Qa Content Rmmm-Ts HR Profiling System

SIS K12 Content Quality Assurance Results
RISK MITIGATION, MONITORING
Requirements
Actual
Compliance
Correctness
Remarks
Passed or
AND MANAGEMENT (RMMM)
Failed
1.0 INTRODUCTION
1.1
Scope and intent of
1. Indicate the scope and It is important that the
RMMM activities
purpose
of
Passed
RMMM system will be free of
activities. It must counter any defects or errors,

the difficulties that may but
it
is
almost
impact the development impossible to develop a

or implementation of the system that is free of
system
that
can
be any defects. To be safe
mitigated, managed and the group have a risk

monitored.
management plan to
counter any difficulties
that may impact the
development
system.
of
The
the
group
must take a look at the

possible risks, how to
monitor and to manage
the risk.
1.2
Risk Management
HR Profiling System
1.
State
the Everyone
that
is
The
proponents
fail to name
Failed
Page 21

Organization Role
organizational
Risk
roles
in related to the system
Management. has
responsibility
Identify roles such as risk manage

identifier
Many
the
risks
avoided
if
participates
attention
to
the roles for

Risk
Management
but it was
identified with
information
and
the
constraints
also is given.
to
risks.
can
be
everyone
and
pay
all
the
information
needed
Passed
2. Include information of during the early phase

every roles indicated.
of
the
system
development.
3. Add constraints on
organizational role.
System development
can
avoid
financial
by
double-
risks
checking
and
Not able to
identify
the
constraints on
organizational
role
Failed
estimating the costs of

the development.
The Customer can
also help avoid risks by
providing
all
the
necessary information
that is needed to the
HR Profiling System
Page 22

system during the early
phase
of
developing
the system.
2.0 RISK DESCRIPTION
2.1
Risk Table
2.1.1
Description of Risk
1.
Cite
down
the
description
and
probability of risks in
tabular form.
Example:
Business Impact Risks
Business
Impact
No risk table
shown in the
document
Failed
Passed
failure to achieve the Risk:

goals in developing the If
system
the
produced
Software
does
not
achieve its goals or if it

fails to help the School
improve
transactions,
HR Profiling System
their
the
Page 23

software basically fails.
Customer Risks lack of Customer Risks:
willingness
Failed
and If the system fails to
motivation of the adviser meet the needs of such

and
the
members
development
participate
team
on
to software will surely not

their be the one that helps
meeting.
Development
of School the produced
such School.
Risks
Development Risk:
lack of resources needed If
the
Passed
system
in the development and development

execution process.
group
fails to provide all the

necessary
for
the
equipment
development
and execution of the

software this will cause
the software to become
a failure. In other words
the group must provide
time and resources for
HR Profiling System
Page 24

the system.
Employee Risk - lacking Employee Risk:
Passed
of ability, experience and This is the risk is one of

willingness
more
of
member
one
in
development team.
or the
major
risk
the consider
to
while
designing the system

because this involves
the groups motivation
and
willingness
to
create the system. If

the
group
members
does not have enough

experience
necessary
to
use
application
to develop the system

it will keep pushing the
development
dates
until its too late. If one

or more members of
the
group
are
not
putting in all the effort

required to finish the
HR Profiling System
Page 25

project it will cause the
project to fail.
Process Risk failure to Process Risks:
comply on the standards This
involves
set by the client or the regarding

developers itself
Passed
Passed
risks
product
quality. If the produced

system does not meet
the standards set by
the
group
it
will
become a failure. This

can
happen
group
if
fails
the
to
understand the process

of the system.
Product
Size
miscalculation
the
between This
adviser
and
development
regarding
- Product Size:
involves
the misjudgement
team behalf
the
risk
of
on
the
product development group. If
size or the scope of the the group does not

software
HR Profiling System
to
be conduct
enough
Page 26

developed.
research
proper
about
size
system
the
of
the
that
will
develop it will cause

major problems for the
completion
of
the
project. If the system

development
group
misjudges the size and

scope of the project
may
be
spends
the
group
too
much
money on project or
not finishing the project
because
of
lack
of
finances.
Technology
describes
Risk
the
use
- Technology Risk:
Passed
of This risk involves of
technology that already using the technology

is or soon to be outdated that already is or soon
in the development of to
software.
HR Profiling System
be
obsolete
development
of
in
the
Page 27

software.
Such
software will not be

functional
for
short
period of time. Since

the
technology
changes
nowadays
important
rapidly
it
to
is
pay
importance to this risk.

The
development
system
group
must have to pursue

the Client to keep-up
with
current
technology.
2.1.2
Probability and
State the impact/effect of
Impact of Risk
risk
identified
Passed
for
Accounts Payable and

Receivable System as
well as the probability of
it to happen.
3.0 RISK MITIGATION,
MONITORING AND MANAGEMENT
HR Profiling System
Page 28
3.1
Risk Mitigation for Risk m

3.1.1
Product Size
1.
Mitigate
the As students, at the
miscalculation of the beginning
of
the
product size of software.
development the group
does not have enough
Indicate
how
you
will
mitigate
this
Failed
risk.
knowledge about the

process of the system
or what should see in
the system.
So the
group
conduct
researches about the

Profiling
System
to
avoid under or over

estimation on it and
reduce the probability
of the risk.
3.1.2
Business Impact
States the impact of risk In this risk category the

in
Passed
businesses/systems group are concerned
that are currently being about the quality of the

developed.
final
product.
mitigation
group
HR Profiling System
step
As
the
conduct
Page 29

interviews
from
different
Tertiary
Schools to know and

understand
their
needs. This step will

minimize the cost of
the project because the
group will gather all the
that is really needed for
the project and will also
avoids over estimating
of it.
3.1.3
Customer(User)
Lists down the risk of the If the group fails to
Risk
system on its customer.
gather
all
Passed
the
needed
and
misunderstands some
of it will surely fails to
meet the needs of a
user so the user will
not use it. To avoid this
risk
HR Profiling System
the
group
will
Page 30

conduct surveys and
interviews
to
have
knowledge about the

system
to
be
developed and provide

the users needs in the
system.
3.1.4
Process Risks
States the effect of risk in The

the
process
system.
of
quality
of
the
Passed
the product is important. If

the produced system
does
not
meet
the
standards set by the

group it will become a
failure. To avoid this,
the group will set up
guidelines
for
each
member to make sure

that each member is
doing their tasks. This
will help the group to
finish
the
project
it
time.
HR Profiling System
Page 31

