Om Shanti Diploma Engg College

Prepared by:desani abhishek r joshi yograj d

guided by:saroj virani

PROJECT ON HUMAN RESOURCE PLANNING IN RELIANCE INFOCOMM

Acknowledgement

o we are Students of diploam computer engg. on the completion of my industrial visit at " aakas vani" we would like to present this report of ours.

o we are very thankful to the Chairman of "aakas vani " who gave me the permission of training at their industry. And also my sincere thanks to the whole staff members for their friendly and frank behaviour and co-operation. I thanks to all the persons who are directly or indirectly helped me to preparing project report.

o Finally, I would like to thanks to Principal MR.chirag jasani in charge & the whole diploma staff.

 Project summery

purpose

Scope

Technology and literature review

Introduction

Project summary.
As we know that people are an important part of a projects success. The projects are resource Constrained The management of the human resources on a project has a major impact on the projects success or failure. Of course, this project has taken a general view, human resource processes are strongly influenced by the human resource policies and procedures of the delivery organization. Much has been written about dealing with people in the operations of anongoing enterprise; leading, communicating, delegating, motivating, team building, recruiting, appraising, etc. Much of that knowledge is directly applicable to leading and managing people in a project environment and the project manager should be familiar with it. However, the project manager must also be sensitive to the unique needs of the project environment and as to how this general knowledge is applied in a different way than in the operational environment of the ongoing enterprise. generally will also be temporary and, quite often, new. Staff-related project management processes must address these transient relationships. through its life cycle. For example initially there will be limited number of staff in the project and as we move along we induct more staff into the project. Staff management processes must recognize and address these changing needs. and other managers within the performing organization. The scope of responsibility of the project manager may lie somewhere between: An extended responsibility, including the selection of sourcing organizations,obtaining staff and performance assessment. A limited responsibility focused on coordination with the permanent roles outside he project such as the functional manager, the resource deployment manager and/or the people development manager . All the parties must understand and carefully adhere to the division of responsibilities that is in force. All the processes here must be carefully interpreted based on the actual distribution of responsibilities between the project manager and the other roles. In some companies there may be a two managers for a team member one the project manager who takes care of the day-to-day work of the team member and provides feedback to others, second a people manager who takes care of the people development aspects of the team member like promotion, salary hike, career needs/interest. Ideally to my view a team member should have only one Manager who should take care of everything (Project management and people management) and should ha ve no more than 14 people directly reporting to him.

Definition
The Human resource management includes the processes required to coordinate the human resources on a project. Such processes include those needed to plan, obtain, orient, assign, and release staff over the life of the project.

Functions

 Development of Human resource plan of staff Release of staff at the end

Acquiring staff

Measuring the Performance

Purpose

The function of Human Resources departments is generally administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of "human capital" progressed to an increasingly imperative and complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized Human Resource Management Systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before the architecture evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions. In consequence of the high capital investment necessary to buy or program proprietary software, these internally-developed HRMS were limited to organizations that possessed a large amount of capital. The advent of client-server, application service provider, and Software as a Service saas or Human Resource Management Systems enabled increasingly higher administrative control of such systems. Currently Human Resource Management Systems encompass: 1. 2. 3. 4. 5. 6. 7. 8. Payroll Work Time Benefits Administration HR management Information system Recruiting training Performance Record Employee Self-Service

The payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. Data is generally fed from the human resources and time keeping modules to calculate automatic deposit and manual cheque writing capabilities. This module can encompass all employee-related transactions as well as integrate with existing financial management systems. The work time module gathers standardized time and work related efforts. The most advanced modules provide broad flexibility in data collection methods, labor distribution capabilities and data analysis features. Cost analysis and efficiency metrics are the primary functions. The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. These typically encompass insurance, compensation, profit sharing and retirement. The HR management module is a component covering many other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and development, capabilities and skills management, compensation planning records and other related activities. Leading edge systems provide the ability to "read" applications and enter relevant data to applicable database fields, notify employers and provide position management and position control. Human resource management function involves the recruitment, placement, evaluation, compensation and development of the employees of an organization. Initially, businesses used computer based information systems to:

produce pay checks and payroll reports; maintain personnel records; pursue talent management.
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Online recruiting has become one of the primary methods employed by HR departments to garner potential candidates for available positions within an organization. Talent management systems typically encompass:

analyzing personnel usage within an organization; identifying potential applicants; recruiting through company-facing listings; recruiting through online recruiting sites or publications that market to both recruiters and applicants.

The significant cost incurred in maintaining an organized recruitment effort, cross-posting within and across general or industry-specific job boards and maintaining a competitive exposure of availabilities has given rise to the development of a dedicated applicant tracking system, or 'ATS', module. The training module provides a system for organizations to administer and track employee training and development efforts. The system, normally called a leaning management system if a stand alone product, allows HR to track education, qualifications and skills of the employees, as well as outlining what training courses, books, CDs, web based learning or materials are available to develop which skills. Courses can then be offered in date specific sessions, with delegates and training resources being mapped and managed within the same system. Sophisticated lms allow managers to approve training, budgets and calendars alongside performance management and appraisal metrics. The Employee Self-Service module allows employees to query HR related data and perform some HR transactions over the system. Employees may query their attendance record from the system without asking the information from HR personnel. The module also lets supervisors approve O.T. requests from their subordinates through the system without overloading the task on HR department. Many organizations have gone beyond the traditional functions and developed human resource management information systems, which support recruitment, selection, hiring, job placement, performance appraisals, employee benefit analysis, health, safety and security, while others integrate an outsourced applicant tracking system that encompasses a subset of the above. Assigning Responsibilities Communication between the Employees.

