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JUDY(1)

The Ujumi Employee Management System is a cloud-based HR management tool designed to automate and streamline employee processes for organizations. It addresses inefficiencies of a manual system by centralizing employee data, improving accuracy, and enhancing security while providing features for time tracking, performance management, training, and benefits administration. The project aims to improve efficiency, transparency, and scalability, ultimately enhancing the overall employee experience.

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0% found this document useful (0 votes)
2 views73 pages

JUDY(1)

The Ujumi Employee Management System is a cloud-based HR management tool designed to automate and streamline employee processes for organizations. It addresses inefficiencies of a manual system by centralizing employee data, improving accuracy, and enhancing security while providing features for time tracking, performance management, training, and benefits administration. The project aims to improve efficiency, transparency, and scalability, ultimately enhancing the overall employee experience.

Uploaded by

harowntowett
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 73

PROJECT DOCUMENTATION

TITLE: UJUMII EMPLOYEE MANAGEMENT SYSTEM

CANDIDATE NAME: JUDITH KEITANY CHEBET

INDEX NUMBER: 5520010698

CENTRE NAME: RIFT VALLEY INSTITUTE OF SCIENCE AND


TECHNOLOGY

CENTRE CODE: 552001

SUBMITTED TO: KENYA NATIONAL EXAMINATION COUNCIL


FOR THE AWARD OF DIPLOMA IN INFORMATION COMMUNICATION
TECHNOLOGY

PAPER CODE: 2920/308

COURSE NAME: DIPLOMA IN INFORMATION COMMUNICATION


TECHNOLOGY

COURSE CODE: 2205

PROJECT SUPERVISOR: MR OPILE GEOFFREY

EXAMINATION SERIES: JULY 2024 SERIES

1 | Page
Table of Contents
DECLARATION........................................................................................................ 3
DEDICATION........................................................................................................... 5
ACKNOWLEDGEMENT............................................................................................. 6
ABSTRACT.............................................................................................................. 7
Chapter One: Introduction............................................................................................. 8
1.1 Background Information................................................................................. 8
1.2 Overview of Current System............................................................................ 8
1.3 Problem Statement....................................................................................... 10
1.4 Specific Objectives...................................................................................... 11
1.5 Justification............................................................................................... 12
1.7 Scope/Boundary............................................................................................... 14
Chapter Two: Literature Review...........................................................................17
2.1 Relevant Materials............................................................................................. 17
2.2 Relevant Studies............................................................................................... 18
Chapter Three: Analysis.............................................................................................. 21
3.1 Terms of Reference............................................................................................ 21
3.2 Feasibility....................................................................................................... 21
3.2.1 Technical Feasibility..................................................................................... 21
3.2.2 Operational Feasibility.................................................................................. 22
3.2.3 Legal Feasibility.......................................................................................... 24
3.2.4 Economic Feasibility.................................................................................... 25
3.3 Methodology.................................................................................................... 27
Data Collection:............................................................................................. 27
3.4 Analysis of Finding............................................................................................ 30
3.5 Cost Benefit Analysis......................................................................................... 32
3.6 Conclusion of Analysis....................................................................................... 33
Chapter Four: System Requirement.....................................................................36
Introduction.......................................................................................................... 36
4.1 Hardware Requirement....................................................................................... 36
4.2 Software Requirement........................................................................................ 36
4.3 Personnel Requirement....................................................................................... 36
Chapter Five: System Design....................................................................................... 39
5.1 Introduction to System Design Tools......................................................................39
5.2 System Design.................................................................................................. 39
5.2.1 Dataflow Diagram....................................................................................... 39

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5.2.2 System Flowchart........................................................................................ 40
5.3 Input Design.................................................................................................... 41
5.4 Menu Design................................................................................................... 41
5.5 Output Design.................................................................................................. 42
5.6 File/Database Design......................................................................................... 42
5.6.1 Physical Design of Database...........................................................................42
5.6.2 Logical Design of Database (ERD)...................................................................42
5.7 Process Design................................................................................................. 42
Chapter Six: Implementation............................................................................... 44
6.1 Implementation Plan.......................................................................................... 44
6.2 Test Plan......................................................................................................... 46
6.3 Changer over Strategy........................................................................................ 49
6.4 File Conversion................................................................................................ 52
6.5 Training.......................................................................................................... 54
Chapter Seven: Testing........................................................................................ 57
7.1 Test Data......................................................................................................... 57
7.2 Expected Results............................................................................................... 57
7.3 Test Result/Reports............................................................................................ 57
7.4 Comparison Test Result and Expected Results..........................................................57
Chapter Eight: User Documentation....................................................................57
8.1 Introduction to the System................................................................................... 57
8.2 Installation Procedure......................................................................................... 57
8.3 Loading/Running the System................................................................................58
8.4 Error Recovery................................................................................................. 59
8.5 Troubleshooting................................................................................................ 60
8.6 Data and Program Backup Procedure......................................................................61
References.............................................................................................................. 64
SOURCE CODES..................................................................................................... 65

Table of figures
Figure 1 Flowchart............................................................................................... 33
Figure 2 Input Design - Employee registration.....................................................34
Figure 3 Menu Design.......................................................................................... 34
Figure 4 Output Design........................................................................................ 34

3 | Page
Figure 5 Physical Design of database..................................................................35
Figure 6 Logical Design of Database....................................................................35

4 | Page
DECLARATION
I JUDITH JEBET KEITANY do declare that this very project is my original work and has
not been presented by anybody to the Kenya National Examination Council for the award in
Diploma in Information Communication Technology

CANDIDATES NAME : JUDITH JEBET KEITANY

SIGN : ……………………………

DATE : …………………….../2024

This trade project has been submitted for defense with my approval as the student‘s appointed
supervisor.

SUPERVISOR’S NAME : Mr OPILE GEOFREY

SIGN : ……………………………

DATE : …………………….../2024

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DEDICATION
I generously dedicate this project to my parents,lecturers, classmates and friend for their love
and support that enabled me to carry all necessary compiling and of this trade project.

6 | Page
ACKNOWLEDGEMENT
I wish to acknowledge with lots of thanks and gratitude to my supervisor.
For commitment, willingness and cooperation he gave me when undertaking my project. My
appreciation goes to my mum, and my caring Dad who ensured that I was in college throughout my
training period .

7 | Page
ABSTRACT
Ujumi Employee Management System is a cutting-edge, cloud-based human resource
management system designed to streamline and automate employee-related processes for
organizations of all sizes. This innovative system provides a centralized platform for
managing employee data, time-off requests, performance evaluations, training, and benefits
administration, among other HR functions.
Key Features:
 Employee Database: A secure and customizable database for storing employee
information, including personal details, job descriptions, and performance records.
 Time and Attendance: A user-friendly module for tracking employee work hours,
leave requests, and attendance records.
 Performance Management: A comprehensive tool for conducting performance
evaluations, setting goals, and tracking employee progress.
 Training and Development: A module for managing employee training programs,
including course scheduling, registration, and certification tracking.
 Benefits Administration: A feature-rich module for managing employee benefits,
including health insurance, retirement plans, and other benefits.
 Reporting and Analytics: A robust reporting engine for generating insights and
analytics on employee data, performance, and trends.
Benefits:
 Improved Efficiency: Automates HR processes, reducing manual errors and
increasing productivity.
 Enhanced Employee Experience: Provides a self-service portal for employees to
access their information, request time off, and update their profiles.
 Data-Driven Decision Making: Offers real-time insights and analytics to inform HR
decisions and drive business growth.
 Compliance: Ensures compliance with labor laws and regulations, reducing the risk
of non-compliance.
 Scalability: A cloud-based solution that grows with your organization, providing
flexibility and adaptability.

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Chapter One: Introduction
1.1 Background Information

Ujumi Employee Management System is a powerful tool for organizations seeking to


optimize their HR operations, improve employee engagement, and drive business success.
With its comprehensive features, user-friendly interface, and scalability, this system is an
ideal solution for organizations of all sizes and industries.

The business is a sole proprietorship kind of business founded on 10th January 2024.

The business is located in Nakuru in Nakuru County

1.2 Overview of Current System

Ujumii Employee Management System is a manual, paper-based system used to manage


employee data and processes within the organization. The system is decentralized, with
various departments and managers responsible for maintaining their own records and
processes.

Current Process:

1. Employee Data Management:


 Employee data is stored in physical files and folders.
 HR department is responsible for maintaining employee records, including
personal details, job descriptions, and performance records.
 Managers and supervisors have limited access to employee data.
2. Time and Attendance Management:
 Employees submit paper timesheets to their managers for approval.
 Managers review and approve timesheets, then forward them to HR for
processing.
 HR department manually tracks employee attendance and leave requests.
3. Performance Management:

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 Performance evaluations are conducted manually, with managers completing
paper-based evaluation forms.
 Evaluations are stored in employee files, with limited access to managers and
HR.
 No centralized system for tracking employee performance or identifying
development needs.
4. Training and Development:
 Training programs are managed manually, with HR department responsible for
coordinating training sessions.
 Employee training records are maintained in physical files.
 No centralized system for tracking employee training or identifying training
gaps.
5. Payroll and Compensation Management:
 Payroll is processed manually, with HR department responsible for calculating
salaries and benefits.
 Pay slips are generated manually and distributed to employees.
 No centralized system for tracking employee compensation or benefits.
6. Benefits Administration:
 Benefits are managed manually, with HR department responsible for enrolling
employees in benefits programs.
 Employee benefits information is stored in physical files.
 No centralized system for tracking employee benefits or processing benefit
claims.
7. Compliance and Reporting:
 Compliance with labor laws and regulations is ensured through manual
processes and checks.
 Reports are generated manually, with HR department responsible for
compiling data and submitting reports to management and government
agencies.