3.1.5
Technology Risks
Cites down the risk of the Since the technology

system in technology.
changes
rapidly
Add
more
mitigation
nowadays there is a
steps on this
possibility
risk.
that
Passed
the
produced system will

become
obsolete
in
few years. To avoid

this risk the group will
make sure that
the
technology to use is
current.
3.1.6
Development
Lists down the risks that If the resources to use
Risks
are present during the are limited the quantity

development stage.
Passed
Passed
and quality of work is

affected. In order to
avoid
this
risk
the
group must invest time

and resources for the
project to achieve the
desired product.
3.1.7
Employee Risks
Describes the risk of the This
(Teammates)
system
that
developed
HR Profiling System
involves
the
is
being groups motivation and
to
its willingness to create
Page 32

developers.
the system. If the group

members
does
have
not
enough
experience
necessary
to
use
application
to develop the system

it will keep pushing the
development
dates
until its too late. To

avoid
this
risk
the
group must make sure

that at least one of
them knows what to do
to achieve the desired
system. If no one of
them
knows
the
process of the system

it may cause a big
problem in developing
the system.
3.2
Risk Monitoring for Risk m

3.2.1
Product Size
States the coverage/area If the risks are not able

of monitoring risks.
HR Profiling System
to
prevent
and
Passed
the
Page 33

group
sees
that
affects
it
the
development
of
the
project the group will

re-evaluate the project
and will identify what
are the reasons that
keeps the risks from
attacking and also will
think of the possible
solutions
3.2.2
Business Impact
Cites
monitoring
down
the Profiling
system
procedures confidential
inside the business.
for
is
Passed
all
Schools and even the

group
conducts
interviews, the School

limits their information
given
so
there
are
times that the risks are

unavoidable.
In
this
situation the group has

an
adviser
determined
HR Profiling System
to
whether
Page 34

the project is going
good
or
not
and
advises them if there

are
additional
steps
must be taken every

meeting.
3.2.3
Customer(User)
Includes
Risk
monitoring
the
risk If
the
risks
are
Passed
Passed
for unavoidable the group
clients/customers of the has an adviser that

system.
helps
them
in
monitoring
the
progress of the system

by writing the problems
encountered
and
solutions to the Log

Form
that
provides
support to the project.

3.2.4
Process Risks
Checks the monitoring After
tasks
activity for the systems distributed,

processes.
member
will
to
be
each
monitor
each others work to

know if everyone is
doing what is right to
HR Profiling System
Page 35

finish the project.
3.2.5
Technology Risks
Monitors the risk that No one can prevent the

affects the technologies technology
Passed
from
used in developing the changing rapidly. The

system.
group will keep their

eyes
on
the
technology
new
and
will
make sure that
the
technology
the
that
group used is capable

to
the
current
technology.
3.2.6
Development
Addresses the steps in Sometimes risks are
Risks
monitoring
development risks
the unavoidable
but
the
group can minimize the

risks
like
from
if
occurring
there
is
financial problem the

group must know how
to
budget
spend
and
only
money
to
important things only.
HR Profiling System
Page 36

3.2.7
Employee Risks
Monitors the risk that It is important to submit
(Teammates)
affects the employees or the project in time but

developers
of
Passed
the how will it submit if the
system.
one member of the

group does not know
what to do. If this risk
occurs
the
member
must tell the project

manager about it to
help him in his task.
3.3
Risk Management for Risk
m
3.3.1
No
Risk
Failed
Management
Product Size
Describes the steps on
Failed
Failed
Failed
how will the group handle

the
largeness
of
the
project.
3.3.2
Business Impact
Sites
down
the
procedures on how will

the proponents address
the requests or needs of
the client.
3.3.3
Customer(User)
Shows the management
Risk
of user related risks.
HR Profiling System
Page 37

3.3.4
Process Risks
Describes
the
Failed
Failed
Failed
Failed
Failed
management of process
risks.
3.3.5
Technology Risks
Manages the risks in

technologies
while
developing the system.

3.3.6
Development
States the steps on how
Risks
will
the
developers
manage the development

risks.
3.3.7
Employee Risks
Describes
(Teammates)
management
the
of
employee risks.
4.0 SPECIAL CONDITIONS
HR Profiling System
Page 38
SOFTWARE CONFIGURATION
MANAGEMENT (SCM)
HR Profiling System
Requirements
Actual
Compliance
Correctness
Remarks
Passed
or Failed
Page 39

1.0 INTRODUCTION
1.1
Scope and Intent of

SCM activities
Describes the scope and

purpose of doing the
SCM activities. It must
include the following:
Identification of changes
Controlling of changes
Reporting changes to
others
Approving the changes
Ensuring
that
the
changes
are
being
properly implemented
Documentation of the
Activities
changes
development group to
The
purpose
Passed
of
Software Configuration
Management
Plan
(SCM) is to document
the
changes
from
the
system
made
original
development
plan. This will help the
track if the changes

made are correct and if
it will help the system
to
be
better.
To
document the changes

made all the members
of
the
group
must
report their tasks and

changes to their tasks.
Management Activities
HR Profiling System
Page 40

are developed to:
Identify the changes
made
Monitor if the changes
or
better
than
the
original plan
Control the changes
Document
the
changes
1.2
SCM Organizational
Role
Cite
down
the
responsible and specific
persons for the task
given in SCM Activities.
1. Identify all the possible
tasks that should be
given to a member.
2. Define the tasks given
Management will not
be completed if the
group does not doing
The
proponents
fail to state
specific
person for a
specific role
Failed
their tasks to make the

system better. In order
to make the system
better
members
the
group
has
important roles. First,

the whole group must
know the process of
the system. Also, if one
of the members has
HR Profiling System
Page 41

changes made he must
report
it
members
to
to
other
ensure
that the changes made

can be implemented to
the system.
2.0 SCM TASKS
2.1
Identification
Identify the task to be

done to ensure the
proper configurations of
the system.
1. Identify change List
all the possible changes
that should be made
together
with
the
member responsible for
the task.
2. Approve the change
Site the reasons for
approving the changes in
the system, with the
responsible person to do
the task.
3. Ensure that change is
being
properly
implemented
4. Document the change
Make a written report
about the changes that
HR Profiling System
Description
Passed
Identify Change
During
the
development
of
the
system the group will

figure out if there are
things to be change
and if that change is
necessary and justified.
Approve Change
Implementing
any
changes
the
within
development
of
the
system without telling it

to all members of the
group can create huge
Page 42

should be done, for the technical problems for
future use.
the system.
So the
group must
send a
request
to
each
member of the group to

know if the change is
justified.
Ensure
change
that
is
the
being
properly implemented
Software engineers will
submit
change
request to the leader.