 project planning and scheduling

risk management

Estimation

Technology and literature review

Project planning and scheduling

The Certificate in Construction Supervision program includes this class on Planning and Scheduling because this is a primary technical skill required of the construction supervisor. Information studied will include: 1. The bar chart 2. Precedence diagramming 3. The arrow diagram 4. The critical path 5. Using networks 6. Using the project schedule 7. Maintaining the project schedule 8. Applying the project schedule Students will learn how to plan, prepare and update construction project schedules in this course. We will study construction planning and will practice preparing a project plan. Through the use of case studies we will learn you how to define construction activities, determine activity duration, and assemble the activities into a logical construction schedule. We will learn to create and use bar charts and critical path schedules. Methods for communication of the project plan will be applied in work shop type activities. We will study the use of computers in construction scheduling and investigate some of the popular scheduling programs currently in use. Other topics to be studies will include: assigning constraints, inputting resources, formatting options, sorting and filtering. Updating the schedule and the use of short interval production schedules will be stressed. Applying scheduling information to change orders, payment schedules and acceleration situations will be studied. Top Learning objectives: By the end of this class you should: Become familiar with the process of project planning and the efficiencies derived from planning. Be able to define schedule activities and assign reasonable durations to the activities. Know how to sequence the activities for logical project flow. Be able to prepare a short procurement schedule. Be able to prepare a bar chart schedule and use it properly. Learn about schedule float and understand how float can be used to delay or lengthen activities and to smooth manpower requirements. Be familiar computerized scheduling and understand both its limitations and advantages. Be able to apply constraints, sorts and filters to a computer generated schedule. Understand what resources are and how they can be coordinated with the schedule. Know how to use the schedule as a resource for crew and manpower assignments. Be able to apply methods for monitoring, comparing and updating the project schedule. Understand how to use the short-term schedule as a communication tool. Learn about schedule acceleration methods and how to apply them.
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Learn how the schedule is used as documentation for changes and disputes. Top Class Organization and Grading The following table lists the learning modules, the maximum value in points a student can receive within each module, and the time in which the modules must be finished. Module Point Value By End of Week 0. Student Orientation 0 Before start 250

It is important that the student keep up with the class and not fall behind. Course modules will be made available to students on Sunday of each week. Class work must be completed before the following Monday. Students will not be able to work ahead of the class although reading assignments will be made available in advance. Actual dates that modules will become available will be posted in advance on the course calendar. Top Grading Policies Graded assignments will consist of one quiz for each module and participation in at least two class discussions. Each quiz will count 10 points and class discussions will count 15 points per module. Students learn more and learn better when they discuss the topic at hand. For that reason, I consider the regular weekly discussions to be even more important than the weekly quizzes. Grades will be posted on a weekly basis. You will have full access to your grade sheet so you will be able to keep track of how you are doing at all times. Your overall grade in the course will be determined by the total number of points you have accumulated on quizzes and assignments. The grading scale is as follows: A 225 to 250 points B 200 to 224 points C 175 to 199 points D 140 to 174 points Anything less will be considered an F or an unauthorized withdrawal from the course. You will be given more information about the grading and other course matters in the Orientation Module.

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Risk management

Risk management helps you make considered choices, recognize opportunities and achieve good returns for your effort. Reliance Risk works with sport, entertainment, venues and events to understand these factors and build value through the management of risk

There are four types of risk management in reliance industries:-

1. for sport 2. for events 3. for entertainment 4. for venues

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sport:-

Sports

Australians love their sport. At a participation level it gels communities and improves physical fitness. At an elite level, sport provides us with role models, gives us international recognition, and supports a range of commercially successful industries. Interest in sport spans both the public and private sector, attracting significant investment in competition, administration and infrastructure. Opportunities Most major sports host events. These provide an important platform for competition, to generate revenue and build and leverage sports brands. Risk These events present a broad range of issues in relation to governance, risk and compliance (GRC). Reliance Risk understands the unique complexity of risk in sport. We provide sports specific risk management services to:

National Sporting Organisations (NSO) State Sporting Organisations (SSO) Outdoor Recreational Groups Adventure Sports Other major sporting bodies.

Reliance Risk Projects Reliance Risk has provided successful risk management services to high profile sporting organisations:

Tennis Australia Enterprise-wide Risk Managers for Tennis Australia and all its business operations (2008). National Rugby League Event risk management services for National Rugby League (2008) events.

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Event:-

Events

Major events are unlike any other business. They attract considerable media attention; draw sizeable investment from Government and/or the private sector; involve a mass gathering of participants; contain a non-negotiable start date; and are one-off, without the benefit of continuous improvement. All this means that major events are exposed to a unique set of risks involving safety, security, legal, financial, environmental, project-based and, most importantly, reputational risk. Preparation is essential Risk management for major events must start early. This ensures that all essential risk management criteria are set in place. Considerations include budget allocation, contract details, management systems, governance, risk, compliance and accountability structures. Reliance Risk provides event specific services to assist major event organisers:

Event Risk Management Plans covering event context, risk registers, roles and responsibilities and insurance certificates. Event Safety Plans including risk assessments, contractor safety and emergency management. Event Operating Plans including detailing venue relationships, event team organisational structures, functional area suppliers, and event delivery plans. Event Risk Officers provision of an event safety and risk on-site auditor and post incident loss investigator for events. Operational readiness scenario planning, readiness inspections, desk-top exercises and simulations. Verification audit of event risk management or crowd management plans. Crowd capacity estimates we work with venues to establish appropriate crowd capacity estimates.

Reliance Risk Projects Reliance Risk has a wealth of experience in major event planning in both risk, safety, security and operations, providing the right skills set to suit each clients needs.

Ocean Swims Event Risk Assessment for the 2008 Cole Classic at Manly. Public Arts Exhibitions Event Risk Management Framework and Operational Readiness Inspections; Sculpture by the Sea Bondi (2007) and Cottesloe (2008). Australian Tennis Open (2008) Verification audits of Event Risk Management Plans.

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Entertainment:-

Entertainment

Internationally, the entertainment industry has attracted much adverse media attention from public safety incidents at events. With this in mind Reliance Risk offers services assisting in crowd management and safety management systems for music festivals and other major entertainment sites. The unique nature of events Entertainment events are exposed to a unique set of risks involving public safety and crowd profiling, operations, security, and reputation-based risk. Entertainment Risk Management services include:

Crowd management Safety audit Incident investigators Entertainment Risk Management Plans Training

Reliance Risk Projects Music Festivals:

Event Safety Gap Analysis Centennial Parklands, Sydney (2008). Music Festival Egress Plan review Centennial Parkland, Sydney (2007). Event Risk Training Botanic Gardens, Sydney (2007).

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Venues:-

Venues

A public venue is any site that invites people other than its workers onto the site. They are unique because they owe a special duty of care to visitors under law, and have a limited opportunity to train, influence and control these individuals. There can be a large number of patrons or users of the venue with numerous stakeholders involved. Unique risks Public venues present a considerable public safety risk, due to large numbers of people in close proximity to one another. Venue categories There is a large variety of public venues, each providing a unique set of challenges to risk management. Categories include arenas, convention centres, councils, leisure venues, parklands and public domain, performing arts centres, race tracks, schools, shopping centres, ski resorts, sporting venues, stadia, theme parks, universities and other tertiary institutions. Reliance Risk provides risk management services specific to venues. We specialise in the full spectrum of strategic and business risk, safety, security, and emergency. Reliance Risk Projects

Venue Risk Register, Risk Management Framework and Risk Assessment. ACT Governments Territories Venues and Events (2007). State Sports Centre Trust, Homebush (2007). Fire & Safety Manual development and training; Emergency plans for evacuation through Royal Botanic Gardens (2007) Sydney Opera House. Occupational Health & Safety Audit of High Risk Facilities Sydney University (2007). Relief Risk Manager Waverly Council, Sydney (Dec-Jan 2007).