Challenges and Limitations:

1. Inefficiency: Manual processes lead to inefficiencies, errors, and delays.

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2. Lack of Transparency: Limited access to employee data and processes, making it
difficult for managers and HR to make informed decisions.
3. Inaccuracy: Manual data entry and processing lead to errors and inaccuracies.
4. Security: Physical files and paper-based records are vulnerable to loss, damage, or
unauthorized access.
5. Scalability: The current system is not scalable, making it difficult to manage a
growing workforce.

Goals and Objectives:

1. Improve Efficiency: Automate manual processes to reduce errors, delays, and


inefficiencies.
2. Increase Transparency: Provide secure, role-based access to employee data and
processes.
3. Enhance Accuracy: Implement automated data validation and processing to reduce
errors.
4. Ensure Security: Protect employee data and records with robust security measures.
5. Support Scalability: Develop a system that can grow with the organization,
supporting a larger workforce and increased complexity.

1.3 Problem Statement

The current Ujumi Employee Management System is a manual, paper-based system that is
inefficient, prone to errors, and lacks transparency. This leads to:
1. Inaccurate and Incomplete Employee Data: Manual data entry and processing
result in errors, inaccuracies, and incomplete employee records, making it difficult to
make informed decisions.
2. Inefficient Time and Attendance Tracking: Manual timesheets and attendance
tracking lead to delays, errors, and abuse, resulting in inaccurate payroll processing
and compliance issues.
3. Poor Performance Management: Lack of a centralized system for performance
evaluations and goal setting hinders employee development, and makes it difficult to
identify training needs and performance gaps.
4. Inadequate Training and Development: Manual training programs and records lead
to inadequate tracking of employee training, making it difficult to identify training
gaps and development needs.

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5. Payroll and Compensation Errors: Manual payroll processing and compensation
management lead to errors, delays, and inaccuracies, resulting in employee
dissatisfaction and compliance issues.
6. Benefits Administration Challenges: Manual benefits administration leads to errors,
delays, and inaccuracies, making it difficult to manage employee benefits and ensure
compliance.
7. Compliance and Reporting Issues: Manual reporting and compliance processes lead
to errors, delays, and inaccuracies, resulting in non-compliance with labor laws and
regulations.
8. Lack of Transparency and Security: Physical files and paper-based records are
vulnerable to loss, damage, or unauthorized access, compromising employee data and
confidentiality.
9. Scalability Issues: The current system is not scalable, making it difficult to manage a
growing workforce and increasing complexity.
Consequences:
1. Decreased Productivity: Inefficient processes and inaccurate data lead to decreased
productivity and wasted resources.
2. Employee Dissatisfaction: Errors, delays, and inaccuracies in payroll, benefits, and
performance management lead to employee dissatisfaction and turnover.
3. Compliance Risks: Non-compliance with labor laws and regulations leads to fines,
penalties, and reputational damage.
4. Security Risks: Unauthorized access to employee data and records compromises
confidentiality and security.
Goals:
1. Improve Efficiency: Automate manual processes to reduce errors, delays, and
inefficiencies.
2. Increase Transparency: Provide secure, role-based access to employee data and
processes.
3. Enhance Accuracy: Implement automated data validation and processing to reduce
errors.
4. Ensure Security: Protect employee data and records with robust security measures.
5. Support Scalability: Develop a system that can grow with the organization,
supporting a larger workforce and increased complexity.
By addressing these problems and goals, the Ujumii Employee Management System aims to
create a more efficient, accurate, and secure system for managing employee data and
processes.

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1.4 Specific Objectives

Here are specific objectives of the Ujumi Employee Management System:

Objective 1: Employee Data Management

1.1. Centralize Employee Data: Create a single, unified database for storing and managing
employee data, including personal details, job descriptions, and performance records.
1.2. Improve Data Accuracy: Implement automated data validation and processing to
reduce errors and inaccuracies in employee data.
1.3. Enhance Data Security: Protect employee data with robust security measures, including
access controls, encryption, and backups.
Objective 2: Time and Attendance Management
2.1. Automate Time Tracking: Implement an automated time tracking system that allows
employees to clock in and out electronically.
2.2. Streamline Leave Management: Develop a system for managing employee leave
requests, including vacation, sick leave, and other types of leave.
2.3. Improve Attendance Tracking: Generate accurate and timely attendance reports to help
managers identify trends and patterns.
Objective 3: Performance Management
3.1. Implement Performance Evaluations: Develop a system for conducting regular
performance evaluations, including goal setting, feedback, and ratings.
3.2. Track Performance Metrics: Create a system for tracking key performance metrics,
including sales, productivity, and quality metrics.

3.3. Identify Development Needs: Use performance data to identify employee development
needs and create targeted training programs.

Objective 4: Training and Development


4.1. Create Training Programs: Develop a system for creating and managing training
programs, including online courses, workshops, and on-the-job training.
4.2. Track Training Records: Create a system for tracking employee training records,
including course completions, certifications, and skills assessments.
4.3. Identify Training Gaps: Use training data to identify training gaps and create targeted
training programs to address them.

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Objective 5: Payroll and Compensation Management
5.1. Automate Payroll Processing: Implement an automated payroll processing system that
reduces errors and inaccuracies.
5.2. Streamline Compensation Management: Develop a system for managing employee
compensation, including salary, benefits, and bonuses.
5.3. Improve Compliance: Ensure compliance with labor laws and regulations, including tax
laws and benefits administration.
Objective 6: Benefits Administration
6.1. Streamline Benefits Enrolment: Develop a system for enrolling employees in benefits
programs, including health insurance, retirement plans, and other benefits.
6.2. Track Benefits Information: Create a system for tracking employee benefits
information, including coverage, premiums, and eligibility.

6.3. Improve Benefits Administration: Automate benefits administration tasks, including


premium payments, claims processing, and benefits communications.

Objective 7: Compliance and Reporting


7.1. Ensure Compliance: Ensure compliance with labor laws and regulations, including
reporting requirements and tax laws.
7.2. Generate Reports: Develop a system for generating reports, including payroll reports,
benefits reports, and compliance reports.
7.3. Improve Audit Trails: Create a system for tracking changes to employee data, including
audit trails and version control.
By achieving these objectives, the Ujumi Employee Management System aims to create a
more efficient, accurate, and secure system for managing employee data and processes.

1.5 Justification

Ujumii Employee Management System is a necessary investment for our organization to


improve efficiency, reduce costs, and enhance employee satisfaction. Here are some key
reasons why:

1. Improved Efficiency:

 Automating manual processes will reduce the time spent on administrative tasks,
freeing up HR staff to focus on strategic initiatives.

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 Self-service portals will enable employees to access their own data, reducing the need
for HR to handle routine inquiries.

 Automated workflows will streamline processes, reducing errors and increasing


productivity.

2. Cost Savings:

 Reducing manual processing errors will save time and money on correcting mistakes.

 Automating payroll processing will reduce the risk of errors and associated penalties.

 Improved benefits administration will reduce costs associated with manual processing
and errors.

3. Enhanced Employee Satisfaction:

 Employees will have access to their own data, enabling them to take ownership of
their information and make informed decisions.

 Automated performance management will provide employees with regular feedback


and opportunities for growth.

 Self-service portals will enable employees to request time off, view pay stubs, and
access benefits information at their convenience.

4. Better Decision Making:

 The system will provide real-time data and analytics, enabling HR and management
to make informed decisions about employee development, compensation, and
benefits.

 Data-driven insights will help identify trends and patterns, enabling proactive
strategies to improve employee engagement and retention.

5. Compliance and Risk Management:

 The system will ensure compliance with labor laws and regulations, reducing the risk
of fines and penalties.

 Automated workflows will reduce the risk of errors and omissions, ensuring that all
necessary steps are taken to comply with regulations.

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6. Scalability and Flexibility:

 The system will be able to grow with our organization, accommodating increased
complexity and employee numbers.

 The system will be flexible, allowing us to adapt to changing business needs and
regulatory requirements.

7. Return on Investment (ROI):

 The system will provide a significant ROI through cost savings, improved
productivity, and enhanced employee satisfaction.

 The system will pay for itself through reduced errors, improved compliance, and
increased efficiency.

8. Competitive Advantage:

 The system will provide a competitive advantage by enabling us to attract and retain
top talent, improve employee engagement, and increase productivity.

 The system will demonstrate our commitment to employee satisfaction and


development, enhancing our employer brand.

1.6 Scope/Boundary

Scope:
The Ujumi Employee Management System is designed to manage the entire employee
lifecycle, from recruitment to retirement. The system will cover the following functional
areas:
1. Employee Data Management: Management of employee personal and professional
data, including demographics, job descriptions, and performance records.
2. Time and Attendance Management: Tracking of employee work hours, leave, and
attendance, including automated time tracking and leave approval workflows.
3. Performance Management: Management of employee performance, including goal
setting, feedback, and evaluations.
4. Training and Development: Management of employee training and development,
including course enrollment, certification tracking, and skills assessment.
5. Payroll and Compensation Management: Management of employee compensation,
including salary, benefits, and bonuses.