The leader will then
analyze the request,
using
the
SCI
document, the project

design document, and
the current prototype of
the software. He will
base his decision on
how
severely
the
change will impact the
HR Profiling System
Page 43

entire
system
and,
more importantly, on
the
corresponding
subsystem.
2.1.2 Works products
and documentation
Identify change
Once
change
is
identified a request will

be
produced
members
to
of
all
the
development group for

them to know.
Control change
If all the members of
the
group
already
knows the changes to

be made it will be
discuss and will think if
those
changes
will
apply.
Ensure that change is
being
HR Profiling System
properly
Page 44

implemented
The
whole
development team will

study the changes if
they
implement
it
properly.
Document the change
Once
change
is
approved
and
implemented,
the
group
will
document
the change.
2.2
Configuration Control:
2.2.1
Description
1.
Describe
how
proponents will control Changes

the
changes
system.
in
the Description
the enrolled
will
by
Passed
be
using
human procedures and

automated tools. Here
are the steps, which
will be taken in order to
control change.
Request the change
HR Profiling System
Page 45

Software developer
will
evaluate
the
change request
The result of the
evaluation
will
be
presented as change
report
Final
decision
on
change will be made

If change is approved
1. Define constraint
2. Check out items
2.3
Version Control
2.3.1
Description
Describes the versioning

technique in revised
documents and systems.
1. The version number of
the system.
2. Final version of the
entire system.
Whenever the system

or
subsystem
Passed
is
updated, the program

build number (version
number)
will
be
updated to reflect the

change. The version
number will follow a
standard input mask.
Version control will be
HR Profiling System
Page 46

done
by
hand.
No
source code tracking /

version
control
tools
will be used.
Major
documentation
will also have version

numbers, such as User
Manual
or
Design
Specification.
2.3.2
Increasing
Version
Number
Describes the way of

increasing the version
number of systems.
1.
Bug Fix
2.
Minor Update
3.
Major Update
When
change
request
is
filed,
Minor
and
Major update
not included
Failed
change report will be

created.
After
the
change is finalized, it
will be documented in
the library. We will be
using a decimal point
version
number
system.
<major update>.
<minor update>.
<bug fix>
Bug Fix
HR Profiling System
Page 47

When a minor bug is
fixed in the software,
the hundredths place
digit will increase. This
change
reflects
singular
error
being
corrected, or a minor
design change that has
little or no impact on
the
surrounding
subsystem.
changes
These
are
usually
singular, and may be

numerous enough to
affect the thousandth
place digit.
2.3.3
Work
Products and
Documentatio
n
States
the
revision
history of the system and
documentation
1. Describe how version
numbers is produced.
2. Provide validation from
auditing documents
A review document will

be
produced,
cataloguing the SCM

teams
Performance
nothing any problems

they
are
conforming
HR Profiling System
Versioning
and
the
validation for
auditing the
documents
are
not
specified
Failed
having
to
the
Page 48

standard processes.
2.4
Configuration Status
Accounting
2.4.1
Description
Describes on how the

Configuration
Status
Accounting will be done
1. Provide Ways of
communication
in
processing the changes.
Verbal Communication
Online
Once
the
SCI
document
has
amended,
it
returned
Passed
been
will
to
be
the
software engineer, and

he will be notified of all
possible
affected
subsystems
for
surveillance after the

change
has
been
introduced by the SCM

leader, either by word
of mouth or via email. If
these changes result in
a drastic alteration of
the
softwares
functionality or the way

in
which
interact
HR Profiling System
users
will
with
the
Page 49

software, the client will
be contacted prior to
any
changes
being
made. A draft of the

changes will be set to
the client for review. If
the client deems the
change as necessary,
they may contact the
SCM leader with their
approval.
2.4.2
Work
Products and
Documentatio
n
States
the
revision
history of the system and
documentation
1.
Compiling
of
documents, files and
data
2. E-mails
3. All suggestions made
during discussions and
meetings
Online help desk
Change
Passed
request
report generator
Emails
Test errors will be
documented
electronically
All suggestion made
during per review will
be noted
HR Profiling System
Page 50
HR Profiling System
Page 51

SOFTWARE QUALITY
ASSURANCE
HR Profiling System
Requirements
Actual
Compliance
Correctness
Remarks
Passed
or Failed
Page 52

1.0 INTRODUCTION:
1.1
Scope and intent of

SQA activities
1.
Include
quality
assurance intent of the
system
A
quality
management
approach
Effective
software
engineering
technology (methods
and tools)
Formal
technical
reviews
that
are
applied
throughout
the software process
A
multi-testing
strategy testing is
draw
Control of software
documentation and
the changes made to
it
A
procedure
to
assure
compliance
with
software
development
standards
when
applicable
Measurement
and
The Objectives of SQA
reporting mechanisms
assure compliance with
Passed
are:
quality
management approach
Effective
software
engineering
technology
(methods
and tools)
Formal
technical reviews that

are applied throughout
the software process
A multi testing
strategy draw
Control
of
Software
documentation
and
changes made to it
A procedure to
software development
standards
HR Profiling System
when
Page 53

applicable
Measurement
and
reporting
mechanisms
1.2
SQA Organization Role
1. Describe every role Lead Programmer

with specific people and
Cabanilla, Christian N.
their role
Project Manager
Passed
Rodriguez, Iara Paula

R
System Analyst
Pabalan, Henry C.
Documentation
Specialist
Murillo,
Rowena F.
Business Analyst
Madulid, Carmela M.
group
has
advantages
its
and
disadvantages.
Communication is easy
for the group because
the group has a very
HR Profiling System
Page 54

close contact with each
other
because
the
group are belonging to

the same course and
section. The group hold
regular
meeting
together
with
the
Adviser, daily update

using chat in social
media
sites,
phone
and
text
calls
messages.
The
disadvantage
of
small group is between

each group member,
they
have
overlapping
functions.
example
many
job
As
the
good
Project
Manager and Business