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Estimation

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 user characteristics

hardware and software requirement

constraints

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user characteristics

Collect information about the users. Knowledge of the user allows more effective design and training to be completed. For example, the primary language of many users may not be English. It may be beneficial to provide bilingual screens and provide training using an alternate language.

Demographic Characteristics
Characteristics to consider include: gender (e.g., placement heights for workstations may differ depending on the percentage

of users who are male and female, as average heights for men and women differ), age (e.g., icons may be preferred over text if the system will be used by children), physical characteristics (e.g., workstation and mouse placement may differ for left-

handed and right-handed users), disabilities.

Experience Characteristics
Characteristics to consider include: training, prior and current job experience, academic experience (e.g., users may have previous experience from training received in computer literacy.

school),

Other Characteristics
Characteristics to consider include: work habits (e.g., do users need on-line access to the system outside of standard work

hours?), preferences (e.g., what do users like or dislike about their current system?), literacy,
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language skills.

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Hardwre and software rquirment

1. Hardware Requirements. Intel Pentium-3 233 MHZ or faster processor. Minimum 64 MB RAM (512 MB Recommended). Minimum 5400 rpm HDD (Recommended 7200 rpm).

2. Software Requirements.

Operating system: Windows XP. Advance Java Jasper Reporting Tool JDK 1.5.0 Net Bean 6.5 (Editor)

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Constraints

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 study of current system problem and weakness of current system requirement of new system feasibility of study requirements validation function of system data modeling function and behavioral modeling

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Study of current system

Current system of reliance industries

External Environment Internal Environment Human Resource Planning

Alternatives to Recruitment

Recruitment

Internal Sources

External Sources

Internal Methods

External Methods

Recruited Individuals

Sucessful human resource planning should identify your human resource needs.Once we know these needs ,we willwant to do something about meeting them.Recuritment is the discovering of potential applicants for actual or anticipated organizational vacancies. Certain influence constraint manager in determining recruiting sources:*Image of the organization *Attractiveness of the job *Internal policies *Union requirement *Recruiting budgets Sources of recruiting employee in Reliance infocomm:Internal sourcesExternal sources Internal sources *Promotion *Transfer *Retired manager * Recall from long leave *Internal advertisement 23

External sources *Management consultant *Advertisement *Management institute *Recomendentaion *Deputation personnel Selection

Selection is defined as the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job.
Selection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job.

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Problem and weakness of current system

In telecommunications, a centralized, or centralised (see spelling differences) system, is one in which most communications are routed through one or more major central hubs. Such a system allows certain functions to be concentrated in the system's hubs, freeing up resources in the peripheral units. Another benefit of centralization is the ease of maintaining accurately updated lists of data that can be easily accessed from all points. Centralization's weaknesses are centered around the system's heavy reliance on a few central components; if the system's hubs are put out of operation, either accidentally or through hostile action, the system and its peripheral components are severely affected.In the computer world, centralization most frequently refers to File Sharing and Networks

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Requirement of new system

ROLE OF SELECTION:Selection is crucial for the organizations effectiveness for 2 reasons: 1) Work performance: Performance of the organization is very important to the success of the company. So the organization always employs people who are well qualified and competent. 2) Cost incurred: cost incurred while selection process also plays an important role.

This can be explained with an example: Pepsi went on a crash recruitment drive. Six people from the company took over Oberoi business center for six days. 3000 people who had responded to the advertisements earlier. issued were scanned: people were asked to respond within 100hrs by fax. People selected for the interview were flown into the city. This eg just shows how expensive selection can be. Hence cost incurred is very important for the success of the selection process.

STAIRCASE TO SELECTION
9 8
7

6
5

4
3 2
Initial Screen Job -ing Analysis

Applica -tion Blank

Tests

InterView 1

Refe -rence Check

Inter Medical -view 2 Check

Job Offer

Training Meaning of training (what is training?): Training plays an important role in human resource development. It is necessary and useful in the case of all categories of operative employees, supervisory staff and managers. Training raises their skills and creates confidence and ability to perform the job efficiently. It also facilitates self development and career development of employees. The main purpose of training is to develop the human resources present within the employees. In brief, training is the watchword of present dynamic business world. Training is necessary due to technological changes rapidly taking place in the industrial field. Industrial training is for a short period but has wide coverage. It relates to Knowledge, information, technical skills, social skills, administrative skills and finally attitude building. Training is for developing overall personality of an employee. Training is the responsibility of the management as it is basically for raising the efficiency and productivity of employees. Expenditure on training is an investment for manpower development and gives rich dividend to employees and organisation in the long run. 26

NEED OF TRAINING (in RELIANCE):The need for training of employees is universally accepted and practical training in the form of information, instructions and guidance is given to all categories of employees. It is a must for raising efficiency of employees. Training is necessary in present competitive and ever changing industrial world. The following points (reasons) justify the need for training:Training is needed as a good supplement to school/college education. Training at the industry level is practical and is needed for creating confidence among employees. It is also needed for personal growth and development of employees.Training is needed due to continuous changes in the field of science and technology. Workers can work as per new methods or can use new machines only when suitable practical training is given to them. Training is the only method by which the knowledge and skills of workers are updated.Training is needed in order to introduce modern methods or for the introduction of rationalization and computer technology in the industrial units.raining is needed for raising the efficiency and productivity of industrial employees.It is needed for improving the quality of production and also for avoiding accidents and wastages of all kinds in the industrial units.Training is needed for personal safety of employees and also for avoiding damage to machines and property of the company.Training is needed as it creates highly skilled manpower in an organization. Such skilled manpower is the real asset of an industrial unit.Training is needed for preventing manpower obsolescence, for improving health and safety of workers, for improving organizational climate and finally for meeting future personnel needs of the organization.