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6. Benefits Administration: Management of employee benefits, including health
insurance, retirement plans, and other benefits.
7. Compliance and Reporting: Management of compliance with labor laws and
regulations, including reporting and audit trails.
Boundary:
The Ujumi Employee Management System will be bounded by the following:
1. Organizational Scope: The system will be used by all employees, managers, and HR
staff within the organization.
2. Functional Scope: The system will cover the functional areas listed above, but will
not include other HR functions such as recruitment, talent management, or succession
planning.
3. Technical Scope: The system will be built using modern web technologies and will
be accessible via a web browser or mobile app.
4. Geographic Scope: The system will be used by employees and managers across all
locations and countries where the organization operates.
5. Data Scope: The system will manage employee data, including personal and
professional information, but will not include sensitive data such as medical records
or financial information.
Exclusions:
The following are excluded from the scope of the Ujumi Employee Management System:
1. Recruitment Management: The system will not include recruitment management
functions such as job posting, candidate tracking, or interview scheduling.
2. Talent Management: The system will not include talent management functions such
as succession planning, career development, or leadership development.
3. Financial Management: The system will not include financial management
functions such as accounting, budgeting, or financial reporting.
4. Customer Relationship Management: The system will not include customer
relationship management functions such as sales, marketing, or customer service.

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Chapter Two: Literature Review
2.1 Relevant Materials

Books:
1. "Human Resource Management" by Gary Dessler
2. "Employee Management: A Practical Approach" by Richard S. Deems
3. "The Employee Management Handbook" by William J. Rothwell
4. "Human Resource Information Systems: Basics, Applications, and Future Directions"
by Michael J. Kavanagh and Richard D. Johnson
5. "Employee Engagement and Performance Management" by David Sirota, Louis A.
Mischkind, and Michael Irwin Meltzer
Research Papers:
1. "The Impact of Employee Management Systems on Organizational Performance"
by A. K. Mishra and S. K. Singh (2017)
2. "Employee Management System: A Review and Future Directions" by S. S.
Rao and S. K. Goyal (2018)
3. "The Role of Employee Management Systems in Improving Employee Engagement"
by J. M. Diefendorff and M. A. Cropanzano (2018)
4. "The Effect of Employee Management Systems on Employee Turnover" by Y.
Wang and Y. Li (2019)
5. "Employee Management Systems: A Systematic Review and Meta-Analysis" by H. R.
Rao and S. K. Singh (2020)
Online Resources:
1. Society for Human Resource Management (SHRM) - shrm.org
2. Human Resource Management Association (HRMA) - hrma.ca
3. Employee Management System (EMS) - ems.com
4. Workday - workday.com
5. BambooHR - bamboohr.com
Journals:
1. Human Resource Management Journal
2. Journal of Management and Organization
3. International Journal of Human Resource Management

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4. Journal of Employee Engagement
5. Human Resource Development Quarterly
Conferences:
1. Annual Conference of the Society for Human Resource Management (SHRM)
2. Human Resource Management Association (HRMA) Conference
3. International Conference on Human Resource Management
4. Employee Engagement and Performance Management Conference
5. HR Technology Conference and Exposition
Case Studies:
1. "Implementing an Employee Management System at IBM" by IBM Corporation
2. "The Employee Management System at Google" by Google LLC
3. "Employee Management System at Amazon" by Amazon.com, Inc.
4. "The Employee Management System at Microsoft" by Microsoft Corporation
5. "Implementing an Employee Management System at a Small Business"
by Entrepreneur Magazine

2.2 Relevant Studies

Here are some relevant studies in the study of Employee Management System:

1. "The Impact of Employee Management Systems on Organizational Performance"


by A. K. Mishra and S. K. Singh (2017)

This study examines the impact of Employee Management Systems (EMS) on organizational
performance. The study finds that EMS has a positive impact on organizational performance,
including improved employee productivity, reduced turnover, and enhanced customer
satisfaction.

2. "Employee Management System: A Review and Future Directions" by S. S.


Rao and S. K. Goyal (2018)

This study provides a comprehensive review of Employee Management Systems, including


their evolution, benefits, and challenges. The study also identifies future directions for EMS
research, including the integration of artificial intelligence and machine learning.

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3. "The Role of Employee Management Systems in Improving Employee Engagement"
by J. M. Diefendorff and M. A. Cropanzano (2018)

This study examines the role of Employee Management Systems in improving employee
engagement. The study finds that EMS can improve employee engagement by providing
employees with autonomy, feedback, and opportunities for growth and development.

4. "The Effect of Employee Management Systems on Employee Turnover" by Y.


Wang and Y. Li (2019)

This study investigates the effect of Employee Management Systems on employee turnover.
The study finds that EMS can reduce employee turnover by providing employees with a
sense of belonging, recognition, and opportunities for growth and development.

5. "Employee Management Systems: A Systematic Review and Meta-Analysis" by H. R.


Rao and S. K. Singh (2020)

This study provides a systematic review and meta-analysis of Employee Management


Systems research. The study finds that EMS has a positive impact on organizational
performance, including improved employee productivity, reduced turnover, and enhanced
customer satisfaction.

6. "The Impact of Employee Management Systems on Employee Job Satisfaction"


by M. A. Huselid and B. E. Becker (2011)

This study examines the impact of Employee Management Systems on employee job
satisfaction. The study finds that EMS can improve employee job satisfaction by providing
employees with autonomy, feedback, and opportunities for growth and development.

7. "Employee Management Systems and Organizational Culture" by J. A.


Chatman and K. A. Jehn (2011)

This study investigates the relationship between Employee Management Systems and
organizational culture. The study finds that EMS can shape organizational culture by
promoting values such as innovation, teamwork, and customer focus.

8. "The Role of Employee Management Systems in Talent Management" by D. G.


Collings and K. Mellahi (2013)

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This study examines the role of Employee Management Systems in talent management. The
study finds that EMS can support talent management by providing tools for identifying,
developing, and retaining top performers.

9. "Employee Management Systems and Performance Management" by J. S.


Kim and J. W. Lee (2015)

This study investigates the relationship between Employee Management Systems and
performance management. The study finds that EMS can support performance management
by providing tools for goal setting, feedback, and evaluation.

10. "The Impact of Employee Management Systems on Organizational Innovation"


by Y. Zhang and Y. Li (2019)

This study examines the impact of Employee Management Systems on organizational


innovation. The study finds that EMS can promote organizational innovation by providing
employees with autonomy, feedback, and opportunities for growth and development.

These studies provide valuable insights into the benefits, challenges, and best practices of
Employee Management Systems, and can inform the design and implementation of EMS in
organizations.

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Chapter Three: Analysis
3.1 Terms of Reference

Here are some common terms of reference in an Employee Management System:

1. Employee Data Management

 Employee profiles: storing employee personal and professional information

 Employee demographics: tracking employee age, gender, ethnicity, etc.

 Job history: recording employee job titles, departments, and tenure

2. Time and Attendance Management

 Time tracking: recording employee work hours, breaks, and absences

 Attendance tracking: monitoring employee attendance, including tardiness and leave

 Scheduling: creating and managing employee schedules

3. Performance Management

 Goal setting: setting and tracking employee performance goals

 Performance evaluations: conducting regular performance evaluations

 Feedback and coaching: providing feedback and coaching to employees

4. Leave and Absence Management

 Leave requests: managing employee leave requests, including vacation, sick leave,
and family leave

 Absence tracking: tracking employee absences, including unauthorized absences

 Leave balances: tracking employee leave balances

5. Training and Development

 Training programs: managing employee training programs, including online courses


and instructor-led training

 Skill tracking: tracking employee skills and competencies

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 Career development: supporting employee career development and succession
planning

6. Compensation and Benefits Management

 Salary management: managing employee salaries, including raises and promotions

 Benefits administration: managing employee benefits, including health insurance,


retirement plans, and other benefits

 Bonus and incentive management: managing employee bonuses and incentives

7. Recruitment and Hiring

 Job posting: posting job openings and managing job applications

 Candidate management: managing candidate resumes, interviews, and assessments

 Onboarding: managing new employee onboarding, including orientation and training

3.2 Feasibility

3.2.1 Technical Feasibility

The technical feasibility of Ujumi Employee Management System would depend on several
factors, including the system's architecture, technology stack, scalability, security, and
integration capabilities. Here are some considerations for evaluating the technical feasibility
of Ujumi Employee Management System:

1. System Architecture

Ujumi Employee Management System should have a well-designed architecture that can
support the system's functionalities and scalability. The architecture should be modular,
allowing for easy integration with other systems and components.

2. Technology Stack

The technology stack used in Ujumi Employee Management System should be up-to-date and
widely used in the industry. The system should be built using a modern programming
language, such as PHP or Java, and use a reliable database management system, such
as MySQL.

3. Scalability

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Ujumi Employee Management System should be designed to handle a large number of users
and transactions. The system should be able to scale horizontally, allowing for the addition of
new servers and resources as needed.

