TCP report

Total Compensation Planning

1. ABSTRACT

The Total Compensation Planning is an integral part of the management of

the organization. The Total Compensation Planning contributes to the overall

success of the organization in several ways. To be effective, the managers

must appreciate the value of the competitive pay, their human resources, and

have an investment view of payroll costs. It is of prime importance for an or-

ganization to maintain pay levels that attract and retain quality employees

while recognizing the need to manage payroll costs.

The compensation-planning tool allows managers to plan and process com-

pensation changes at once, and provides higher-level managers insight into the

overall changes for their organization. Each manager enters a budget for salary

increases, bonus, and stock. As they enter changes, they can monitor their bud-

get to ensure they do not overspend. At the end of the process, the tool is

closed and all compensation changes are locked. After review at the company

level, all compensation changes are processed.

2. INTRODUCTION

The Oxford College of Engineering Department of MCA – 2011 Page No - 1


Scope

In today’s world organizations tries more to asses the worth of an individual in

terms of his performance and contribution to the organizations. With the growing

demand of workforce and constant challenges in the business environment,

organizations have to evolve and accurate system for evaluating jobs and assessing

their worth.

Total Compensation Planning helps to determine the relative worth of a job in an

organization in a systematic, consistent and accurate manner. It also helps in

estimating basic pay for each job in accordance with the importance of the job in the

organizational hierarchy. Once a basic pay is determined, the rewards, incentives and

benefits attached worth the pay, positions and performance are also determined. The

basic wage, incentives and rewards and benefits, together form the Total

Compensation Planning Package of an employee.

In-Scope


Total Compensation PlanningSl. No.

Function Name Description



1 Calculation/RoundingFix the rounding inconsistency issue with Create Import Template related to annual salary/bonus amounts and salary/bonus percents.

2 Last Updated Logic Remove the popup on unlocking and saving the plan when same user wants to update the plan.

3 Stock PlanningModify the Logic and definitions of different con-stituents of Stock package and add few new columns to both upper grid and lower grid of TCP screen.

4 Stock Display Profile vs. Admin views

Fetch stock related details displayed in Manager View in TCP from Manager’s Profile information not from the information available for Admin.

5 Planning Calculation Bug

Resolve the problem of Planned Salary calculation for 4 employees.

6 FYTD Bonus Display FYTD Bonus Totals need to be modified to include all bonuses received in the fiscal year.

7 Disable Options Field in Budget Tracker Disable ‘Option’ fields in the Budget Tracker.

8 Budget Tracker Update Budget Tracker to track all ‘Planned’ amounts.

9Lock/Unlock Plans for Large Organiza-tions

Need the ability to Lock/Unlock Plans for 2000+ orga-nizations.

10 Exchange Rates Create a static table for use in Comp Planning ONLY.

11 Salary Midpoint Add salary mid-point to the lower planning section for each employee.

12 BG Transfers Business Group transfers that occur during Comp Plan-ning, or have retroactive dates.

13 Overall Performance Rating

Comp Planning needs to have the ability to have a rat-ing available ONLY for VP’s and SVP’s.

14 Organization Drop-down menu

In the Organization drop-down, when ‘Other Person’ is selected, the Live Search window should be used.

15 Planning Salary Audit Report Add analysis of Planning Salary Audit Report

16 Log File Reports Add HR email address to log files generated by P2A and add HR Manager name to P2A error log file.

17 Planning Status Re-port

Add or modify a job to reduce time taking by Planning Status Report.

18 TCP Data Export Re- Add few new fields to TCP Data Export Reports.



port (Admin Report) and the Export from TCP (Mgr Report)

19 Business Objects Add or Update business objects for new fields.

20 TCP Export Report Add few new fields to Merlin TCP Export Reports.

Out – of – Scope:

Sl. No. BRD Sec# Function Name Description

1 Scope Improve the overall performance of Total Com-pensation Planning and associated reports.

2 Permissions and Locking Plans

Handling the permissions change for all.

3 Permissions

Permission’ addition or removal. When a specific permission has been added or removed to a user, there should be a force quit to ensure the user in-herits the change correctly.

4 Permissions

‘Role’ addition or removal. When a specific per-mission has been added or removed to a user, there should be a force quit to ensure the user in-herits the change correctly.

5 Permissions

Manager functionality. Similar to above, man-agers should no longer have access to make changes or access employee data when a permis-sion, role or functionality has changed.

6 Job Title This issue has been fixed as part of Q1 FY11 re-lease.


Total Compensation PlanningPurpose

The objectives of compensation planning are to help the organization achieve strategic

success while ensuring internal and external equity.

Internal equity ensures that more demanding positions or better-qualified people

within the organization are paid more.

External equity assures that jobs are fairly compensated in comparison with similar

jobs in the market. Sometimes these objectives conflict with one another, and trade-offs must

be made.

The basic objective of compensation planning can be briefly termed as meeting

the needs of both employees and the organization. Since both these needs emerge

from different sources, often, there is a conflict between the two.

The conflict can be understood by agency theory, which explains relationship

between employees and employers. The theory suggests that employers and

employees are two main stakeholders in a business unit, the former assuming the role

of principals and the latter assuming the role of agents. The employers want to pay as

little as possible to keep their costs low. Employees want to get as high as possible.

The Objectives of Compensation can be classified under 4 broad categories –

equity, efficiency, macro-economic stability and optimum allocation of employees.

Equity: The equity may take several forms. It includes income distribution through

narrowing of inequalities, increasing the wages of the lowest paid employees,

protecting real wages and the concept of equal pay for work of equal value. The

Compensation Management strives for internal and external equity.

Efficiency: It is often closely related to equity, because two concepts are not

antithetical. The objectives of efficiency are reflected in attempts to link a part of

wages to productivity or profit, group or individual performance acquisition and

application of skills and so on.



Macro-Economic Stability: It can be achieved through high employment levels and

low inflation. For instance, an inordinately high minimum wage would have an

adverse impact on levels of employment.

Efficient allocation of employee: The efficient allocation of employee in the market

implies that employees will move to wherever they receive a net gain. Such

movement may be from one geographical location to another or from one job to

another (within or outside an enterprise). The provision or availability of financial

incentives causes such movement. For example, workers may move from a labor

surplus or low-wage area to a high wage area. They may acquire new skills to benefit

from the higher wages paid for skills.

When an employer’s wages are below market rates, employee turnover

increases. When it is above market rates, then employer attracts job applicants.

When employees move from declining to growth industries, an efficient

allocation of employee due to structural changes take place.

Other Objectives of Compensation Planning:

Acquire Qualified Personnel: Compensation needs to be high enough to attract

applicants. Pay levels must respond to the supply and demand of workers in the labor

market since employers compete for workers.

Retain Current Employees: Employees may quit when compensation levels are

not competitive, resulting in high turnover.

Reward Desired Behavior: Pay should reinforce desired behaviors and act as an

incentive for such behavior to occur in the future. Effective compensation plans

reward performance, loyalty, experience, responsibility and other behaviors.



2.1 Statement of the Problem Total Compensation Planning is the process of directly and indirectly rewarding

employees on a current or deferred basis, for their performance of assigned tasks.

Total Compensation Planning is a tool used by management for a variety of purposes

to further the existence of the company. Compensation may be adjusted according the

business needs, goals, and available resources.

Total Compensation Planning may be used to:

Recruit and retain qualified employees.

Increase or maintain morale/satisfaction.

Reward and encourage peak performance.

Achieve internal and external equity.

Reduce turnover and encourage company loyalty.

Modify (through negotiations) practices of unions.

Recruitment and retention of qualified employees is a common goal shared by many

employers. To some extent, the availability and cost of qualified applicants for open

positions is determined by market factors beyond the control of the employer. While

an employer may set compensation levels for new hires and advertize those salary

ranges, it does so in the context of other employers seeking to hire from the same ap-

plicant pool.

Morale and job satisfaction are affected by compensation. Often there is a balance

(equity) that must be reached between the monetary values the employer is willing to

pay and the sentiments of worth felt be the employee. In an attempt to save money,

employers may opt to freeze salaries or salary levels at the expense of satisfaction and

morale. Conversely, an employer wishing to reduce employee turnover may seek to

increase salaries and salary levels.

