Final Report 1

Aligarh College Of Engineering & Technology

2014-2015

A project report

On

PERFORMANCE RATING SYSTEM

SUBMITTED IN PARTIAL FULFILMENT OF THE REQUIREMENTS

Degree Of

Bachelor of Technology

In

Computer Science and Engineering

SUBMITTED BY

Neha Mittal (1110910041)

Under The Supervision Of

Mrs. Surbhi Chansauriya

DECLARATION

I Neha Mittal student of B.Tech (C.S) IV year, studying at Aligarh College of Engineering & Technology, Aligarh, hereby declare that the final year project report on Performance Rating System submitted to U.P.T.U (LUCKNOW) in partial fulfilment of Degree of Bachelor of Technology in Computer Science & Technology is the original work conducted by me.

The information and data given in the report is authentic to the best of my knowledge. Under any case of discrepancy with the provided details do affect the authentication of the document; I shall be responsible for the mistake.

This project report is not being submitted to any other University for the award of any other Degree, Diploma and Fellowship.

Neha Mittal (1110910041)

Aligarh College of Engineering and Technology

Department Of Computer Science and Engineering

CERTIFICATE

This is to certify that the project called PERFORMANCE RATING SYSTEM submitted by NEHA MITTAL is duly accepted as a partial fulfillment of the requirement of B.Tech in Computer Engineering as per the specification of the board of Technical Education, Uttar Pradesh Technical University for the session 2011-2015.

This project is an original work of the students carried out under my supervision and guidance. This work has not been submitted previously at my level for the award of any other course.

HOD CSE. DeptPROJECT INCHARGEPROJECT GUIDE

Mr. ANAND SHARMA ROHIT YADAVSURABHI CHANSAURIYA

KAPIL ARORA

Aligarh College of Engineering and Technology

Department of Computer Science and Engineering

ACKNOWLEDGEMENT

The satisfaction and euphoria that accompany the successful completion of any task would be incomplete without mentioning the names of people who made it possible, whose constant guidance and encouragement crowns all efforts with our success.

We extend my gratitude to MR. Anand Sharma, Head, Department of Computer Science And Engineering, Aligarh College of Engineering and Technology, Aligarh, Uttar Pradesh for providing us with excellent infrastructure and awesome environment that laid potentially strong foundation for our professional life.

We would like to express our profound thanks to Mrs. Surbhi Chansurya, who guided us throughout the project tenure, provided us each and every detail, references, and technical helps without which it was impossible to complete this project.

CONTENT:

1. EXISTING SYSTEM

INTRODUCTION

CURRENT SYSTEM PROBLEMS

WHATS NEW IS TO BE DEVELOPED

EXISTING SOFTWARE/DFD

Symbols Used in DFD

PRESENT SYSTEM DFD

2. PROBLEM ANALYSIS

PRODUCT DEFINITION

FUNCTIONAL COMPONENTS OF THE PROJECT

HOW TO APPROACH AN APPRAISAL SYSTEM

BENEFITS AND ADVANTAGES FOR ADOPTING EMPLOYEE APPRAISAL SYSTEM

FEASIBILITY ANALYSIS

Technical feasibility

Economic feasibility

Operational feasibility

System Analysis (Identification of Need and preliminary Investigation)

1. Analyze user environment

2. Evolve user model

3. Chose DBMS

4. Map logical model to DBMS

5. Develop physical design

6. Evaluate physical model

7. Tune system

8. Implement system

SPIRAL MODEL

PROJECT PLAN

3. SOFTWARE REQUIREMENT ANALYSIS

INTRODUCTION

About SRS

GENERAL DESCRIPTION

Benefits of a Good SRS

What should the SRS address to?

What are the characteristics of a good SRS?

Difference between System Specification and Software Specification

SPECIFIC REQUIREMENT

I/O REQUREMENTS

PROCESS REQUREMENTS

SOFTWARE SPECIFICATION

CONTROL REQUREMENTS

4. DESIGN

SYSTEM DESIGN

0th LEVEL

1st LEVEL

2nd LEVEL

DESIGN NOTATIONS

Symbols Used in DFD

DETAILED DESIGN

FLOWCHART

5. USER MANUAL

6. SOURCE CODE

7. TESTING

FUNCTIONAL TESTING

STRUCTURAL TESTING

LEVELS OF TESTING

Unit testing

Regression testing

Integration testing

Smoke test

Alpha testing

Beta testing

TESTING THE PROJECT

8. IMPLEMENTATION

IMPLEMENTATION OF THE PROJECT

CONVERSION PLAN

POST-IMPLEMENTATION AND SOFTWARE MAINTENANCE

9. PROJECT LEGACY

CURRENT STATUS OF THE PROJECT

REMAINING AREAS OF CONCERN

TECHNICAL AND MANAGERIAL LESSONS LEARNT

10. USER MANUAL

11. SOURCE CODE

12. REFRENCES

1. PROFILE OF THE PROBLEM:

The motto is to create a system, which surpasses the expectations of the persons needing the information and is enough users friendly.

The following are the objective of the proposed system.

USER FRIENDLY INTERFACE

Since main interaction of the system has to be with the user, the user interface should be attractive and meaningful.

MINIMUM EFFORT

Ensure that very less effort will be required the site and generation of report

FLEXIBILITY

Provides maximum flexibility to the Administrator in maintaining and modifying the information about existing modules and functionalities.

ACCURATE

Accuracy is the main concern of the Proposed system.

RELIBILITY

Its the main objective so as to win the Confidence of the user and to provide information on which he can relies upon.

SECURITY

Since the information entered is of vital Importance to the organization and to the owner of the website, it should be made to allow only the website developers to manipulate the data.

FAST

The system should be fast enough to give

user of the system the feel of using the best online system

2. EXISTING SYSTEM:

INTRODUCTION:

The whole process of Appraisal system which covers receiving appraisal from client and Hr side was done manually till date. Processing to evaluate the appraisal that is checking and distributing respective rating or scores is likely to take more time to take more time till it is under development phase. It came to our knowledge while in analysis phase.

CURRENT SYSTEM PROBLEMS:

1) The current system is very time consuming

2) It is very difficult to evaluate manually

3) Evaluations are done manually which is not feasible.

4) The chances of paper leakage or paper lost are more in current system than proposed system.

In this system, appraisal processing takes more time as it is done manually.

WHATS NEW IS TO BE DEVELOPED:

The proposed system is completely online web application which is more feasible, efficient, user friendly and economical.

Features of proposed system (which i analyze)

1) In comparison to present system the proposed system will be less time consuming and more efficient.

2) Analysis will be very easy in proposed system as it is automated.

3) Decisions will be declared in a very short span of time just because of automated system.

4) The proposed system is much secure because there is no chance of paper leakage

5) The appraisals and other informations are stored in secure database which is handled by an administrator and backup can be thus created for future use.

