, enhancements to the reporting service can be
rolled out without disrupting payroll or attendance services.

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 Figure 4.1: Microservice Architecture for PayTrackr.[3]

– Fault Tolerance and Resilience:

The architecture ensures fault isolation, meaning the failure of
one service does not bring down the entire system. If the atten-
dance service encounters an issue, other services like payroll and
notifications continue functioning.
– Technology Agnostic Design:
Microservices allow different components to use the most appro-
priate technologies. For instance, the payroll service might use
Python for its numerical processing efficiency, while the notifica-
tion service could use Node.js for real-time updates.
– Data Decoupling and Consistency:
Each service has its own dedicated database, such as PostgreSQL
for payroll or MongoDB for attendance, enabling optimized data
storage for specific functionalities. Consistency is maintained
through event-driven patterns and eventual consistency techniques,
avoiding the complexities of tightly coupled database structures.
– Continuous Delivery and DevOps Integration:
The architecture aligns seamlessly with modern DevOps practices,
enabling CI/CD pipelines for frequent and reliable updates. This
supports rapid iteration, bug fixes, and feature enhancements,

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 ensuring the application evolves to meet user needs effectively.
– Future-Proof and Incremental Scalability:
The modularity of microservices provides a clear pathway for fu-
ture scalability. New services, such as compliance auditing or AI-
driven analytics, can be added as separate microservices without
altering the existing system, ensuring long-term adaptability.
– Performance Optimization for Workloads:
Each service can be optimized individually based on its workload.
For example, the payroll service can implement batch processing,
while the attendance service supports real-time updates, ensuring
optimal performance across the application.

4.1.2 Architectural Flaw

While the microservices architecture of Pay-Trackr provides scala-
bility and modularity, it introduces potential flaws that must be ad-
dressed for reliability and efficiency.
A key issue is data inconsistency across services. Each microser-
vice, such as Payroll Processing and Attendance Tracking, main-
tains its own database, making synchronization challenging. Discrep-
ancies can arise if updates, like attendance data, fail to reflect in
payroll. This can be mitigated with distributed transaction patterns
like the Saga Pattern or an event-driven architecture for reli-
able updates.
Latency and performance bottlenecks are another concern, caused
by the reliance on inter-service communication. Services such as
Payroll Processing depend on others like Tax Management, and de-
lays in one can impact the system. Caching and asynchronous messag-
ing systems (e.g., Kafka, RabbitMQ) help reduce latency. Addition-
ally, improper service dependency can cause cascading failures. For ex-
ample, issues in Attendance Tracking might disrupt HR Analytics.
Using circuit breakers or fault isolation can limit these effects.
Deployment and versioning challenges arise from the indepen-
dent nature of microservices. API updates in one service, like Employee
Information, may break dependent services. Backward-compatible
APIs and CI/CD pipelines with integration testing address this prob-
lem.

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The lack of centralized logging and monitoring complicates trou-
bleshooting in distributed systems. Debugging issues across services
like Leave Management and Auditing can be time-consuming. Tools
like the ELK Stack or Jaeger improve observability by centralizing
logs and tracing errors.
Security vulnerabilities increase due to multiple exposed APIs.
Services like Tax Management must implement strong authentication
(e.g., OAuth 2.0) and encryption to safeguard data.
Lastly, database management overhead and scaling challenges
persist. Services maintaining independent databases make cross-service
queries inefficient. Patterns like CQRS or event sourcing help resolve
this. Stateful services like Attendance Tracking are harder to scale
but can benefit from distributed caching tools like Redis.
By addressing these flaws with proven design patterns and tools,
Pay-Trackr can maximize the benefits of microservices while mini-
mizing complexities.

4.2 Technology, software, and hardware used

Technology and Software Components
1. Backend Development:
– PHP: Used as the server-side scripting language, PHP han-
dles the core business logic for payroll calculations, attendance
tracking, and leave management. Its integration with XAMPP
allows for efficient processing and ease of deployment in the
monolithic architecture.
– AJAX (Asynchronous JavaScript and XML): Employed
for asynchronous communication between the client and server,
AJAX enables real-time data updating without full page reloads,
enhancing the responsiveness and user experience of the ap-
plication.
2. Frontend Development:
– Bootstrap: A popular CSS framework, Bootstrap is used for
responsive UI design. It ensures that PayTrackr’s interface is
compatible across devices, providing a consistent user experi-
ence on desktop and mobile platforms.

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3. Database Management:
– MySQL: A relational database management system, MySQL
is deployed on the XAMPP server to manage and store all
application data. MySQL supports complex relational queries
needed for payroll calculations, attendance records, and com-
pliance tracking, ensuring efficient data access and transac-
tional integrity.
4. Development and Server Environment:
– XAMPP (Cross-Platform Apache, MySQL, PHP, Perl):
XAMPP provides a robust server environment for running
PHP applications on Apache, with MySQL as the database.
This setup supports local development and testing while sim-
plifying deployment.
5. APIs and Data Exchange:
– RESTful APIs: Internal APIs are used to handle data ex-
change between front-end components and backend modules,
supporting asynchronous requests from the client-side AJAX
calls.
6. Version Control and Collaboration:
– Git: Used for source code version control, Git enables collab-
orative development, version tracking, and code management
among team members, ensuring efficient and organized project
development.

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Hardware Requirements
1. Development Workstations:
– Processor: Intel Core i5 or higher
– Memory: 8 GB RAM minimum (16 GB recommended for
smoother operation)
– Storage: SSD with at least 250 GB of free space
2. Server Requirements (for local or cloud-hosted deployment):
– CPU: Quad-core processor or higher for handling concurrent
user requests efficiently
– Memory: Minimum 8 GB RAM (16 GB for high traffic or
large datasets)
– Storage: 256 GB SSD for efficient database and file storage
3. Network Requirements:
– Bandwidth: Sufficient bandwidth to support multiple con-
current users, with secure connectivity to protect sensitive
payroll and employee data.
– Firewall and Security: Configurations for secure data ac-
cess, supporting HTTPS, firewalls, and intrusion prevention
to secure employee and payroll data.

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References

[1] M. C. S. G. Again, “The Power of Scrum: Revolutionizing

Project Management — MakeComputerScienceGreatAgain,”
https://medium.com/@MakeComputerScienceGreatAgain/
the-power-of-scrum-revolutionizing-project-management-20c2aaf62159,
[Accessed 03-12-2024].
[2] “What is Kanban Development? — i3solutions —
i3solutions.com,” https://i3solutions.com/technologies/
what-is-kanban-development-for-software-development/, [Ac-
cessed 03-12-2024].
[3] “Microservices architecture explained — chronosphere.io,” https:
//chronosphere.io/learn/what-is-microservices-architecture/, [Ac-
cessed 03-12-2024].

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