Compensation may also be used as a reward for exceptional job performance. Exam-

ples of such plans include: bonuses, commissions, stock, profit sharing, gain sharing.

2.2 PROJECT DESCRIPTION



The Total Compensation Planning Module has been developed for HRIS

(Human Resource Information System) in an effort to make it as attractive and

dynamic as possible. Compared to the existing project architecture, database and UI

has been modified to our project with some enhancements and focuses on precise

calculations, providing pertinent information about Business Group Transfer to

managers and HR to perform planning and making TCP static after P2A.

The working of the project is as follows.

Initial the user should have an authentication to the VPN. This authentication

takes place at two levels:

1. Computer-level authentication

When Internet Protocol security (IPSec) is used for a Layer Two

Tunneling Protocol (L2TP) over IPSec (L2TP/IPSec) VPN connection,

computer-level authentication is performed through the exchange of computer

certificates or a preshared key during the establishment of the IPSec security

association.

2. User-level authentication

Before data can be sent over the Point-to-Point Tunneling Protocol

(PPTP) or L2TP tunnel, the remote access client or demand-dial router that

requests the VPN connection must be authenticated. User-level authentication

occurs through the use of a Point-to-Point Protocol (PPP) authentication

method.

The next step is the authentication for clients Human Resource Information

System, is actually one application with different kinds of users – a managers and an

administration.

The Manager Application login allows the Managers and the HR professionals



to view the information about all the headcount of the employees regardless of

country boundaries, on their desktop. With this privilege the managers can create,

approve, send and print a variety of transactions including the salary, job, status and

organization changes and termination and so on. The hiring managers create a job

requisitions, track candidates and create offers. They can also do salary and bonus

planning and use many reports and useful guidelines to help manage their

organizations.

The Administrator users, depending on level of security, to create, modify, and

view person records, as well as maintain the reference data critical to preserving data

integrity. They assist hiring managers during the entire recruitment process.

The application has different versions based on the Business Groups it has.

Our client has classified its operations into various business groups based on the

location and the organization structure.

The login module helps the user to login to the application. For that he must

have valid credentials like user name and a password. The application server the user

will be able to access the application with his privileges provided to him has

authenticated it.

Once the particular user has done with login, he will be moved to next page. In

this page, he needs to click on the Compensation Planning, the next step; he will be

able to see the screen where he needs to select the kind of reporters required to view

like My Direct Reports, My Organization Reports, 1st and 2nd Level Reports and Other

Persons. By default My Direct Reports will be displayed on the user window. This

whole window consists of 3 frames – the first frame with the Details of the Reporters

with the Planning Summary tab consists of details of all other tabs. The other tabs are

Total Planning tab, Salary Planning tab, Bonus Planning tab and the Stock Planning

tab.

The next frame consists of the micro profile of the selected person with the



Last Review details and the Plan History details of the person and the next frame

consists of the Plan- Summary, Salary & Job, Bonus and Stock tabs which has the

details related to that person along with the comments in the other side.

The Status bar mainly contains the “Show Budget” button, which displays the

planning budget percentage and remaining budget percentage for the Salary, Bonus,

Stock and RSU Budgets. The other [i] button after the RSU Budget will be used to

enter the percentage values for the planning Season and set the budget values and the

Budget tracker will help you keep track of your planning progress. Once set your

budget values click on the “Done” button this will save the budget values in the

planning season.

The other button, which is in the status bar, is [i] which provides the

information related to the symbols used in the Compensation Planning screen and the

next the “Hide Details” button, which hides the micro-profile details and displays

only the details of the Reporters.

The user is able to view the salary and bonus values in the USD format or in

the Local format. If the user clicks on the USD the salary will be converted and

displayed in the USD format. If the user clicks on the Local then he will be able to

see the details in the Local formats.

After the budget planning season entered the manager or the admin can enter

the Compensation values by double clicking on the appropriate fields in the Total

Planning, Salary Planning, Bonus Planning and Stock Planning tabs. And enter the

values in that field this will reflect in the Budget tracker. Which shows the planned

percentage and remaining percentage? This Budget tracker will be displayed the

different color depending on the planning and the remaining percentage values. This

displays in Grey, Green, Yellow and Red color all of these have different meanings.



The Grey indicates that the manager or the admin has not entered the values.

The Green color in the budget tracker indicates that the entered values will be in safe

state. The Yellow color indicates that the Planning and the Remaining budget

percentage are near to the threshold remaining percentage. And the Red indicates the

Remaining Percentage is too low or near to the allocated percentage.

The Bonus Report, Review Status Report, Salary Range Guidelines Report and

Exchange Rates can be viewed and exported to the system as an excel files by the

Reports drop-down tab. Finally, we have screens for the generation of reports.



2.3 COMPANY PROFILE

Introduction

We help Clients manage change efficiently and gracefully by simplifying

development of software solutions required to meet their change management goals.

We have simplified development of software solutions by identifying key challenges

faced by clients in their change management initiatives and evolving an engagement

model that addresses them.

Our purpose

To deliver software solutions in a manner that materially improves customer

experience.

Our motivation

We share a strong conviction that current customer engagement approaches

have plateaued in their ability to provide improvements in terms of business

alignment, risk management and cost predictability.

Our journey

Founded in 2004, our sphere of operations includes application lifecycle

management, product lifecycle management and infrastructure lifecycle management

services to global clients.

While we continued to support our clients in the required capacity to meet their

requirements, we have been thinking of an approach to change the way systems are

developed and delivered today.

This idea finally took the shape of a new engagement model Exility. Exility is a

way we have evolved to help our clients manage change efficiently and gracefully.

For some of our clients, we have been able to successfully implement new

applications using Exility. We have also used Exility model to replace existing

packages/applications that are difficult to maintain from technology or cost

perspective.



The experience was good and gave us a market validation of our ideas leading

to improvements to manage requirements and control the way developers write

software. This is an exciting proposition to our clients to improve experience of

business users despite IT budget constraints.

What do we do?

We provide custom software solutions and associated services to clients

worldwide. We assist clients in conceptualization, requirements management,

architecture definition, construction, quality assurance, implementation, systems

integration, management and support of IT applications and infrastructure.

We provide custom products as well and our portfolio of product solutions includes:

* Nirmanith, Solution for Engineering & Construction

* Seamless, ERP for Apparel

* WeaveIT, ERP for Textile

* Cartopret, Solution for B2B Integration

We also have experience in helping our clients build reliable and effective

Business Intelligence (BI) platforms across diverse functional areas often associated

with performance management, consumer marketing, customer service and supply

chain. We offer a range of services related to BI including technology evaluation,

requirements gathering, architecture definition, development, deployment,

performance optimization and support.

Over the last seven years, we have grown to staff of 1000. We have Offices in

Bangalore, Bhubaneswar, Santa Clara and London.We are an ISO 9001:2008 certified

company, as a result of our commitment towards effectively and consistently

delivering value to our customers.



Current software buying experience

Software product and service providers limit scope based on 'how' software

will work rather than 'what' it achieves. No wonder most clients feel software projects

fail to deliver results. Clients face the following buying experience today:

* Vendor contracts are based on technical requirements, which are of poor clarity to

start with and evolve as project progresses. Such evolution is however considered as

'changes' to scope although there is no change in business intent. Changes result in

cost escalations.

* Very often, despite best efforts, there is a significant gap in benefits measured

after software implementation and those committed in business case. Therefore

software needs to be modified so that benefits promised are realized. Since these

changes cannot be quantified upfront, Vendors hesitate to sign contracts beyond initial

implementation. Therefore clients are exposed to risk of modifying the software in the

long run.

Exility engagement model

Our approach, Exility, enables us to manage requirements better and develop

software that’s easier to change. Key aspects of how Exility is a 'game changer':

* Scope is based on business purpose or 'Purpose of Product', not technical

requirements

* No restriction on change requests – there are no extra costs as long as changes do

not alter 'Purpose of Product'

* Fixed price for a longer term that includes 'lifecycle costs', i.e., ongoing

enhancements, support and technology driven changes.

