7002ICT System Analysis and Design for FURPS Framework
Questions:
2. Define the functional and nonfunctional requirements for the system using the FURPS+ framework
2. Identify the internal, external, operational, and executive stakeholders for the system
3. Target a specific group of operational stakeholders and create a one-page questionnaire that will be used to collect information about their system needs. Be sure to use a combination of open and closed-ended questions and identify the stakeholders that your questionnaire is targeting. Note that the questionnaire must be indicative of what you would issue to respondents.
4. Determine what information the system is to record and provide a complete domain model class diagram for the system showing this information and its associations.
Answer:
Functional and non-functional requirements
The functional and non-functional requirements for the human resource management system by utilizing the FURPS framework is elaborated below:
Functionality: The human resource management system that is mainly implemented for the organization “Dixon Schwabl” mainly helps in executing the Hr related business process quite effectively. The functions that are managed by the organization mainly includes storing the data of the employees, managing payrolls, recruitment processes, maintenance of working condition, management of employees relations as well as assists in providing training and development.
Usability: The human resource management system that is mainly implemented for the organizations assists in providing smooth and proper usability to the Hr. managers and as a result they can be able to manage the functions and operations related with Human resource online. Proper usability is considered as one of the significant factors for managing the Hr operations effectively.
Reliability: It is found that the human resource management system that was mainly implemented for the organization “Dixon Schwabl” assists in providing proper reliability. It is found that the system profitability mainly includes all the hardware, firmware as well as software that generally will help in performing the tasks that was mainly designed within a specified time.
Performance: The Human resource management system that is implemented for the organization assists in providing smooth performance to the Hr. operations so that the functions as well as operations of Hr department
can be managed effectively. Proper performance is needed from the system for managing as well as executing the functions on time.
Supportability: The human resource management system that was implemented can be accessed 24x7 from anywhere irrespective of the location which is considered as one of the significant important for the organization. The Hr. manager can access the system at anytime for executing the project activities.
Security requirements: The human resource management that is generally implemented for the organization also helps in keeping the data as well as information related with human resource of the company in order to avoid various types of security related issues and challenges.
FURPS+: The system that will be developed for the organization is design constraints. The programmers who are developing the system needs to adhere the standards for the implementation requirements. The designed interface of the system is helpful in providing proper as well as smooth experience to the users. In addition to this, it is found that entire physical requirements that are needed for the system can be deployed easily.
Identification of external, internal, operational and executive stakeholders
The external, internal, operational as well as executive stakeholders who are mainly involved with the project “development of human resource management within the organization Dixon Schwabl” are listed below:
External stakeholders: The external stakeholders who are involved with the project are listed below:
- Suppliers: The suppliers are the individuals who generally helps in providing proper supply of equipment’s as well as goods for the development of human resource management.
- Creditors: The creditors are the individuals to whom the money for the project is owed so that the entire work of system development can be completed successfully within the expected budget and time.
Internal stakeholders: The internal stakeholders who are mainly involved with the work of the project are listed below:
- Management:The management of the organization are the individuals who g human generally manages the entire operations as well as functions of the organization with the help of human resource management.
- Human resource management:The human resource management provides resources that are needed for the project so that the system can be implemented successfully within the expected time and budget.
- Financial manager:The financial manager are the persons who are mainly responsible of managing the budget as well as finance of the project so that the human resource management system can be properly implemented.
- IT manager:The manager is the person who generally takes the responsibility of implementing the human resource management system for managing the functions of the organizations
- System analyst:They are the individuals who generally takes the responsibility of analyzing the entire system successfully for analyzing whether the system is working properly nor not.
Executive stakeholder: The executive stakeholder of the project who is mainly involved with the project is listed below:
- Executive sponsor:They are the individuals who generally assist in providing funds for the project so that the entire project can be get completed within the time that is expected by the project manager.
Operational stakeholder: The operational stakeholders who are mainly associated with the project are mainly listed below:
- Developer:The developers are the individuals who will generally engage in developing the human resource management system for the organization so that the entire project can be completed successfully within the expected time.
- Designer:The designers are the individuals who generally involves in developing proper design for the system so that the system can be implemented properly for fulfilling the goals and objectives of the organization.
Questionnaires
The questionnaires that are made for collecting information about the needs of the system are elaborated below:
Closed end questions: The closed end questions are as follows:
- Do the project managers face any type of scheduling issues within the project?
- Does the implementation of new human resource management system is beneficial for achieving success?
- Does the development of human resource management system is helpful for the Hr department of the organization?
Open end questions: The open-end questions are listed below:
- What are the problems or issues that the organization is facing due to the utilization of manual system for managing the Hr related functions?