Analyst, for a regular
group
might
be
dedicated to this task.
HR Profiling System
Page 55

For
our
group,
the
Project Manager and

Business Analyst also
help
the
Document
Specialist
in
documenting
the
project sometimes the

group do it all together.
To prevent the case
that the group might
miss any part of the
documentation,
the
group has a weekly

meeting
with
the
Adviser.
2.0 SQA Tasks
2.1
Task Overview
1.
Provide
about
information Tasks that described
task
Passed
overview above will cover the
considering SQA Tasks. product quality control,

Task must be precise Saving
and appropriate in HR and
Profiling System
Cost,
Errors,
Tracking
HR Profiling System
Design
Time
Minimize
and
Problem
and
Data
Page 56

Flow.
2.2
Standards, Practices
and Conventions SPC
1. Provide
information
standards,
systems
transactions.
a detailed Research about the

about the
system
considering
task
or Researching about the
Passed
system will help the

group in assuring that
the
creation
system
of
is
the
right
specially this time that

the group does not
have specific client that
will lead them on what
must
see
in
the
system.
Extensive
detail
design
The system is required
to use the front end
Java. The group uses
the JAVA Netbeans as
front
HR Profiling System
end.
Because
Page 57

JAVA Netbeans is easy
to
use
the
Lead
Programmer also helps

the other members that
do not have enough
experience
in
programming.
JAVA
Using
Netbeans the group will

design
the
system
easier because it is
only drag and drop.
Close contact with a
system user/Adviser
So far, the group have
already
meetings
with the Adviser. He

has been very helpful
and
cooperative.
During each meeting,

the group discuss the
problems, options they
have come up with,
HR Profiling System
Page 58

with his experience on
the field, and also he
provide
solutions
for
the group
The below is the table

for the meeting. The
group have 6 meetings
with their Adviser so far
which
average
meetings
per
1-2
week.
Each meeting lasted

about 1+ hour(s).
2.3
SQA Resources
1. List SQA resources
with description
No list of SQA
Failed
Resources
3.0 REVIEWS AND AUDITS

3.1
Generic Review
Guidelines
HR Profiling System
1.
Roles
and
Responsibility must be
precise and it includes
the following roles:
Quality
Assurance
Programmer
Document
Analyst
Quality
Assurance
3.1.1
Conducting
Passed
Review
There are two kinds of
reviews
does,
the
group
review
cases
with their Adviser, and

review cases with other
Page 59
Evaluator
Project Manager
group mates.
For the changes that
2. Must have information will surely affect the

about
Product
Review
Work future
clients
performance when they

use the system that will
develop.
must
The
sure
group
that
the
system is meets its

standards. But before
taking the cases to the
client, the entire team
member has to agree
with the change. And
keep a good record of
the project before and
after changes.
3.1.2
Roles
and
Responsibilities
As stated in 1.2 SQA
Organizational
Role,
the role of each group
HR Profiling System
Page 60

member
will
multi-
dimensional since the

group have relatively
small team.
Lead Programmer
Cabanilla, Christian N.
Project Manager
Rodriguez, Iara Paula
R
System Analyst
Pabalan, Henry C.
Documentation
Specialist
Murillo,
Rowena F.
Business Analyst
Madulid, Carmela M.
3.1.3
Review
Work
Product
The group generate a
work report from each
member weekly. The
group will state each
HR Profiling System
Page 61

members work for the
past week including all
the
problems
encountered problems
that cannot be solved,
and any cautions. This
review will be helpful in
the documentation of
the system.
3.2
Formal Technical
Reviews
HR Profiling System
1. FTR must include the

following criteria:
Description
of
Review
Walkthroughs
Description
of
Review
Inspection
System
Specification
Review
Software Project
Plan Review
RMMM Review
Requirements
Reviews (Models,
Specification)
Data
Design
Review
Architectural
Design Review
Here are the Formal
No
Technical Reviews that
Specs
the group will conduct
included
during
the
Test
Failed
software
process:
Walkthroughs
Inspections
After
each
(interface)
form
the group
made, the group will

check if it is already
okay. And also conduct
inspection
on
each
interface made.
Page 62
Interface (GUI)
Component
Design Review
Code Review
Test Specification
Review
Change Control Reviews
and Audits
3.2.1
System
Specification Review
The
system
specification is usually
changed
weekly
after
each
meeting
with
the development group

together
with
their
Adviser.
3.2.2 Software Project

Plan Review
The
purpose
of
Software Project Plan

is to review the whole
project,
whether
the
development is going
good or not.
3.2.3 Risk Mitigation,

Monitoring
and
Management (RMMM)
HR Profiling System
Page 63

Review
RMMM
is
use
to
prevent, monitor and

manage the risk that
may
encounter
or
encountered during the

development
execution
or
of
the
system.
3.2.4
Requirements
Reviews
(Models,
Specification)
System Requirements
stated
the
requirements
and
specifications
needed
by
the
system
to
execute correctly.
3.2.5
Data
Design
Data
Design
Review
The
document
HR Profiling System
discusses
Page 64

the flow, connections
and
transitions
between
each
form
(interface).
3.2.6
Architectural
Design Review
Architectural Design is
about the whole project
design, layout and its
flow.
3.2.7 Interface (GUI)

The group will design a
user friendly interface
for
the
clients
to
understand easily.
3.3
SQA Audits
HR Profiling System
1.
Specify
team
approach
to
Quality
Assurance
Procedure
and
timeline for checking
the
quality
of
document
How changes will be
presented
The
development
group will think like a
Some
requirement
are not met
Failed
user to know if the

system
that
will
develop will pass.