EXISTING SOFTWARE/DFD:

Symbols Used in DFD:

Rectangle

Source/destination of data

Bubble

Process for transformation data

Arrows

Data in motion (data flow)

PRESENT SYSTEM DFD:

( HR) (MANUAL APPRAISAL SYSTEM) (CLIENT)

(BOSS)

(APPRAISAL PROCESSING(Middleware)) Sending Appraisal to BOSS (1) Getting Client Appraisal (2)

( BOSS)

(CLIENT)

HR Decision (6)

HR Decision (6)

BOSS ratings for Client Appraisals (3)

HR Decision (5) Getting Client Appraisals with BOSS rating (4)

( HR)

3. PROBLEM ANALYSIS:

PRODUCT DEFINITION

This project is aimed at developing an Appraisal Tracker that is of importance to HCL INFOSYSTEMS. This Appraisal Tracker system is used to track the performance of an individual. An individuals performance is rated by himself and his superior in the organization. Performance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee. The focus of the performance appraisal is measuring and improving the actual performance of the employee and also the future potential of the employee. The tasks for the next 6 months are set by the superior. The performance rating is done based on several attributes like the timeliness, quality of work, communication skills etc.

Our appraisal software automates the entire appraisal cycle, drastically reducing the time consumption, while improving the process quality and experience of both the appraiser and the appraised. And this is just a small part of what a 360 Degree Appraisal software can do. The list below fully appreciates the extent and scope of tasks automated and simplified.

profiles an individuals personality traits, talents and work styles

executes performance evaluations on interim / regular basis

tracks and monitors performance and milestones achieved

facilitates: work plan establishment and objective setting

detects performance gaps and measures each individuals pace

generates un-biased reports, encompassing every aspect of an individuals capabilities, aspirations as well as expectations

The entire process is designed to help you in making the right decision, for the right people at the right time, this in turn saves you time and effort but even more importantly it streamlines employee activity with business goals and allows optimized performance management and planning.

Functional components of the project

Following is a list of functionalities of the system. More functionality that you find appropriate can be added to this list. And, in places where the description of functionality is not adequate, you can make appropriate assumptions and proceed.

1. The system should have appropriate login facility. Relevant options like change password and creating profile etc.

2. The system should allow administrator to control all the activities hence identify the roles and accessibility of other users.

3. The admin should have the facility to add/modify/delete new performance measures.

4. The superior should be able to rate the individual working for him.

5. Once the rating is done, an automatic mail should be sent to the individual informing him about the ratings.

6. The individual should be able to rate himself on all the tasks (so that a comparison between this self-rating and the rating given by his superior can be made)

7. The superior should be able to set the tasks for the next 6 months for employees working for him.

A performance appraisal, employee appraisal, performance review, or (career) development discussion is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding manager or supervisor. A performance appraisal is a part of guiding and managing career development. It is the process of obtaining, analyzing, and recording information about the relative worth of an employee to the organization. Performance management is not just about an annual appraisal and there is a lot more to it than people really notice. A good appraisal system should not just be focused on deciding how the employee performed in the past year and decide the compensation structure based on this information. It should be aimed at continuous development of the employee.

Performance appraisal may be defined as a structured formal interaction between a subordinate and supervisor, that usually takes the form of a periodic interview (annual or semi-annual), in which the work performance of the subordinate is examined and discussed, with a view to identifying weaknesses and strengths as well as opportunities for improvement and skills development.

In many organizations - but not all - appraisal results are used, either directly or indirectly, to help determine reward outcomes. That is, the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses, and promotions.

No matter what type of business or group, having a performance appraisal system is a good idea. Even if you only have one employee, formally reviewing staff on a regular basis could keep out of court. With an appraisal system in place, willhave written records of your employees Performanceget more productivity from workers thru goal-setting have an objective means of determining compensation.

Companies, agencies and organizations large and small do performance appraisals of their workers. In large companies, the Human Resource Department has probably developed a way to conduct appraisals that is systematic and designed to avoidlegaldifficulties. In other circumstances, the owner may make informal assessments of her small group of employees to decide how well each is performing. In both cases, the goal is to determine the strengths and weaknesses of employees to provide data for making their performance more efficient and effective.

There are many reasons companies implement performance appraisal systems and many believe the performance appraisal systems are a valuable part of their organizational structure and company culture. Performance reviews are in place for a lot of reasons, including:

Provides a hierarchical management tool.

Ranks employees for proper compensation increases and promotions.

Provides needed feedback to employees.

Standardizes discussion regarding employee performance so it can be seen as fair.

HOW TO APPROACH AN APPRAISAL SYSTEM

There is no legal requirement to carry out appraisals in practices. However, an effective appraisal system shows good management practice, and helps the practice achieve its objectives through its people. In addition, an effective appraisal system will

Keep employees focussed on the main responsibilities and objectives of their job

Help employees improve performance in their jobs

Motivate staff and encourage the development of individuals

Regularly review job objectives changing or developing these as the practice develops and job functions develop alongside this.

Assess and provide feedback on the performance and behaviour of individuals

Ensure adequate support and training is provided to individuals.

Demonstrate that the organisation is developing and supporting its people fairly.

An effective appraisal system is NOT about the completion of discussions and forms on an annual basis. In fact, the paperwork for the annual appraisal may be the least important part of the system and can certainly be the scariest for staff if not introduced with consideration and explanation! However, an annual or semi annual appraisal should be the formal part of a continual process of review and feedback on performance or behaviour.

The purpose of performance management is to help and encourage everyone to raise their performance, develop their abilities, increase job satisfaction and achieve their full potential on desire level skill set of an individual to the benefit of the individual and the organization as a whole.Performance appraisal is the one of the most important way by which an organization can understand its employees and evaluate their desiring skill set to perform a specific task. A good employee appraisal system helps an organization to understand its human capital needs and its weakness. It also highlights an individuals weakness and strength. With the help of differentappraisal technique an organization can achieve the organizational objectives, individual objectives and also mutual objectives.

An excellent manager will ensure he or she sits down with each staff member at least once a month (or quarter) to review and discuss their performance against objectives; give feedback on how they are doing, and agree any objectives for the next period ahead. After each meeting a few short notes should be all the paperwork required, to provide a record of discussions, and action agreed.

BENEFITS AND ADVANTAGES FOR ADOPTING EMPLOYEE APPRAISAL SYSTEM

It increases productivity and efficiency of the employee

Increases retention of employees

Identify the strength and weakness of an employee

Identifies the gap between the performance of an employee and desired performance of an organization

Everyone is clear about corporate goals and work towards them

Build closer working relationships based on mutual trust and respect

Identify individual training and development needs

Recognize individual contribution

Introduce relevant and effective learning and development programmers to meet identified needs

Identify areas of individual concern and provide guidance to enable individuals to make the best use of their abilities

Guide individual and team effort to meeting overall business needs

FEASIBILITY ANALYSIS:

It is done to confirm whether the problem is worth solvable or not. Different types of feasibility study have been done for e.g. technical, economic, social, and time feasibility. Various alternates are evaluated. For cost and benefit analysis the BREAK EVEN method is used and it is found that the system is beneficial with respect to the cost.

