1 TESTING AND DEBUGGING


1.1 TESTING


In the Payroll System, testing that had done is based on a regression technique split into several major focuses, namely internal, unit, application, and stress.

a) Internal Testing

b) Unit Testing

c) Application Testing

d) Stress Testing

In this system, all type of testing will be used. The testers that involve in these tests are:

a) Programmer - Person that responsible to develop the system.

b) Customer - Person that request on system development.

c) Outside Expertise - Person that had more experience in develop the same system.


After the programmer test the module one by one and the whole system, programmer need to identify errors or bug in this system. There is some example of error or bug that has been identified:

a) The expecting results not same with the theory result.

b) Some button not functioning.

c) The button link to the wrong interface.

d) The data that had been saved not write in the database.

e) The coding of the module is incorrect.



1.2 DEBUGGING



In Payroll System, debugging process also will be held module by module. This process will be done by the programmer. The programmer will use a tool calls debuggers to detect bug or defects. Debuggers are software tools which enable the programmer to monitor the execution of a program, stop it, re-start it and set breakpoints.

For Payroll System, Visual Basic 6.0 had been used to develop the interface and all the function. With this application, the bug or defect will automatically detect by debugger tool. Programmer also can run, pause or stop the system anytime if they need whether the module finished or not. So, they can detect the bug or defect easily.




2 CORRECTION AND MAINTENANCE


2.1 CORRECTION


In this system, programmer need to make some corrections if there is error or bug occurs. This correction will be done according to the error or bug found. The examples of the correction done in this system are shown below:

a) The expecting results not same with the theory result.
- Programmer had changed the coding for the calculation.

b) Some button not functioning.
- Programmer had added the coding to the button.

c) The button link to the wrong interface.
- Programmer had changed the link to the correct interface.

d) The data that had been saved not write in the database.
- Programmer had checked the connection to database.
- Programmer had changed the correct to input the data to database.

e) The coding of the module is incorrect.
- Programmer had changed the correct right coding
- Programmer had run the module until the module run correctly and follows the user requirement.


2.2 MAINTENANCE


The examples of the maintenance that we provide to the customer are shown below:

a) Add new function to the system.

b) Change the calculation coding if required.

c) Add new module to the system.

d) Make improvement to the system. E.g.: Online system.

e) Compress the module or function if customer does not need it anymore.

f) Correct the failure of the system.

g) Change the interface according to customer satisfaction and make it more users friendly.

Report by : Muhamad Mujahid, Leader 3dishess

1. After meeting with lecturer, we noticed that some parts of gantt chart (tasks/processes) were not related and incorrect to what our group did. We have updated it on this week.

2. A meeting of project group is conducted and a task distribution is built for the documentation of the system.

3. We have conducted meeting with client in week 5 and show them the storyboard of the system and requirement checklist. After we get the approval from client, we proceed the development phase (develop every module in the system). On this week, we integrate all the modules developed into a complete system.

4. After a complete system is developed, user manual is produced in this week too.


Reported by,

Leong Lien Jack,

Project Leader,

3Dishess Corporation.

1. This week, our previous project leader Leong Lien Jack is back in our team again. So the group members is back like previous, have 8 members.

2. Have meeting with the all members to discuss current progress and start the Implementation phase

3. Meeting among the members to discuss and prepare the meeting with the lecturer in this Friday ( 20 Feb 2009).


Reported By,

Yu Chai Soon,

Configuration Manager,

3Dishess Corporation.

1. This week, all group members start doing their own activities refer to the task given by project leader on week 4.

2. The number of team members now is 7 persons only because of eliminating one of person from team members.

3. The design phase and implementation of the system is in progress.

Reported By,

Nur Aine Omar,

Quality Control Manager,

3Dishess Corporation.

1. On the week 5 we have midterm break . After midterm break ,we have meeting discussion .

2. The result of the meeting is our CEO remain us to start develop our part.

3. Every task that are distributed for each group member on the previous week are started to develop.

4. On the week 6 is the development phase. Each group member do their own part that are distribute.

5. Our project use the Rapid Application Development methodology in develop our system.

6. Because of economic disruption in our country, our company decided to fired one of team members to reduce the budget and maintain the company economic.