PERFORMATION APPRAISAL:In simple terms, performance appraisal may be understood as the assessment of an individuals performance in a systematic way, the performance being measured against such factors as job knowledge, quality and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgment, versatility, health and the alike. Assessment should not be condensed to past performance alone. Potentials of the employee for future performance must also be assessed. A formal definition of performance appraisal is: It is the systematic evaluations of the individual with respect to his her performance on the job and his or her potential for development. A more comprehensive definition is: Performance appraisal is a formal, structured system of measuring and evaluating an employees job related behaviours and outcomes to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in the future so that the employee, organization and society all benefit. The second definition includes employees behaviour as part of the assessment. Behavior can be active or passive- do something or do nothing. Either way, behavior affects job results. The other terms used for performance appraisal are: Performance rating, employee assessment, employee performance review, personnel appraisal, performance evaluation, employee evaluation and (perhaps the oldest of the terms used) merit rating. In a formal sense, employee assessment is an old as the concept of management, and in an informal sense, it is probably as old as mankind. Nor performance appraisal is done in isolation.

Objectives of Performance Appraisal:Data relating to performance assessment of employees are recorded, stored, and used for several purposes. The main purposes of employee assessment are: 1. To effect promotions based on competence and performance 2. To confirm the services of probationary employees upon their completing the probationary period satisfactorily. 3. To assess the training and development needs of employees. 4. To decide upon a pay raise where (as in the unorganized sector) regular pay scales have not been fixed. 5. To let the employees know where they stand insofar as their performance is concerned and to assist them with constructive criticism and guidance for the purpose of their development. 6. To improve communication. Performance appraisal provides a format for dialogue between the superior and the subordinate, and improves understanding of personal goals and concerns. This can also have the effect of increasing the trust between the rater and the rate. 7. Finally, performance appraisal can be used to determine whether HR programmers such as selection, training, and transfers have been effective or not.

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8. Broadly, performance appraisal serves four objectives- I) development uses, ii) administrative uses/decisions, iii) Organizational maintenance/objectives, and iv) documentation purposes.

NEED OF MOTIVATION:Motivation play a great role in the development on an employee in RELIANCE compare to BSNL .Reliance give both financial as well as non financial motivator to there employee .what type of motivational tool given in reliance info comm.? Annual salary revision. Promotion Job enrichment Delegation & authority Telephone facility Bonus Quarter Reliance share etc

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FEASIBILITY STUDY
Feasibility studies aim to objectively and rationally uncover the strengths and weaknesses of the existing business or proposed venture, opportunities and threats as presented by the environment, the resources required to carry through, and ultimately the prospects for success. In its simplest term, the two criteria to judge feasibility are cost required and value to be attained. As such, a well-designed feasibility study should provide a historical background of the business or project, description of the product or service, accounting statements, details of the operations and management, market research and policies, financial data, legal requirements and tax obligations. Generally, feasibility studies precede technical development and project implementation.

THERE ARE FOUR TYPES OF FEASIBILITY:1. 2. 3. 4. Economic feasibility Legal feasibility Operational feasibility Schedule feasibility

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REQUIRMENT VALIDATION
Requirements validation is all about feedback. Is the interpretation of the requirements to the real life situation correct The process of eliciting, documenting, organizing, and tracking changing requirements and communicating this information across the project team to ensure that iterative and unanticipated changes are maintained throughout the project lifecycle.

Some benefits attributed to an effective requirement validation process are: Documented agreement on exactly what the software is supposed to do Improved quality of requirements Better alignment with program or business goals Reduced time to market Projects completed on schedule Optimized Return-On-Investment (ROI) More effective use of human resources
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Fostering a cooperative low-stress development environment Creation of requirements components that can be reused within a product line Verification that user needs have been implemented and adequately tested Verification that no extra behaviors have been added that do not relate to a requirement

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DATA MODELING data flow diagram on reliance industries

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Function and behavioral modeling

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 Database design

System procedural design

Input/output interface design

System architecture design

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Database design
'''Database design''' is the process of producing a detailed data model of a database. This logical data model contains all the needed logical and physical design choices and physical storage parameters needed to generate a design in a Data Definition Language, which can then be used to create a database. A fully attributed data model contains detailed attributes for each entity. The term database design can be used to describe many different parts of the design of an overall database system. Principally, and most correctly, it can be thought of as the logical design of the base data structures used to store the data. In the relational model these are the database table tables and database view views. In an object database the entities and relationships map directly to object classes and named relationships. However, the term database design could also be used to apply to the overall process of designing, not just the base data structures, but also the forms and queries used as part of the overall database application within the database management system (DBMS) The process of doing database design generally consists of a number of steps which will be carried out by the database designer. Usually, the designer must: *Determine the relationships between the different data elements. *Superimpose a logical structure upon the data on the basis of these relationships

ER Diagram (Entity-relationship model):-

Database designs also include ER diagrams. An ER diagram is a diagram that helps to design databases in an efficient way. Attributes in ER diagrams are usually modeled as an oval with the name of the attribute, linked to the entity or relationship that contains the attribute.

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Within the final step can generally be broken down into two further steps, that of determining the grouping of information within the system, generally determining what are the basic objects about which information is being stored, and then determining the relationships between these groups of information, or objects. This step is not necessary with an

The Design Process:The design process consists of the following steps. Database design basics. 1. '''Determine the purpose of your database''' - This helps prepare you for the remaining steps. 2. '''Find and organize the information required''' - Gather all of the types of information you might want to record in the database, such as product name and order number. 3. '''Divide the information into tables''' - Divide your information items into major entities or subjects, such as Products or Orders. Each subject then becomes a table.

4. '''Turn information items into columns''' - Decide what information you want to store in each table. Each item becomes a field, and is displayed as a column in the table. For example, an Employees table might include fields such as Last Name and Hire Date. 5. '''Specify primary keys''' - Choose each tables primary key. The primary key is a column that is used to uniquely identify each row. An example might be Product ID or Order ID.

6. '''Set up the table relationships''' - Look at each table and decide how the data in one table is related to the data in other tables. Add fields to tables or create new tables to clarify the relationships, as necessary. 7. '''Refine your design''' - Analyze your design for errors. Create the tables and add a few records of sample data. See if you can get the results you want from your tables. Make adjustments to the design, as needed.