It is the determination of whether or not a project is worth doing. The process followed in making this determination is called a feasibility study. This type of study determines if project can and should be taken. Once it has been determined that a project is feasible, the analyst can go ahead and prepare the project specification which finalizes requirements.Technical feasibilityThis is concerned with specifying equipment and software that will successfully satisfy the user requirement. The technical need of the system may vary considerably, but might include: The facility to produce outputs in a given time Response time under certain conditions Ability to process a certain volume of transaction at a particular speed Facility to communicated data to distant locationEconomic feasibilityEconomic analysis is the most frequently used technique for evaluating the effectiveness of a proposed system. Most commonly known as cost benefit analysis, the procedure is to determine the benefits and saving that are expected from a proposed system and compare them with costs.Operational feasibilityIt is mainly related to human organizational and political aspects. The points to be considered are: What changes will be brought with the system? What organizational structures are disturbed? What new skills will be required? Do the existing staff members Have these skills? If not, can they be trained in due course of time?The operational feasibility study is out by a small group of people whoAre familiar with information system techniques, who understand the parts ofThe system that are relevant to the project and are skilled in system analysisAnd design process.

System Analysis (Identification of Need and preliminary Investigation)

The first step in the system development is the preliminary investigationto determine the feasibility of the system. The purpose of the preliminary investigation is to evaluate project request. It is not a design study not does it include the collection of details to describe the any system in all respectRather, it is the collection of information that helps committee members to evaluate the merits of the project request and make an informed judgmentabout the feasibility of the proposed project.

Analysts working on the preliminary investigation should accomplish the following objectives:

Clarify and understand the project request

Determine the expected size of the project (according to project proposal)

Assess cost and benefits and operational feasibility of alternative approaches

(ANYLYZE USER ENVIRONMENT)

(DEVELOP USER MODEL)

(CHOOSE DBMS)

(MAP LOGICAL MODEL TO DBMS)

(EVALUATE PHYSICAL MODEL)

(DEVELOP PHYSICAL DESIGN)

(TUNE SYSTEM)

(IMPLEMENT SYSTEM)

Analyze user environment: The first step we study all present application determine their input and output , examine all reports generated by the Disaster Management Plan , and interview users to determine how they use the system.

Evolve user model:Using the model of the user environment we develops a detailed logical model of the database, identifying the entities, Attributes and relationship that are to be represented.

Choose DBMS:We attempt to choose the system that best satisfies the specifications for the environment.

Map logical model to DBMS: We map the logical model to the data structures supported by the chosen DBMS.

Develop physical design: We plan the layout of data considering the structures supported by the chosen DBMS.

Evaluate physical model: Finally we estimate the performance of all application.

Tune system:Adjustment such as modifying physical structure or optimizing software can be done to improve performance.

Implement system: If the evaluation is positive, then we implement the physical design and the database becomes operational.

SOFTWARE ENGINEERING PARADIGM APPLIEDThe spiral model, originally proposed by Boehm, is an evolutionary Software Engineering Paradigm that couples the iterative nature of prototyping with the controlled and systematic aspects of linear sequential model. It provides for rapid development of incremental version of the software, which is very essential for the development of APPRAISAL SYSTEM/ TRACKER, in the spiral model software, software is developed in a series of incremental releases. During later iteration, increasingly more complete version of engineered system is produced. The spiral model is divided into a number of framework activities, also called Task Regions. The spiral model that contains six Task Regions:User Communication: Tasks required establishing effective communication between the developer and user. In the case of this project it is communicate between the developer and application handling system staff.Planning: Tasks required defining resources, timelines, and other project related information such that for this project when the appraisal survey/feedback is to be done, check in advance for availability/schedule of HR and BOSS, what are the prerequisite required for survey, and what are the resources are available.Risk Analysis: Tasks required accessing both technical management risks.Engineering: Task required building one or more representation.Construction & Release: Tasks required constructing, testing installing and providing support.User Evaluation: Tasks required obtaining user feedback based on evaluation of the software representation created during the engineering stage and implemented during the installation stage.

SPIRAL MODEL

Each of the regions is populated by a series of work tasks that are adapted to the characteristics of the project to be undertake. For small projects, the number of works tasks and their region contains more work tasks that are defined to achieve higher level of formality.

Unlike classical process models that ends when software is delivered, thats why I will choose the Spiral Model for APPRAISAL SYSTEM/TRACKER because it can be adapted to apply throughout the life of the computer software.

PROJECT PLAN:

Project plan would cover in DFD design and Design detail.

4. SOFTWARE REQUIREMENT ANALYSIS:

INTRODUCTION

About SRS

A SRS is basically an organizations understanding (in writing) of a customer or potential clients system requirements and dependencies at a particular point of time (usually) prior to any actual design or developmentwork.

GENERAL DESCRIPTION

Benefits of a Good SRS

Establish the basis for agreement between the customers and the suppliers on what the software product is to do.

Reduce the development effort.

Provide a basis for estimating costs and schedules.

Serve as a basis for enhancement.

What should the SRS address to?

1. Functionality: What is the software supposed to do?

2. External Interfaces:How does the software interact with people, the systems hardware, other hardware, and other software?

3. Performance: What is the speed, availability, response time, recovery time of various software functions, etc.?

4. Attributes: What are the portability, correctness, maintainability, security, etc. considerations?

5. Design constraints imposed on an implementation. Are there any required standards in effect, implementation language, policies for database integrity, resource limits, operating environment(s) etc.?

What are the characteristics of a good SRS?

A SRS should be:

a. Unambiguous

b. Complete

c. Consistent

d. Ranked for importance and/or stability

e. Verifiable

f. Modifiable

Difference between System Specification and Software Specification:

Very often we find that companies dont understand the difference between System Specification and Software Specification. Important issues are not defined up front and Mechanical, Electronic and Software designers do not really know what their requirements are.

The following is a high level list of requirements that should be addressed in a System Specification:

Define the functions of the system

Define the Hardware/Software Functional Partitioning

Define the Performance Specification

Define the Hardware/Software Performance Partitioning

Define Safety Requirements

Define the User Interface (A good users manual is often an overlooked part of the System specification.

SPECIFIC REQUIREMENT:

I/O REQUREMENTS

KEYBOARD

STANDARD

MOUSE

STANDARD

MONITOR

VGA or XVGA

CD-ROM

4X or above

PROCESS REQUREMENTS

PROCESSOR

Intel Dual Core or Higher

RAM

1 GB or above

HARD DISK

2 GB or above

CONTROL REQUREMENTS

OPERATING SYSTEMS

WINDOW XP or Higher

SOFTWARE SPECIFICATION

WEB SERVER

Glassfish 6.0 or Apache Tomcat 6.0

LANGUAGE

Core Java, Advance Java (JSP, SERVLETS)

DATABASE

MS ACCESS, SQL Server 2005 or Higher

BROWSER

Internet Explorer, Firefox etc.