Exility improves the way requirements are gathered and validated with users.

We play back our understanding to users through visual components instead of

technical documents. Users can provide feedback on functionality and usability early

in the life cycle thus reducing risk of changes during User Acceptance Test.



Summary

Software solution providers are ultimately partners in a client’s transformation

journey. It is therefore important that Clients set higher expectations and demand

better support from their software partners. Through Exility, we have prepared

ourselves to be better and more committed partners by directly addressing key

challenges that Clients face today.



2.4 Review of Literature

“All forms of pay or rewards going to employees and arising from their

employment”.

‘The best compensation policy is not based upon the organizational affiliation

among the stake holders and the administration, but also taking into consideration

the difference of opinion which give birth to conflicts in other constricting

relationships which exist in the organization.’ In the article the finest compensation

plan is revised taking into the consideration the two most important factors which are

(1) equity and risky debt, and (2) equity and convertible debt. Future, the benefits of

making parallel administration compensation with the stakeholder’s welfare are

discussed, that this action will reduce the cost of debt.

The study shows that the control and the ownership of the firm play a vital role

in determining the compensation plan for the executives of the organization. The

study displays that when the shareholders externally control a firm than the com-

pany is more efficient in compensating its CEOs and the top-management rather

than the firm, which are internally controlled by the administration. One major rea-

son for this cause is that the segregation of compensation plans and the perfor-

mance of the firm, on the other hand externally controlled companies have learned

the art of inclusion of the compensation of the top management and the perfor-

mance of the firm in terms of the profit.

Many economists and researchers have conducted research over past 30 years on

the reward system of the executives. Many consider it as a fragile connection between

the executive’s compensation and the performance level of the company. It is ex-

plained that politics in the organizational behavior is one of the element that is making

this relationship between the top management pay and performance weaker. It is diffi-

cult to only say that monetary rewards are the main source of motivation, there are

number of ways to motivate the employees to achieve high level of performance.



Primary objective must be to examine the outline of monitoring and incentives of

the employees. The firm must check in detail all the linked internal and external fac-

tors involved. Examination of the internal factors is cost effective as compared to the

examination of the external factors. In the light of the previous studies two models are

built up to increase the understanding of the topic. 1). A wholesome incentive world

in both internal and external scene where everything is controlled by incentives. 2) A

combination of monitoring, where monitoring controls internal factors and the exter-

nal are controlled by incentives.

Compensation trends in India

India’s transition to a market driven economy began in 1991 with the

introduction of liberalization (pro-market economic reforms). Prior to 1991, the

Government was (and still is) the biggest employer and job creator, accounting for

over 85% of post-matriculation (High School) jobs. Pay was largely determined by

high-level agreements between employee unions and the Government and was

largely guaranteed in nature. A similar situation was prevalent in the private sector,

where Government pay scales were often used as a benchmark in fixing and revising

pay. Compensation packages were low on cash and high on fringe benefits such as

accommodation, cars, and subsidized loans. Variable pay was largely restricted to top

and senior management in few private sector enterprises. Grading systems were

largely industry-wide and salary progression was purely determined by length of

service.

Current Trends

Productivity gains (4% in 2003-04), fast growth in real wages (40% over the

last 5 years), a booming but extremely competitive economy (GDP growth of 6%),

simplification of tax rules and emergence of knowledge-based industries such as In-

formation Technology & Outsourcing Services, Healthcare etc are key factors that

have influenced compensation in India post liberalization. Compensation is now

characterized by a Total Cost of Employment approach, a rapid movement to flexi-



ble benefits, and increasing levels of variable pay (variable pay now forms about 7%

- 35% of fixed pay). Grade structures have become organization specific and salary

progression is driven by market forces and individual performance. Average salary

increases over 2003-04 ranged from 5% - 20%. The average increase was 11%.

While most organizations benchmark compensation nationally within a select group

of competitors, a few organizations are beginning to benchmark themselves interna-

tionally at senior management levels. India has the fastest compensation increase rate

in the Asian region at 11.7% and it also has the highest labour turnover in the region.

2.5 Methodology



Technology UsedThe technologies used to develop the Total Compensation Planning Module

include:

Java

JSP (Java Server Pages)

Oracle

Apache Server

Tools Used

Eclipse

Rational Rose

2.5.1 Features of the Language Used

About Java:

Initially the language was called as “oak” but it was renamed as “Java” in

1995. The primary motivation of this language was the need for a platform-indepen-

dent (i.e., architecture neutral) language that could be used to create software to be

embedded in various consumer electronic devices.

Java is a programmer’s language.

Java is cohesive and consistent.

Except for those constraints imposed by the Internet environment, Java gives

the programmer, full control.

Finally, Java is to Internet programming where C was to system programming.

Importance of Java to the Internet



Java has had a profound effect on the Internet. This is because; Java expands

the Universe of objects that can move about freely in Cyberspace. In a network, two

categories of objects are transmitted between the Server and the Personal computer.

They are: Passive information and Dynamic active programs.

The Dynamic, Self-executing programs cause serious problems in the areas of

Security and probability. But, Java addresses those concerns and by doing so, has

opened the door to an exciting new form of program called the Applet.

Java can be used to create two types of programs

Applications and Applets: An application is a program that runs on our Com-

puter under the operating system of that computer. It is more or less like one creating

using C or C++. Java’s ability to create Applets makes it important. An Applet is an

application designed to be transmitted over the Internet and executed by a Java –com-

patible web browser. An applet is actually a tiny Java program, dynamically down-

loaded across the network, just like an image. But the difference is, it is an intelligent

program, not just a media file. It can react to the user input and dynamically change.

Features of Java Security

Every time you that you download a “normal” program; you are risking a viral

infection. Prior to Java, most users did not download executable programs frequently,

and those who did scan them for viruses prior to execution. Most users still worried

about the possibility of infecting their systems with a virus. In addition, another type

of malicious program exists that must be guarded against. This type of program can

gather private information, such as credit card numbers, bank account balances, and

passwords. Java answers both these concerns by providing a “firewall” between a net-

work application and your computer. When you use a Java-compatible Web browser,

you can safely download Java applets without fear of virus infection or malicious in-

tent.

Portability



For programs to be dynamically downloaded to all the various types of plat-

forms connected to the Internet, some means of generating portable executable code is

needed .As you will see, the same mechanism that helps ensure security also helps

create portability. Indeed, Java’s solution to these two problems is both elegant and

efficient.

The Byte code

The key that allows the Java to solve the security and portability problems is

that the output of Java compiler is Byte code. Byte code is a highly optimized set of

instructions designed to be executed by the Java run-time system, which is called the

Java Virtual Machine (JVM). That is, in its standard form, the JVM is an interpreter

for byte code.

Translating a Java program into byte code helps makes it much easier to run a

program in a wide variety of environments. The reason is, once the run-time package

exists for a given system, any Java program can run on it.

Although Java was designed for interpretation, there is technically nothing

about Java that prevents on-the-fly compilation of byte code into native code. Sun has

just completed its Just in Time (JIT) compiler for byte code. When the JIT compiler is

a part of JVM, it compiles byte code into executable code in real time, on a piece-by-

piece, demand basis. It is not possible to compile an entire Java program into exe-

cutable code all at once, because Java performs various run-time checks that can be

done only at run time. The JIT compiles code, as it is needed, during execution.

Java Virtual Machine (JVM)

Beyond the language, there is the Java virtual machine. The Java virtual ma-

chine is an important element of the Java technology. The virtual machine can be em-

bedded within a web browser or an operating system. Once a piece of Java code is

loaded onto a machine, it is verified. As part of the loading process, a class loader is

invoked and does byte code verification makes sure that the code that’s has been gen-

erated by the compiler will not corrupt the machine that it’s loaded on. Byte code ver-

ification takes place at the end of the compilation process to make sure that is all ac -


Source Code………..………..

………..

…………

PC Compiler

MacintoshCompiler

SPARCCompiler

Java

Byte code

(PlatformIndependent)

JavaInterpreter(PC)

JavaInterpreter(Macintosh)JavaInterpreter(Spare)


curate and correct. So byte code verification is integral to the compiling and executing

of Java code.

