HUMAN RESOURCE INFORMATION

SYSTEM FOR RIFT VALLEY

UNIVERSITY (BOLE CAMPAUS)
5th year Computer science student

Michael Teshale ID 0067/15

I. Acknowledgment

We would like to express our heartfelt admiration and thanks to our advisor Mr.Girma. who provide us
with his support, encouragements, and comments which have been critically helpful to accomplish our
project.

We are very much grateful to all concerned employees for their assistance in giving information and for
those provide us with all the necessary information and encouragements that made this project.
Table of Content

Chapter One.................................................................................................................................................... 5

Introduction........................................................................................................................................................ 5

Background......................................................................................................................................................... 5

Objective of the project...................................................................................................................................... 6

General Objective............................................................................................................................................... 6

Specific Objective................................................................................................................................................ 6

Significance of the Project................................................................................................................................... 7

Alternative Analysis............................................................................................................................................ 8

Feasibility Study of the New System.................................................................................................................... 8

Economic Feasibility............................................................................................................................................ 8

Technical Feasibility............................................................................................................................................ 9

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Operational Feasibility........................................................................................................................................ 9

Beneficiaries of the Project................................................................................................................................. 9

Scope and Limitation of the Project................................................................................................................... 10

Scope of the Project.......................................................................................................................................... 10

Methodology.................................................................................................................................................... 10

Data collection.................................................................................................................................................. 10

System Development Methodology.................................................................................................................. 11

Development Environment & Programming Tools............................................................................................. 12

Back End Design Tool........................................................................................................................................ 12

Front End Design Tool....................................................................................................................................... 12

Hardware tools................................................................................................................................................. 12

Assumptions, Constraints & Risks...................................................................................................................... 13

Project Cost...................................................................................................................................................... 14

Project Schedule............................................................................................................................................... 14

Team Organization............................................................................................................................................ 15

Organization of the Project............................................................................................................................... 16

Chapter Two.................................................................................................................................................. 18

Business Area Analysis and Requirement Definition.......................................................................................... 18

Introduction...................................................................................................................................................... 18

Major Functional Areas of the Existing System.................................................................................................. 18

Strength and Weakness of the Existing system.................................................................................................. 19

Strength of the Current System......................................................................................................................... 19

Weakness of the Existing System....................................................................................................................... 20

Requirements Elicitation................................................................................................................................... 20

Functional Requirements.................................................................................................................................. 21

Non Functional Requirements........................................................................................................................... 21

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Chapter Three............................................................................................................................................... 22

Design.............................................................................................................................................................. 22

Introduction..................................................................................................................................................... 22

Modeling the proposed system......................................................................................................................... 22

System use case diagram................................................................................................................................... 22

Modeling the system use case diagram............................................................................................................. 29

Sequence diagram............................................................................................................................................. 29

Activity Diagram............................................................................................................................................... 35

User interface Design........................................................................................................................................ 41

Class Type Architecture..................................................................................................................................... 41

State chart diagram........................................................................................................................................... 43

Collaboration diagram....................................................................................................................................... 46

Component diagram......................................................................................................................................... 47

Deployment Modeling...................................................................................................................................... 48

Database Design............................................................................................................................................... 49

CHAPTER Four........................................................................................................................................... 51

Conclusions and Recommendation.................................................................................................................... 51

Conclusion........................................................................................................................................................ 51

Recommendation.............................................................................................................................................. 51

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Chapter One
Introduction
Human Resource Information system (HRIS) refers to the concept or methods needed to carry out
responsibility of the personnel in aspects of managing organizational tasks. Such as recruiting,
screening, training, rewarding and some other related tasks.

Nowadays it would be difficult to imagine that organizations can achieve and sustain effectiveness at
their work without efficient HRIS programs and activities. The HR department plays a vital role in
ensuring the smooth running of an organization most importantly by tracking and analyzing the
timekeeping and work patterns of the work force, allowing management better information on which to
make good decisions.

Background
As a higher education institution, Rift Valley University is committed to sustain excellence in teaching
research, and public engagement community service and also dedicated to full the engines if
development, the potential and the working forces of the country. The corner of for the establishment of
RVU Bole Campus started offering program since 2005 E.C.