SCRIPTING LANGUAGE

HTML, JAVA Script

5. DESIGN:

SYSTEM DESIGN

0th LEVEL

( APPRAISAL SYSTEM ) ( BOSS) ( HR) ( CLIENT)

( Admin)

(Home)

(Login)

(About Us)

(Contact Us)

1st LEVEL

( Login Page) ( Admin)

(Home)

(Database for Admin Login )

(Edit Profile)

(Change Password)

(Signup Users)

(Signup Users(Employee, Boss and HR)) (System Feedback)

(Logout)

User id and passward Employee detailsBoss detailHR Detail

( LOGIN (Employee, HR and Boss))

( System Feedback) ( Employee) ( HR) ( BOSS) Login Table Employee Details

Boss Details

HR Details

(Employee Home PageWith Profile) (BOSS Home PageWith Profile) (HR Home PageWith Profile)

( HOME) ( HOME) ( HOME)

(Edit Profile)

( Employee Appraisals) ( Edit Profile)

(Change Password)

(Appraisal Form) (Change Password)

( System Feedback) ( Edit Profile)

(Change Password)

( View Appraisal Result) (View Previous decisions) (View Appraisal Result)

( Logout) (System Feedback) ( Logout)

( Employee )2nd LEVEL

(APPRAISAL FORM (SUBMIT))

(Appraisal Form) APPRAISAL FORMS

(BOSS Gives Rating to Client Appraisals) ( BOSS ACCESSING CLIENT APPRAISALS) (Employee APPRAISALS) ( BOSS)

(HR Decisions) HR Decisions

(HR Accessing APPRAISALS) ( HR) CLIENT APPRAISALS WITH BOSS RATINGS

( Appraisals)

( BOSS) ( Employee)

( HR)

( View Appraisal Result)

( HR Previous Decisions)

(Accessing HR Decisions)

HR Decisions

3rd LEVEL

( FEED BACK About System) ( BOSS) ( Employee) ( HR)

(System Feedback) (System Feedback)

(System Feedback)

Feedback

(Checking Feedback about System )

( Admin)

( Employee)

( HR) ( BOSS)

(Change Password)

( Admin)

( Change Password )

Login Details

( Edit Profile)

(Edit Profile)

Admin Details Employee Details Boss Details HR Details

DESIGN NOTATIONS

Symbols Used in DFD:

Rectangle Source/destination of data

Bubble Process for transformation data

Arrows Data in motion (data flow)

Half RectangleData Storage

Oval Attributes

DETAILED DESIGN:

0th Level:

0th Level depicts the 4 different users namely;

Employee

HR

BOSS

Admin

Which accesses the proposed system i.e.(PERFORMANCE RATING SYSTEM)

1st level:

This level represents the login system for ADMIN, HR, EMPLOYEE and BOSS with login table of database.

In this level first Admin login into the system and Signup Users and store the data into database.Here

EMPLOYEE, HR and BOSS performs valid login through a Login page

Login details of HR, EMPLOYEE and BOSS are matched with database.

If valid login, EMPLOYEE, HR and BOSS are redirected to their respective home pages and if invalid login, then all of them are redirected to invalid user page.

After EMPLOYEE successful login , Employee homepage appears which contains fields like:

1) HOME

2) EDIT PROFILE

3) CHANGE PASSWORD

4) APPRAISAL FORM

5) VIEW APPRAISAL RESULT

6) SYSTEM FEEDBACK

7) LOGOUT

AFTER BOSS successful login, BOSS home page appears which contain fields like:

1) HOME

2) EDIT PROFILE

3) CHANGE PASSWORD

4) EMPLOYEE APPRAISALS

5) VIEW APPRAISAL RESULT

6) SYSTEM FEEDBACK

7) LOGOUT

After HR successful login, HR home page appears which contains fields like:

1) HOME

2) EDIT PROFILE

3) CHANGE PASSWORD

4) APPRAISALS

5) VIEW PREVIOUS DECISIONS

6) SYSTEM FEEDBACK

7) LOGOUT

2nd level

This level shows how the proposed system works step by step

EMPLOYEE prepares their appraisal forms and submits. After submitting the form, the form details are stored in database and a message goes to BOSS that a new appraisal has come from EMPLOYEE.

BOSS checkout the client appraisal details from database. After that BOSS evaluate EMPLOYEE and add his ratings with Employee appraisal details and submit .Then EMPLOYEE appraisal details with BOSS rating get stored in database and a message goes to HR that a new appraisal has checked in and has to be evaluated.

HR checkouts the appraisal sends by BOSS, considers it and take his decision. HR decision with appraisal gets stored in database and HR decision would be displayed to EMPLOYEE and BOSS respectively.

EMPLOYEE, HR and BOSS thus can also update their personal details in database.

FLOWCHART:

( START)

( LOGIN) ( BOSS) ( EMPLOYEE)

( HR)

(VALID/INVALID)

(VALID/INVALID) (VALID/INVALID)

(BOSS Home Page) (EMPLOYEE Home Page) ( INVALID USER)

( HOME)

(HR Home Page) ( HOME)

( EDIT PROFILE) ( HOME) (EDIT PROFILE)

(CHANGE PASSWORD) (EDIT PROFILE) (CHANGE PASSWORD)

(EMPLOYEE APPRAISALS) ( CHANGE PASSWORD)

(VIEW APPRAISAL RESULT) (APPRAISALS) (APPRAISAL FORM)

( FEEDBACK) (VIEW PREVIUOS DECISIONS) (VIEW APPRAISAL RESULT)

(LOGOUT) (SYSTEM FEEDBACK) (SYSTEM FEEDBACK)

(LOGOUT) ( LOGOUT)

( STOP)

SCREENSHOTS:

Home page

Login page: This page is used to authenticate users

User name and password

4 types of user can access the system

Admin

Employee

Boss

HR

Admin home page

Home

Edit profile

Change password

Sign up users

System feedback

Logout

Admin Signup Users Page

Admin Viewing System Feedback

After clicking view button in Admin System Feedback Page

Employee Homepage

Home

Edit profile

Change password

Appraisal form

View appraisal result

System feedback

Logout

Edit Profile Page of Employee. (Same for all system users)

After Edit profile successfully this message appears

Change Password Page. (Same for all)

Employee appraisal form (to be filled by employee and followed by boss)

After submitting form successfully this message would appear

System Feedback (Same for HR, Employee and Boss)

Boss Homepage:

Home

Edit profile

Change password

Employee appraisals

View appraisal result

System feedback

Logout

Boss Checking appraisal submitted by employee (Employee Appraisals)

After clicking on view in employee appraisal page

Boss can give his or her comment here and score the employee as per his/her knowledge

HR Home Page

Home

Edit profile

Appraisals

View previous decision

System feedback

Logout

.

After click on view this page appears. Hr has to give his/her decision and comment which are mandatory.