Overall Description

Fig: development process of JAVA Program

Java programming uses to produce byte codes and executes them. The first box

indicates that the Java source code is located in a. Java file that is processed with a

Java compiler called javac. The Java compiler produces a file called a. class file,

which contains the byte code. The Class file is then loaded across the network or

loaded locally on your machine into the execution environment is the Java virtual ma-

chine, which interprets and executes the byte code.

Java Architecture

Java architecture provides a portable, robust, high performing environment for

development. Java provides portability by compiling the byte codes for the Java Vir-

tual Machine, which is then interpreted on each platform by the run-time environ-

ment. Java is a dynamic system, able to load code when needed from a machine in the

same room or across the planet.

Compilation of code

When you compile the code, the Java compiler creates machine code (called

byte code) for a hypothetical machine called Java Virtual Machine (JVM).

The JVM is supposed to execute the byte code. The JVM is created for overcoming

the issue of portability. The code is written and compiled for one machine and inter-

preted on all machines. This machine is called Java Virtual Machine.


Java Source

Java byte code JavaVMJava .Class


Compiling and interpreting Java Source Code

During run-time the Java interpreter tricks the byte code file into thinking that

it is running on a Java Virtual Machine. In reality this could be a Intel Pentium Win-

dows 95 or SunSARC station running Solaris or Apple Macintosh running system and

all could receive code from any computer through Internet and run the Applets.

About JSP:Introduction to JSP

Java Server Pages (JSP) is a technology based on the Java language and en-

ables the development of dynamic web sites. JSP was developed by Sun Microsys-

tems to allow server side development. JSP files are HTML files with special Tags

containing Java source code that provide the dynamic content.

Why use JSP?

JSP is easy to learn and allows developers to quickly produce web sites and

applications in an open and standard way. JSP is based on Java, an object oriented

language. JSP offers a robust platform for web development.

Main reasons to use JSP

Multi platform.

Component reuse by using JavaBeans and EJB.

Advantages of JSP



We can take one JSP file and move it to another platform, web server or JSP Servlet engine. HTML and graphics displayed on the web browser are classed as the presentation layer. The Java code (JSP) on the server is classed as the imple-mentation. By having a separation of presentation and implementation, web de-signer’s work only on the presentation and Java developers concentrate on imple-menting the application.

JSP architecture

JSP’s are built on top of SUN’s servlet technology. JSP’s are essential an

HTML page with special JSP tags embedded. These JSP tags can contain Java

code. The JSP engine parses the .jsp and creates a Faces servlet source file. It then

compiles the source file into a class file.

About Oracle:

Introduction to Oracle

Oracle is a comprehensive operating environment that packs the power of a

mainframe system into user microcomputer. It provides a set of functional programs

that user can use as tools to build structures and perform tasks. Because application

developed on oracle are completely portable to environment and then move it into a

multi user platform. Users do not have to be an expert to appreciate

Oracle, but the better user understands the programmer, the more productivity and

creativity you will use the tools it provides.

What is a Relational Database Management System?

A relational database management system (RDBMS) can perform a wide array

of tasks. It acts as a transparent interface between the physical storage and a logical

presentation of data. It provides a set of more or less flexible and sophisticates tools

for handling information. User can use this tool to:

Define a database

Query the database

Add, edit and delete data

Modify the structure of database



Secure data from public access

Communicate within the networks

Export and Import data

Because it gives so much control over data, a relational DBMS can also save as

the foundation for products that generate application and extract data.

A Database Management system may be called fully relational if it supports:

Relational Databases and

A language that is at least as powerful as the relational algebra

The Oracle Environment

Oracle is modular system that consists of the Oracle database and several functional programs. Oracle tools had four kinds of works:

Database management

Data access and manipulations

Programming

Connectivity

Database Management Tools

This is usually (known as RDBMS by ORACLE) includes the core programs

of Oracle’s database management system, the ORACLE database with its associated

tables and views, which are stored in the Oracle’s data dictionary and a group of

helpful activities. The data dictionary sores information related to every facet of

database system. User names, user access rights, table storage information and

auditing data for the disaster recovery are all stored in the data dictionary.

Data Access and Manipulations

All of Oracle’s data access and manipulation tools are firmly based on ANSI

standard SQL. In Oracle, the tools that a user will use to access and manipulate data,

has well as to design or use applications. Each provides separate point of entry and

unique speech to the Oracle system. SQL*PLUS allows direct access to database with

SQL FORMS offer a user-friendly way to create and use forms. SQL*REPORT writer

lets you to creates formatted output SQL*MENU provides a way for you to integrate



your application menus.

Oracle Supports Applications Development

SQL*FORMS is an excellent user-friendly tool for quickly creating forms.

User can start with extremely simple default forms or use the full screen painting

function to create detailed screens foe accessing and updating multiple tables and for

controlling and editing the data as is entered. In SQL FORMS, ORACLE provides

unique control devices called TRIGGERS to influence user action on a field before,

during and after date input. Those triggers can execute SQL commands, native SQL

FORMS commands, or external procedural language sub routines from with a form.

These forms are an advanced fourth-generation tool that wills adapt to your

requirements extremely well. With SQL*MENU you can link all of the forms.

Programs and queries are easily maintained with the secured menu structures. Oracle

uses the SQL Command Set with SQL * Menu you can like all forms, programs and

queries in easily maintained secure structures. Oracle provides a SQL command set

that is close to the ANSI standard ORACLE has added extensive report-formatting

commands to extend the direct SQL language our capabilities and to delay the needs

for alternative report formatting techniques. Statistical, Arithmetic string date/time

functions are also included. Oracle has with limitation. The Single-user does not

include all of the tools available on the hardware platforms. Also, Oracle is relatively

expensive and more complex than more single user, PC-basis database managers.

Oracle delivers a comprehensive package that allows for unlimited growth.

Oracle Gives You Security and Control Oracle has several features that ensure

the integrity of user database. I f an interruption occurs in processing, a rollback can

rest the database to a point before the disaster. If a restore is necessary, Oracle has a

roll forward command for creating a database to its most recent save point. Oracle

provides users with several functions for serving data. Grant and Revoke commands

limited access to information down to the row and column levels. Views are valuable

future for limiting access to the primary tables in the database.

Oracle Performs Completive



Oracle has been constantly improved to perform competitively on the largest

database because RDBMS has been hampered by a repetition for slow access time.

Oracle had to prove itself continuously and so the unique feature of clustering

techniques for storing data on the disk or another performance gained. Additional

functions help control complex database installations. The active data dictionary,

which automatically update and logs modification to the database provide

documentation data off loading form the modification process. Finally, Oracle stores

the DBMS kernel in extended memory, so more main memory is available for the

application.

About Apache Server

Apache Tomcat is a web container developed at the Apache Software Founda-

tion (ASF). Tomcat implements the servlet and the Java Server Pages (JSP) specifica-

tions from Sun Microsystems, providing an environment for java code to run in coop-

eration with a web server. It adds tools for configuration and management but can

also be configured by editing configuration files that are normally XML-formatted.

Tomcat includes its own internal HTTP server.

Tomcat is a web server that supports servlets and JSPs. The accompanying

Tomcat Jasper compiler compiles JSPs into servlets.

Tomcat is cross-platform, running on any operating system that has a Java

Runtime Environment.

2.5.2 About Eclipse IDE



OVERVIEW

Eclipse is a multi-language software development environment comprising an

Integrated Development Environment (IDE) and an extensible plug-in system.

It is written mostly in Java and can be used to develop applications in Java and, by

means of various plug-ins, other programming languages including Ada, C, C++,

COBOL, Perl, PHP, Python, Ruby (including Ruby on Rails framework), Scala,

Clojure, and Scheme.

The IDE is often called Eclipse ADT for Ada, Eclipse CDT for C/C++, Eclipse

JDT for Java, and Eclipse PDT for PHP.

The initial codebase originated from Visual Age. In its default form it is meant

for Java developers, consisting of the Java Development Tools (JDT). Users can

extend its abilities by installing plug-ins written for the Eclipse software framework,

such as development toolkits for other programming languages, and can write and

contribute their own plug-in modules.