RVU human resource management office is one of the different offices that faces complex task within
the campus. The office is doing many tasks which make it the office overloaded. Before some two and

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three years the office was doing for limited faculties and departments so that it may not faced so much
obstacles but since the institute has many facilitates and departments. By this reason the number of
employees increased year to year. It makes the office overloaded with hiring, recruiting, screening,
rewarding and other related tasks. by seeing and analyzing these and other problems that the office is
facing we tried to solve in a computerized system, so that there will be more improvements on the
performance of the office .Our aim is to improve the human resource management system functionality in
such a way that the system can perform all tasks with the minimum time and effort need of the
personnel’s.

Generally we come up with this project to implement a new human resource information system which
can perform the entire specified task to the office with minimum time, effort and resource need in
addition with great efficiency and accuracy and guarantee that the data will not lost or damaged easily .

Tasks that are accomplished by Rift Valley university College human resource management are:

 Prepare the necessary number and kind of man power

 Prepare educational and training programs to enable it to have qualified man

 Create a better working system manuals and directives.

Objective of this project is to develop an application that focuses on HRM office RVU. More
specifically, it improves the performance of personnel record section by reduce data redundancy and work
load and support standardized work flow process, hence it increase the efficiency of data processing and
employee productivity.

Objective of the project

This project has general and specific objectives that should be accomplished at end. These are the
characteristics of the new system that are used to solve problems which are observed on the current
system.

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General Objective
The core objective of this study is to develop an efficient, flexible and secured database which can
solve problems of the current system. Thus, it will be integrated with the existing system.

Specific Objective
The specific objective of the project is:

 To develop a flexible interface that can easily understand by the user and provide effective
service.

 To reduce error occurrence and redundancy of data

 To retrieve and update any necessary data about the concerned object with in a short period
of time.

 To have effective controls on data and to ensure that documents are safe

 To decrease resources like man power, time and cost for stationeries and telephone
conversation

Significance of the Project

Human resource information system (HRIS) refers to the systematic way of storing data and
information for each individual employee that aids in planning, decision-making, and submitting of returns
and reports to external agencies. To be precise, it is the process by which an organization collects, analyses
and reports information about individuals and work in general. Notion of an HRIS helps small-business
managers craft suitable human resource systems based on their field of business and business growth
stage.

Organizational Effectiveness

Positive impact on the organizational effectiveness is one of the most significant benefits of HRIS model.
A good HRIS model brings consistency in human resources management within an organization and
improves human relations within the organization to a great extent. An effective HRIS model focuses on
planned objectives and works by improving employee skills, knowledge, motivation, and contribution
opportunities. Depending upon their objectives, human resource information systems contribute greatly
towards organizational effectiveness in several ways.

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Commitment towards Employees

A HRIS that is focused on employee commitment will recruit carefully and selectively, provide employees
with proper training and of course offer a high compensation package.

Empowerment of Employees

Empowerment of employees is another major benefit of a properly structured HRIS. A structured HRIS
will involve employees into several activities and encourage them to take part. This will create a sense of
belongingness for the employees and they will eventually end up contributing more towards the
organization.

Occupational Safety

Occupational fatalities can have a huge impact on employees’ morale. Such incidents can also have a
jeopardizing impact. On the other hand, working towards a HRIS that ensured occupational safety can
have long-term benefits. It requires hiring reliable and well-trained people.

Alternative Analysis
 Semi-automation

 Full-automation
Semi-automation
The new system is not going to replace the manual system fully rather it will work with the manual
system partially.

Full-automation
The new system is fully computerizing the manual system. There will be no paper based work. The
whole system will be replaced with a new computer program or database.

Feasibility Study of the New System

The word feasible is to mean possible or likely to success. It is an important constituent of the system
development life cycle because it determines if the project under discussion is to be worked up on till
completion or not. The major feasibility study is discussed as follows:

Economic Feasibility
Obviously fully automating the manual system will require more hardware and software than partially
automating the manual system. And payments that are going to be paid for the project manager, system

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analyst, programmer and designer will also be more than the semi one. Even after completion of the
project employees need a special training which is also very costly but for the semi-automation one
employees need only some basic information about the new system.