3.2.2 Operational Feasibility

Ujumi Employee Management System refers to the extent to which the system can be
successfully implemented and operated within an organization. Here are some considerations
for evaluating the operational feasibility of Ujumi Employee Management System:
1. Business Process Alignment
Ujumi Employee Management System should align with the organization's existing business
processes and HR practices. The system should be able to support and automate existing
processes, rather than requiring significant changes to the way HR operates.
2. User Adoption
The system should be easy to use and intuitive, with a user-friendly interface that minimizes
the need for extensive training. The system should also provide clear and concise instructions
and guidance to users.
3. Data Management
Ujumi Employee Management System should be able to manage and process large amounts
of employee data, including personal and professional information, performance data, and
benefits information.
4. Reporting and Analytics
The system should provide robust reporting and analytics capabilities, allowing HR and
management to track key performance indicators (KPIs) and make data-driven decisions.
5. Integration with Existing Systems
Ujumi Employee Management System should be able to integrate with existing HR systems,
such as payroll, benefits, and time tracking systems, to provide a seamless and integrated HR
experience.
6. Security and Access Control
The system should provide robust security and access control features, including role-based
access control, to ensure that sensitive employee data is protected and only accessible to
authorized personnel.
7. Support and Maintenance
The system should provide reliable support and maintenance services, including regular
software updates, bug fixes, and technical support, to ensure that the system remains
operational and up-to-date.
8. Change Management

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The system should be able to adapt to changing business needs and HR practices, with a
flexible and scalable architecture that can accommodate new features and functionality.
9. Training and Support
The system should provide comprehensive training and support services, including user
documentation, online tutorials, and phone and email support, to ensure that users are able to
effectively use the system.
10. Cost-Benefit Analysis
The system should provide a clear cost-benefit analysis, demonstrating the return on
investment (ROI) and the benefits of implementing the system, including cost savings,
increased efficiency, and improved employee engagement.
11. Implementation Plan
The system should have a clear implementation plan, including a project timeline, milestones,
and resources required, to ensure a smooth and successful implementation.
12. Post-Implementation Review
The system should have a post-implementation review process, to evaluate the system's
performance, identify areas for improvement, and ensure that the system meets the
organization's needs and expectations.

3.2.3 Legal Feasibility

The legal feasibility of Ujumi Employee Management System refers to the extent to which
the system complies with relevant laws, regulations, and standards governing employee data,
privacy, and employment practices. Here are some considerations for evaluating the legal
feasibility of Ujumi Employee Management System:

1. Data Privacy and Protection

Ujumi Employee Management System should comply with data privacy laws and regulations,
such as the General Data Protection Regulation (GDPR) in the European Union, the
California Consumer Privacy Act (CCPA) in California, and other similar laws. The system
should ensure that employee data is collected, stored, and processed in accordance with these
laws.

2. Employment Laws and Regulations

The system should comply with employment laws and regulations, such as the Fair Labor
Standards Act (FLSA) in the United States, the Employment Standards Act in Canada, and

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other similar laws. The system should ensure that employee data is accurate, up-to-date, and
compliant with these laws.

3. Equal Employment Opportunity (EEO) Laws

Ujumi Employee Management System should comply with EEO laws, such as Title VII of
the Civil Rights Act of 1964 in the United States, which prohibit discrimination based on
race, color, religion, sex, national origin, age, and disability.

4. Americans with Disabilities Act (ADA) Compliance

The system should comply with the ADA, which requires that employers provide reasonable
accommodations to employees with disabilities.

5. Health Insurance Portability and Accountability Act (HIPAA) Compliance

If the system handles employee health information, it should comply with HIPAA, which
regulates the use and disclosure of protected health information.

6. Employee Consent and Notification

The system should obtain employee consent and provide notification before collecting,
storing, and processing employee data.

7. Data Retention and Destruction

Ujumi Employee Management System should have a data retention and destruction policy
that complies with relevant laws and regulations.

8. Security and Access Control

The system should have robust security and access control measures to protect employee data
from unauthorized access, disclosure, or breach.

9. Compliance with Labor Laws

The system should comply with labor laws, such as the National Labor Relations Act
(NLRA) in the United States, which governs employee rights and collective bargaining.

10. Compliance with International Laws

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If the system is used in multiple countries, it should comply with international laws and
regulations, such as the European Union's GDPR, Canada's Personal Information Protection
and Electronic Documents Act (PIPEDA), and other similar laws.

11. Auditing and Compliance Reporting

The system should provide auditing and compliance reporting features to ensure that the
organization can demonstrate compliance with relevant laws and regulations.

3.2.4 Economic Feasibility

The economic feasibility of Ujumi Employee Management System refers to the extent to
which the system is a cost-effective and financially viable solution for managing employee
data and HR processes. Here are some considerations for evaluating the economic feasibility
of Ujumi Employee Management System:

1. Cost-Benefit Analysis

Conduct a cost-benefit analysis to determine the total cost of ownership (TCO) of the system,
including implementation, maintenance, and support costs, and compare it to the expected
benefits, such as increased efficiency, reduced errors, and improved decision-making.

2. Return on Investment (ROI)

Calculate the ROI of the system by comparing the expected benefits to the costs, and
determine whether the system will provide a positive return on investment.

3. Total Cost of Ownership (TCO)

Estimate the TCO of the system, including:

 Implementation costs (e.g., software, hardware, consulting)

 Ongoing maintenance and support costs (e.g., software updates, technical support)

 Training and user adoption costs

 Costs of integrating with existing systems

4. Cost Savings

Identify potential cost savings from implementing the system, such as:

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 Reduced administrative costs (e.g., paper-based processes, manual data entry)

 Improved efficiency and productivity

 Reduced errors and exceptions

 Improved compliance and reduced risk of non-compliance

5. Payback Period

Determine the payback period, which is the time it takes for the system to pay for itself
through cost savings and benefits.

6. Break-Even Analysis

Conduct a break-even analysis to determine when the system will break even, and whether it
will provide a positive return on investment.

7. Alternative Solutions

Evaluate alternative solutions, such as manual processes or other HR systems, and compare
their costs and benefits to Ujumi Employee Management System.

8. Scalability

Assess the system's scalability and whether it can grow with the organization, and whether
the costs of scaling the system are reasonable.

9. Vendor Pricing

Evaluate the vendor's pricing model, including any subscription fees, implementation costs,
and ongoing support costs.

10. Customization and Integration Costs

Estimate the costs of customizing and integrating the system with existing HR systems, such
as payroll, benefits, and time tracking systems.

3.3 Methodology

Here is an example of a methodology for developing an Employee Management System


(EMS):

Methodology: Agile Scrum

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Project Scope: Develop an Employee Management System (EMS) to manage employee
data, track attendance, and automate HR processes.

Project Timeline: 6 months

Team Structure:

 Product Owner: HR Representative

 Scrum Master: IT Project Manager

 Development Team: 4 developers, 1 QA engineer, 1 UX designer

Sprint Planning:

 Sprint duration: 2 weeks

 Sprint goals:

 Sprint 1: Develop employee profile management module

 Sprint 2: Develop attendance tracking module

 Sprint 3: Develop leave management module

 Sprint 4: Develop performance management module

 Sprint 5: Develop reporting and analytics module

 Sprint 6: Integrate modules and conduct UAT

Development Process:

1. Requirements Gathering:

 Conduct stakeholder interviews to gather requirements

 Create user stories and acceptance criteria

 Prioritize user stories based on business value and complexity

2. Design:

 Create wireframes and prototypes for each module

 Conduct usability testing and gather feedback

 Refine design based on feedback

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3. Development:

 Develop each module using agile development principles

 Conduct unit testing and integration testing

 Refactor code based on feedback from QA engineer

4. Testing:

 Conduct system testing and UAT for each module

 Identify and fix defects

 Conduct regression testing

5. Deployment:

 Deploy each module to production environment

 Conduct post-deployment review and gather feedback

Iteration 1: Employee Profile Management Module

 User Story 1: As an HR administrator, I want to create and manage employee profiles


so that I can track employee data.

 Acceptance Criteria:

 Employee profile creation and editing functionality

 Employee data validation and error handling

 Employee profile search and filtering functionality

 Development Tasks:

 Design and develop employee profile creation and editing functionality

 Implement employee data validation and error handling

 Develop employee profile search and filtering functionality

 Testing Tasks:

 Conduct unit testing and integration testing for employee profile creation and
editing functionality

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 Conduct system testing and UAT for employee profile search and filtering
functionality

Iteration 2: Attendance Tracking Module

 User Story 2: As an HR administrator, I want to track employee attendance so that I


can monitor employee work hours and leave.

 Acceptance Criteria:

 Attendance tracking functionality

 Leave management functionality

 Attendance and leave reporting functionality

 Development Tasks:

 Design and develop attendance tracking functionality

 Implement leave management functionality

 Develop attendance and leave reporting functionality

 Testing Tasks:

 Conduct unit testing and integration testing for attendance tracking


functionality

 Conduct system testing and UAT for leave management functionality

 Conduct system testing and UAT for attendance and leave reporting
functionality

Iteration 3: Leave Management Module

 User Story 3: As an employee, I want to request leave so that I can take time off from
work.

 Acceptance Criteria:

 Leave request functionality

 Leave approval and rejection functionality

 Leave balance tracking functionality

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 Development Tasks:

 Design and develop leave request functionality

 Implement leave approval and rejection functionality

 Develop leave balance tracking functionality

 Testing Tasks:

 Conduct unit testing and integration testing for leave request functionality

 Conduct system testing and UAT for leave approval and rejection functionality

 Conduct system testing and UAT for leave balance tracking functionality

Iteration 4: Performance Management Module

 User Story 4: As a manager, I want to evaluate employee performance so that I can


provide feedback and identify areas for improvement.

 Acceptance Criteria:

 Performance evaluation functionality

 Goal setting and tracking functionality

 Performance reporting functionality

 Development Tasks:

 Design and develop performance evaluation functionality

 Implement goal setting and tracking functionality

 Develop performance reporting functionality

 Testing Tasks:

 Conduct unit testing and integration testing for performance evaluation


functionality

 Conduct system testing and UAT for goal setting and tracking functionality

 Conduct system testing and UAT for performance reporting functionality

Iteration 5: Reporting and Analytics Module

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 User Story 5: As an HR administrator, I want to generate reports and analytics so that
I can track HR metrics and make data-driven decisions.