HR view previous decision.

DATABASE SCREENSHOTS:

Login table

Employee Appraisal Form Entry

Boss Scores

HR Decision

6. TESTING

Functional Testing:

Functionality testingof software is testing conducted on a complete, integrated system to evaluate the system's compliance with its specified requirements. Functionality testing falls within the scope of black box testing, and as such, should require no knowledge of the inner design of the code or logic.

Structural Testing:

Structural testingis a method of testing software that tests internal structures or workings of an application as opposed to its functionality (black-box testing). An internal perspective of the system, as well as programming skills, are required and used to design test cases. The tester chooses inputs to exercise paths through the code and determine the appropriate outputs.

Levels of Testing

Testing is an important step in software development life cycle. The process of testing takes place at various stages of development in programming. This is a vital step in development life cycle because the process of testing helps to identify the mistakes and sends the program for correction.This process gets repeated at various stages until the final unit or program is found to be complete thus giving a total quality to the development process. The various levels of testing found in a software development life cycle are:

Unit testingUnit testing is done for each module of the program to ensure the validity of each module. This type of testing is done usually by developers by writing test cases for each scenarios of the module and writing the results occurring in each step for each module.

Regression testingWe all know that development life cycle is subjected to continuous changes as per the requirements of user. Suppose if there is a change in the existing system which has already been tested it is essential that one has to make sure that this new changes made to the existing system do not affect the existing functionality. For ensuring this regression testing is done.Integration testingUnit testing for each module as explained above the process of integrated testing as a whole becomes simpler. This is because by correcting mistakes or bugs in each module the integration of all units as a system and testing process becomes easier. So one might think why the integration is testing needed

Smoke testThis is also called as sanity testing. This is mainly used to identify environmental related problems and is performed mostly by test manager. For any application it is always necessary to have the environment first checked for smooth running of the application. So in this testing process the application is run in the environment technically called as dry run and checked to find that the application could run without any problem or abend in between.Alpha testingThe above different testing process described takes place in different stages of development as per the requirement and needs. But a final testing is always made after a full finished product that is before it released to end users and this is called as alpha testing. The alpha testing involves both the white box testing and black box testing thus making alpha testing to be carried out in two phases.

Beta testingThis process of testing is carried out to have more validity of the software developed. This takes place after the alpha testing. After the alpha phase also the generally the release is not made fully to all end users. The product is released to a set of people and feedback is got from them to ensure the validity of the product. So here normally the testing is being done by group of end users and therefore this beta testing phase covers black box testing or functionality testing only.

Testing the project

1)Login Page

Case No.

Test Case Description

Inputs

Expected Results

Actual Results

Remarks

Bug Identified

Case1

Admin login

Username=admin

Password =adminadmin

Press submit

Login successful

Admin homepage opens

Login successful

Admin homepage opens

success

No

Case2

Admin login

Username=admin

Password =admin123

Press submit

Wrong username or password


success

No

Case3

Employee login

Username=emp

Password =empemp

Press submit

Login successful

employee homepage opens

Login successful

Employee

homepage opens

success

No

Case4

Employee login

Username=emp

Password =emp123

Press submit



success

No

Case5

Boss login

Username=boss

Password =bossboss

Press submit

Login successful

Boss

homepage opens

Login successful

Boss

homepage opens

success

No

Case6

Boss login

Username=boss

Password =222

Press submit



success

No

Case7

H.R login

Username=hr

Password =hrhr

Press submit

Login successful

H.R.

homepage opens

Login successful

H.R.

homepage opens

success

No

Case8

H.R login

Username=hr

Password =22

Press submit



success

No

2) Edit Profile (H.R., Employee, Boss, Admin)

Case No.


Inputs

Expected Results

Actual Results

Remarks

Bug Identified

Case1

name

Name changed from admin to kartik

And submit button clicked

Message displayed You have updated your Profile Succesfully


Success

No

Case2

Name

Name changed from admin to kartik1

And submit button clicked

Message displayed name cannot be an integer


Success

No

Case3

address

Change address to noida



Success

No

Case4

address

Change address to noida123/sdg



Success

No

Case5

designation

Change designation to administrator



Success

No

Case6

Department

Change department to CSE



Success

No

Case7

Email id

Change email id to

[email protected]



Success

No

Case8

Email id

Change email id to

kj.kartikjain.com

Message displayed enter email correctly


Success

No

3) Change Password (Admin, Boss, H.R., Employee)

Test Case No.


Inputs

Expected Results

Actual Results

Remarks

Bug Identified

Case 1

Changing the old password

Old password =adminadmin

New password=admin

Retype password= admin

Message displayed password should be of minimum 8 characters


success

No

Case2



New password=admin1234

Retype password= admin1234

Message displayed you have changed your password successsfully

Message displayed you have changed your password successsfully

Success

No

Case3



New password=admin

Retype password= admin1234

Message displayed new and retype password doesnt match

Message displayed new and retype password doesnt match

Success

no

4) Signup Users

Case No.


Inputs

Expected Results

Actual Results

Remarks

Bug Identified

Case1

Select

Select employee,H.R.,boss and fill in the all of the details

Message displayed registration successful


success

No

Case2

name

Name=kartik

and fill in the all of the details



success

No

Case3

Name

Name=kartik1




success

No

Case4

User id

User id=kartik1




success

No

Case5

Password

Password=kartik




success

No

Case6

Password

Password=kartikjain




success

No

Case7

address

Addresss=noida




success

No

Case8

address

Change address to noida123/sdg



success

No

Case9

designation

Designation=vice president




success

No

Case10

Department

Department=CSE




success

No

Case11

Email id

Email [email protected]




success

No

Case12

Email id

Email id=abc.com




success

No

Case13

Contact no.

Contact no=9897


Message displayed enter contact correcly


success

No

Case14

Contact no.

Contact no=fasf




success

No

Case15

Contact no.

Contact no=9811111111




success

No

Case16

Empty field

Fill all the fields except any one

Message displayed to fill the empty field

Message displayed to fill the empty field

success

No

5) Appraisal Form

Case No.


Inputs

Expected Results

Actual Results

Remarks

Bug Identified

Case1

Evaluation period

Enter the evaluation period


Message displayed form submission successful


Success

No

Case2

Evaluation period

Evaluation period not entered fully

Message displayed specify date in evaluation period

Message displayed specify date in evaluation period

Success

No

Case3

Date

Date not entered


Message displayed specify date in date

Message displayed specify date in date

Success

No

Case4

Date

Enter the date




Success

No

Case5

Questions in discussion points

All the questions are answered and the rest of the form is also fully filled



Success

No

Case6

Questions in discussion points

All the questions are not answered and the rest of the form is also fully filled

Message regarding to fill the question or questions which have been left blank

Message regarding to fill the question or questions which have been left blank

Success

No

Case7

Score your own Capability or Knowledge in the following Areas

All the scores has been specified



Success

No

Case8


All the scores has not been specified

Message displayed specify your score


Success

No

6) Employee Appraisal

Case No.