As a mere fact fully automating the system causes employees to lose their jobs which means there
will be only computer based works; with may be very few workers. Theses as a whole leads to
increase un-employee rate in the country. However semi automating the old or manual system will
not have such negative effects on employees or the country.

Both full-automating and semi-automating can solve the above mentioned problems. But semi-
automating solution is economic feasible so there will be tangible and intangible benefits that should be
measured in terms of money and that accrue the organization like increasing efficiency at work, reduce
paper work cost, reduce error rate occurred due to paper work , increased level of service and job
satisfaction are some of the majors

Technical Feasibility
A new system brings a new technology to the RVU human resource information system. So as
mentioned above if the manual system above is replaced fully there will be a special training for
employees but if it is semi-automation they need only basic computer based information about the new
system. In addition resources; that are needed for the project development, can easily access and afford by
the organization. So the question of technical feasibility is not much of a challenge.

Operational Feasibility
Since the database to be built is going flexible and user friendly, workers won’t face quite a
challenge in trying to use of the new system.

Beneficiaries of the Project

An effective HRIS provides information on just about anything the College needs to track and
analyze about employees, former employees, and applicants. The RVU will need to select a Human
Resources Information System and customize it to meet according to company needs. Comprehensive and
integrated HRIS can be used widely - in administrative, operational and strategic fields by HR and other
managers. HRIS enables the human resource department to make a more active role in organizational

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planning. Computerization will make forecasting more timely, cost effective, and efficient. With
continued technological breakthroughs HRIS systems are becoming increasingly advanced.

Finally, managers can access the information they need to legally, ethically, and effectively support the
success of their reporting employees. Specific benefits of such systems include:
 Faster information process
 Greater information accuracy
 Improved planning and program development
 Enhanced employee communications
 Reduction in cost of stored data in HR
 More transparency in the system
 More meaningful career planning &counseling at all levels.

 Better ability to respond to environmental changes.

Scope and Limitation of the Project

The constraints that we may face when trying to achieve the previously stated objectives in a capable way
are

 Willingness of the organization in providing information and materials that will help for the
project to go through.

 The time we have for development of the project may be consumed by other courses that we
are taking at this semester. This will hinder us to apply all our effort and knowledge on the
project

 Lack of power supply that is from previous experiences the current status of power supply,
we may face problem of power to run our project based on our schedule.

Scope of the Project

This project concentrates on solving problems of the existing information system handling and
processing thus, the scope of the project is limited to the personnel department of the RVU office which
consists of facilities and departments

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Methodology
We will use an object oriented approach for our project development. Because it is more acceptable than
structured type of approach due to its advantage of abstraction, hierarchy, persistency etc in terms of

 Increased reusability

 Less complexity

 Increased chance of project success

Data collection
In this project to gather the necessary data we have used the following tools
 Interview

 Observation

 Document review

System Development Methodology

We used to the steps that are used to plan, and control the process of developing a Human
Resource information system to drive forward our project.
Prototype

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Development Environment & Programming Tools

Back End Design Tool

Software tools: The computer language tools that we will use the following:
For the front end application we use C# with .asp since C# is an object based programming language that
has different built in controls that helps us to easily design the user interface of the system. It has also a
feature of interconnecting the database with the front end application. Moreover the project

Front End Design Tool

Back End: We will use MYSQL 2012.