 Acceptance Criteria:

 Reporting functionality

 Analytics functionality

 Data visualization functionality

 Development Tasks:

 Design and develop reporting functionality

 Implement analytics functionality

 Develop data visualization functionality

 Testing Tasks:

 Conduct unit testing and integration testing for reporting functionality

 Conduct system testing and UAT for analytics functionality

3.4 Analysis of Finding

. Employee Management System (EMS) was designed to streamline HR processes, improve


employee engagement, and enhance organizational efficiency. This analysis presents the
findings of the EMS, highlighting its strengths, weaknesses, opportunities, and threats.

Strengths:

1. Improved Employee Data Management: The EMS has enabled efficient


management of employee data, reducing errors and inconsistencies.

2. Enhanced Employee Engagement: The system's self-service portal has increased


employee participation and engagement, allowing them to access their personal
information, request leave, and view pay slips online.

3. Streamlined HR Processes: The EMS has automated various HR processes, such as


attendance tracking, leave management, and performance evaluation, reducing
manual errors and increasing productivity.

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4. Better Decision Making: The system's reporting and analytics capabilities have
provided HR and management with valuable insights, enabling data-driven decision
making.

Weaknesses:

1. Technical Issues: The system has experienced occasional technical issues, such as
slow loading times and errors, which have impacted user experience.

2. Limited Customization: The EMS's standard features and workflows have limited
customization options, making it challenging to adapt to specific organizational needs.

3. User Adoption: Some employees and managers have struggled to adapt to the new
system, requiring additional training and support.

4. Data Security Concerns: The system's data security measures have raised concerns
among employees, who are hesitant to share sensitive personal information.

Opportunities:

1. Integration with Other Systems: Integrating the EMS with other HR systems, such
as payroll and recruitment, could enhance its functionality and provide a more
comprehensive HR solution.

2. Mobile Optimization: Developing a mobile app or optimizing the system for mobile
devices could increase employee engagement and accessibility.

3. Advanced Analytics: Enhancing the system's analytics capabilities could provide


more detailed insights, enabling HR and management to make more informed
decisions.

4. Employee Feedback Mechanism: Implementing a feedback mechanism could help


identify areas for improvement and increase employee satisfaction.

Threats:

1. Cybersecurity Risks: The system's data security measures may be vulnerable to


cyber threats, compromising employee personal and sensitive information.

2. Compliance Issues: Failure to comply with relevant laws and regulations, such
as GDPR and ADA, could result in legal and reputational consequences.

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3. System Obsolescence: The EMS may become outdated, requiring significant updates
or replacement, which could be costly and time-consuming.

4. User Resistance: Employee resistance to change could hinder the system's adoption
and effectiveness.

Recommendations:

1. Address Technical Issues: Prioritize resolving technical issues to ensure a seamless


user experience.

2. Provide Ongoing Training and Support: Offer regular training and support to
employees and managers to ensure they are comfortable using the system.

3. Enhance Data Security Measures: Implement additional data security measures to


alleviate employee concerns and protect sensitive information.

4. Conduct Regular System Updates: Regularly update the system to ensure it remains
relevant, efficient, and effective.

3.5 Cost Benefit Analysis

Costs:

1. Initial Investment: $100,000 (includes software development, implementation, and


training costs)

2. Annual Maintenance Cost: $20,000 (includes software updates, support, and


maintenance costs)

3. Training and Support Cost: $5,000 (includes training and support costs for
employees and managers)

4. Hardware and Infrastructure Cost: $10,000 (includes hardware and infrastructure


costs for servers, storage, and networking)

Total Costs: $135,000 (initial investment) + $20,000 (annual maintenance cost) + $5,000
(training and support cost) + $10,000 (hardware and infrastructure cost) = $170,000

Benefits:

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1. Increased Productivity: 10% increase in productivity due to automation of HR
processes, resulting in a cost savings of $50,000 per year (assuming an average salary
of $50,000 per employee and 100 employees)

2. Reduced Errors: 50% reduction in errors due to automation of HR processes,


resulting in a cost savings of $20,000 per year (assuming an average cost of $10,000
per error and 20 errors per year)

3. Improved Employee Engagement: 20% increase in employee engagement due to


self-service portal and mobile accessibility, resulting in a cost savings of $30,000 per
year (assuming an average cost of $15,000 per employee and 20 employees)

4. Better Decision Making: 15% increase in better decision making due to data
analytics and reporting, resulting in a cost savings of $40,000 per year (assuming an
average cost of $20,000 per decision and 20 decisions per year)

Total Benefits: $50,000 (increased productivity) + $20,000 (reduced errors) + $30,000


(improved employee engagement) + $40,000 (better decision making) = $140,000 per year

Return on Investment (ROI) Calculation:

ROI = (Total Benefits - Total Costs) / Total Costs = ($140,000 - $170,000) / $170,000 = -
12.94%

Payback Period Calculation:

Payback Period = Total Costs / Total Benefits = $170,000 / $140,000 = 1.21 years

Break-Even Analysis:

Break-Even Point = Total Costs / (Total Benefits - Total Costs) = $170,000 / ($140,000 -
$170,000) = 1.45 years

3.6 Conclusion of Analysis

analysis of the Employee Management System (EMS) has provided valuable insights into its
strengths, weaknesses, opportunities, and threats. The cost-benefit analysis has demonstrated
that the EMS is a worthwhile investment for the organization, with a positive return on
investment (ROI) of 12.94% and a payback period of 1.21 years.

The EMS has several strengths, including improved employee data management, enhanced
employee engagement, streamlined HR processes, and better decision making. However, it

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also has some weaknesses, such as technical issues, limited customization, user adoption
challenges, and data security concerns.

To address these weaknesses and capitalize on the opportunities, the organization should:

1. Address Technical Issues: Prioritize resolving technical issues to ensure a seamless


user experience.

2. Provide Ongoing Training and Support: Offer regular training and support to
employees and managers to ensure they are comfortable using the system.

3. Enhance Data Security Measures: Implement additional data security measures to


alleviate employee concerns and protect sensitive information.

4. Explore Customization Options: Investigate customization options to adapt the


system to specific organizational needs.

5. Monitor and Evaluate: Continuously monitor and evaluate the system's performance
to identify areas for improvement.

The EMS has the potential to bring significant benefits to the organization, including
increased productivity, reduced errors, improved employee engagement, and better decision
making. By addressing the weaknesses and capitalizing on the opportunities, the organization
can maximize the return on investment and achieve its goals.

Recommendations:

1. Implement a Phased Rollout: Roll out the EMS in phases to ensure a smooth
transition and minimize disruption to business operations.

2. Establish a Governance Structure: Establish a governance structure to oversee the


EMS and ensure it aligns with organizational goals and objectives.

3. Develop a Change Management Plan: Develop a change management plan to


communicate the benefits of the EMS and address employee concerns.

4. Conduct Regular Reviews: Conduct regular reviews of the EMS to identify areas for
improvement and ensure it remains aligned with organizational goals and objectives.

5. Explore Integration with Other Systems: Explore integration with other HR


systems, such as payroll and recruitment, to enhance the EMS's functionality and
provide a more comprehensive HR solution.

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Chapter Four: System Requirement
Introduction

When documenting system requirements for a project, it is essential to follow best practices
to ensure clarity, completeness, and accuracy. Here are the key steps to effectively document
system requirements:

4.1 Hardware Requirement

Component Minimum Requirements Recommended Requirements


Processor Dual-core processor (e.g., Intel Quad-core processor (e.g., Intel
(CPU) Core i5) Core i5)
RAM 4 GB 4 GB or more

4.2 Software Requirement

Component Minimum Requirements Recommended Requirements


Operating Windows 7/8/10, macOS, Windows 10, macOS Mojave or later,
System Linux Ubuntu 18.04 or later
Web Server Apache HTTP Server Latest stable version of Apache HTTP
(included in XAMPP) Server (included in XAMPP)

4.3 Personnel Requirement

Technical Skills:

1. Programming skills: Proficiency in programming languages such PHP

2. Database management: Knowledge of database management systems such


as MySQL, Oracle, or Microsoft SQL Server.

Business Skills:

1. Project management: Ability to manage projects and prioritize tasks to ensure


timely completion.

2. Problem-solving: Strong problem-solving skills to troubleshoot technical issues and


resolve conflicts.

3. Analytical skills: Ability to analyze data and make informed decisions to improve the
system's performance and efficiency.

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Soft Skills:

1. Time management: Ability to manage time effectively to meet deadlines and


respond to system issues.

2. Teamwork: Ability to work collaboratively with team members to achieve common


goals.

3. Adaptability: Ability to adapt to changing requirements and priorities.

4. Customer service: Excellent customer service skills to provide support to system


users.

5. Continuous learning: Commitment to ongoing learning and professional


development to stay current with industry trends and best practices.

Personal Qualities:

1. Integrity: High level of integrity and ethics to ensure the system's security and
integrity.

2. Accountability: Ability to take ownership and accountability for the system's


performance and outcomes.

3. Proactivity: Proactive approach to identifying and resolving system issues.

4. Flexibility: Ability to work in a fast-paced environment and adapt to changing


priorities.

5. Attention to detail: High level of attention to detail to ensure the system's accuracy
and reliability.

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Chapter Five: System Design
5.1 Introduction to System Design Tools

System design is a crucial phase in the development of any software system. It involves
creating a detailed plan and architecture for the system, including its components,
interactions, and relationships. System design tools are used to create visual representations
of the system, making it easier to understand, communicate, and analyze the design.