Inputs

Expected Results

Actual Results

Remarks

Bug Identified

Case1

Employee appraisal is shown properly with all the details or not

Clicking the employee appraisal hyperlink on the bosss homepage

all appraisal forms should be visible


Success

No

Case2

attributes and bosss score

Score not filed



Success

No

Case3

Bosss decision

Boss decides and comments for the appraisal



Success

No

7) Appraisals

Case No.


Inputs

Expected Results

Actual Results

Remarks

Bug Identified

Case1

Employee appraisal is shown properly with all the details or not

Clicking the view tab for the appraisal hyperlink on the H.R.s homepage



Success

No

Case2

Employee appraisal is deleted

Clicking the delete option for the appraisal hyperlink on the H.R.s homepage

The selected appraisal form should be deleted

The selected appraisal form should be deleted

Success

No

Case3

appraisal

Decision =approve

The decision has been approved so it would be sent to both the boss and employee

The decision has been approved so it would be sent to both the boss and employee

Success

No

Case4

appraisal

Decision =disapprove

The decision has been disapproved so it would be sent to both the boss and employee

The decision has been disapproved so it would be sent to both the boss and employee

Success

No

8.IMPLEMENTATION

Implementation of the Project:

The project Performance rating System is with the team of HCL with a little changes and Expansion will be implemented soon in HCL INFOSYSTEMS LTD.

Conversion Plan:

A data conversion plan is a requirement with all migration projects, regardless of whether the organization decides to:

1. Replace a Commercial off the Shelf (COTS) business application

2. Port an existing in-house developed and custom application to a new platform

3. Purchase the same COTS business application in use on the current Computing Platform & Operating System with one on anotherComputing Platform and OS (UNIX, Linux, OpenVMS or Windows)

A Data Blueprint defines the data, source systems, and framework for transforming data into useful information; starting with the sources(information provider) and ending with the business user (information consumer). Typically the Data Blueprint is under estimated in project planning, under appreciated in scope discussions, and it is where shortcuts are taken. The latter is the most damaging as it results in the creation of informationsilos that can confuse and complicate the business decision making and Business Intelligence (BI).

Plan Includes:

Review of the data requirements for the application for

Completeness of the target schemas logical and physical design document

Completeness of the semantic description of each data element required

Development of a plan for the logical data architecture

Inventory of the logical source, schema, metadata and all self-describing files

Cross reference of target to source logical data elements

Develop a list of missing but required data elements

Development of a plan for the physical data architecture

Develop a source data physical model

Develop a cross-reference between each source and target data element

Determine data loading process - ODBC/JDBC - loader files

Post-Implementation and Software Maintenance:

The Post-Implementation and Software Maintenance part is under implementation team.

9. PROJECT LEGACY

Current Status of the project:

The project Performance rating System is with the team of HCL with a little changes and Expansion will be implemented soon in HCLINFOSYSTEMS LTD.

Remaining Areas of Concern:

The remaining areas of concern for the project are: Project Testing, Software Maintenance and Up-gradation.

Various Technical and Managerial lessons learnt

Technologies learnt while working on the project PERFORMANCE RATING SYSTEM like JAVA, NETBEANS, and HTML.

Various Managerial Lessons learnt:

Stress: While working on this project, I have learnt how to work in a critical environment and stick to the crucial deadlines and demands.

Personal organization:I have learnt how to keep things organized like various pages, databases; for instance, even something as simple as storing documents chronologically will go a long way in saving me time and stress when i need to locate something.

10.USER MANUAL

Technology used

What is Java?

Java technology is both a programming language and a platform. The Java programming language is a high-level language that can be characterized by all of the following buzzwords:

Simple

Object Oriented

Distributed

Multithreaded

Dynamic

Architecture Neutral

Portable

High performance

Secure

Java Platform, Enterprise EditionorJava EEis a widely usedplatformforserverProgramming in theJavaprogramming language. The Java(Enterprise Edition) differs from theJava Standard Edition Platform(Java SE) in that it addslibrarieswhich provide functionality to deploy fault-tolerant,distributed,multi-tierJavasoftware, based largely onmodularcomponentsrunning on anapplication server.

The platform was known asJava 2 Platform, Enterprise EditionorJ2EEuntil the name was changed toJava EEin version 5. The current version is calledJava EE 6.

Java EE is defined by itsspecification. As with otherJava Community Processspecifications, providers must meet certain conformance requirements in order to declare their products as Java EE compliant.

Java EE includes severalAPIspecifications, such asJDBC,RMI,e-mail,JMS,web services,XML, etc., and defines how to coordinate them. Java EE also features some specifications unique to Java EE for components. These includeEnterprise JavaBeans,Connectors,Servlets,port lets(following theJava Port let specification),Java Server Pagesand severalservice technologies. This allows developers to createenterprise applicationsthat areportableandscalable, and that integrate with legacy technologies. A Java EEapplication servercan handle transactions, security, scalability,concurrencyand management of the components that are deployed to it, in order to enable developers to concentrate more on the business logic of the components rather than on infrastructure and integration tasks.

Net Beans Builder 6.0

Net Beans refers to both a platform framework for Java desktop applications, and an integrated development environment (IDE) for developing with Java, JavaScript, PHP, Python, Ruby, Groovy, C, C++, SCALA, CLOJURE, and others (for a complete overview, visit the website net beans).

The Net Beans IDE is written in Java and runs everywhere where a JVM is installed, including Windows, Mac OS, Linux, and Solaris. A JDK is required for Java functionality, but is not required for development in other programming languages.

The Net Beans IDE is an open-source integrated development environment. Net Beans IDE supports development of all Java application types (Java SE including JavaFX, (Java ME, web, EJB and mobile applications) out of the box. Among other features are an Ant-based project system, Maven support, refactoring, version control (supporting CVS, Subversion, Mercurial and Clear case).

Modularity: Net Beans contains all the modules needed for Java development in a single download, allowing the user to start working immediately. Modules also allow Net Beans to be extended. New features, such as support for other programming languages, can be added by installing additional modules. For instance, Sun Studio, Sun Java Studio Enterprise, and Sun Java Studio Creator from Sun Microsystems are all based on the Net Beans IDE.