Hardware tools
Hardware tools: Basic and necessary hardware are the following

 Laptop computer : HCL/DELL

RAM : 2GB

Flash disk : 8GB

CD : 700MB

 HP Printer : :Laserjet pro 400

Assumptions, Constraints & Risks

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The schedules, estimates and costs herein are based on the assumptions identified below.  If any
of these assumptions are incorrect, then RVU reserves the right to re-estimate both the schedule
and the cost for this project.
 Baselined Inputs

 Methodology

 Performance

 Conversion

 Translation

 User Acceptance Testing

 Beta Testing

 Trainer Training

 Staging Responsibilities

 Software Development Environment (SDE)

 Property Rights – SDE

Project Cost

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TOOLS UNIT PRICE QUANTITY PRICE

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Hardware Laptop 10000 2 20,000.00

Flash disk 200 4 800.00

(Stationary
Equipment’s
) 5 20 100.00

Printer 5000 1 5000.00

visual
Software studio 2015 1

ASP.net
MYSQL
2012 1

Total 25,900

Project Schedule
Each phase of the project will be carried out based on the following schedule

No

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 Phases 28th Dec- 8thFeb- 20th Apr- 20th May- 9th
June

8th Feb 14th Apr 15th May 3rd

Jun

1 Requirement
analysis
2 Design

3 Implementation

4 Installation and
testing
5 Project closure

Team Organization
The team members will be responsibly worked on the project depending on this hierarchical tree.

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 No Student Name Position

1 Michael Teshale Project manager/Database Admin.

2 Aziza.M and Samirawit.B System analyst

3 Aziza Mohamed and Mekedes.A Database Administrator

4 Michael.T and Samrawit.B Programmer

5 Aziza Mohamed and Mekedes.A Designer

Organization of the Project

This project is organized into four Chapters including the current one. Chapter one describe the
introduction, general and specific objectives of the project. The second Chapter details the

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description of existing system. The third Chapter describe about the Design, Chapter four all
about reference.

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Chapter Two
Business Area Analysis and Requirement Definition
Introduction
This chapter focuses on detail analysis of the existing system that provide a method to discover problems
in the existing system, to make available alternative solution for the problem identified, and identifying
functional and nonfunctional requirements of the existing system. It deals with the detail description of
how employee related records are organized and managed in the personnel department of human resource
office. This part of the project tries to define requirements using the essential modeling of the object
oriented approach.

Major Functional Areas of the Existing System

In the current system of the organization files are stored in cabinet in a manner of alphabetical order. For
example,

 All employee files their names started by a character ‘A’ are stored in the first cabinet and all
employee files their names started by a character ‘B’ are stored in the second cabinet.

Similarly the rest cabinets have employee files related to employee name of first character.
For a new employee to create a new file first they collect all the employee’s record from the
manager then based on first character of his or her name, they put the file in the specified cabinet.

Through time additional record about the employee will be passed to the record officer. Then
their record officer finds the cabinet where he is going to put the new record of the employee’s
name. Finally the record officer will attach it to the employee personal file binder.

If the required data about the employee is beyond his or her personal file and part of other department of
the organization works on the other department will search it and make a report.

There are four departments under Human Resource (HR) management of the Personnel department.
These are:-
 Plan and Assessment department,

 Requirement department,

 Discipline and Incentives department and

 Record office department.

The departments facilitate their responsibilities by sharing information or data with each other.
They used hard copy materials for those shared data.

In our investigation we have seen also the all departments carried out their work in one big hall.
Each has their own shelf around their sitting to store the processed data.

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Strength and Weakness of the Existing system
Strength of the Current System
Rift Valley University College human resources department is considered to be highly critical for the
entire organization. Its many functions serve as a supportive background for the company by providing
everything from skilled and talented labor to management training services, employee enrichment
opportunities and more. Since labor is the single largest expense for most organizations, human resources
helps companies derive the greatest value from this important asset.
In order to function optimally, however, human resources departments must have the right tools and
resources in place. A HRIS can be utilized within the department to help human resources employees and
managers improve their productivity and the results of their efforts.

There are many Strength that can be enjoyed after implementing a HRIS into an RVU Bole
Campus, such as:
 Expedition of recurring tasks through automation

 Improved ability to reach large candidate pools regarding new position openings.

 Ability to quickly apply higher selection standards to a number of application.

 Reduction of paper and related materials and storage – often yields cost savings.

 Ease in distributing up-to-date materials concerning company policies and procedures.

 Potential for greater employee engagement through self-service options.

 Empowerment of employees to change benefits information directly as changes occur.

 Reduction of errors within payroll systems and employee information databases.