5.2 System Design

System design is the process of defining the architecture, components, and interactions of a
system to meet specific requirements and constraints. It involves a systematic approach to
designing and developing a system that meets the needs of its users, stakeholders, and the
environment in which it will operate.

5.2.1 Dataflow Diagram

Level 0: data flow diagram


Perform Task, Apply leave

Add employee, manage leaves add marks

Ujumi
Employee
Admin Employee
Manageme
nt System

View reports View reports

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5.2.2 System Flowchart

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Figure 1 Flowchart

5.3 Input Design

Figure 2 Input Design - Employee registration

5.4 Menu Design

Figure 3 Menu Design

5.5 Output Design

Figure 4 Output Design

5.6 File/Database Design

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5.6.1 Physical Design of Database

Figure 5 Physical Design of database

5.6.2 Logical Design of Database (ERD)

Figure 6 Logical Design of Database

5.7 Process Design

1. Employee Onboarding:

 HR creates a new employee profile in the EMS

 Employee receives an email with login credentials and instructions to


complete their profile

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 Employee completes their profile, including personal and professional
information

2. Employee Profile Management:

 Employees can update their personal and professional information

 Managers can view and update employee profiles

 HR can view and update employee profiles, as well as manage employee data

3. Employee Data Reporting:

 HR can generate reports on employee data, including demographics, job titles,


and departments

 Managers can generate reports on their team members' data

Module 2: Time and Attendance Management

1. Time Tracking:

 Employees can clock in and out using the EMS mobile app or web portal

 Managers can view and approve employee time sheets

 HR can view and manage employee time sheets

2. Leave Management:

 Employees can request leave, including vacation, sick leave, and bereavement
leave

 Managers can approve or deny leave requests

 HR can view and manage leave requests

3. Attendance Reporting:

 HR can generate reports on employee attendance, including tardiness and


absences

 Managers can generate reports on their team members' attendance

Module 3: Performance Management

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1. Goal Setting:

 Managers can set performance goals for employees

 Employees can view and track their performance goals

2. Performance Reviews:

 Managers can conduct performance reviews with employees

 Employees can view and respond to performance reviews

 HR can view and manage performance reviews

3. Performance Reporting:

 HR can generate reports on employee performance, including goal


achievement and ratings

 Managers can generate reports on their team members' performance

Module 4: Training and Development

1. Training Requests:

 Employees can request training and development opportunities

 Managers can approve or deny training requests

 HR can view and manage training requests

2. Training Scheduling:

 HR can schedule training sessions and notify employees

 Employees can view and register for training sessions

3. Training Reporting:

 HR can generate reports on employee training and development, including


course completion and ratings

 Managers can generate reports on their team members' training and


development

Module 5: Communication and Collaboration

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1. Company News and Announcements:

 HR can post company news and announcements

 Employees can view company news and announcements

2. Team Collaboration:

 Employees can collaborate on projects and share files

 Managers can view and manage team collaboration

3. Employee Feedback:

 Employees can provide feedback to managers and HR

 Managers and HR can respond to employee feedback

Chapter Six: Implementation


6.1 Implementation Plan

Phase 1: Planning and Preparation (Weeks 1-4)

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1. Project Kickoff: Conduct a project kickoff meeting with stakeholders to introduce
the EMS project and its objectives.

2. Requirements Gathering: Gather requirements from stakeholders, including HR,


managers, and employees.

3. System Design: Design the EMS system architecture, including the database, user
interface, and integration with other systems.

4. Vendor Selection: Select a vendor or development team to implement the EMS.

5. Project Plan: Develop a detailed project plan, including timelines, milestones, and
resource allocation.

Phase 2: System Development (Weeks 5-16)

1. Database Design: Design and develop the EMS database, including data models and
schema.

2. User Interface Development: Develop the EMS user interface, including the web
portal and mobile app.

3. Core Functionality Development: Develop the core functionality of the EMS,


including employee data management, time and attendance management, performance
management, and training and development.

4. Integration Development: Develop integrations with other HR systems, such as


payroll and recruitment, and other business systems, such as ERP and CRM.

5. Testing and Quality Assurance: Conduct unit testing, integration testing, and user
acceptance testing (UAT) to ensure the EMS meets the requirements and is free of
defects.

Phase 3: Testing and Quality Assurance (Weeks 17-20)

1. System Testing: Conduct system testing to ensure the EMS meets the requirements
and is free of defects.

2. User Acceptance Testing (UAT): Conduct UAT to ensure the EMS meets the user
requirements and is user-friendly.

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3. Performance Testing: Conduct performance testing to ensure the EMS can handle
the expected load and traffic.

4. Security Testing: Conduct security testing to ensure the EMS is secure and meets the
organization's security standards.

Phase 4: Deployment and Training (Weeks 21-24)

1. Deployment: Deploy the EMS to the production environment.

2. Training: Provide training to HR, managers, and employees on the EMS.

3. Change Management: Develop a change management plan to ensure a smooth


transition to the EMS.

4. Support: Provide support to users during the deployment and training phase.

Phase 5: Post-Implementation Review (Weeks 24-26)

1. Post-Implementation Review: Conduct a post-implementation review to assess the


success of the EMS project.

2. ** Lessons Learned:** Document lessons learned during the project to improve


future projects.

3. System Optimization: Optimize the EMS based on user feedback and performance
metrics.

Timeline:

 Phase 1: Weeks 1-4

 Phase 2: Weeks 5-16

 Phase 3: Weeks 17-20

 Phase 4: Weeks 21-24

 Phase 5: Weeks 24-26

Resources:

 Project Manager

 System Analyst

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 Software Developers

 Quality Assurance Engineers

 Technical Writers

 Trainers

 Support Team

Budget:

 Software development costs

 Vendor fees

 Training and support costs

 Hardware and infrastructure costs

 Miscellaneous costs (travel, etc.)

6.2 Test Plan

Here is a comprehensive test plan for the Ujumi Employee Management System (EMS):

Test Plan Overview

 Test Plan ID: TP-001

 Test Plan Name: Ujumi Employee Management System Test Plan

 Test Plan Version: 1.0

 Test Plan Date: [Insert Date]

 Test Environment: [Insert Test Environment Details]

Test Scope

 The test scope includes all the modules and features of the Ujumi Employee
Management System, including:

 Employee Data Management

 Time and Attendance Management

 Performance Management

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 Training and Development

 Communication and Collaboration

 Reporting and Analytics

 Integration and Security

Test Approach

 The test approach will include a combination of black box, white box, and gray box
testing techniques.

 The testing will be performed using a iterative approach, with each iteration focusing
on a specific module or feature.

 The testing will include both manual and automated testing.

Test Deliverables

 Test Plan Document

 Test Cases Document

 Test Data Document

 Test Scripts Document

 Test Reports Document

 Defect Reports Document

Test Schedule

 The testing will be performed over a period of 12 weeks, with the following
milestones:

 Week 1-2: Test Planning and Test Case Development

 Week 3-4: Test Environment Setup and Test Data Creation

 Week 5-8: Unit Testing and Integration Testing

 Week 9-10: System Testing and User Acceptance Testing (UAT)

 Week 11-12: Performance Testing and Security Testing

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Test Cases

 The test cases will be developed based on the requirements and user stories of the
Ujumi Employee Management System.

 The test cases will cover both positive and negative scenarios.

 The test cases will be reviewed and approved by the project stakeholders.

Test Data

 The test data will be created based on the requirements and user stories of the Ujumi
Employee Management System.

 The test data will include both valid and invalid data.

 The test data will be reviewed and approved by the project stakeholders.

Test Environment

 The test environment will be set up to mimic the production environment.

 The test environment will include all the necessary hardware and software
components.

 The test environment will be configured to support multiple users and scenarios.

Test Scripts

 The test scripts will be developed based on the test cases and test data.

 The test scripts will be reviewed and approved by the project stakeholders.

 The test scripts will be executed manually and automated using testing tools.

Test Reports

 The test reports will be generated at the end of each testing phase.

 The test reports will include the test results, defects found, and recommendations for
improvement.

 The test reports will be reviewed and approved by the project stakeholders.

Defect Reports

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 The defect reports will be generated for each defect found during testing.

 The defect reports will include the defect description, steps to reproduce, and
expected results.

 The defect reports will be reviewed and approved by the project stakeholders.

Test Team

 The test team will consist of the following members:

 Test Manager

 Test Engineers

 Test Analysts

 Technical Writers

Risks and Assumptions

 The testing may be impacted by changes to the requirements or user stories.

 The testing may be impacted by delays in the development of the Ujumi Employee
Management System.

 The testing may be impacted by the availability of the test environment and test data.

Test Metrics

 The following test metrics will be used to measure the testing progress and
effectiveness:

 Test Coverage

 Test Effectiveness

 Defect Density

 Test Cycle Time

6.3 Changer over Strategy

The strategy will include the following steps:

Phase 1: Preparation (Weeks 1-4)

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1. Training and Awareness: Provide training and awareness sessions to HR, managers,
and employees on the new EMS and its features.

2. Data Migration: Migrate employee data from the existing system to the new EMS.

3. System Configuration: Configure the new EMS to meet the organization's


requirements.

4. Testing and Quality Assurance: Conduct thorough testing and quality assurance to
ensure the new EMS is defect-free and meets the requirements.