11. SCOURCE CODE:

INDEX PAGE:

Home

AC_FL_RunContent( 'codebase','http://fpdownload.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=7,0,0,0','width','850','height','165','src','flash/header','quality','high','pluginspage','http://www.macromedia.com/go/getflashplayer','movie','flash/header','flashvars','xml_filename=header.xml&header_image_1=header_image_1.jpg&text_sup_y=50&text_inf_y=10' ); //end AC code

td width="100%">

AC_FL_RunContent( 'codebase','http://fpdownload.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=7,0,0,0','width','250','height','30','src','flash/item','quality','high','pluginspage','http://www.macromedia.com/go/getflashplayer','movie','flash/item','flashvars','xml_filename=menu.xml&item_text=Home&item_link=index.jsp&item_text_size=20&item_ajust=1&item_selected=1' ); //end AC code

AC_FL_RunContent( 'codebase','http://fpdownload.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=7,0,0,0','width','250','height','30','src','flash/item','quality','high','pluginspage','http://www.macromedia.com/go/getflashplayer','movie','flash/item','flashvars','xml_filename=menu.xml&item_text=Login&item_link=login.jsp&item_text_size=20&item_ajust=35&item_selected=0' ); //end AC code

AC_FL_RunContent( 'codebase','http://fpdownload.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=7,0,0,0','width','250','height','30','src','flash/item','quality','high','pluginspage','http://www.macromedia.com/go/getflashplayer','movie','flash/item','flashvars','xml_filename=menu.xml&item_text=About Us&item_link=About.jsp&item_text_size=20&item_ajust=35&item_selected=0' ); //end AC code

AC_FL_RunContent( 'codebase','http://fpdownload.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=7,0,0,0','width','250','height','30','src','flash/item','quality','high','pluginspage','http://www.macromedia.com/go/getflashplayer','movie','flash/item','flashvars','xml_filename=menu.xml&item_text=Contact Us&item_link=Contact.jsp&item_text_size=20&item_ajust=35&item_selected=0' ); //end AC codescript>

COMPANY PROFILE

HCL INFOSYSTEMS LTD.

HCL INFOSYSTEMS is Indias premier information enabling company. Leveraging its 3 decades of expertise in total technology solutions, HCL INFOSYSTEMS offers value-added services in key areas such as system integration, networking consultancy and a wide range of support services.

HCL INFOSYSTEMS is among the leading players in all the segments comprising the domestic IT products, solutions and related services, which include PCs, Servers, Imaging, Voice & video solutions, Networking Products, TV and FM Broadcasting solutions, Communication solutions, System Integration, ICT education & training, Digital lifestyle Solutions and Peripherals.

AC_FL_RunContent('codebase','http://fpdownload.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=7,0,0,0','width','850','height','78','src','flash/footer','quality','high','pluginspage','http://www.macromedia.com/go/getflashplayer','movie','flash/footer','flashvars','xml_filename=footer.xml&playsound=yes' ); //end AC code

\

LOGIN PAGE:

Login


AC_FL_RunContent('codebase','http://fpdownload.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=7,0,0,0','width','250','height','30','src','flash/item','quality','high','pluginspage','http://www.macromedia.com/go/getflashplayer','movie','flash/item','flashvars','xml_filename=menu.xml&item_text=Home&item_link=index.jsp&item_text_size=20&item_ajust=35&item_selected=0' ); //end AC code

AC_FL_RunContent('codebase','http://fpdownload.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=7,0,0,0','width','250','height','30','src','flash/item','quality','high','pluginspage','http://www.macromedia.com/go/getflashplayer','movie','flash/item','flashvars','xml_filename=menu.xml&item_text=Login&item_link=login.jsp&item_text_size=20&item_ajust=1&item_selected=1' ); //end AC code

AC_FL_RunContent('codebase','http://fpdownload.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=7,0,0,0','width','250','height','30','src','flash/item','quality','high','pluginspage','http://www.macromedia.com/go/getflashplayer','movie','flash/item','flashvars','xml_filename=menu.xml&item_text=About Us&item_link=About.jsp&item_text_size=20&item_ajust=35&item_selected=0' ); //end AC

AC_FL_RunContent('codebase','http://fpdownload.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=7,0,0,0','width','250','height','30','src','flash/item','quality','high','pluginspage','http://www.macromedia.com/go/getflashplayer','movie','flash/item','flashvars','xml_filename=menu.xml&item_text=Contact Us&item_link=Contact.jsp&item_text_size=20&item_ajust=35&item_selected=0' ); //end

Login:

Username:

Password:


EDIT PROFILE:

Edit Profile

AC_FL_RunContent( 'codebase','http://fpdownload.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=7,0,0,0','width','850','height','165','src','flash/header','quality','high','pluginspage','http://www.macromedia.com/go/getflashplayer','movie','flash/header','flashvars','xml_filename=header.xml&header_image_1=header_image_1.jpg&text_sup_y=50&text_inf_y=10' ); //end AC

table width="302" border="0" cellspacing="0" cellpadding="0">

AC_FL_RunContent('codebase','http://fpdownload.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=7,0,0,0','width','250','height','30','src','flash/item','quality','high','pluginspage','http://www.macromedia.com/go/getflashplayer','movie','flash/item','flashvars','xml_filename=menu.xml&item_text=Home&item_link=Employeehomepage.jsp&item_text_size=20&item_ajust=35&item_selected=0' ); //end AC code

AC_FL_RunContent( 'codebase','http://fpdownload.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=7,0,0,0','width','250','height','30','src','flash/item','quality','high','pluginspage','http://www.macromedia.com/go/getflashplayer','movie','flash/item','flashvars','xml_filename=menu.xml&item_text=Edit Profile&item_link=Editemployeeprofile.jsp&item_text_size=20&item_ajust=1&item_selected=1' ); //end AC code

script type="text/javascript">

AC_FL_RunContent( 'codebase','http://fpdownload.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=7,0,0,0','width','250','height','30','src','flash/item','quality','high','pluginspage','http://www.macromedia.com/go/getflashplayer','movie','flash/item','flashvars','xml_filename=menu.xml&item_text=Change Password&item_link=Changeemppass.jsp&item_text_size=20&item_ajust=35&item_selected=0' ); //end AC code

AC_FL_RunContent( 'codebase','http://fpdownload.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=7,0,0,0','width','250','height','30','src','flash/item','quality','high','pluginspage','http://www.macromedia.com/go/getflashplayer','movie','flash/item','flashvars','xml_filename=menu.xml&item_text=Appraisal Form&item_link=Appraisalform.jsp&item_text_size=20&item_ajust=35&item_selected=0' ); //end AC code

AC_FL_RunContent( 'codebase','http://fpdownload.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=7,0,0,0','width','250','height','30','src','flash/item','quality','high','pluginspage','http://www.macromedia.com/go/getflashplayer','movie','flash/item','flashvars','xml_filename=menu.xml&item_text=View Appraisal Result&item_link=Viewappraisalresult.jsp&item_text_size=20&item_ajust=35&item_selected=0' ); //end AC code

AC_FL_RunContent( 'codebase','http://fpdownload.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=7,0,0,0','width','250','height','30','src','flash/item','quality','high','pluginspage','http://www.macromedia.com/go/getflashplayer','movie','flash/item','flashvars','xml_filename=menu.xml&item_text=System Feedback&item_link=Systemfeedback.jsp&item_text_size=20&item_ajust=35&item_selected=0' ); //end AC code

AC_FL_RunContent('codebase','http://fpdownload.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=7,0,0,0','width','250','height','30','src','flash/item','quality','high','pluginspage','http://www.macromedia.com/go/getflashplayer','movie','flash/item','flashvars','xml_filename=menu.xml&item_text=Logout&item_link=login.jsp&item_text_size=20&item_ajust=35&item_selected=0' ); //end AC code

function check()