 Improved time and attendance tracking abilities and accuracy.

 Ability to make more informed decisions in real time by using analytics and integration of

organizational data.

 Improvements in training capabilities through integration  and development tracking features.

Weakness of the Existing System

Problems are undesirable situations that get in the way the organization from fully achieving its
purpose, goals or objectives.

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The problems that are going to be addressed under this section are generalized using the

PIECES framework. PIECES are a famous framework and it is an acronym to indicate

Performance, Information, Economics, Control, Efficiency and Service.

Performance

Response time
 Human Error during information input.
 Danger of losing the files in some cases.
 Need of extra manual effort.
 If it hardware failure it difficult to recover file.
 When the electricity is cut off, clean all unsaved data.

Requirements Elicitation
This department is responsible for the following activities
 To store, arrange, make report about employee’s record

 They collect training which is going to be assigned for employees. Based on the training type and
evaluation points, they evaluate files of the applicant employee’s

 They collect vacancy lists.

Processes and Operations made in Requirement department

This department is responsible for the following activities.

 They fill profile form for a new employee

 They fill retirement form for an employee

Processes and Operations made in the Discipline and Incentive group

This department is responsible for the following activities.

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  They fill and manage a form for withdrawal of an employee.

 They manipulate and fill forms for experience of a given employee

 Managing the annual leave of an employee and make recognition for birth leave.

Processes and Operations made in the Record office Department

All information about employee is stored and manipulate in this department. If one department
needs some information or data that exists on other departments, simply they order their clerk to
bring the needed file. After completion the clerk take is back to the original place.

Functional Requirements
Functional requirement is a description of activities and services a system must provide.
 The new System enables to register new employee that is creating new file.

 The new system allows updating employee related information such as; employee experience,
personal information, family status, leave status, and the like.

 The new system enables to register and update employee guarantee person.

 The new system generates an organized report related to employee status and other necessary
information.

Non Functional Requirements

A non-functional requirement pertains to the technical aspects that your system must fulfill, such
as performance-related issues, reliability issues, and availability issues. Non-functional
requirements are often referred to as technical requirements. OR a non-functional requirement is
a description of other features, characteristics and constraints that define a satisfactory system.

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Chapter 3
Design

Introduction
This chapter focuses on an object oriented design (OOD). The purpose of object oriented
design is to determine how you are going to build your system and to obtain the information
needed to derive the actual implementation of the system. This is different from analysis
part which focuses on understanding what to build. Object oriented design technique use an
Uml modeling techniques like class modeling state chart modeling, collaboration modeling,
deployment modeling and user interface prototyping modeling are used to bridge the gap
between analysis and design part

Modeling the proposed system

We want to develop this project by object oriented approaches .for modeling the
proposed system the following analysis phases are used.

 System use case diagram

 Activity diagram

 Sequence diagram

 User interface prototyping

System use case diagram

Use case diagrams give an outsider's view of a system. It depicts a collection of use case, actors,
s system boundary box and their interaction .Use case also describes a sequence of actions that
are measurable value to an actor.

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 Fig 3.1 System use case Diagram for the proposed ststem

Use case Description

Description: The Record officer and HRM manager want to

secure or lock by password
Actor: Record officer , HRM Manager

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 Precondition: Record officer and HRM manager want to
login and interact with the system or file
Post condition: Record officer and HRM manager logged in
login
and interacts with files
Basic course of action:
1. Record officer and HRM manager fill user name and
password
2. The system validates entered user name and password
from the account database.
3. The system displays the main window
4. End use case

Alternate course of action A:

A1.user name or password is not correct
A2.The system displays an error message
A3.The Record officer and HRM manager refills user name and
password
A4.The system rollback in to basic course of action (2)

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 Description: Record officer registers employee information
Actor: Record officer
Pre-condition: Record officer collects the employee
information
Post condition: employee information registered
Basic course of action
1. The Record officer click on register employee
Register employee
2. The system display employee registration form
3. Record officer fill employee information
4. System checks the filled information
5. System registers employee information and store to
data base.
6. Use case ends.
Alternate course of action A
A.1. Record officer does not fill the information
correctly
A.2.sysem display error message
A.3.the use case returns to basic course of at 3.

