Essay: The software requirement

Technical – The Software requirement are as followed:

Position Management and Classification

• The system must help forward processes, with full management confidence of assigned position classification authority.
• The system shall allow managers to arrange organizations under their control.
• Quickly develop classification documents, by the use of position description.
• The system shall provide ways to produce important information in response to classification appeals.
• The system must support the important aspects of identifying position requirements.
• The system shall generate documents automatically that makes human resources management activities much easier accomplish.
• The system must help managers account for the total work force unitization.
• The system should provide analysis, recommendations, and maintenance of position arrangements and supporting an assigned task.
• The system must descried the work of a position and apply policies and standards. It also should have identification of knowledge, skills and competencies.
• The system must classify positions according to the Organizational Process Model (OPM)
• The system must update position and work force information in personnel files.

Recruitment and Staffing

• The system should work together with managers and process information indentifying both short and long term needs.
• The system must include all activities required in acquiring applicants and getting their information in an automated system.
• The system must figure out and apply pay scales for employees.
• The system must maintain historical files that include an audit trail for all actions.

Personnel Action Administration

• The system must maintain records, updating, storing and disposing of document and records.
• The system must track past, current and pending personnel actions.
• The system must automatically give reminders to the managers for the completion of probationary periods and temporary appointments and other time sensitive actions.
• The system must covert official personnel folders to and electronic medium.

Benefits Administration

• The system must explain in detail all requirements related to benefits for employees.
• The system must be able to produce the eligibility and benefits and document the action.
• The system must be able to provide paperless flow of information.

Labor-Management and Employee Relations

• The system must be able to validate and obtain approval for incentive awards.
• The system must track employee relations from start to finish.
• The system shall monitor employee’s performance and probationary periods.

Work Force Development

• The system must support planning, development of training and career to meet the needs of employees.
• The system will track all training for employees.
• The system must provide planning, development and deliver training and career programs to meet agency and employees needs.
• The system must track the completion on training for all employees.
• The system must keep track of financial projections and start of controls maximizes the training funds.
• The system must evaluate the effectiveness and quality of the courses, program content and instructional values.

Time and Attendance Processing

• Leave Processing
• Pay Processing
• Labor Cost and Distribution
• Reporting, Reconciliation, and Records Retention

Leave Processing

• The system must calculate accruals and carryovers for sick and vacation days of all employees.
• The system must provide audit trails and control data ensuring all reported leave hours as been processed correctly.
• The system must ensure leave without pay, workers compensation program, education and FMLA.
• The system must calculate leave for part-time employees and what they are entitled to receive.
• The system must provide end of year facial, end of calendar year and leave year end processing for any government agencies guidelines.
• The system must automatically convert leave taken in excess, based upon the leave priority policy.

Pay Processing

• The system must calculate pay at the end of each pay period, using information from the time and attendance processing function.
• The system must calculate current and future pay periods
• The system must calculate earning adjustments on a start and end date basics.
• The system must calculate overtime.
• The system must calculate pay deductions for all positions along with commissions for sales employees.
• The system must calculate mandatory deductions, Federal, State and Federal Compensation Act (FICA).
• Optional deductions Medical and Dental Insurance along with life insurance.
• Involuntary deductions like Internal Revenue (IRS) levies and garnishments
• The system must update employee’s personal payroll information, electronic funds transfer information.
• The system must maintain retirement data and service history.
• The system must generate unemployment compensations records severance pay.
• The system must payment of unpaid compensation for beneficiaries.

Labor Cost distribution

• The system must calculate work units by predefined data elements.
• The system must update elements driving the cost accumulation process.
• The system must produce electronic output for work units for use in other systems.

Reporting, reconciliation, and record retention

• The system must provide statistical human resources program plans for goals and management objectives. Covering all activities in the coarse of a year or longer for comparisons.
• The system must generate history for pay, time and attendance, leave history for all employees

General System Requirements

• The system must be at the standard agency level, accept processes and report on transactions with other external systems.
• The system must record transactions and related information to give the control. A custom interface may be required to identify and format transactions.
• The system must be flexible when accepting input from multiple media knows the unique data input requirements of interface systems.
• The system must list all transactions from all interfacing systems to the standard human resources payroll system, validations, and error correction procedures.
• The system must customize data input, processing rules, and edit criteria.
• The system must define internal operational procedures.
• The system must be callable of identifying transaction processes from other systems that update the standard human resources and payroll.
• The system must provide the users with customized output for reporting and providing interfaces to other systems to meet agency requirements.