Reported By,

Farah Inani Azmin,

System Analyst,

3Dishess Corporation.

Selected System: PAYROLL SYSTEM by allinone2company (AIOS)
Selected Methodology: Rapid Application Development (RAD)

On week 4, we have discussion on 1st Phase of RAD stage which is Requirements Planning.Below is the system overview and in this stage, we distributed the task based on modules involved in PAYROLL SYSTEM.

System Overview
Payroll System (PAY) is a system especially for those affiliates that do not have a professional accounting staff and they should engage the services of a payroll services to perform payroll calculations and reporting. Since our company had been requested by allinone2company (AIOS) to build a payroll system which can help your company in payroll processing, we are building PAY to help your company in payroll processing.

Functions
PAY system consists of 5 major functions; Login, Manage Employee Information, Calculate Payroll, Generate Payroll Voucher and View Salary Details. PAY is initiated by 3 types of user, Human Resource, Finance and Employee.




Thinking Outside Your Project Management Box

Lessons From The Pond For The Project Workforce
"As projects start and end within organizations the demand for employees fluctuates. It seems that in certain times the workforce is just too small to handle all tasks, and in slow times many employees are doing nothing. With change and with projects come the tidal movement of need of labor force. Most projects will be done in times of change, when economic forces are up or down. Times of stability don't call for much projects."

Stratification: Organizational Structures In A Pond
"In this posting we will introduce a view on organizational structures using The Fish Pond. It provides an alternative perspective in answering the question whether we should have flat organizations, pyramidal organizations or something in between. We will use the process of pond stratification as illustration. "

Indirect Control By Just Looking
"Employees live in complex organizations, Complexity imposes unpredictability of the future and only a turbid picture of the future may be sensed. The direct control of the employees will stress them and the employees will act and not behave normally. If a manager wants to see the real behavior he has to do it indirectly and from a distance. He has to observe behaviors at different times and see the collective behavior of employees without direct interferences."

25 Ways to Motivate Your Team Members
1. Always start with yourself; to motivate others you have to be motivated yourself and should look for positives in all situations. As a role model, if you are energetic and inviting your team will have confidence in you and will follow willingly.

2. Share the information you have about the project and give them a sense of ownership. It is their project; they should know the circumstances and limitations surrounding the project. This can lead to team members coming up with good suggestions as well.

3. When you face a work related problem your team is your best resource, and one that can rise to the occasion if you manage to motivate them. Take your problems to them; discuss and look for ideas and ways out of trouble. Once they feel you are a part of the team it is easier to rev them up good.

4. While discipline is important, strive to keep your work environment as informal as possible. People usually work better without the boss breathing down their neck so push for deadlines but in a manner that makes it a team goal they can take pride in achieving instead of an order that precedes insults on failure.

5. Projects are divided into phases; a good PM motivates his team by pointing out the milestones within the project. Usually you can arrange for special celebrations upon reaching the milestones on time. Plan your work parties ahead of time, or plan them during work hours so the team can all gather around and enjoy instead of worrying about other commitments.

6. Always appreciate your team members, even the small tasks that result in the leader saying ‘thank you’ can make people strive harder for appreciation. While communicating, choose your words wisely; be humble, use words like we instead of I.

7. During evaluation do not try to pin the blame on anyone as it creates an environment of distrust. For a good team environment you have to make them believe it is a team accomplishment or team failure.

8. Provide feedback in a positive manner; give them what was done right, mention the shortcomings and how the team can do better. Be a part of the team when there is blame to take but end your feedback on a positive note.

9. Everyone eats, take individual team members out to lunch, discuss trivial things as well as work related matters and just let them enjoy the time. Its free lunch to them and your time is well spent because at the end of it you have established a relationship from which you get fresh ideas and a willing worker who knows he is valued.