8. '''Apply the normalization rules''' - Apply the data normalization rules to see if your tables are structured correctly. Make adjustments to the tables

Determining data to be stored:In a majority of cases, a person who is doing the design of a database is a person with expertise in the area of database design, rather than expertise in the domain from which the data to be stored is drawn e.g. financial information, biological information etc. Therefore the data to be stored in the database must be determined in cooperation with a person who does have expertise in that domain, and who is aware of what data must be stored within the system. This process is one which is generally considered part of and requires skill on the part of the database designer to elicit the needed information from those with the domain knowledge. This is because those with the necessary domain knowledge frequently cannot express clearly what their system requirements for the database are as they are unaccustomed to thinking in terms of the discrete data elements which must be stored. Data to be stored can be determined by Requirement Specification Types of database design:Conceptual schema

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Once a database designer is aware of the data which is to be stored within the database, they must then determine where dependency is within the data. Sometimes when data is changed you can be changing other data that is not visible. For example, in a list of names and addresses, assuming a situation where multiple people can have the same address, but one person cannot have more than one address, the name is dependent upon the address, because if the address is different, then the associated name is different too. However, the other way around is different. One attribute can change and not another. Logically structuring data Once the relationships and dependencies amongst the various pieces of information have been determined, it is possible to arrange the data into a logical structure which can then be mapped into the storage objects supported by the In the case of the storage objects are which store data in rows and columns. Each table may represent an implementation of either a logical object or a relationship joining one or more instances of one or more logical objects. Relationships between tables may then be stored as links connecting child tables with parents. Since complex logical relationships are themselves tables they will probably have links to more than one parent. In an the storage objects correspond directly to the objects used by the used to write the applications that will manage and access the data. The relationships may be defined as attributes of the object classes involved or as methods that operate on the object classes.

Physical database design The physical design of the database specifies the physical configuration of the database on the storage media. This includes detailed specification of options and other parameters residing in the DBMS .It is the detailed design of a system that includes modules & the database's hardware & software specifications of the system.

DATA DICTIONARY: Features The volume of data in most information system application is substantial-more than a single analyst can easily keep track of when teams of analyst work on a system the task of coordination data definition becomes more complex. Individuals depend on the definitions others establish and assumption they make about data

specifications. Yet, unless they meet almost daily, it is virtually impossible to have accepted table data co-ordination. Data dictionaries are an integral component of structured analysis, since data flow diagrams by themselves do not fully describe the subject of the investigation. The data dictionary provides additional information about the system.

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Data Dictionary Table

APPLICANT SKILLS

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 AggStats

EMPLOYEE APPLICANT

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 ScheduleRooms
Room information used for scheduling purposes.

EMPLOYER CONTACT

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System procedural design Student Scholarship Online System Procedural Design

ADMIN 1.login 2.student scholarship form page 3.student scholarship registered form page 1.login 2.admin main page 3.student profile 4.student ranking 5.student Scholarship registered form page Proced ural Abstraction (USER) 1. Login 1. Fill the username at username textbox. 2. Fill the password at password textbox. 3. Click at login button. 2. Student scholarship form page 1. Fill an application form. 2. Click at Submit button. 3. Student scholarship registered form page 1. Click at Save this form as Microsoft Words Document button. 2. Click at Print button. 3. Click at Close button. Procedural Abstraction (ADMIN) 1. Login 1. 2. 3. 4. Click at webmaster in user login page. Fill the username at username textbox. Fill the password at password textbox. Click at login button.

2. Admin main page 1. Click at Student profile button 2. Click at Student ranking button 3. Click at logout button 3. Student profile 1. Click at the name of student. 2. Click at Delete button. 3. Click at Back button. 4. Student ranking 1. Click at the name of student. 2. Click at Delete button. 3. Click at Back button.

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5. Student Scholarship registered form page 4. Click at Save this form as Microsoft Words Document button. 5. Click at Print button. 6. Click at Close button.

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Login

First, the application will look for the number of student that registered and search for username and password from Student Scholarship database. Below, this code limit at 60 registered students. if number of student that registered in the database <= 60, then { For (i=0;i<=lastuser;i++) { 1.1 if username = username[i] , then { if password = password[i] , then goto Student scholarship form page ; else message password is not correct.; end if; }

Fill the username at username textbox. Fill the password at password textbox. Click at login button.

Fill an application form.

end if; The student must fill all checkbox and textbox field. If student havent got the information (e.g. they havent got } the mothers address because she was dead.) the student message No username in field except grade and salary must fill - symbol in textboxthis domain.; field.(Grade and salary must fill because the application take back to page login; this field to calculate the scores.) } The application will check all require field and look for the else empty field, if there is any empty field it will send error. message Sorry, this scholarship have got full registered.; if there is empty field, then 1.2

Click at Submit button.

If username and password are correct, it will go to Student message Please fill all field. If you have any question or 1.2 scholarship form page. trouble, please contact us at 09-xxx-xxxx.; Student scholarship form page else calculate the scores; save this form to Student Scholarship database; Fill an application form. goto Student Scholarship registered form page;

45 Click at Submit button.

At 1.2 This will show a sample how the application is calculate the scores.

int sum=0; if grade = 3.0 to 4.0, then sum = sum +10;

// sum is summary of scores.

else if grade = 2.0 to 2.99, then sum = sum + 8; else if grade < 2.0, then sum = sum + 5; else if father = dead, then sum = sum + 10; else if mother = dead, then sum = sum + 10; else if income <= 3000, then sum = sum + 10; else if income = 3000 to 4000, then sum = sum + 8; else if income > 4000, then Save the form to the computer. sum = Click at Save as Microsoft Words Document button. sum + 5; Click at Print button. Click at Close button. end if; Print the form. send sum to Student Scholarship database; Close the Student Scholarship registerd form page. If there is registered student have father died, grade 2.5 and income are 3300 bath/month, this student will get 36 scores and the application will send the scores to database.

Below, these are important field that the application will take to calculate the scores. -Grade, Father and mother status, Income, Amount of brother and sister, Fathers and mothers age.

46 Student Scholarship registered form page

Login goto webmaster login page. Click at webmaster button. Fill the username at username textbox. Fill the password at password textbox. Click at login button. Admin main page goto Student profile page. Click at Student profile button. Click at Student ranking button Click at Logout button. Open Student ranking page. Logout and goto Login page. The same as 1.1 but, it use admin database to find username and password and if the application found the correct username and password, it will goto admin main page;

Student profile

goto Student Scholarship registered form page. Delete the student out of user database and the application will automatically rank a new list of student.

Click at the name of student. Click at Delete button. Click at Back button.

Back to admin main page.

//In this page, the list of student will rank by date. Each line show the student name (if you click, it will link to Student Scholarship registered page.), IDnumber, registered date, scores and delete checkbox.

47

Student ranking goto Student Scholarship registered form page. Click at the name of student. Click at Delete. Click at Back. Back to admin main page. Delete the student out of user database and the application will automatically rank a new list of student.

//In this page, the list of student will rank by scores. Each line show the student name (if you click, it will link to Student Scholarship registered page.), IDnumber, registered date, scores and delete checkbox. Print the form. Close the Student Scholarship registerd form page. Save the form to the computer.