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 Description: Record officer prepares
experience of employee
Actor: Record officer
Precondition: The employee must be
registered before
Post condition: Employee gets experience
paper
Basic course of action:

1. The Record officer wants to prepare

experience for employees

2. Record officer click on the prepare

Prepare experience experience form

3. The system displays experience form

4. The Record officer fills detail

information on the experience form of
employee

5. The system check input information

and display message

6. System prepares experience and prints

it

7. System use case ends

Alternate course of action A:

A.1 input information is not correct
A.2 The system displays an error message
A.3 The Record officer refills the prepare
experience form
A.4 System use case continuous or rollback
into basic course of action

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 Description: the employee wants to have
leave paper
Actor: Record officer
Precondition: The employee tells his or her
full information for
the Record officer
Post condition: the employee gets leave
paper signed on it

Basic course of action:

1. Employee wants to have leave paper

2. The Record officer click on leave.
Prepare leave 3. The system displays leave form
4. The fills the details information on it
5. The system checks the input data

6. The system prepares leave paper and

prints it

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 Description: the employee prepares report to
the customer
Actor: Employee
Pre condition: the customer must be
registered before
Post condition: The employee gives report to
the customer

Basic course of action:

1. The employee click on report button
Generate report 2. The system displays the report form
3. The employee fill report information
4. The system checks the input data
5. The use case ends
6.
Alternate course of action A
A.1.the customer information is not valid
A.2.the system display error message
A.3.the employees reenter the information again
A.4.the use case continues at the basic course of
action 4.

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Modeling the system use case diagram
Sequence diagram
Sequence diagram displays an interaction as two dimensional charts. The vertical dimension is
the time axis; the horizontal dimension shows the classifiers role that represent individual
objects in the collaboration. Sequence diagram is used to model the logic of user scenario. It
enables you to visualize model the logic the system.

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Activity Diagram
Activity diagram is a UML diagram that is used to model high level business process or
transition between states of a class. Activity diagrams are one of the five diagrams in the UML
for modeling the dynamic aspect of systems. It is essentially a flowchart, showing flow of control
from activity to activity. It is also the notation for an activity graph.

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 Class Diagram

Class diagram is a diagram that contains classes, interfaces, and collaboration, dependency,
generalization and association relationships. It is used to model the static design view of a system. This
view primarily supports the functional requirements of a system. Class diagram s how the class of the
System, their interaction and the operation and the attributes of the classes.

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41
User interface Design
The user interface of the software is the portion of the software that the user directly interact with
,including the screen ,reports ,documents and software support .The user interface could be as
simple as possible clear for the user. Here, in this project we use VB programming language to
design the interface.

Class Type Architecture

In this design phase we use a three tire architecture which has three layers. These three layers are the
Application or Presentation layer, the business layer and the data access layer. Application or
presentation layer is the form which provides the user interface to either programmer or end user. The
business layer is the class which the team uses to write the function which works as a mediator to
transfer data from application layer or presentation layer to data layer. This layer also has a property
layer which is a class where variables are declared corresponding to the fields of the database which can
be required for the application and make the properties so that the team can get or set the data using these
properties into the variables. The third tire is the data access layer which is also a class to get or set data
to the database queries back and forth. This layer only interacts with the database. The database queries or
stored procedures will be written here to access the data from the database or to perform any operation to
the database.
The following diagram shows the class type architecture of the system.

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 Class modeling

The class notation is a 3-piece rectangle with the class name, attributes, and operations.
Attributes and operations can be labeled according to access and scope.

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Class Modeling

State chart diagram

State chart modeling is a dynamic modeling technique one that focuses on identifying the
behavior within the system. In an OO design objects have both behavior and state or in other
words they do things and know things. An uml state chart diagram depicts the various states that
an object may be in and the transition between sates.

