2. Agenda Introduction Literature survey Hardware and software requirements System design System implementation System testing Conclusion and future enhancement

3. Introduction Overview Problem definition Existing system Proposed system Scope

4. Literature Survey Business Intelligence architecture Business intelligence framework Web based performance system

5. Literature Survey cont.. 360 degree Appraisal System

6. Literature Survey cont.. Advantages and disadvantages of the system Advantages: The feedback is more honest, reliable and valid than traditional appraisals from the supervision only. Feedback from multiple sources has a more powerful impact than information from a single source. They are typically not as time consuming for the supervisor as the traditional performance appraisal.

7. Disadvantages If co-workers like the individual being rated, they are concerned about doing or saying anything that may hurt them. If raters disliked the individual they may decide that this is a good time to get even.\ Subordinates often cannot evaluate the supervisor’s work as it relates to management objectives

8. Hardware and software requirements Client Side 512 MB/1GB RAM,10 GB Hard Disk Windows Browser (Internet Explorer 6, Opera, Mozilla) Server Side 4GB RAM, 150GB Hard Disk Windows MYSQL Apache Tomcat JDK 1.6 Net beans

9. Functional Requirements Here in the system the functionalities of manager, employee and customer are described. The rating of several objectives is the input to the system. The output is the results in terms of chart which helps to know the performance of the individual in the company. The functionalities are described in the use case diagrams.

10. Use case diagram of manager

11. Use case diagram of Employer

12. Use case diagram of customer

13. Components of the system

14. DFD of the system

15. Implementation Project requirement: In the project, we had to collect information of various objectives which helps in evaluating the performance of the Employees. The objectives are specified by management. Objectives are differentiated under two headings. They are relationship objectives and performance objectives. Relationship objectives results to the individual relationship with manager, subordinates, peer employee and customer. Performance evaluation includes those objectives which help actually in evaluating the performance of the individuals to know their contribution towards the company. These both results are in the form of charts and it helps manager to gauge each individual performance and also his behavior. It helps to take better decision of each employee by manager.

16. Technology MYSQL Net beans 6.1 Apache Tomcat JDK 1.6 Browser ExtJs

17. System Modules Login Module Department creation/deletion Module Project creation/deletion Module Team Creation/deletion Module Employee creation/deletion Module Objectives Creation Module Evaluation Module Email Module

18. Snapshots

29. Result

30. Testing Unit testing Integration testing System testing

31. Test cases

39. Conclusion The web-based performance system is an easy and convenient way to conduct the performance of each employee every year. The system is easy to use, clear to understand and very effective. There is no need of paper formats of performance system where it is very tedious to rate lot of employees and calculate their score. it will be very safe and secure information. All the objectives are stored in the database library and can be viewed and updated anytime conveniently.

40. Future enhancement The attendance logger can be used to know the attendance status to evaluate the performance of the employees. We can also evaluate the performance of each department in company and know the progress of the organization. Subjective questionnaire can be used to test the performance of the individuals.

41. References “Web-based Performance Appraisal System for Thai Companies” ShrutiShrestha† and JunaluxChalidabhongse School of Management Technology, Sirindhorn International Institute of Technology, Thammasat University, Pathumthani 12121, THAILAND. Campbell, D.J., Campbell, K.M. and Chia, H. (1998) Merit pay, performance appraisal, and individual motivation: an analysis and alternative, Human Resource Management,37,131- 146. 360 degree feedback theory. Available in http://www.ccl.org/leadership/pdf/assessments/ 360bestpractices.pdf http://www.right.com/Global/includes/pdfs/Effective_Use_ 360_Feedback. pdfhttp://www.usfa.dhs.gov/pdf/efop/efo29061.pdf

42. Extjs: javascript. Available in http://docs.sencha.com/ext- js/3.3/#/guide/getting_started Herbert Schildt, Java The complete reference, McGraw hill, 5 th edition Software Engineering- Roger.S. Pressman, 6 th edition. http://www.w3schools.com/sql/default.asp http://en.wikipedia.org http://java.sun.com

43. Thank you