Student Scholarship registered form page

Click at Save as Microsoft Words Document button. Click at Print button. Click at Close button.

//This form show the form that students wrote them information in the form. They can save as document file and print the page.

48

49

 Implementation environment

Program modules specification

Security features

Coding standards

Sample coding

50

Implementation environment
What is a HRM Plan?
HRM is a strategic and systematic approach to managing people in a way that would maximise their motivation and contribution towards meeting the organisations objectives. A HRM Plan is a departmental document which sets out what programmes are required in the following few years to practise HRM in the department. The aim of a HRM Plan is to help the department to achieve its mission and objectives through a systematic design and implementation of HRM programmes.

The HRM Plan in Context

Both departments and the Civil Service Branch have a role to play in the development of HRM Plans.

Civil Service Branch:

Strategic Direction : To develop and promote service-wide policies, standards and good practices in the management of human resource. Central Functions : To advise departments on the implementation of policies and on the development of their HRM Plans.

Departments :
To develop the department's HRM Plan

Model for Developing the HRM Plan

The HRM Plan is built upon an understanding of the department's vision, mission, values, and strategic programmes and challenges. Developing the HRM Plan this way links the HRM programmes to business plans and helps prioritize HRM programmes according to business priorities.
51

 MODEL FOR DEVELOPING THE HRM PLAN

52

SECURITY FEATURES:
Security is a critical part of any application. Applications have to be secured against disclosure of confidential information, modification or destruction of data, misappropriation of resources, and compromise of accountability. Applications can be secured by implementing security concepts, such as authentication, authorization, integrity, confidentiality, and non-repudiation. The course explains the security challenges in the application, transport, and message layers of applications. Students also learn about security features provided by Java technologies, and how these features can be used in the web-tier, in tiers based on Enterprise JavaBeans (EJB) technology, and in web services. The Overview of Java Application Security course does not include hands-on implementation of Java technologies to secure applications

53

SAMPLE CODING:
/* HTML Coding for making forms*/ <html> <head> <script language="javascript"> function nameOK() { if (document.forms[ 0 ].uname.value.length == 0) { alert(" Please, Enter the User Name"); form1.uname.focus(); return false; } } function passw() { if (document.forms[ 0 ].pass.value.length == 0) { alert("Please, Enter the Password"); form1.pass.focus(); return false; } } function f2() { alert("Please Turn off the Caps Lock if it is on"); form1.pass.focus(); }

54

function f1() { if (nameOK() == false) { return; } if (passw() == false) { return; } } </script> <title>Login</title> <style type="text/css"> .style3 {font-size: 24px;font-weight: bold; font-family: Verdana, Arial, Helvetica, sans-serif; color: #006699;} .style11 {color: #CC0033; font-size: 18px;} .style8 {color: #006699;font-weight: bold;} .style20 {font-size: 18px;color: #FFFFCC;font-family: "Times New Roman", Times, serif;} .style32 {color: #000000} .style33 {font-size: 24px; font-weight: bold; font-family: "Times New Roman", Times, serif; color: #006699; } </style> </head>

<body bgcolor="#006699"> <table width="96%" border="0" align="center" cellpadding="0" cellspacing="0"> <tr><td height="30" background="images/b_nav_1.jpg" ><div align="left">

55

<p><a

href="homepage.html"><img

src="images/b_nav_2.jpg"alt="Homepage"

width="68"height="51"border="0"/></a> <a href="contact.html"><img src="images/b_nav_3.jpg"alt="contact uswidth="68"

height="51" border="0"/></a> <a href="sitemap.html"><img src="images/b_nav_4.jpg"alt="Site Map"width="68" height="51" border="0" <spanclass="style20"><ahref="homepage.html"class="style20">HOME</a></span> <span class="style20">|</span><span class="style20"><a href="Login.html" /></a>

class="style20">LOGIN </a> |</span> <a href="empdetails.jsp" class="style20">NEW USER</a> <span class="style20">|</span> <a href="about.html" class="style20">ABOUT </a> <span class="style20">|</span> <a href="contact.html" class="style20">

CONTACT</a> <span class="style20">| <a href="sitemap.html" class="style20">SITE MAP</a> </span></p> </div></th></tr>

<tr><td height="40"><img src="images/GPMP.jpg" width="100%" height="225"></td> </tr> <tr><td background="images/a6.jpg" height="269"><div align="center"><div

align="center"><p class="style33">LOGIN SCREEN </p> </div>

<form id="form1">

action="authenticated.jsp"

method="post"

name="form1"

class="style11"

<label><br /><br /><span class="style8">User Name:<input type="text" name="uname" /> </span></label><p> <label class="style8">Password: &nbsp;<input type="password" name="pass" it is

onFocus="f2()" onClick="MM_popupMsg('Please Turn off the Caps lock if on')"/></label><label></label></p> <p>&nbsp;</p><p>

<input name="login" type="submit" id="login" value="Log In" onclick = "f1()" /> &nbsp;&nbsp; &nbsp; &nbsp; &nbsp; <input type="reset" name="cancel" value="Cancel" /></p>

56

<a href="sitemap.html" class="style20">SITE MAP</a> <img src="images/bullet.gif" width="14" height="13"></span><span class="style31"> <imgsrc="images/images1.jpg"width="135"height="59"align="absmiddle"></span></div> </td> </tr></table> </body> </html>

/* JSP sample coding*/ <%@page import="java.sql.*"%> <html> <head><title>Project Details</title> <style type="text/css"> .box { font-family: Arial; font-size: 18px; color: #000000; text-decoration: none; border:

#990000; border-style: outset; border-top-width: 1px; border-right-width: 3px; border-bottomwidth: 3px; border-left-width: 1px} .text { font-family: Arial; font-size: 18px; font-weight: bold; color: #ffffff; text-decoration: none} .style13 {font-size: 18px; color: #006699; } .style14 {font-size: 24px;color: #006699;font-weight: bold; font-family: "Times New Roman", Times, serif;} .style20 {font-size: 18px;color: #FFFFCC;font-family: "Times New Roman", Times, serif;} .style26 {color: #FFFFCC;font-weight: bold; font-family: "Times New Roman", Times, serif;font-size: 16px;} </style></head> <body bgcolor="#006699"> <table width="96%" border="0" align="center" cellpadding="0" cellspacing="0"> <tr><td height="30" colspan="2" background="images/b_nav_1.jpg" ><div align="left"> <p><a href="homepage.html" target="_self"><img src="images/b_nav_2.jpg" alt="Homepage" width="68" height="51" border="0"/></a> <a href="contact.html" target="_self"><img src="images/b_nav_3.jpg" alt="contact us" width="68" height="51" border="0" /></a>
57