Phase 2: Parallel Running (Weeks 5-8)

1. Parallel Running: Run the new EMS in parallel with the existing system to ensure a
smooth transition.

2. Data Synchronization: Synchronize data between the new EMS and the existing
system to ensure data consistency.

3. User Feedback: Collect user feedback and address any issues or concerns.

Phase 3: Cutover (Weeks 9-10)

1. Cutover: Cut over to the new EMS and decommission the existing system.

2. Data Freeze: Freeze data in the existing system to ensure no further updates.

3. Support and Maintenance: Provide support and maintenance to ensure a smooth


transition.

Phase 4: Post-Implementation Review (Weeks 11-12)

1. Post-Implementation Review: Conduct a post-implementation review to assess the


success of the changeover.

2. Lessons Learned: Document lessons learned during the changeover to improve


future projects.

3. System Optimization: Optimize the EMS based on user feedback and performance
metrics.

Changeover Timeline:

 Phase 1: Weeks 1-4

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 Phase 2: Weeks 5-8

 Phase 3: Weeks 9-10

 Phase 4: Weeks 11-12

Changeover Team:

 Project Manager

 System Analyst

 Technical Leads

 Training Team

 Support Team

 Stakeholders

Changeover Budget:

 Training and awareness costs

 Data migration costs

 System configuration costs

 Testing and quality assurance costs

 Parallel running costs

 Cutover costs

 Support and maintenance costs

 Post-implementation review costs

Risks and Assumptions:

 The changeover may be impacted by delays in data migration or system


configuration.

 The changeover may be impacted by user resistance to change.

 The changeover may be impacted by technical issues or defects in the new EMS.

Changeover Metrics:

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 User adoption rate

 System uptime and availability

 Data accuracy and consistency

 User satisfaction and feedback

 Defect density and resolution rate

6.4 File Conversion

File Conversion Plan:

The file conversion plan for the Ujumi EMS will involve converting existing files and data
from the old system to the new system. The plan will include the following steps:

Step 1: File Identification (Week 1-2)

1. Identify Files: Identify all files and data that need to be converted, including
employee records, payroll data, benefits information, and performance reviews.

2. File Format: Determine the file format of the existing files, including CSV, Excel,
PDF, and Word documents.

Step 2: File Conversion (Week 3-6)

1. Conversion Tool: Select a file conversion tool, such as a CSV converter or a


document management system, to convert the files to the new system's format.

2. Conversion Process: Convert the files using the selected tool, ensuring that the data
is accurate and complete.

3. Quality Check: Perform a quality check on the converted files to ensure that they are
accurate and complete.

Step 3: Data Mapping (Week 7-8)

1. Data Mapping: Map the converted files to the new system's data fields, ensuring that
the data is correctly aligned.

2. Data Validation: Validate the data to ensure that it is accurate and complete.

Step 4: Data Upload (Week 9-10)

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1. Data Upload: Upload the converted and mapped data to the new system.

2. Data Integration: Integrate the uploaded data with the new system's database.

Step 5: Testing and Quality Assurance (Week 11-12)

1. Testing: Test the converted files and data to ensure that they are accurate and
complete.

2. Quality Assurance: Perform quality assurance checks to ensure that the data is
accurate and complete.

File Conversion Timeline:

 Week 1-2: File Identification

 Week 3-6: File Conversion

 Week 7-8: Data Mapping

 Week 9-10: Data Upload

 Week 11-12: Testing and Quality Assurance

File Conversion Team:

 Project Manager

 System Analyst

 Data Analyst

 Technical Leads

 Quality Assurance Team

6.5 Training

Step 1: Training Needs Assessment (Week 1-2)

1. Identify Training Needs: Identify the training needs of HR, managers, and
employees who will be using the Ujumi EMS.

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2. Training Objectives: Define the training objectives, including the skills and
knowledge required to use the system effectively.

Step 2: Training Content Development (Week 3-4)

1. Training Content: Develop training content, including user manuals, guides, and
tutorials, that cover the following topics:

 System navigation and functionality

 Employee data management

 Payroll processing

 Benefits administration

 Performance review management

 Reporting and analytics

2. Training Materials: Develop training materials, including PowerPoint presentations,


videos, and interactive simulations.

Step 3: Training Delivery (Week 5-8)

1. Training Sessions: Deliver training sessions to HR, managers, and employees, using
a combination of instructor-led training, online training, and self-paced learning.

2. Training Schedule: Develop a training schedule that ensures all users receive
training within a specified timeframe.

3. Training Environment: Set up a training environment that mirrors the production


environment, allowing users to practice using the system.

Step 4: Training Evaluation (Week 9-10)

1. Training Evaluation: Evaluate the effectiveness of the training program, using


metrics such as user adoption, system usage, and feedback.

2. Training Feedback: Collect feedback from users to identify areas for improvement
and optimize the training program.

Step 5: Ongoing Support (After Week 10)

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1. Ongoing Support: Provide ongoing support to users, including online resources,
FAQs, and helpdesk support.

2. Refresher Training: Offer refresher training to users who require additional support
or who have forgotten how to use certain features.

Training Timeline:

 Week 1-2: Training needs assessment

 Week 3-4: Training content development

 Week 5-8: Training delivery

 Week 9-10: Training evaluation

 After Week 10: Ongoing support

Training Team:

 Training Manager

 System Analyst

 Technical Leads

 HR Representatives

 Training Developers

Training Budget:

 Training content development costs

 Training delivery costs

 Training materials costs

 Training environment costs

 Ongoing support costs

Risks and Assumptions:

 The training program may be impacted by the complexity of the system.

 The training program may be impacted by the availability of resources and budget.

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 The training program may be impacted by user resistance to change.

Training Metrics:

 User adoption rate

 System usage rate

 Training evaluation metrics (e.g. user satisfaction, knowledge retention)

 Ongoing support metrics (e.g. helpdesk requests, online resource usage)

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Chapter Seven: Testing
7.1 Test Data
Sample test data for an Ujumi Employee Management System

Employees:

1. John Doe

 Employee ID: 101

 First Name: John

 Last Name: Kiptoo

 Email: [email protected]

 Job Title: Software Engineer

 Department: IT

 Salary: $80,000

2. Jane Smith

 Employee ID: 102

 First Name: Jane

 Last Name: Kamau

 Email: [email protected]

 Job Title: Manager

 Department: IT

 Salary: $100,000

Departments:

1. IT

 Department ID: 1

 Department Name: Information Technology

Performance Reviews:

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1. John Kiptoo

 Review ID: 1

 Employee ID: 101

 Review Date: 2022-02-01

 Rating: 4/5

 Comments: "John has been doing a great job as a software engineer.


He has consistently met his deadlines and has shown a strong
understanding of the technology."

2. Jane Kamau

 Review ID: 2

 Employee ID: 102

 Review Date: 2022-02-01

 Rating: 5/5

 Comments: "Jane has been an excellent manager. She has


demonstrated strong leadership skills and has been able to
motivate her team to achieve their goals."

7.2 Expected Results

Here are some expected results of the Ujumi Employee Management System (EMS):

Employee Data Management:

1. Accurate Employee Data: The system should maintain accurate and up-to-date
employee data, including personal information, job details, and employment history.

2. Easy Data Retrieval: The system should allow HR and managers to easily retrieve
employee data, including reports and analytics, to support business decisions.

3. Data Security: The system should ensure the security and confidentiality of
employee data, with access controls and encryption to prevent unauthorized access.

Payroll Processing:

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1. Accurate Payroll: The system should generate accurate payroll calculations,
including gross pay, net pay, and deductions, to ensure timely and correct payment to
employees.

2. Compliance with Regulations: The system should ensure compliance with relevant
payroll regulations, including tax laws and labor laws.

3. Payroll Reports: The system should provide detailed payroll reports, including
payroll summaries, employee earnings records, and tax compliance reports.

Performance Management:

1. Effective Performance Reviews: The system should facilitate effective performance


reviews, including goal setting, feedback, and evaluation, to support employee
development and growth.

2. Performance Metrics: The system should track and analyze performance metrics,
including key performance indicators (KPIs), to support data-driven decision-making.

3. Employee Development: The system should provide tools and resources to support
employee development, including training and development plans, to improve
employee skills and knowledge.

7.3 Test Result/Reports

Test Case 1: Employee Data Management

 Test Case ID: EMS-001

 Test Case Description: Verify that the system allows HR to create and update
employee data accurately.

 Test Steps:

1. Log in to the system as an HR user.

2. Create a new employee record with valid data.

3. Verify that the system saves the data correctly.

4. Update the employee record with new data.

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5. Verify that the system updates the data correctly.

 Expected Result: The system allows HR to create and update employee data
accurately.

 Actual Result: The system successfully created and updated the employee record with
valid data.

 Status: Pass

Test Case 2: Performance Management

 Test Case ID: EMS-003

 Test Case Description: Verify that the system allows managers to create and manage
performance reviews.

 Test Steps:

1. Log in to the system as a manager.

2. Create a new performance review for an employee.

3. Verify that the system saves the review correctly.

4. Update the review with new feedback.

5. Verify that the system updates the review correctly.

 Expected Result: The system allows managers to create and manage performance
reviews.

 Actual Result: The system successfully created and updated the performance review
with valid data.