{

var a=document.form1.name.value;

var c=document.form1.email.value;

var d=document.form1.contact.value;

if(document.form1.name.value=="")

{

alert("Enter Name");

document.form1.name.focus();

return false;

}

else if(parseInt(a))

{

alert("Name cannot be in integer");

document.form1.name.focus();

return false;

}

if(document.form1.address.value=="")

{

alert("Enter Address");

document.form1.address.focus();

return false;

}

if(document.form1.designation.value=="")

{

alert("Enter Designation");

document.form1.designation.focus();

return false;

}

if(document.form1.department.value=="")

{

alert("Enter Department");

document.form1.department.focus();

return false;

}

if(document.form1.email.value=="")

{

alert("Enter Employee Email");

document.form1.email.focus();

return false;

}

else if(c.indexOf('@')==-1)

{

alert("Enter Email Correctly");


return false;

}

else if(c.indexOf('.')==-1)

{

alert("Enter Email Correctly");


return false;

}

if(document.form1.contact.value=="")

{

alert("Enter Contact no:");

document.form1.contact.focus();

return false;

}

else if(!parseInt(d))

{

alert("Enter in Integer");


return false;

}

else if(((document.form1.contact.value.length)11))

{

alert("Phone no should contain atleast 6 integers ");


return false;

}

return true;

}

Edit Profile:

Name

td bgcolor="#E9E9D8">

Address

Designation

Department

Email_Id

Contact_No


CHANGE PASSWORD:

Change Password




script type="text/javascript">



AC_FL_RunContent( 'codebase','http://fpdownload.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=7,0,0,0','width','250','height','30','src','flash/item','quality','high','pluginspage','http://www.macromedia.com/go/getflashplayer','movie','flash/item','flashvars','xml_filename=menu.xml&item_text=View Appraisal Result&item_link=Viewappraisalresult.jsp&item_text_size=20&item_ajust=35&item_selected=0' ); //end AC code

AC_FL_RunContent( 'codebase','http://fpdownload.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=7,0,0,0','width','250','height','30','src','flash/item','quality','high','pluginspage','http://www.macromedia.com/go/getflashplayer','movie','flash/item','flashvars','xml_filename=menu.xml&item_text=System Feedback&item_link=Systemfeedback.jsp&item_text_size=20&item_ajust=35&item_selected=0' ); //end AC code

AC_FL_RunContent('codebase','http://fpdownload.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=7,0,0,0','width','250','height','30','src','flash/item','quality','high','pluginspage','http://www.macromedia.com/go/getflashplayer','movie','flash/item','flashvars','xml_filename=menu.xml&item_text=Logout&item_link=login.jsp&item_text_size=20&item_ajust=35&item_selected=0' ); //end AC code

function check()

{

var b=document.form1.pass.value;

var c=document.form1.newpass2.value;

var d=document.form1.newpass.value;

if(document.form1.pass.value=="")

{

alert("Enter Old Password");

document.form1.pass.focus();

return false;

}

if(b.length

function check()

{

if(document.form1.a.value=="")

{

alert("Specify date in Evaluation Period");

document.form1.a.focus();

return false;

}

if(document.form1.b.value=="")

{

alert("Specify month Evaluation Period");

document.form1.b.focus();

return false;

}

if(document.form1.c.value=="")

{

alert("Specify year in Evaluation Period");

document.form1.c.focus();

return false;

}

if(document.form1.d.value=="")

{

alert("Specify date in Evaluation Period");

document.form1.d.focus();

return false;

}

if(document.form1.e.value=="")

{

alert("Specify month in Evaluation Period");

document.form1.e.focus();

return false;

}

if(document.form1.f.value=="")

{

alert("Specify year in Evaluation Period");

document.form1.f.focus();

return false;

}

if(document.form1.h.value=="")

{

alert("Specify date in Date");

document.form1.h.focus();

return false;

}

if(document.form1.i.value=="")

{

alert("Specify month in Date");

document.form1.i.focus();

return false;

}

if(document.form1.j.value=="")

{

alert("Specify year in Date");

document.form1.j.focus();

return false;

}

if(document.form1.a1.value=="")

{

alert("Enter State your understanding of your main duties and responsiblities.");

document.form1.a1.focus();

return false;

}


{

alert("Enter Has last appraisal been good/bad/satisfactory for you and why?");


return false;

}


{

alert("Enter What do you consider to be your most important achievement of last appraisal?");


return false;

}


{

alert("Enter What elements of your job do you find most difficult?");


return false;

}


{

alert("Enter What elements of your job interest you the most and least?");


return false;

}


{

alert("Enter What do you consider to be your most important aims and task in the next aprraising period?");


return false;

}


{

alert("Enter What action could be taken to improve your performance in your current position by you and your boss?");


return false;

}


{

alert("Enter What kind of work or job would you like to be doing in future?");


return false;

}


{

alert("Enter What have you done for your personal and professional development?");


return false;

}


{

alert("Enter What sort of training/experiences would benefit you in near future?");


return false;

}

if(document.form1.t1.value=="")

{

alert("Specify your score 1");

document.form1.t1.focus();

return false;

}


{



return false;

}


{



return false;

}


{



return false;

}


{



return false;

}


{



return false;

}


{



return false;

}


{



return false;

}


{



return false;

}


{



return false;

}


{



return false;

}


{ alert("Specify your score 12");


return false; }


{



return false;

}


{



return false;

}


{



return false;

}


{



return false;

}


{



return false;

}

return true;

}

Appraisal Form

Name

Employee Id.

Designation

Department

Evaluation Period (dd/mm/yyyy)

12

34567

89101112

13141516

1718192021

2223242526

2728293031

/

123

456

789

101112

/

20092010

20112012

20132014

20152016

20172018

20192020

2021

to

12

34

567

89

1011

1213

1415

1617

1819

2021

2223

2425

2627

2829

3031

/

12

34

567

89

101112

/

2009201020112012

20132014

2015201620172018201920202021

Date (dd/mm/yyyy)

123

456

789

1011121314

1516171819

2021222324

2526272829

3031

/

123

456

789

101112

/

20092010

20112012

201320142015201620172018201920202021

Discussion Points

1. State your understanding of your main duties and responsiblities.2. Has last appraisal been good/bad/satisfactory for you and why?

3. What do you consider to be your most important achievement of last appraisal?

4. What elements of your job do you find most difficult?

5. What elements of your job interest you the most and least?

6. What do you consider to be your most important aims and task in the next aprraising period?

7. What action could be taken to improve your performance in your current position by you and your boss?

8. What kind of work or job would you like to be doing in future?

9. What have you done for your personal and professional development?

10. What sort of training/experiences would benefit you in near future?


Attributes

Score

Max. Marks

Quantity of Work

12

3

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Final Report 1

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