<td

width="126"><div

align="center"><span

class="style13">Starting

Date(YYYY/MM/DD)</span></div></td> <td width="126"><div align="center"><span class="style13">Estimated

Cost(Rs.)</span></div></td></tr>

<% String eid = (String)session.getAttribute("empid"); try{ Class.forName("sun.jdbc.odbc.JdbcOdbcDriver"); Connection con = DriverManager.getConnection("jdbc:odbc:gpmpDS"); Statement s = con.createStatement(); ResultSet rs = s.executeQuery("SELECT * FROM project_master"); while(rs.next()){ String pid=rs.getString(1); %> <tr><td><%=pid%></td> <td><a href="proj.jsp?p=<%=pid%>"><%=rs.getString(2)%></a></td> <td><%=rs.getString(3)%></td> <td><%=rs.getString(4)%></td> <td><%=rs.getString(5)%></td> <td><%=rs.getString(6)%></td></tr> <%} s.close(); con.close(); }catch(Exception e){ out.print("There is no project defined till now...!"); out.println(e);} %> </table></td></tr>

58

<tr>

<td

height="68"

colspan="2"

background="images/b_nav_vr.jpg"

bgcolor="#006699"><div align="center"> <span class="style20"><a href="homepage.html" class="style20">HOME</a></span> <img src="images/bullet.gif" width="14" height="13"> <a href="sitemap.html" class="style20">SITE MAP</a> <img src="images/bullet.gif" width="14" height="13"></span><span class="style31"><img src="images/images1.jpg"

width="135" height="59" align="absmiddle"></span></div></td></tr> </table> </body> </html>

59

 Testing plan Testing strategy Testing methods

60

Testing plan, strategy and methods

(Describe, at a high level, the scope, approach, resources, and schedule of the testing activities. Provide a concise summary of the test plan objectives, the products to be delivered, major work activities, major work products, major milestones, required resources, and master high-level schedules, budget, and effort requirements.)

Objectives

Testing is the process of analyzing a software item to detect the differences between existing and required conditions and to evaluate the features of the
software item. (This may appear as a specific document (such as a Test Specification), or it may be part of the organization's standard test approach. For each level of testing, there should be a test plan and an appropriate set of deliverables. The test strategy should be clearly defined and the Software Test Plan acts as the high-level test plan. Specific testing activities will have their own test plan. Refer to section 5 of this document for a detailed list of specific testplans.) Specific test plan components include: Purpose for this level of test, Items to be tested, Features to be tested, Features not to be tested, Management and technical approach, Pass / Fail criteria, Individual roles and responsibilities, Milestones, Schedules, and Risk assumptions and constraints.

Testing Strategy

(Specify the plans for producing both scheduled and unscheduled updates to the Software Test Plan (change management). Methods for distribution of updates shall be specified along with version control and configuration management requirements must be defined.)

Scope

Testing will be performed at several points in the life cycle as the product is
61

 constructed. Testing is a very 'dependent' activity. As a result, test planning is a continuing activity performed throughout the system development life cycle. Test plans must be developed for each level of product testing. 1.4 Reference Material
(Provide a complete list of all documents and other sources referenced in the Software Test Plan. Reference to the following documents (when they exist) is required for the high-level test plan: Project authorization, Project plan, Quality assurance plan, Configuration management plan

Organization policies and procedures, and Relevant standards.)

Definitions and Acronyms

(Specify definitions of all terms and agency acronyms required to properly interpret the Software Test Plan. Reference may be made to the Glossary of Terms on the IRMC web page.)

TEST ITEMS
(Specify the test items included in the plan. Supply references to the following item documentation: Requirements specification, Design specification, Users guide, Operations guide, Installation guide, Features (availability, response time), Defect removal procedures, and Verification and validation plans.)

Program Modules
(Outline testing to be performed by the developer for each module being built.)

Job Control Procedures

62

(Describe testing to be performed on job control language (JCL), production scheduling and control, calls, and job sequencing.)

User Procedures
(Describe the testing to be performed on all user documentation to ensure that it is correct, complete, and comprehensive.)

Operator Procedures
(Describe the testing procedures to ensure that the application can be run and supported in a production environment (include Help Desk procedures)).

Features To Be Tested
(Identify all software features and combinations of software features to be tested. Identify the test design specifications associated with each feature and each combination of features.)

FEATURES NOT TO BE TESTED

(Identify all features and specific combinations of features that will not be tested along with the reasons.) APPROACH (Describe the overall approaches to testing. The approach should be described in sufficient detail to permit identification of the major testing tasks and estimation of the time required to do each task. Identify the types of testing to be performed along with the methods and criteria to be used in performing test activities. Describe the specific methods and procedures for each type of testing. Define the detailed criteria for evaluating the test results.) (For each level of testing there should be a test plan and the appropriate set of deliverables. Identify the inputs required for each type of test. Specify the source of the input. Also, identify the outputs from each type of testing and specify the purpose and format for each test output. Specify the minimum degree of comprehensiveness desired. Identify the techniques that will be used to judge the comprehensiveness of the testing effort. Specify any additional completion criteria (e.g., error frequency). The techniques to be used to trace requirements should also be specified.)

Component Testing
(Testing conducted to verify the implementation of the design for one software element (e.g., unit, module) or a collection of software elements. Sometimes called unit testing. The purpose of component testing is to ensure that the program logic is complete and correct and ensuring that the component works as designed.)
63

 Integration Testing
(Testing conducted in which software elements, hardware elements, or both are combined and tested until the entire system has been integrated. The purpose of integration testing is to ensure that design objectives are met and ensures that the software, as a complete entity, complies with operational requirements. Integration testing is also called System Testing.)

Conversion Testing
(Testing to ensure that all data elements and historical data is converted from an old system format to the new system format.)

Job Stream Testing

(Testing to ensure that the application operates in the production environment.)

Interface Testing
(Testing done to ensure that the application operates efficiently and effectively outside the application boundary with all interface systems.)

Security Testing
(Testing done to ensure that the application systems control and auditability features of the application are functional.)

Recovery Testing
(Testing done to ensure that application restart and backup and recovery facilities operate as designed.)

Performance Testing
(Testing done to ensure that that the application performs to customer expectations (response time, availability, portability, and scalability)).

Regression Testing
(Testing done to ensure that that applied changes to the application have not adversely affected previously tested functionality.)