Released under the terms of the Eclipse Public License, Eclipse is free and

open software. It was one of the first IDEs to run under GNU Classpath and it runs

without issues under IcedTea.

High-Level Architecture

The architecture is comprised of the following:



Java Platform - the Java virtual machine plus the API specifications

Eclipse OSGi Framework (Equinox) - The Equinox provides the OSGi framework

implementation and component model upon which the Eclipse RCP, IDE platforms

and Enterprise Component Framework run

Eclipse RCP - Eclipse Rich Client Platform - The set of plug-ins needed to build a

rich client application

Enterprise Component Framework - The proposed framework for building

enterprise application components. Unlike enterprise components that run on server-

side of the business applications, this Framework has no such requirement. Enterprise

Components may run in the same container as RCP components.

Enterprise Components, Rich Client Component, Eclipse Plug-ins - The building

blocks of the business applications and tools

Business Application - Any application that performs business functions and utilizes

a GUI.

Eclipse Platform Architecture

Eclipse is a collection of loosely bound, yet interconnected, pieces of code.

How these pieces of code are discovered and how they discover and extend each other

captures the fundamental principles of the Eclipse architecture.



These functional units are called plug-ins. The Eclipse Platform Runtime,

shown in Figure 2, is responsible for finding the declarations of these plug-ins, called

a plug-in manifest, in a file named plugin.xml, each located in its own subdirectory

below a common directory of Eclipse's installation directory named plugins

(specifically, <inst_dir>\eclipse\plugins). From these files, it builds at startup a global

in-memory registry, called the plug-in registry, from which a given plug-in can

determine at run time what other plug-ins wish to extend it. A plug-in that wishes to

allow others to extend it will declare an extension point. This is a sort of "power strip"

for a plug-in that others can take advantage of by declaring an extension to it.

About Rational Rose:

Rational Rose Enterprise provides a common modeling language for enabling

faster creation of quality software with ADA, ANSI C++, C++, CORBA, Java, J2EE,

Visual C++ and Visual Basic applications with code generated from visual models.

Includes Unified Modeling Language (UML) support and is one of the most

comprehensive products in the Rational Rose family.

Supports Analysis, ANSI C++, Rose J and Visual C++ patterns, Enterprise Jav-

aBeans 2.0, and forward and/or reverse engineering for some of the most common

Java 1.5 constructs.

Offers code quality analysis abilities and code generation, with configurable

model-to-code synchronization capabilities, as well as more granular management and

use of models with the separately controllable model components feature.

Integrates with other rational lifecycle development tools as well as any SCC-

compliant version control system, including Rational ClearCase.

Includes a Web Modeling Add-In, which provides visualization, modeling and

tools for developing Web applications.

Provides UML modeling for database designs, with the ability to represent the

integration of data and application requirements through logical and physical designs.



3. HARDWARE AND SOFTWARE REQUIREMENTS

3.1 HARDWARE REQUIREMENTS:

Intel Pentium D CPU 3.00GHz

1 GB of RAM

20 GB of HDD with 10 GB (min.)

NIC with internet connection.

Std. Monitor with 1024 x 768 resolution.

Std. Keyboard and Mouse.

3.2 SOFTWARE REQUIREMENTS:

Operating System: MAC, Latest version of Windows

Database: Oracle

Programming Language: Java

User Interface Services: JSP

Application Server: Apache Tomcat 5.5

Scripting Language: html/java script

Development Framework and IDE: Eclipse 3.1

Platform: Java

Web Browser: Internet Explorer, Safari

Enterprise Information Connection: Oracle’s JDBC Thin Driver


Total Compensation Planning4. SYSTEM ANALYSIS

System analysis is an important activity that takes place when we are building a

new system or changing existing one. Analysis helps to understand the existing

system and the requirements necessary for building the new system. If there is no

existing system then analysis defines only the requirements.

One of the most important factors in system analysis is to understand the

system and its problems. A good understanding of the system enables designer to

identify and correct problems. Based on the drawbacks of the existing system the

system is being planned. So the total definition of the given problem has to be

analyzed.

4.1 Existing System

The Total Compensation Planning tool allows managers to plan for salary

changes and promotions based on the recommended salary increase budget. A

manager can create or modify plans for their eligible direct employees, as well as

all eligible employees below them in their organization hierarchy.

Each time a manager makes changes to a plan in HRMS, it is available to

higher-level managers for their salary planning roll-up. At the end of the compen-

sation-planning period, all changes to the plan are automatically submitted for ap-

provals.

The planning is done in the Planning section of the TCP tool and the reports

for whatever planning has been done can be generated in the Reporting section.

The HRMS allows managers to perform salary, job, bonus, stock changes and

assign performance rating for the previous rating period for his/her employees dur-

ing the annual planning process. But there are a few bugs/ issues identified during

past TCP cycles.



4.2 Proposed System

Following have been defined as key success factors in proposed system:

Fix some of the outstanding bugs, which are critical to the Business.

Ensure that the calculations performed in the tool are more precise by resolv-

ing rounding issues identified in the last TCP cycle.

Enhance TCP for better tracking of Business Group Transfer cases during

planning period.

Enhance the Import Functionality in TCP for better user experience.

Enhance TCP to check for “last modified time” when saving changes to plans.

Ensure that the details of a plan record in TCP do not change (ie., it should be

frozen) after they are converted to actual by the P2A process.

Add some new reports to it and modify the existing Planning Status Report.

Enhance the Performance Review Feedback functionality for better usability

and tracking.

Enhance and modify Goal Update Only reviews.

HRMS TCP will allow the users to use the budget tool as a self-administered

tool. It will allow both the Managers and HR to set the budgets for their group or

treetop organization.

Data that are outside of planning will be removed from budget tool.

The managers will be allowed to enter budgets and to store salary in percent-

ages or dollars.

The managers will be able to hide/include persons from totals.

The HRMS TCP screen will have the option for searching within an already

filtered list.

Display of reporting capabilities will be enhanced for better reporting options.

Managers will be able to access last reviews directly from planning screen.

In the new HRMS TCP tool, the Summary section will be the defaulted view.

The planning begin dates will be used to ensure the consistency between the

planning screen and the Salary Guidelines screen in displaying the planning rate.



The sorting of ALL columns available and the supporting of ALL character

sets in the summary section.

4.3 Feasibility Study

As we all are aware of the fact that manpower plays a vital role in every kind

of organization. So to make the proper use manpower resource feasibility study is

needed.

The objective of feasibility study in compensation planning:

To increase the efficiency of personnel’s

To increase the benefit and lessen the cost.

4.3.1 Operational Feasibility

People are inherently resistant to change and computers have known to

facilitate changes. Every department welcomes the idea of computerization. But the

resistance will be from the operators who are involved in the existing system or

manual system.

Behavioral Feasibility is also studied like whether the changes made to the

system facilitates the user and if he is able to adapt to the change made by introducing

computers. An agreement is made between management and staff so that

computerizing system will be installed step by step by giving training to existing staff

members only.

4.3.2 Technical feasibility

Technical feasibility such as whether the necessary technology exist to do what

is suggested and if the equipment have the capacity to hold data required by the use of

new system. Also any technical guarantees of accuracy, reliability, ease of access, data

security could be provided etc.

Here one asks the question like:

Can the personnel’s work with existing technology?

Are the personnel updated with latest technology?

Are they aware of technical knowledge?



If now what would be the solution….

The solution is either to hire personnel’s from outside or to provide training to

the existing staff.

4.3.3 Economic feasibility

Economic feasibility like if the existing resources are sufficient introducing.

Any extra h/w required should be affordable in terms of cost. Also can the system be

built within the specified time interval? Establish cost and schedule constraints.

Defining functions for h/w, s/w people. Create system definition that forms a

foundation for all subsequent engineering work.

4.3.4 Motivational feasibility

Motivation plays a vital role in overall improvement in terms of efficiency of personnel’s.

As though motivation more and more work with grater efficiency can be taken away from employees.

Different ways of motivations are:

Performance appraisals

Training and development

Improving working condition as par their health and security.

Incentives and perks etc.