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Collaboration diagram
Collaboration diagram depicts a bird’s eye view of a collection of collaborating objects. It shows
the message flow between objects in OO application and also implies the basic association
(relationship) between classes./////// It is an uml diagram that shows instance of classes, their
interrelationship and the message flow between them.//// It is typically focus on the structural
organization of objects that send and receive message. It is used to model the logic of
implementation of complex method of a class, particularly one that interacts with a large number
of objects.

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Component diagram
A uml diagram that shows the software components that comprise an application, system or
enterprise. The components their inter relationship interaction and their interface are depicted. ///
This ‘Component UML’ diagram shows the software relation between the users and what types of
task is performed in graphical manner.//// In this Diagram components of the system will be wired
showing that there is relation among components, management of the system, database and
operations performed on databases such security issue.

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Deployment Modeling
This UML deployment diagram that depicts a static view of the run time configuration of
processing node and the components that run on those node. It shows the hardware for your
system, the software that is installed on that hard ware and the middleware used to connect the
machine each other. . It also shows how the software and the hardware components work together.

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Database Design
Data Base detail
In the database design we identified different types of tables, their attributes, data types and relation
among tables are designed. The tables are listed below: Deployment diagram

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CHAPTER Four

Conclusions and Recommendation

Conclusion

An effort has been made to study human resource information system of Rift Valley University as
partial fulfillment of RVU (Bole Campus) degree in Information Technology.
In doing the study the team has tried to follow object oriented system analysis and design
methodology. Since the success and failure of any system depends on gathering the right
information through different fact-finding techniques, the team has made the best effort to gather
information. After a detail study of the existing system models have been designed to reflect the
new system that is suppose to solve problems.
In order to solve different problems existed the team has tried to propose a solution that at least
reduce the existing problems and model the proposed system using different tools and
methodology. The team believes that different tools and methodologies have helped to model the
right system and also it will facilitate the achievement that facilitates the achievement of providing
high quality service for the company’s employee.

Recommendation
Now days, the world is highly becoming a competitive world. Organization has to diver their
attention on using the recent technology to successfully achieve their objective and to create effective
working environment. As we describe in this document almost all activities of the organization is
done on manual basis. From the various facts, that constitute the project, the following
recommendation has come.
Attention should be given to the existing practice in the design, development and utilization of the
new system.


Behavioral chance of the users of the system to adapt the new system


Budget should be allocated to take specific measure

 To avoid shortage of computer hardware equipment like printer

 To have standardize database.

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Limitation

Our project has been highly constrained by the time factor. We became limited to work with some
functionalities of our project and also to add additional supportive reports to the organization.
Constraints

The project cannot be developed as in initially planned. This project may encounter some constraints
like resource and time constraints which can lag the project development process.

 The right material & their technical description was not sufficiently available.

 Time:- the duration given for the project was not be sufficient

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Key terms
Activity diagram:-Diagrams show the flow of activities. It clearly shows the business process of the

system.

Actor: external factors that interact with the system. An actor is someone who can initiate use case

Attribute: Characteristics of a named type.

Class: -A description of a group of objects which share the same attributes operation, relationship,

and Semantics

Class Relation:-It shows the relation between the objects.

Component Diagram: - This diagram shows a map of the physical, hard, soft ware component (as

opposed to the logical view expressed by the package diagram).It shows the software interaction

between users.

Sequence Diagram: - It shows the sequence activities of the system.

Use case: It is the functionality of the system. Use case is the scope of the system.

Use case diagram- It shows how the actors interact with the system.

User interface: - It helps the users to access the system.

UML: - A unified Modeling Language; It shows the interaction and the relation of objects

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Reference
[1]. RVU Staff.

[2].Whiteten, jeffesy1, system analysis and designing method, Fifth edition

[3].Jeffery A.Hoffe, Joey F.George, Joseph S.Valacich, Modern System Analysis And Design,

4th edition

[4]. Programming C# visual studio code https://en.wikipedia.org/wiki/Visual_Studio_Code

[5].Ali Bahrami (1999) Object oriented system design

[6]Ariadne (2001), Object Oriented Analysis and Designing using UML

[7].Cood, P,and E.Yourdon(1991).object oriented analysis.2 nd ed. Prentice hall. New York

[8].Programming C# visual studio code

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