Acceptance Testing
(Testing conducted to determine whether or not a system satisfies the acceptance criteria and to enable the customer to determine whether or not to accept the system. Acceptance testing ensures that customer requirements' objectives are met and that all components are correctly included in a customer package.)
64

 Beta Testing
(Testing, done by the customer, using a pre-release version of the product to verify and validate that the system meets business functional requirements. The purpose of beta testing is to detect application faults, failures, and defects.)

PASS / FAIL CRITERIA

(Specify the criteria to be used to determine whether each item has passed or failed testing.)

Suspension Criteria
(Specify the criteria used to suspend all or a portion of the testing activity on test items associated with the plan.)

Resumption Criteria
(Specify the conditions that need to be met to resume testing activities after suspension. Specify the test items that must be repeated when testing is resumed.)

Approval Criteria
(Specify the conditions that need to be met to approve test results. Define the

Testing Process
(Identify the methods and criteria used in performing test activities. Define the specific methods and procedures for each type of test. Define the detailed criteria for evaluating test results.)

Test Deliverables
(Identify the deliverable documents from the test process. Test input and output data should be identified as deliverables. Testing report logs, test incident reports, test summary reports, and metrics' reports must be considered testing deliverables.)

Testing Tasks
(Identify the set of tasks necessary to prepare for and perform testing activities. Identify all intertask dependencies and any specific skills required.)

Responsibilities
(Identify the groups responsible for managing, designing, preparing, executing, witnessing, checking, and resolving test activities. These groups may include the developers, testers, operations staff, technical support staff, data administration

65

staff, and the user staff.)

Resources
(Identify the resources allocated for the performance of testing tasks. Identify the organizational elements or individuals responsible for performing testing activities. Assign specific responsibilities. Specify resources by category. If automated tools are to be used in testing, specify the source of the tools, availability, and the usage requirements.)

Schedule
(Identify the high level schedule for each testing task. Establish specific milestones for initiating and completing each type of test activity, for the development of a comprehensive plan, for the receipt of each test input, and for the delivery of test output. Estimate the time required to do each test activity.)

Environmental Requirements
(Specify both the necessary and desired properties of the test environment including the physical characteristics, communications, mode of usage, and testing supplies. Also provide the levels of security required to perform test activities. Identify special test tools needed and other testing needs (space, machine time, stationary supplies. Identify the source of all needs that is not currently available to the test group.)

Hardware
(Identify the computer hardware and network requirements needed to complete test activities.)

Software
(Identify the software requirements needed to complete testing activities.)

Security
(Identify the testing environment security and asset protection requirements.)

Tools
(Identify the special software tools, techniques, and methodologies employed in the testing efforts. The purpose and use of each tool shall be described. Plans for the acquisition, training, support, and qualification for each tool or technique.)

Publications
66

(Identify the documents and publications that are required to support testing activities.)

Risks and Assumptions

(Identify significant constraints on testing such as test item availability, test resource availability, and time constraints. Identify the risks and assumptions

67

 Limitation

Enhancements

68

Limitation & enhancements

Human resource planning can be defined as the process of identifying the number of people required by an organization in terms of quantity and quality. All human resource management activities start with human resource planning. So we can say that human resource planning is the principle/primary activity of human resource management. Although HRP is a very advantageous method it has some limitations which can be explained as follows

1. The future is uncertain:The future in any country is uncertain i.e. there are political, cultural, technological changes taking place every day. This effects the employment situation. Accordingly the company may have to appoint or remove people. Therefore HRP can only be a guiding factor. We cannot rely too much on it and do every action according to it.
2. Conservative attitude of top management:-

Much top management adopts a conservative attitude and is not ready to make changes. The process of HRP involves either appointing. Therefore it becomes very difficult to implement HRP in organization because top management does not support the decisions of other department.
3. Problem of surplus staff:-

HRP gives a clear out solution for excess staff i.e. Termination, layoff, VRS,. However when certain employees are removed from company it mostly affects the psyche of the existing employee, and they start feeling insecure, stressed out and do not believe in the company. This is a limitation of HRP i.e. it does not provide alternative solution like re-training so that employee need not be removed from the company.
4. Time consuming activity:-

HRP collects information from all departments, regarding demand and supply of personnel. This information is collected in detail and each and every job is considered. Therefore the activity takes up a lot of time.
5. Expensive process:-

The solution provided by process of HRP incurs expense. E.g. VRS, overtime, etc. company has to spend a lot of money in carrying out the activity. Hence we can say the process is expensive.

69

 Conclusion Discussion

70

 the results of this study support the main hypothesis that rhetoric would align most strongly with soft HRM and reality would align with hard HRM. This study found that organizational rhetoric is "soft" with a focus on treating employees as valued assets and a source of competitive advantage through their commitment, adaptability and high quality skill and performance. The "hard" model is not supported in the annual report rhetoric; employees are not consistently referred to as a factor of production or an expense of doing business. This supports Storey and Sisson's (1990) assertion that most organisations have issued a statement of mission and declared commitment to direct communication with its most valued asset. However, consistent with Truss et al's (1997) findings, no pure examples of soft HRM were found and even when the tenets of the soft version were embraced at the rhetorical level, the underlying principle was restricted to improving bottom line performance with the interests of the organisation prevailing over the individual. Whilst this study found that most organisations espoused that employees were valued human assets and a source of competitive advantage, these organisations did not always espouse policies and practices consistent with this. In particular, organizations were mixed on other soft variables, and indeed hard variables. Many did not espouse policies on employee involvement, participation, communication and training that met the needs of the individual and the organisation which would support the proposition of employees being valued assets. Some soft rhetoric organisations simultaneously espoused policies that closely integrated human resources with business strategies and factors in the production process, through performance related pay. This pattern was not repeated for the small number of hard rhetoric organisations who were consistently low on soft variables and high on hard variables and generated a more homogenous rhetoric. However, further research would be required to draw any conclusions from this. Whilst an annual report analysis concluded that organisational rhetoric was "soft", an analysis of Australian workforce surveys indicates that reality is "hard". That is organisations are using an Instrumentalist Utilitarian model of workforce management. The model stresses HRM's focus on the close integration of human resources policies, systems and activities with business strategy. From this perspective the human resource is largely a factor of production and an expense of doing business and organisational practices are focussed on gaining control rather than eliciting commitment of workers. This study found that organisations are focussed on productivity improvement and to this end working hours are longer, work has been intensified and the casualisation of work has accelerated. Whilst this had resulted in productivity improvement, there is also escalated dissatisfaction and stress.

Conclusion and discussion

71

I. http://www.google.com II. http://www.wikipedia.com III. http://www,pdf4me.org IV. http://www.reliancerisk.com V. http://www.findadoc.com

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