Each member will
Page 65
Who are accountable share their knowledge

for every changes about the process of
that been made.
the system to each
member of the group.
Any changes that will
affect the project will be
presented
to
other
members before doing

any changes whether it
is
minor
or
major
problem to know if it
will make the system
better or not
4.0 PROBLEM REOPRTING AND
CORRECTIVE
ACTION/FOLLOW-UP
4.1
Reporting Mechanism
Mechanism of reporting If there are problems

in HR Profiling System
encountered during the
It
shows
Passed
information implementation of the
about the procedure in software,
the
producing reports about provides

quality assurance
information
development
HR Profiling System
group
contact
of
the
group
Page 66

inside the system. So
the client that will use
the
system
may
contact the group to

report any problem that
they may encounter.
4.2
Responsibilities
1.
Specify roles and
provide information about
their roles and include
the responsibility of the
following:
Quality
Assurance
Programmer
Document
Analyst
Quality
Assurance
Evaluator
Project
Manager
Even the development
Specify
the
group has a Project
name of each
Manager that manages
roles
the
group
Failed
every
member is a leader
according
to
their
responsibilities
and
roles. But as far as

decision
making,
no
changes will be make

unless all the members
agree on it.
4.3
Data Collection and
Quality
Valuation
data
assurance
collection
valuation
identified.
is
for To achieve high-quality
Passed
and software product, data

clearly about
the
software
engineering
process
should
HR Profiling System
be
collected,
Page 67

evaluated,
and
disseminated.
Statistical
Software
Quality
Assurance
helps to improve the

quality of the project
and
the
software
process itself.
During
the
documentation of the
project
the
group
simultaneously
doing
the prototyping of the

system and presenting
it to the development
groups
adviser
and
ask for his opinion on

the design to improve
the system.
4.4
Statistical SQA
HR Profiling System
Quality assurance for

statistical
SQA
is
identified and appropriate
to HR Profiling System
and comply to the
following criteria:
How information
Statistical
assurance
growing
quality
reflects
Passed
trend
throughout industry to
Page 68
will
be become
more
categorized
quantitative
about
How defects will
quality. For software,
be traced
statistical
quality
assurance implies the

following:
Implies information
about software defects
is
collected
and
categorized.
An attempt is made to
trace each defect to its
underlying cause.
Isolate the vital few
causes of the major
source of all errors.
Then move to correct
the problems that have
caused the defects.
5.0 SOFTWARE PROCESS
IMPROVEMENT ACTIVITIES
HR Profiling System
Page 69

5.1
Goal and Object of SPI
HR Profiling System
1. Goals and Objectives

of SPI must be clearly
identified and appropriate
and must include the
following:
All error defects are
categorized
by
origins (e.g. flaw in
specification, flaw in
logic,
nonconformance
to
standards).
To cost to correct
each error and defect
is recorded.
The number of errors
and defects in each
category are counted
and
ordered
in
descending order.
The overall cost of
errors and defects in
each category is
computed.
Resultant data are
analysed to uncover
categories that result
in highest cost to the
organization
Plans are developed
to modify the process
with the intent of
eliminating
(or
reducing
the
Passed
Here are the goals of

Software
Process
Improvement:
To categorized all
errors and defects by
origin.
To record each error.
To count and put in
descending order the
number of errors and
defects.
To
compute
the
overall cost of errors

and defects in each
category.
To
resultant
analyze
the
data
to
Page 70

frequency
of uncover the categories
occurrence of) the
that result in highest
class of errors and
defects that is most cost
to
the
costly.
organization.
5.2
SPI Tasks and

Responsibilities
SPI task of HR Profiling The responsibilities of

System
must
be
each member of the
specified and clearly
identified
group is important to
Passed
Passed
assure that they are

creating
the
project
correctly like what it

says in SPI activities.
6.0 SOFTWARE
Software
configuration During
CONFIGURATION
management
MANAGEMENT AND OVERVIEW
overview
the
and development phase of

must
be the project it is not
specified and appropriate easy

to
document
because there are so

many changes need to
be
made.
Software
Configuration
Management Plan is
developed so that the
group can identify the
changes,
HR Profiling System
control the
Page 71

changes, making sure
that
the
plan
is
implemented correctly
and to making sure that
every member of the
group
that
make
change in the project

reports to other group
members.
For
information
more
regarding
this project go to the

document
titled
Software
Configuration
Management Plan.
7.0 SQA TOOLS, TECHNIQUES,
METHODS
HR Profiling System
Tools
and
techniques The group described a

lot tools, techniques,
must be clearly identified
methods for SQA. With
regular communication
with each member of
the development group
and close contact with
the project Adviser,
extensive detail design,
and research on the
subject to minimize
errors. Different tools
had been use for the
Passed
Page 72

SQA for this system
project. Using software
review,
problem
tracking, the group tries
to follow the Work
Break-down Structure
(WBS)
as
organizational
structure,
responsibilities,
procedures, processes,
and
resources
for
implementing
quality
management. But the
truth is, limited by the
time and the size of the
group. The group are
overlapping with many
of the functions to the
same group member.
HR Profiling System
Page 73
HR Profiling System
Page 74

SYSTEM SPECIFICATIONS
Requirements
Actual
Compliance
Correctness
Remarks
Passed
or Failed
HR Profiling System
Page 75

1.0 INTRODUCTION
1.1
Goals and
Objectives
Provide a detailed goals The main purpose of

objectives of the system.
(HR) Profiling System
Passed
is to help a school with

their
(HR)
Profiling
System, minimize the

effort of searching the
information of School
employees,
and
administrators.
And
increase
the
service
speed and accuracy. It

will also provide the
user
with
the
appropriate information
needed to do any task
effectively
and
efficiently.
The
goals
of
(HR)
Profiling are:
This study aimed to
develop an integrated
HR Profiling System
Page 76

(HR) Profiling System
with
the
Employee
Recruitment
System
and
Employee
Performance
System.
This will put ease of

determining
any
information about an
Employee of a School.
To
develop
computerized
a
(HR)
Profiling System that

will be easy to use and
has
friendly
interface
by
Drop-down
user
having
lists
that
the user can customize

and makes processing
simple for the users.
To
develop
computerized
a
(HR)

can read and accepts
HR Profiling System
Page 77

PDF
(Portable
Document Format) files

so that the user may
scan the files of the
employee for back-up
purposes.
To
develop
computerized
a
(HR)

suits to the needs of
the users so that it will
minimize
the
maintenance
or
revisions required. But

if
maintenance
is
needed there will be an

area in the system that
can see some contact
information
of
the
group that will create

the
System
system.
users
The
may
contact the group to
HR Profiling System
Page 78

minimize the effort and
time to contact to a
different
system
specialist.
1.2
detailed
System Statement
Provides
of Scope
objectives of the system.
From
hiring
to
of
the
clearance
More
detailed
Failed
objectives.
employees.
The Profiling of the
employees.
Filing of the 201 files.
The
employee
Performance
Monitoring.
1.2.1
General
1. Cite down the general The following general
Requireme
Requirement
nts
Profiling System
out for (HR) Profiling
Mobile App
System:
Personalized Screen
A way in which the
Import/Export Facility
system can add new
Free Report Facility
Employees Information
Analytical Report
to the database.
HR
requirements
HR Profiling System
of
HR requirements were laid
Include the EIS
Failed
basic
requirements
Profiling A way in which the

system
can
support
Page 79

PDF/Image files.
A way in which the
system
can
print
records and reports.