Functional Overview of the Performance Appraisal System



5. SYSTEM DESIGNDesign is the first step in the development phase for any system. It may be

defined as the “process of applying various techniques and principles for the purpose

of designing a device, a process, or a system”.

Software design is an iterative process through which requirements are translated

into a ‘Blue Print’ for constructing the software. Preliminary design is concerned with

the transformation of requirements in to data and software architecture.

The design is a solution, a “how to” approach to the creation of a new system.

This is composed of several steps. It provides the understanding and procedural

details necessary for implementing the system recommended.

The database design transforms the information domain model created during

analysis into the data structures that will be required to implement software.

The architectural design defines the relationship among major structural

elements of the program.

The interface design describes how the software communicates within itself, to

systems that interoperate with it, and with humans who use it. An interface

implements flow of information.

5.1 Design principles

Basic design principles that enable the software engineer to navigate the design

process are:

The design should be traceable to the analysis model.

The design should minimize the intellectual distance between the soft-

ware and the problem, as it exists in the real world.

The design should exhibit uniformity and integrity.

The design should be structured to accommodate changes.

The design is not coding, the coding is not a design.

The design should be reviewed to minimize the conceptual.



The main design of the Total Compensation Planning undergoes through these phases

of the system.

Logical Design

Physical Design

Architectural Design

Detailed Design

Logical Design: This phase of system design is used to define the boundaries to the

system. Generally a data flow diagram is used to depict the logical phase of the sys-

tem. This illustration of logical phase how the logical flow of the data in system, for

our system describes the input, output and database.

Using this phase of design maximum care is taken that the user needs are speci-

fied at a detailed level that virtually determined the flow of information into and out

of the system and from the data sources.

During the logical design of this, all this design issues used to a greater extent

and effort always persisted t abide to general procedure as part of this phase initially

the current physical system which was manual was reviewed dataflow the contents of

files which were used to maintain the system were extensively studied and then sev-

eral discussions were carried out with the people who are related to the organization

to get a clear idea about the various functionalities of the company. Next the output

for each module within the system was specified the screen layout the output contents

the terminal specification and its location.

Physical Design: The final working system can be understood from the physical de-

sign of the system. This catalog for the programs for what the system must exactly do

in different situations. In turn the programmers write the programs keeping in mind all

the necessary validations to be taken care of.



5.2 Architectural Design:

Network based architecture: The network-based architecture is client server archi-

tecture and can be classified into

Two tier architecture

Three tier architecture

Detailed Design: System analysis is the process of gathering and interpreting facts,

diagnosing problems and using the information to recommend improvements to the

system. Structured Analysis is done using the aid of detail design, which includes

Architecture Diagram

Data Flow Diagram

Use Case Diagram

Sequence Diagram

Collaboration Diagram

Architectural Diagram


Total Compensation PlanningThe following figure describes the overview architecture of the total system.

5.3 Data Flow Diagram (DFD)

Data flow diagrams are the first tools that used by the system analyst to model

the system components. The components of the system are the system processes, the

data used in these processes, the external entities that interact with the system and the

information flow in the system. De-Marco, Gane and Sarson postulated the use of the

data flow diagrams as a modeling tool through their structured systems analysis

methodologies.

The various components of the system are represented using specific

symbols and notations in the data flow diagrams. The four main elements of data flow

diagrams to represent the system components are:

Process:

The transformer of the information within the bounds of the system to be

modeled. The process usually requires one or more inputs and produces one or more

outputs. Circles are used to represent processes.



External Entities:

A producer or consumer of information that resides outside the system

to be modeled. The external entities are sometimes called sources. They are entities

over which the designer has usually no control. A square or a rectangle is used to

represent the external entities.

Data Stores:

A repository of data that is stored for the use of one or more processes, can be a

simple buffer or a queue or as sophisticated as a relational database. Thin lines represent the

data store.

Data Flow:

Data flow models the passage of data in the system and is represented using an

arrow. The arrowhead indicates the direction of data flow.


Total Compensation PlanningThe figure shows the flow of data for the Compensation Planning



Business Strategy: This defines the direction in which organization is going in

relation to its environment in order to achieve its objectives.

Compensation Philosophy: Consists of a set of beliefs, which underpin the

reward/compensation strategy of the organization and govern the reward policies that

determine how reward processes operate.

Compensation Strategy: Defines the intentions of the organization on reward

policies, processes and practices required to ensure that it has the skilled, competent

and well-motivated workforce it needs to achieve its business goals.

Pay Structure: Useful for standardizing compensation practices. Most pay structures

include several grades with each grade containing a minimum salary/wage and either

step increments or grade range. Step increments are common with union positions

where the pay for each job is pre-determined through collective bargaining.

Market Surveys: Collections of salary and market data. May include average

salaries, inflation indicators, and cost of living indicators, salary budget averages.

Companies may purchase results of surveys conducted by survey vendors or may

conduct their own salary surveys. When purchasing the results of salary surveys

conducted by other vendors, note that surveys may be conducted within a specific

industry or across industries as well as within one geographical region or across

different geographical regions. Know which industry or geographic location the

salary results pertain to before comparing the results to your company.

Job Evaluation: A system for comparing jobs for the purpose of determining

appropriate compensation levels for individual jobs or job elements. There are four

main techniques: Ranking, Classification, Factor Comparison, and Point Method.

A Strategic Perspective: On compensation takes the position that how employees are

compensated can be a source of sustainable competitive advantage.



5.3.1 Context Diagram:

5.3.2 Level 1 Data Flow Diagram



5.3.3 Level 2 Data Flow Diagram



5.4 Use Case Diagram



5.5 Sequence Diagram



5.6 Collaboration Diagram



5.7 DATABASE DESIGN:Since the system is managing huge volume of data, so the underlying structure

has to store and retrieve large amount of information. To support data storage for the

system, an efficient RDBMS ORACLE is used.

The database design is done according to the following procedure. The

database design transforms the information domain model created during the analysis

into the data structures that will be required to implement the system or software. The

database design is made up of two levels

Conceptual level

Normalization

Conceptual Level: This level represents the major data object and relationship

between them. It describes the essential features of the system data. Various entities,

which are distinct in the system, are identified. Attributes of these entities are also

identified. Relationships between the entities are drawn and these make up the

database structure.

Normalization: Organizing the structure of the database into a good shape is called

normalization. The normalization simplified the entries, removes redundancies from

the system data, and finally builds a data structure, which is both flexible and

adaptable to the system. Primary key is defined for every entity that has unique

identification property. Foreign keys are also defined whenever applicable to ensure

data integrity and data consistency.

Basic steps in Normalization are

First Normal Form (1NF)

Second Normal Form (2NF)

Third Normal Form (3NF)



First Normal Form (1NF)

Identify the repeating groups of fields

Remove repeating groups to a separate table

Identify the keys for tables

Key of parent table is bought as part of the concatenated key of the 2nd table

Second Normal Form (2NF)

Check if all fields are dependent on the whole key

Remove fields that depend on part of the key

Group partially-dependent fields as a separate table

Name the tables

Identify key(s) to the table(s).