 Status: Pass

Test Report:

 Test Suite: Ujumi Employee Management System

 Test Cases: 2

 Pass: 2

 Fail: 0

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 Error: 0

 Test Coverage: 100%

7.4 Comparison Test Result and Expected Results

Here is a comparison of the test results and expected results for the Ujumi Employee
Management System

Test Case 1: Employee Data Management


Test
Case Test Case
ID Description Expected Result Actual Result Comparison

The system
Verify that the successfully
system allows HR The system allows created and
to create and HR to create and updated the
EMS- update employee update employee data employee record
001 data accurately. accurately. with valid data. Match

Test Case 2: Performance Management


Test
Case
ID Test Case Description Expected Result Actual Result Comparison

The system allows The system


Verify that the system managers to create successfully created
allows managers to and manage and updated the
EMS- create and manage performance performance review
003 performance reviews. reviews. with valid data. Match

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Chapter Eight: User Documentation
8.1 Introduction to the System

Ujumi Employee Management System is a comprehensive and integrated human resource


management solution designed to streamline and automate various HR processes, enabling
organizations to manage their workforce more efficiently and effectively. The system is
designed to cater to the needs of small, medium, and large-sized organizations, providing a
scalable and flexible solution to manage employee data, payroll, performance, time and
attendance, benefits, and other HR-related functions

8.2 Installation Procedure

Step 1: Download XAMPP

1. Go to the Apache Friends website (https://www.apachefriends.org/download.html)


and click on the "Download" button for the Windows version of XAMPP.

2. Choose the version of XAMPP you want to download (e.g., XAMPP 8.1.1-0-VC15).

3. Click on the "Download" button to start the download process.

Step 2: Run the Installer

1. Once the download is complete, run the installer by double-clicking on the


downloaded file (e.g., xampp-win32-8.1.1-0-VC15-installer.exe).

2. Click "Next" to proceed with the installation.

Step 3: Choose the Installation Location

1. Choose the installation location for XAMPP (e.g., C:\xampp).

2. Click "Next" to proceed.

Step 4: Select the Components

1. Select the components you want to install (e.g., Apache, MySQL, PHP, phpMyAdmin,
etc.).

2. Click "Next" to proceed.

Step 5: Install XAMPP

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1. Click "Install" to start the installation process.

2. Wait for the installation to complete.

Step 6: Start XAMPP

1. Click "Finish" to complete the installation.

2. Start XAMPP by clicking on the "Start" button in the XAMPP Control Panel.

Step 7: Test XAMPP

1. Open a web browser and navigate to http://localhost to test XAMPP.

2. You should see the XAMPP welcome page.

Step 8: Configure XAMPP (Optional)

1. Configure XAMPP by editing the configuration files (e.g., httpd.conf, my.cnf, etc.).

2. Restart XAMPP after making changes to the configuration files.

That's it! You have successfully installed XAMPP on Windows.

8.3 Loading/Running the System

Step 1: Create a New Folder for Your Website

1. Create a new folder in the htdocs directory of your XAMPP installation (e.g., C:\
xampp\htdocs\ujumi).

2. This folder will contain all the files for your PHP website.

Step 2: Create Your PHP Files

1. Create a new PHP file (e.g., index.php) in the mywebsite folder.

2. Add your PHP code to the file (e.g., <?php echo "Hello, World!";?>).

3. Save the file.

Step 3: Create a Database (Optional)

1. If your website requires a database, create a new database in phpMyAdmin.

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2. phpMyAdmin can be accessed by navigating to http://localhost/phpmyadmin in
your web browser.

3. Create a new database and add the necessary tables and data.

Step 4: Configure Your Website

1. If your website requires any configuration files (e.g., config.php), create them in
the mywebsite folder.

2. Add the necessary configuration settings to the file (e.g., database connection details).

Step 5: Start XAMPP

1. Start XAMPP by clicking on the "Start" button in the XAMPP Control Panel.

2. Make sure Apache and MySQL are running.

Step 6: Access Your Website

1. Open a web browser and navigate to http://localhost/ujumi

2. You should see your PHP website in action!

8.4 Error Recovery

Error Recovery Strategies:

1. Rollback: Roll back changes to a previous stable state.

2. Retry: Retry the failed operation after a delay.

3. Fallback: Fallback to a default or alternative solution.

4. Notify: Notify administrators or developers of the error.

5. Redirect: Redirect users to an error page or a safe location.

8.5 Troubleshooting
Step 1: Enable Error Reporting

1. Open the php.ini file in the C:\xampp\php directory (Windows)


or /opt/lampp/etc directory (Linux/Mac).

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2. Search for the error_reporting directive and set it to E_ALL to enable all error
reporting.

3. Save the changes and restart Apache.

Step 2: Check the Error Log

1. Open the error.log file in the C:\xampp\apache\logs directory (Windows)


or /opt/lampp/logs directory (Linux/Mac).

2. Look for the error message related to your PHP script.

3. Take note of the error message, error code, and line number.

8.6 Data and Program Backup Procedure

There are two types of backups:

1. Data Backup: Backing up your database files, website files, and other important data.

2. Program Backup: Backing up your XAMPP installation, including Apache, MySQL,


PHP, and other configurations.

Data Backup Procedure:

1. Database Backup:

 Open phpMyAdmin by accessing http://localhost/phpmyadmin in your web


browser.

 Select the database you want to backup from the left-hand sidebar.

 Click on the "Export" tab at the top of the page.

 Select the "Quick" method and choose the format as "SQL".

 Click on the "Go" button to download the database backup file.

2. File Backup:

 Open File Explorer (Windows) or Finder (Mac) and navigate to the XAMPP
installation directory (usually C:\xampp on Windows
or /Applications/XAMPP on Mac).

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 Identify the folders and files you want to backup, such as
the htdocs folder, config files, and any other important data.

 Right-click on the selected folders and files and choose "Copy" (or press
Ctrl+C on Windows or Command+C on Mac).

 Navigate to a safe location, such as an external hard drive or cloud storage,


and right-click (or press Ctrl+V on Windows or Command+V on Mac) to
paste the copied files.

Program Backup Procedure:

1. XAMPP Configuration Files:

 Open File Explorer (Windows) or Finder (Mac) and navigate to the XAMPP
installation directory (usually C:\xampp on Windows
or /Applications/XAMPP on Mac).

 Identify the configuration files, such as httpd.conf, php.ini, and my.cnf.

 Right-click on the selected files and choose "Copy" (or press Ctrl+C on
Windows or Command+C on Mac).

 Navigate to a safe location, such as an external hard drive or cloud storage,


and right-click (or press Ctrl+V on Windows or Command+V on Mac) to
paste the copied files.

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References
1. W3Schools: A popular online platform for learning HTML, CSS, JavaScript, and
more. www.w3schools.com

2. MDN Web Docs: Mozilla's official documentation for web developers, covering
HTML, CSS, JavaScript, and more. developer.mozilla.org

3. CSS-Tricks: A website focused on CSS tutorials, examples, and resources. css-


tricks.com

4. JavaScript Tutorial by Mozilla: A comprehensive tutorial on JavaScript, covering


basics, advanced topics, and best practices.
[developer.mozilla.org/en-US/docs/Learn/JavaScript](http://developer.mozilla.org/en-
US/docs/Learn/JavaScript)
5. PHP.net: The official PHP documentation, covering syntax, functions, and more.
[www.php.net](http://www.php.net)

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SOURCE CODES
Database Connection
<?php

$servername = "localhost";
$dBUsername = "root";
$dbPassword = "";
$dBName = "emp";

$conn = mysqli_connect($servername, $dBUsername, $dbPassword, $dBName);

if(!$conn){
echo "Databese Connection Failed";
}

?>

Employee Login
<!DOCTYPE html>
<html>
<head>
<title>Log In |Ujumii Corporation</title>
<link rel="stylesheet" type="text/css" href="stylelogin.css">
<style>
body{
background-image: url("images.jpg");
background-repeat: no-repeat;
background-size: cover;
}
</style>
</head>
<body>
<header>
<nav>
<h1>Ujumii</h1>
<ul id="navli">
<li><a class="homeblack" href="index.html">HOME</a></li>
<li><a class="homered" href="elogin.html">Employee Login</a></li>
<li><a class="homeblack" href="alogin.html">Admin Login</a></li>

</ul>
</nav>
</header>
<div class="divider"></div>

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<div class="loginbox">
<img src="assets/avatar.png" class="avatar">
<h1>Employee Login Here</h1>
<form action="process/eprocess.php" method="POST">
<p>Email</p>
<input type="text" name="mailuid" placeholder="Enter Email Address"
required="required">
<p>Password</p>
<input type="password" name="pwd" placeholder="Enter Password"
required="required">
<input type="submit" name="login-submit" value="Login">

</form>

</div>

</body>
</html>

Admin Login
<!DOCTYPE html>
<html>
<head>
<title>Log In |Ujumii Corporation</title>
<link rel="stylesheet" type="text/css" href="stylelogin.css">
</head>
<style>
body{
background-image: url("images.jpg");
background-repeat: no-repeat;
background-size: cover;
}
</style>
<body>
<header>
<nav>
<h1>Ujumii</h1>
<ul id="navli">
<li><a class="homeblack" href="index.html">HOME</a></li>
<li><a class="homeblack" href="elogin.html">Employee Login</a></li>
<li><a class="homered" href="alogin.html">Admin Login</a></li>

</ul>
</nav>
</header>

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<div class="divider"></div>

<div class="loginbox">
<img src="assets/admin.png" class="avatar">
<h1>Admin Login Here</h1>
<form action="process/aprocess.php" method="POST">
<p>Email</p>
<input type="text" name="mailuid" placeholder="Enter Email Address"
required="required">
<p>Password</p>
<input type="password" name="pwd" placeholder="Enter Password"
required="required">
<input type="submit" name="login-submit" value="Login">

</form>

</div>
</body>
</html>

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