A way in which the
system can search any
record by inputting the
ID
number
of
employee.
A way in which the
system can track the
terminated or even the
retired employees.
Interface
Enhancements
The group gather a
meeting
with
their
adviser and they found

out
that
interface
there
are
needs
to
enhance.
HR Profiling System
Page 80

Database
Administrative Interface
Users with the admin
role,
known
as
authorized
administrators,
are
trusted personnel and

are
assumed to be
non-hostile,
appropriately
and
trained,
follow
proper
administrative
procedures
like
creating account when

logging-in
to
the
develop
an
system.
System Help
To
extensive help menu

for the users and also
to
setup
based
HR Profiling System
help
computer
for
the
Page 81

need of help in the
future while using the
developed system.
Training
Training
is
not
that
important when using

the system. If the user
can read he can use
the system because it
has
user
friendly
interface.
1.3
System Context
Must include information Eventually,
multiple
Give
the
about the importance of users will be using the
importance/
HR Profiling System
system simultaneously.
benefits of the
Therefore
HR
concurrent
connection will be an
issue
Failed
Profiling
System
for
implementation.
In
addition, this is a pilot

system that can be
used in other locations
as
HR Profiling System
well
when
Page 82

developed
properly.
This leads to issues

about future support for
a larger user base.
1.4
Major Constraints
Constraints
system,
of
not
on
the Time
the The group have about
developers.
4 months to document
1. Compatibility
the project. The group
2. Integration
have a lot of ideas but
3. Peopleware
cannot implement them
4. Data
due to time constraint.
Requirements
One of the major ones

is
to
move
the
to
be
application
completely
This should not

be
Failed
self-
serving.
Android
application.
Funding
To
implement
system
the
properly
development
the
group
needs to invest money

for the development of
HR Profiling System
Page 83

the system.
2.0 FUNCTIONAL DATA

DESCRIPTION
2.1
System
Architecture
2.1.1
Architectur
Appropriate
use
of
figures
must
be
included
following
menu
and
submenu:
1. System Setup
2. Transaction
3. Queries
4. Reports
Focus on the
main
menu/navigatio
n
for
this
section
Failed
Current
Subsystem overview is
Failed
Subsystem
appropriate
No subsystem
overview
Overview
Profiling System.
No major data
objects
Failed
e Model
2.1.2
Information
to
should
HR
be
clearly defined.
2.2
Data Description
2.2.1
Major Data
HR Profiling System
1. All attributes must be

appropriate to the system
Page 84

Objects
2.2.2
Relationshi
2. Every Attribute must

have a description.
X
No relationship
included
Failed
No
Human
Description
Failed
No subsystem
flow diagrams
Failed
No prototyping
requirements
Failed
ps
2.3
Human Interface
Description
3.0 SUBSYSTEM
DESCRIPTION
3.1
Subsystem Flow
Diagrams
4.0 ENHANCED INTERFACE

PROTOTYPING
4.1
Prototyping
Requirements
HR Profiling System
Page 85
HR Profiling System
Page 86
SOFTWARE REQUIREMENTS
SPECIFICATION
1.0 INTRODUCTION
1.1 Goals and Objectives
1.2 System Statement of

Scope
1.2.1 General
Requirements
Requirements
1. Provide a
objectives
for
requirements
Must
include
Compliance
detailed goals
the
system
1. Must contain a detailed general

requirements for HR Profiling
2.
HR Profiling System
Actual
the
Correctness
Remarks
Check
grammar
Passed
or
Failed
the
Failed
No
general
requirements
specified
Failed
basic
Page 87

requirements with the system
functions such as:
Mobile App
Personalized Screen
Analytical Report
1.2.2
Extended
Requirements
1. List down all the extended

requirements for HR PRofiling
1.3
System Context
1. This section must contain the

importance of HR Profiling
1.4
Major Constraints
1. The following constraints must

be specified on this section:
Computing Environment
Software
Hardware
No extended
enhancements
specified
No
system
context
specified
No
major
constraints
specified
Failed
No
user
profiles
specified
Failed
Failed
Failed
Data Requirements
Backup
Security

Data
Concurrency
2.0 USAGE SCENARIO
2.1
User Profiles
HR Profiling System
1. Must contain all the user roles

and what they are doing in the
system
Administrator
Developers
HR Personnel
Page 88

2.2
2.3
2.4
Use-Cases
2.2.1 Use Case
Diagram
1. Provide a detailed HR Profiling

Use-Case
2.2.2
1. Describe use cases
2. Indicate special usage

considerations for HR Profiling
1. Must have a diagram and

description for relationships.
1. Must contain systems submodule with description

1. Must contain of at least the
screenshots for the login form,
navigation, main interface, etc.
Use Case
Description
Special Usage
Considerations
Activity Diagram
3.0 DATA MODEL AND

DESCRIPTION
3.1
Data Description
3.1.1 Data Objects
and
Dictionary
1. Must contain table name and

description.
Failed
No use case
description
No
special
usage
considerations
No
activity
diagram
Failed
No
data
objects
and
dictionary
Failed
No
relationships
Failed
Failed
No subsystem
flow diagrams
No
human
interface
Failed
Failed
Example:
Table Name: PS_m_bank
Description: Used to store every
details of the bank.
3.1.2 Relationships
4.0 FUNCTIONAL MODEL
AND DESCRIPTION
4.1
Subsystem Flow
Diagrams
4.2
Human Interface
HR Profiling System
Failed
Page 89

5.0 RESTRICTIONS,
LIMITATIONS AND
CONSTRAINTS
Must include things that the system

cannot do. Will include:
Restrictions
Limitations
Constraints
6.0 VALIDATION CRITERIA
The Functional and Non Functional