Schema Representation of Database Tables

a. TCP_PERSON_DETAILS

NAME Null? Type

------------------------------------------------------------------------------------------ PERSON_FIRST_NAME VARCHAR2(25)PERSON_MIDDLE_NAME VARCHAR2(25)PERSON_LAST_NAME VARCHAR2(25)PERSON_BADGEID NOT NULL NUMBER(6)PERSON_MANAGER NOT NULL VARCHAR2(25)PERSON_HR_MANAGER NOT NULL VARCHAR2(25)PERSON_JOB_CODE NOT NULL NUMBER(6)PERSON_GLSITE_DEPT_ID NOT NULL VARCHAR(9)PERSON_DESIGNATION VARCHAR2(25)BIRTHDATE DATE

DATEOFAPPOINTMENT NOT NULL DATE

SEX NOT NULL DATE

PERSON_BASIC NUMBER(10,2)

PERSON_LOCATION_TYPE NOT NULL VARCHAR2(25)

PERSON_LOCATION_NAME NOT NULL VARCHAR2(25)

PERSON_JOB_NAME VARCHAR2(25)


Total Compensation PlanningPERSON_JOB_ID NUMBER(6)PERSON_JOB_STATUS_NAME VARCHAR2(25)

PERSON_JOB_STATUS_ID NUMBER(6)ADDRESS1 VARCHAR2(50)

ADDRESS2 VARCHAR2(50)

CITY VARCHAR2(25)

STATE VARCHAR2(25)

PINCODE NUMBER(15)

PHONENO NUMBER(15)

EMAIL VARCHAR2(50)

FAX NUMBER(15)

b. TCP_CAL_DETAILS

NAME Null? Type

------------------------------------------------------------------------------------------ BONUS_ID NOT NULL NUMBER(6)BUSINESS_GROUP VARCHAR2(25)

BONUS_FISCAL_YEAR DATE

BONUS_DATE DATE

BONUS_TYPE VARCHAR2(25)

BONUS_CURRENCY_TYPE VARCHAR2(15)

BONUS_AMOUNT NUMBER(10,2)

PREFERENCE_BONUS_CURRENCY VARCHAR2(25)

PREFERENCE_BONUS_AMOUNT NUMBER(10,2)

BONUS_SCHEME VARCHAR2(25)

PERSON_MANAGER VARCHAR2(25)

BONUS_ISSUING_GLSITE_DEPT VARCHAR2(25)

JOB _TITLE VARCHAR2(25)

LOCAL_JOB_TITLE VARCHAR2(25)

JOB_LEVEL VARCHAR2(25)

COMPANSATION_PLAN VARCHAR2(25)

HIRED_DATE DATE

LAST_OVERALL_RATING VARCHAR2(25)

LAST_PROMOTION_DATE DATE

LAST_REVIEW_DATE DATE

LAST_START_DATE DATE

MAX_SALARY NUMBER(10,2)


Total Compensation PlanningMID_SALARY NUMBER(10,2)

MIN_SALARY NUMBER(10,2)

YEARS_OF_SERVICE NUMBER(10,2)

PERSON_BADGEID NOT NULL NUMBER(6)



6. IMPLEMENTATIONImplementation is the process of converting a new or revised system design

into an operational one. Apart from planning, the major tasks of preparing for

implementation or education and training of users. Implementation includes following

activities:

Obtaining and installing the system hardware.

Providing user access to the system.

Creating and updating the database.

Training the users on the new system.

Documenting the system for its users.

Evaluating the operation and use of the system.

Implementation Methods

There are four basic methods of implementation:

Direct conversion

Parallel conversion

Pilot conversion

Phasing conversion

Direct Conversion:

Description: In this method the new one replaces the old system. This makes

organization to fully rely on the new system.

Advantages:This method forces users to make the new system work. There are

immediate benefits from new methods and controls.

Disadvantages: There is no other system to fall back on if difficulties arise with

new system. This method also requires most careful planning.

Parallel Conversion:

Description: In this method, the old system is operated along with the new system.

Advantages: This method offers greatest security. The old system can take over

if errors are found in the new system or if some usage problems occur.

Disadvantages: This method doubles operating costs also the new system may not



get fair trial. Using Parallel Conversion in which the old one is replaced with the

newly developed system has done the Present system “Employee”. In this method, we

can run both the systems and we can decide which method to follow based on results.

Pilot Conversion:

Description: In this method the system is implemented to a small part of the

organization. Based on the feedback, changes are made and the system is installed in

the rest of the organization by one of the other methods.

Advantages: This method provides experience and live test before implementation.

Disadvantages: This method may give the impression that the old system is

unreliable and not error free.

Phased Conversion:

Description: In this method, the system is implemented gradually across all users.

Advantages: It allows some users to take advantages of the system early. It allows

training and installing without unnecessary use of resources.

Disadvantages: A long phase-in causes user problems whether the project goes well

(over enthusiasm) or not (resistance or lack of fair trail).



Code Snipped for connectivity with oracle import java.sql.Connection; import java.sql.Driver; import java.sql.DriverManager; import java.sql.ResultSet; import java.sql.ResultSetMetaData; import java.sql.Statement; import java.util.Properties; public class OracleConnect { public static void main(String s[]) throws Exception { Driver d = (Driver) Class.forName("oracle.jdbc.driver.OracleDriver").newInstance(); Properties p = new Properties(); p.put("user", "scott"); p.put("password", "tiger"); Connection con = d.connect("jdbc:oracle:thin:@oracle:8080:TCP_PERSON_DETAILS",p); Statement st = con.createStatement(); ResultSet rs = st.executeQuery("select * from TCP_PERSON_DETAILS"); ResultSetMetaData rsmd = rs.getMetaData(); System.out.println("Table Name : " + s[0]); int colcount = rsmd.getColumnCount(); for (int i = 1; i <= colcount; i++) { System.out.print(rsmd.getColumnName(i) + "\t"); System.out.println(rsmd.getColumnTypeName(i)); } con.close();

}



7. SYSTEM TESTING

System testing is the important phase. The developed system is tested and

changes are made accordingly. The testing phase involves testing of the developed

system using various kinds of data.

An elaborate testing of the data’s prepared and systems tested using the test

data. Whole testing errors are noted and corrections are made. “Testing is the

process of execution a program with the intent of finding error”. A good test case

is one that has a high capability of finding yet undiscovered errors. The guiding

principle to testing in the business change life cycle is that it takes place throughout

the lifecycle, regardless of whether the approach is iterative or more traditional

waterfall method, and is based on good software. It will also greatly reduce the risk

of liabilities associated with poor quality software, such as poor user productivity,

data entry and calculation errors and unacceptable functional behavior.

The Strategy

When planning a software test strategy there are some basic concepts to be

remembered testing is to prove deficiencies exist. Testing is creative and difficult

since you can never prove that software is correct. You can only prove the presence of

bugs but not their absence.

Complete testing is not possible. There are too many possible combinations of

inputs to any nontrivial system. Testing can only cover a percentage of these in any

realistic time scale.

Good testing requires the establishment of what ought to be tested. Therefore

the overall strategy and approach to testing, including the degree of

comprehensiveness required, must be documented and reviewed.

Test plans for each level of testing specified should be reviewed and proved

before each stage of testing begins.

Testing requires independence. At the lowest level, unless there are safety

critical implications, this simply means that a programmer should review another

programmer s unit testing. At the highest level this could mean independent groups



being set up.

Testing is an activity in which a lot of time and money needs to be devoted, so

it is imperative that it is well planned, cost effective and control. However, the level

and depth of testing will be dependent upon a project s size and any time bound

considerations. It is therefore important that a suitable strategy for approaching the

testing activities is documented during the business study phase of a project s life

cycle. It is within this strategy that the overall shape, purpose and responsibilities for

testing are defined.

Testing Principles

When defining a testing strategy it must be remembered that testing takes place

through the lifecycle and is based on good software engineering principles. Those

principles are:

Validation: The overriding of testing at all stages is to check that a system is fit for

business purpose. The correctness of test results is judged at all stages of development

against whether the system performs in a way that meets the business needs, whether

or not statements of requirement are accurately represented in baseline documents.

In order to achieve a business-oriented measure of fitness for purpose, the

emphasis in validation should be placed on whether the business process, with its

supporting computer system, meets the objectives for the development. The validity

of business process should be re-visited when new requirements emerge or when

changes are made.

Benefit-directed testing: Testing the part of a system that delivers the key business

benefits is the highest priority. Testing is always subject to constraint of time and

resource, and even if there were ample time and resource available, no amount of

testing would be sufficient to locate all error. Testing should be targeted at the system

feature that delivers the key business benefits.

Error-centric testing: The objective of designing and running a test is to find an

error. Testing can never prove that software is correct. It can only prove that presence

of bugs not their absence. Confidence in the system is derived from finding errors,



which are then fixed. Testing must be performed on all products at all stages of the

development process. Software products and associated design and user documents

emerge throughout the development process. Therefore testing must be planned as an

integral part of the iterative lifecycle.

Independent testing: A product should be tested by someone other than its creator.