- What are the challenges that are mainly resolved by the implementation of new human resource management system?
- What are the difficulties that the designers face while designing the human resource management?
- What are the problems that are faced by the developers during the implementation of human resource management?
- How the payroll system is handled by the human resource management system?
Quality questions: The quality related questions are as follows:
- How the quality of the project is managed?
- What are the steps that are taken by the project manager for managing the quality of the project?
- How testing is helpful in maintaining the project quality?
Domain class diagram
Class diagram helps in providing proper overview about the target system by describing the various objects as well as classes as well as relationships within the system. It helps in providing wide variety of usages from modelling the data structure to detailed design of the entire system. It is found that with the help of share model facilities, one can be able reuse the class model in the interaction diagram for modelling the entire diagram. In addition to this, it is found that the form diagram assists in generating the diagram automatically with the help of user defined scope. The diagram that is provided below is the domain class diagram which reflects that in the diagram there are eight classes which mainly includes user class, appraisal class, department class, training class, employee class, salary class, permission class as well as role class.
Brief use case description
It is found that for the human resource management system, payroll system is selected as the subsystem. The entire use case description that is provided below is for the payroll system.
|
Use case name |
Users/actors |
Comprehensiveness |
|
Login |
Admin, Employees |
Login option is provided so that both the admin as well as the employees can login within the system for accessing data and information. |
|
Add employee |
Admin |
Add employee option is present within the system so that the admin can add the new employees of the organization within the entire system. |
|
Edit employee |
Admin, employees |
The edit employee option is mainly present so that the admin can make changes that are necessary. In addition to this, it is found that this option is present for the employees also and as a result they can also edit some details or information that are necessary. |
|
View profile |
Admin, employees |
The view profile option is provided to both the admin and to the employees of the organization. Both the admin as well as staffs of the organization are allowed to view profile. The admin view profile for gathering some significant information as well as data about the employees whereas the employees uses this option for viewing their profile. |
|
Leave application |
Employees |
Leave application option is provided to the employees of the organization so that they can ask for leave whenever necessary. The leave option that is provided will only be approved by the admin. |
|
Approved/reject Leave |
Admin |
It is found that the leave application that is applied by the employees of the organization is mainly approved by the admin. This option is given to the admin so that they can be able to take proper decision for either approving the leave or rejecting it. |
|
Calculate salary |
Admin |
This option is provided to the admin so that after analyzing the profile and making proper calculation on the basis of leave, the admin calculates the salary of the employees. |
|
Employee report |
Admin, employees |
Employee report is mainly generated by the admin for the employees of the organization in order to give them proper overview about their salary as well as about other important details. |
Fully developed use case description
|
Use case |
Payroll system |
|
Use case name |
Payroll system |
|
Scenario |
Calculation of salary |
|
Triggering event |
Human resource managers will calculate and pay staff salary. |
|
Brief use case description |
The payroll system is created for the employees of the organization so that the admin can be able to calculate the salary of the employees by analyzing their leave and other significant options. This system is mainly used by the employees for applying for leave and for adding details as well as other significant information about themselves including address, new phone number etc on their portal. |
|
Actors |
The actors are the admin as well as employees of the organization. |
|
Related use cases |
Staff management system and account management system. |
|
Stakeholders |
Admin (Human resource managers) and employees. |
|
Precondition |
The payroll administrator and employees must be logged within the system for initiating the use case |
|
Postcondition |
The state of the system is unchanged for this use case. |
|
Flow of activities |
· The use case will begin after the administrator login within the system · Both the employees and admin can make changes within the information · The employee’s requests for leave application · The admin takes proper decision whether to grant or reject the leave application · After the ca the leaves within a month, the admin calculates the salary of the employees · After the calculation of the salary, the employee reports are generated with the help of the system. |
|
Exception condition |
· Basic staff information is incomplete · The staff account number is invalid · Debit information is not appropriate |
Activity diagram
Activity diagram is one of the significant diagrams in UML for describing the dynamic aspects of the entire system. It is entirely a flow chart that helps in representing the flow from one activity to another activity. The activities are generally elaborated as an operation of the system. The diagram that is provided below, is the activity diagram for the system. It is reflected from the diagram that the entire process of payroll starts after logging into the system. After logging into the system, the employee’s details are edited as well as viewed and when an application for the leave is applied then it can either be approved or rejected. If the leave application is approved then the salary is calculated after deducting the salary where if the leave is rejected, the salary will be processed without any deduction. After processing of the salary, salary report is generated.
System sequence diagram
System sequence diagram is one of the sequence diagrams that generally reflects the particular scenario of the use case, the events that are generated by the actors their order as well as possible inter system events.
Bibliography
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