Requirements of the system.
1.Classes of Testing
Unit Testing
a. Logging into
System
b. Entry of Basic
Data
c. Updating Data
d. View and/or
retrieve data
e. View and Reports
2. Expected Software Response
3. Performance Bounds
HR Profiling System
No
restrictions,
limitations,
and
constraints
No validation
criteria
Failed
Failed
Page 90
SOFTWARE DESIGN
SPECIFICATION
1.0 INTRODUCTION
1.1
Goals and Objectives
1.2
System Statement of
Scope
1.2.1 General
Requirements
1.3
System Context
1.4
Major Constraints
HR Profiling System
Requirements
1. Provide a detailed
goals objectives of the
system
Actual
Correctness
Remarks
No
goals
and
objectives
specified
Failed
No general
requirement
specified
Failed
Failed
No system
context
provided for
HR Profiling
No
constraints
1. Must contain a
detailed
general
requirements for HR
Profiling System
2. Must include the 5
basic requirements with
the system functions
such as:
Mobile App
Personalized Screen
Analytical Report
1. This section must
contain the importance
of HR Profiling
1. Cite down the major
constraints
for
the
system such as HR
Passed or
Failed
Compliance
Failed
Page 91

Profiling
SYstem
constraints, computing
environment, and data
requirements
2.0 DATA DESIGN
2.1
Database Description
3.0 ARCHITECTURAL AND

COMPONENT-LEVEL DESIGN
3.1
Program Structure
3.2
Description for
Components
1. Must contain the

tables that will be used
for the HR Profiling
No
database
description
specified
Failed
1. Create a program
structure for the HR
Profiling.. It must be
composed of system
setup,
transactions,
queries, report, and
utilities.
Components
must also have a
description.
1. The components of
the system are the
users that have the
narrative, interface and
algorithmic description
and
design
class
hierarchy
and
restrictions
and
limitations of each.
No program
structure
created
Failed
No
description
of
components
specified
Failed
2.
Must
include
description of menu and
submenu
4.0 USER INTERFACE DESIGN
4.1
Description of the
HR Profiling System
1.
Describe
the
Page 92

User Interface
4.1.1 Screen
Images
4.1.2
4.2
Objects and
Actions
Interface Design
Rules
importance of UI
1. Show the screen
images
for
each
components that are
specified.
Add
description for each.
1. List all the objects
that will be used by the
system
(ex.
Login
button) and what will be
the
main
actions
afterwards.
Must
provide
the
following rules:
1.
Design
of
the
interfaces
between
software modules;
No screen
images
shown
Failed
No objects
and actions
specified
Failed
No interface
design rules
identified
Failed
2. Design of interfaces
between the software
and the other nonhuman producers and
consumers
of
information (i.e., other
external entities);
3.
Design
of
the
interface
between
human (i.e., the user)
and the computer. The
interface should be easy
to learn and it should be
readable and functions
well.
4. Design must be
standardized
HR Profiling System
Page 93

4.3
Components
Available
4.3.1
4.3.2
Intrinsic
Controls
ActiveX
Controls
1. All of the components

available in the template
/design
must
be
described here.
1. The basic controls
must be detailed with
images.
1. Provide samples
screens of the following:
Textbox
Label
Line
Image
List Box
Scrollbars
Command
Button
Menu
Combo Box
Check Box
Option Button
Shape
1.
The
advanced
components must be
detailed with image.
No
components
specified
Failed
No intrinsic
Controls
specified
Failed
No activeX
control
specified
Failed
2. Must provide sample

screens of the following:
Data Picker
Date time picker
MSFlexGrid
TreeView
StatusBar
HR Profiling System
Page 94
5.0 RESTRICTIONS, LIMITATIONS

AND CONSTRAINTS
6.0 TESTING ISSUES

6.1
Classes of Test
ToolBar
CommonDialog
1. List down all the
restrictions, limitations,
and constraints of HR
PRofiling
1. Must have the

classes of test for
system interface, login,
system
setup,
transactions and other
important parts of the
system.
No
restrictions,
limitations,
and
constraints
identified
Failed
No classes
of
test
specified
Failed
2.
Must
include
description of following
classes of Test:
Whitebox
Testing
Unit Testing
Incremental
Testing
Integration
Testing
Functional
Testing
System Testing
End-to-end
testing
Senity Testing
Regression
HR Profiling System
Page 95
6.2
Performance Bounds
6.3
Identification of
Critical Components
HR Profiling System
Testing
Acceptance
Testing
Load Testing
Stress Testing
Performance
Testing
Usability Testing
1. Must contain how
long the system will
respond. It must include
the best and worst case
scenario.
1. Describe the detailed
critical components of
the system
No
performanc
e
bound
specified
Failed
No
identification
of
critical
components
Failed
Page 96
TEST SPECIFICATION
Requirements
Actual
Compliance
Correctness
Remarks
Passed or
Failed
1.0 INTRODUCTION
1.1
Goals and
States the goals and The main purpose of
Objectives
objectives in doing the a

test.
performance
management system
The goals and
Failed
objectives are
not specified.
is to align employee
and
departmental
goals
to
organizational goals.
The employee and
manager also should
work
HR Profiling System
together
to
determine
the
measurements
for
Page 97

evaluating
each
of
the objectives. The

typical approach is to
create
"SMART"
goals; those which

are
specific,
measurable,
achievable, relevant,
and
timely.
performance
The
review
discussion
held
between
the
supervisor
and
employee
should
include discussion of
progress
made
on
goals and objectives

and setting goals and
objectives
for
the
following year.
Goals and objectives
are created by the
Employee
HR Profiling System
and
are
Page 98

unique
to
the
individual. The goals

and
Objectives
identified
Person
in
the
Profile
are
pre-populated in the
Employee
Goals
section
of
the
performance
evaluation tool. Goals
and
objectives
are
available to view via

Employee
Self
Service and Manager

Self Service.
1.2
Statement of Scope
Indicate the range of test An overall plan for

in [Insert Module Name]
integration
software
of
and
Passed
the
a
description of specific
test are documented
in this section. Below
are the different kinds
of test that the team
HR Profiling System
Page 99

will take to ensure
the
quality
of
the
software.
Unit Testing
Laptop/
PC
Application
Database
Unit
test
will
performed
black
be
using
box
testing
methods
Integration Testing
Laptop/PC
Application
Database
Validation Testing
We will test Software
as Whole, so all the
units of the software
will be included.
Laptop/PC
Application
Database
HR Profiling System
Page 100