Independent testing is more effective than testing performed by the author of a

product. At the lowest lever, unless there are safety critical implications, this simply

means that a programmer will review another programmer s unit testing. At the

highest level this could mean independent

Repeatable testing: Tests must be repeatable. Although tests may become obsolete as

new prototypes evolve, in many circumstances earlier teats remain useful. Re running

earlier tests is essential where a prototype is extended. It is always possible that there

will be a need to resurrect a supporting design and user documentation, but also the

test suite that is pertinent to the configuration being established.

To make a test repeatable, it must be documented. There may also be a

requirement to retain a record of the best run and the results for the formal validation

purposes.

Types of Testing

Unit Testing: Unit testing focuses verification effort on the smallest unit of software

design module. The relative complexity of the test and uncovered errors is limited by

the constrained scope established for unit testing. The module interface is tested to

ensure that information properly flow into and out of the program unit under test. The

local data structure is examined to ensure that data stored temporarily maintains its

integrity during all steps in an algorithm s execution. Boundary conditions are tested

to ensure that the module operate poorly at boundaries established to restrict

processing. All independent paths through the control structure are exercised to ensure

that al statements in the module have been executed at least once. Finally, all error-

handling paths are tested.



Integration Testing: Data can be tested across an interface; one module can have

inadvertent adverse effect on the other. Sub functions, when combined together may

not produce the desired results. Individually accepted impression may be magnified to

an unacceptable level.

Integrating testing is a systematic technique for constructing the program

structure while conducting test to discover uncovered errors associated with

interfacing. The objective is to take unit tested modules and builds program structure

that has been dictated by design.

Validation Testing: At the validation or system level, the details of class disappear.

Like conventional validation, the validation of object oriented software focuses on

user visible actions and user recognizable output from the system. Conventional black

box can be used to drive validations tests. In addition, tests may be derived from the

object behavior model and from event flow diagram.

Black Box Testing: This is conducted at the software interfaces. This test is designed

to uncover errors, is also used to demonstrate the software functions are operational,

input is properly accepted and output are produced correctly and thus the integrity of

external information is maintained. Black box testing is performed to find:

Incorrect or missing functions.

Interface error.

Errors on database access.

Performance errors.

Termination errors.

Accordingly, all inputs to each of the modules were checked and likewise all

the outputs were tested to meet the requirements of the system under development.

White Box Testing: White box testing of software is predicted on close examination

of procedural details. Providing test cases that exercise specific test of conditions and

or loops test logical paths thought the software. White box testing attempts to

guarantee that all independent paths within the module have been exercised at least



once. Thus the different units that were tested are put together to se its functionality

and flow of data from module to module. The analysis of the code can be used to find

how many test cases are needed to guarantee that all of the statements in the program

or component are executed at least once during the testing process.

Output Testing: After performing the validation testing, the next step is output

testing of the proposed system, as no system would be termed useful if it does not

produce the requested output in specific format. According to the format required by

the users, they test the output generated or displayed by the system under

consideration. Here the output format is considered into two ways. One is on the

screen and another is printed. The output format on the screen is found to be correct as

the format was designed in the system phase according to the users need. So as a hard

copy the output comes out according to the specified requirements of the work.

User Acceptance Testing: User acceptance of the system is the key factor for the

success of any system. The system under consideration is tested for user acceptance

by constantly keeping I touch with prospective system users at the time of developing

and making changes whatever required whatever required. This is done with regard to

Input screen designs.

Output screen designs.

On-line messages to guide the users.

Menu driven system.

Format the output.



TEST CASE SUMMARY

PROJECT DETAILS – TEST CASE

PROJECT NAMEHRIS (HUMAN RESOURCE INFORMATION

SYSTEM)

MODULE NAME TCP (TOTAL COMPENSATION PLANNING)

DOCUMENT ID Test Case Design Document

PREPARED BY Karthik P.S.

TYPE OF TEST SYSTEM (Regression Testing)

SCOPE Limited to BRD (Business Requirement Document)



The following are the details of the

a. Log in Page

Functional Specification Login Screen

Pre conditions User details are present in login database

Post conditions User is either logged in or Error Message Displayed

Sl. No. Requirements Test Case Expected Results Result

1 Login Enter the User Details Login page will be displayed with the following fields. Pass

Label – User ID, Password Pass

Text Box- for User ID, Password Pass

Button – Submit, iforgot Pass

Enter some characters in the password field

The entered characters appeared as asterisk or a rounded circle Pass

Enter either wrong UserId, Password

Error message displayed as “Invalid UserID & Password” Pass

Enter a correct User Id Password

Login Information is TransmittedPass

Loads the Main screen according to the Information provided. Pass



b. Mini Profile

Functional Specification Mini profile details

Pre conditions Few profile details of the selected person should be displayed from the database.

Post conditions User should able to display the selected employee profile details


2 Profile Details

Verity the employee displayed details are same as the one selected in the person column of the Compensation Planning Grip

The selected Person details should be displayed. By default the first person details should be displayed (If exists)

Pass

Verify, when the “View employee profile” button is clicked, the profile should opens.

The complete profile of the selected person should be shown when the “View Employee profile” button is clicked

Pass

Verify that this should display 2 tabs (Simple/Administrator) Pass



c. Plan Summary

Functional Specification Plan Summary

Pre conditions By default should display the first employee plan summary details like job title, salary etc.

Post conditions The entered values like annual salary, bonus, srp etc. values will be displayed


3 Plan SummaryVerify by default “Plan summary” tab is selected upon clicking on the compensation-planning link.

By default should display the first employee plan summary details like job title, salary etc.

Pass

Upon entering the value in the “salary change” field and then tab out from it, will display the calculated annual salary

Should display the Calculated Annual Salary upon entering value for “salary change”.

Pass

Verify on clicking on the overall rating drop-down option the following values will be displayed:

a. No Planb. Exceptionalc. Significant Contributord. Solid Contributore. Improvement Neededf. Unsatisfactoryg. Too New to Evaluate

Should display the selected value on clicking on the “overall rating” drop down option.

Pass

d. Last Review



Functional Specification Last Review

Pre conditions Should display the details of last review

Post conditions The entered values like annual salary, bonus, srp etc. values will be displayed


4 Plan SummaryVerify by default “Plan summary” tab is selected upon clicking on the compensation-planning link.

By default should display the first employee plan summary details like job title, salary etc.

Pass

Upon entering the value in the “salary change” field and then tab out from it, will display the calculated annual salary

Should display the Calculated Annual Salary upon entering value for “salary change”.

Pass

Verify on clicking on the overall rating drop-down option the following values will be displayed:

a. No Planb. Exceptionalc. Significant Contributord. Solid Contributore. Improvement Neededf. Unsatisfactoryg. Too New to Evaluate

Should display the selected value on clicking on the “overall rating” drop down option.

Pass

e. Reports



Functional Specification Reports

Pre conditions User should be able to select the different kinds of reports.

Post conditions User should be able to generate the selected report successfully upon clicking on the Reports popup in Planning & Reporting mode.


5 ReportsVerify that Reports can be generated successfully from Reports popup in Planning & Reporting mode

User should be able to generate the Reports on selecting the Reports drop down option.

Pass

Verify the report screen should have the 3 buttons – Refresh, Print and Export.

User should be able to view the Refresh, Print and Export buttons on the Reports screen

Pass

Verify that the popup is defaulted to ‘Local to USD’ – Planning Rates when Exchange Rates Report is opened from TCP screen.

The Exchange Rates Report screen should have the ‘Local to USD’ rates as default.

Pass

Verify that in Hierarchy mode, USD/Local toggle is disabled when default columns are visible in Review Status Report

The USD/Local toggle should be disabled in Review Status Report when hierarchy mode is selected

Pass

Verify that in Flat mode, Totals By popup and USD/Local toggle are disabled when default columns are visible in Review Status Report.

In the flat mode the USD/Local and Totals By toggles should be disabled. Pass

The below table shows the Regression Test Case Summary:

ManualTotal Scripts 203Scripts Executed 203Scripts Passed 186Scripts Failed 17Scripts Blocked 0Scripts Not Applica-ble 0Scripts In Progress 0


Date post:	23-Mar-2016
Category:	Documents
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