10. Listen to your team members talk; give them your ear from time to time and really listen. This should be a ritual every few days to get their perspectives. You can get new ideas and things they say can help you improve your policies and even benefit your business.

11. When a team member comes to you with a problem be positive in your analysis, try to find a definite solution and back him to work it out, even if you have to roll up your sleeves and help. Earning respect with deeds goes further than words.

12. Always support your team, give them confidence and give them opportunities to fulfill your confidence. It is imperative that you tell them you are there to support them in case they are stuck.

13. Not everyone can handle every job. As a leader it is up to you to pick the right person for the right job because while an under confident member can gain loads from successfully achieving his goal, failure has a huge negative impact on morale.

14. Eating together can be a relationship builder, have team lunches where someone gives a work related presentation. You basically end up killing two birds with a single stone.

15. Let your team be creative. Your team’s productivity is likely to go up if you give them a day where they can try out their ideas, as long as it has something to do with the project at hand, let them enjoy themselves.

16. What do people work best for? Something they have stakes in, those can be monetary stakes and they can be emotional or personal attachments. If you instill a sense of ownership in the team they will take the team goals as their personal goals, you need not worry about the end product after that; it is going to be their best effort.

17. Give them something fun to look forward to. That can be some time off at a board game or you can have a bake off or something similar. It is good to pit the junior members against the seniors and let them enjoy the competition. Or you can have work parties, give people responsibility to arrange them and bring people out of their shells so they take up responsibilities as well. The whole program helps lighten the mood and you share something good to eat too.

18. Encouragement goes a long way within a team and individually. When someone does well, be generous in your praise. An email to recognize a good idea, a pat on the back for a quick delivery or praise in front of the team or senior management is an excellent way to tell them they are appreciated.

19. When you ask for ideas and input it is usually the shy team members that lag behind. Give them time as well as the opportunity to come forward and speak. Listen carefully and evaluate ideas on merit, make sure not to discourage anyone though; telling them off for a bad idea means they probably will not speak again.

20. During a discussion, if there is a point that needs clearing up find the time to clarify or ask for a clarification. Misunderstandings can lead to huge blunders and these can be detrimental to how you feel about your team members. Avoid conflict and resolve situations before they can damage the team morale, or that of individuals.

21. Spot the motivators within your team; there are individuals that put a spark in the atmosphere, they are active and they compel others to show the same energy without ever saying it. If you have a good motivator prioritize his career development plans so even if there is no room for vertical growth, he gets satisfaction from horizontal growth within the organization.

22. Brainstorming sessions produce some great ideas and when they are one on one they show your team members they are considered important. Along with importance should come responsibility so give them roles they can fulfill according to their capabilities and interests.

23. Divide the project into parts where you can give individuals smaller achievable goals. This gives them the freedom to do things their way while letting them gain in confidence as well as motivation to do the best they can.

24. Achievement of organizational goals should lead to benefits. These can be monetary benefits as well as packages that provide the team members, e.g. medical cover or something similarly advantageous.

25. Last but not the least, not every individual has the same motivational needs and while a certain incentive would work for one team member it would not motivate the other and can even backfire. For instance, if a member is financially insecure he will value a raise more than anything else, but the same raise will not work on a financially secure member, he can be concentrating on job security or his own safety, therefore it is of utmost importance to get to know your team. Once you have worked out where they stand on the hierarchy of needs, you can work out the best motivational incentive for them. Macro-management does not pay the dividends.


Thank You.

Reported by,
Fatin Liyana Binti Abdullah
Creation Director,
3Dishess Corporation.

1. Discussion to choose the best proposal submitted by each company.

2. Make a justification on each proposal.

3. After finishing the justification, we had choose Seven Eleven Inc company to build our system.

4. The reasons we choose this company are:

i. We fully understand on each module that is given.

ii. The software development methodologies are defined clearly on each stage.

iii. This company will develop the highest level quality of system because they offers the
highest cost.

iv. Our company can reduce the maintenance budget to maintain this system.


Report by,
Muhamad Mujahid Bin Zakaria
CEO
3Dishess Corporation