High-order Testing
The software will be
tested for several test
methods. Units to be
tested are.
Laptop/PC
Application
Database
1.3
Major Constraints
List down the constraints In this section we will

that will affect the testing talk
of [Insert Module Name]
about
Passed
the
business, technical or
resource
related
constraints that may

keep
us
performing
from
all
test
team
has
necessary.
The
limitation on time to
test the product at
the
clients
facility.
We have access to
the facility only during
the
HR Profiling System
regular
office
Page 101

hours.
The team also has
test
on
PC.
This
means
that
we
cannot
test
the
software
using
the
PC.
2.0 TESTING PLAN
2.1
Software (SCIs) to
Indicates
be tested
(modules) to be tested.
2.1.1
Insert the screenshots of Login Window
Interfaces
the
software
the modules to be tested.
We will make use of

several
No
Failed
screenshots
different
names to log in to the

system, so will be
testing login window.
We will also test OK
and Cancel buttons
on this window by
performing
test
above.
Exit
HR Profiling System
Page 102

The function is to exit
out the user.
2.2
Testing Strategy
2.2.1
the In the unit test the
Unit
Describes
Testing
strategies/ways in testing group will test the
the steps on
individual modules
whole system. The
doing
group will test the
testing.
components
You may list
Passed
unit
by
passing data through

it and will monitor it to
find errors.
2.2.2
this
Testing
strategies/ways in testing testing the group will
the steps on
the integration of EIS integrated
the
doing
the
integration
software
method
with
of
Describes
systems.
the In
Integration
whole Tertiary (SIS)
You may list
Passed
testing.
System and will run

it.
The
Developers
want to make sure

that
there
is
no
confusion among the

application and to the
whole system when
HR Profiling System
Page 103

they
are
running
simultaneously.
The Testing will start
from
login
window
and will go through

all
the
system
functions and will test

if everything works by
its function.
The group will make
sure that all data is
saved correctly and
there is no loss of
data
or
database
anomalies
in
the
method
of
product.
2.2.3
Validation
Describes
the In
Testing
strategies/ways in testing testing the group will
trapping
the
inside
validations/trapping find
inside the system.
this
out
if
the
software
developed
is
for
valid
Validation
or
Failed
the
system.
future
clients and will use it

in their transactions.
HR Profiling System
Page 104

2.2.4
High-Order
Checks if the software In
Testing
meets the requirements testing the group will
the
stated on the SRS of the combine
meets
systems document
this
method
of
several
This checks if
software
the
different other types
requirements
of the testing. The
stated on the
group will test for
SRS
several
systems
different
conditions
by
following
several
different
test
Failed
of
the
document.
methods.
Security Testing
In this method the
group want to make
sure that the security
feature
is
working
and no unauthorized
person
will
access
the system.
Stress Testing
In this test the group
will make sure that
the system will not
HR Profiling System
Page 105

breakdown when it is
in the extreme use
conditions.
Performance
Testing
This is set during the
design part of the
system development.
These will help the
group in determining
the effectiveness of
the system. This will
also help the group to
minimize stress level.
2.3
Testing Resources
Indicate the responsible
No
Testing
and Staffing
persons and resources
Resources
needed in testing the
and Staffing
Failed
system.
2.4
Test Record
Describes the ways of
Keeping
archiving test results.
No
Test
Failed
Testing
Failed
Record
Keeping
2.5
Testing Tools and
Indicates
Environment
tools/software needed to
HR Profiling System
the
list
of
No
Tools
and
Page 106

test the system.
2.6
Test Schedule
Environment
Maps out the schedule of
testing for each module

3.0 TEST PROCEDURE
No
Test
Failed
Test
Failed
Schedule
X
No
Procedure
3.1
Software (SCIs) to
List
down
be tested
software/modules
the
that
will be tested
3.2
Testing Procedures
3.2.1
Unit
Lists
down
the
Testing

the QA test the individual
modules.
3.2.2
Integration
Lists
down
the
Testing

the QA test the EIS
Modules
3.2.3
Validation
Lists
Testing

the
down
QA
integration
the
test
the
of
EIS
systems.
3.2.4
High-Order
HR Profiling System
Lists
down
the
Page 107

Testing

the QA test if the system
meets the requirements.
3.3
Testing Resources
Indicates the personnel
and Staffing
and resources involved

in testing the system
3.4
Test Record
Describes the way of
Keeping and Log
archiving the results and

log files of each test.
HR Profiling System
Page 108

Qa Content Rmmm-Ts HR Profiling System

Transféré par

Informations du document

Titre original

Copyright

Formats disponibles

Partager ce document

Partager ou intégrer le document

Options de partage

Avez-vous trouvé ce document utile ?

Ce contenu est-il inapproprié ?

Droits d'auteur :

Formats disponibles

Qa Content Rmmm-Ts HR Profiling System

Transféré par

Droits d'auteur :

Formats disponibles

SIS K12 Content Quality Assurance Results

RISK MITIGATION, MONITORING

AND MANAGEMENT (RMMM)

Scope and intent of

1. Indicate the scope and It is important that the

RMMM system will be free of

activities. It must counter any defects or errors,

impact the development impossible to develop a

be any defects. To be safe

mitigated, managed and the group have a risk

must take a look at the

SIS K12 Content Quality Assurance Results

in related to the system

Identify roles such as risk manage

the roles for

2. Include information of during the early phase

estimating the costs of

SIS K12 Content Quality Assurance Results

Business Impact Risks

failure to achieve the Risk:

achieve its goals or if it

SIS K12 Content Quality Assurance Results

and If the system fails to

motivation of the adviser meet the needs of such

to software will surely not

of School the produced

lack of resources needed If

in the development and development

fails to provide all the

and execution of the

SIS K12 Content Quality Assurance Results

of ability, experience and This is the risk is one of

designing the system

create the system. If

does not have enough

to develop the system

until its too late. If one

putting in all the effort

SIS K12 Content Quality Assurance Results

set by the client or the regarding

quality. If the produced

become a failure. This

understand the process

product development group. If

size or the scope of the the group does not

SIS K12 Content Quality Assurance Results

develop it will cause

project. If the system

misjudges the size and

of This risk involves of

technology that already using the technology

SIS K12 Content Quality Assurance Results

software will not be

period of time. Since

importance to this risk.

must have to pursue

State the impact/effect of

Accounts Payable and

SIS K12 Content Quality Assurance Results

Risk Mitigation for Risk m

does not have enough

knowledge about the

researches about the