BESTLINK COLLEGE OF THE PHILIPPINES - BULACAN INC.

Ipo Road, Barangay Minuyan Proper City of San Jose Del Monte, Bulacan

COLLEGE OF COMPUTER STUDIES

HR Performance and Management

in Bestlink College of the Philippines-
Main Campus in Novaliches

A Capstone Project
Presented to the Faculty of
College of Computer Studies
Bestlink College of the Philippines -Bulacan campus

In Partial Fulfillment of the

Requirements for the
Degree Bachelor of Science in Information System

By

Kyle Felipe
Scrum Master

Mike Jeo Sedurifa

Programmer

Eduard Compacion Jr.

System analyst

Kyla Rose Pasamante Baltero

Document Specialist

Rikko Vinz Arguelles

Business Specialist
BESTLINK COLLEGE OF THE PHILIPPINES - BULACAN INC.

Ipo Road, Barangay Minuyan Proper City of San Jose Del Monte, Bulacan

Introduction

Background of the Capstone Project

The HR Performance Management connected to training and

development involves the integration of employee evaluation and skill
enhancement within an organization. This approach is ground in the recognition
that employees are a vital asset and that investing in their continuous learning
and development is key to organizational success. By combining performance
management practices with targeted training and development initiatives,
companies can create a robust framework for nurturing talent, improving
performance, and driving innovation.

Performance management forms the foundation of this approach,

providing a systematic process for assessing employee performance, setting
clear goals and expectations, providing constructive feedback, and identifying
areas for improvement. Through regular performance appraisals, managers can
gain valuable insights into employee strengths and areas that may require
development. This data-driven approach enables organizations to make informed
decisions about training and development priorities, aligning individual goals with
overall business objectives.

On the training and development front, organizations employ a variety of

strategies and programs to enhance employee knowledge, skills, and abilities.
This includes traditional methods such as workshops, seminars, and e-learning
modules, as well as more personalized approaches like mentoring and on-the-job
training. By offering a mix of formal and informal learning opportunities,
organizations can cater to diverse learning styles and ensure that employees
have access to the resources they need to succeed.

The goal of this integrated approach is to create a culture of continuous

learning and improvement. By providing employees with the tools and support
they need to grow professionally, organizations can boost employee
engagement, retention, and productivity. Additionally, investing in employee
development can lead to a more skilled and adaptable workforce, better
equipped to navigate challenges and drive business success in an ever-evolving
market landscape.
BESTLINK COLLEGE OF THE PHILIPPINES - BULACAN INC.

Ipo Road, Barangay Minuyan Proper City of San Jose Del Monte, Bulacan

Context and Scope

Managing staff information effectively is crucial for HR departments to

ensure compliance with regulations, support organizational decision-making, and
promote a positive and productive work environment. This involves various
aspects such as human resources management, categorizing HR for better
viewing experience, using inspirational quotes for boosting morale, implementing
information security measures, managing personal and employment information,
and providing tutorials for inexperienced staff members.

 Setting performance and tools

 Conducting performance
 Developing performance and improvements
 Providing feedback and coaching improvements
 Recognizing and rewarding performance

Problem Statement

The problem statement in HR performance and management includes

challenges such as talent acquisition, employee engagement, performance
management, diversity, compliance, strategic planning, and employee well-being.
Specific problems encompass difficulties in talent retention, low morale,
ineffective appraisals, limited development opportunities, compliance issues, and
lack of strategic alignment. Solutions involve strategic planning, innovative HR
strategies, technology use, strong leadership, and a positive work culture for
improved performance and employee experiences.

 Low Employee Morale and Engagement

 Ineffective Performance Appraisal Systems
 Data Security and Privacy Concerns

Objectives and Goals

At Bestlink College of the Philippines, we have broad and changing

aims when it comes to performance management. Our dedication lies in
utilizing state-of-the-art HR technology and analytics to promote
excellence in all aspects of workforce management. Our main goal is to
use technology innovations and data-driven insights to optimize the
recruiting and selection processes, resulting in the accurate and efficient
identification and acquisition of top talent.
BESTLINK COLLEGE OF THE PHILIPPINES - BULACAN INC.

Ipo Road, Barangay Minuyan Proper City of San Jose Del Monte, Bulacan

Our target is to transform performance management practices in

our organization by introducing advanced HR technologies and analytical
tools. By using data-driven strategies, we hope to support our staff
members' personal and professional development, enabling them to
realize their full potential and make significant contributions to our
company's objectives.

Moreover, our goals also encompass training and development,

where we apply analytics to customize programs that meet the unique
requirements and goals of our employees. We improve data security and
accessibility and make sure that vital information is easily accessible to
facilitate well-informed decision-making processes by digitizing records
management.

Driven by a powerful mission and vision, the Human Resources

(HR) technology and analytic system development team dedicated to
revolutionizing HR practices. Our mission is to empower organizations
with innovative technology solutions and advanced analytics, enabling
data-driven decisions that optimize employee performance and
engagement. We envision a future where HR technology seamlessly
integrates with organizational processes, providing real-time insights and
predictive analytics to drive strategic workforce planning and foster a
culture of continuous improvement and growth.

Our HR system serves as a centralized platform for storing and

managing employee data, streamlining processes such as recruitment,
performance management, training and development, and compensation
and benefits management. By improving efficiency, accuracy, and
accessibility in HR operations, our system enables HR professionals to
make informed decisions, track employee progress, and ensure
compliance with organizational policies and regulations, thereby
contributing to the overall success of our institution.
BESTLINK COLLEGE OF THE PHILIPPINES - BULACAN INC.

Ipo Road, Barangay Minuyan Proper City of San Jose Del Monte, Bulacan

Significance and Relevance

HR management and performance are critical to creating a healthy and

productive workplace where employees can thrive. Think of HR as the bridge that
connects the company’s goals with the needs of its employees, ensuring that
both sides work together seamlessly.

Once employees are part of BestLink Main, HR provides ongoing support

to help them succeed. This includes customized training programs to provide
skills and professional development opportunities to guide their career
progression. HR also ensures that employees have the tools and resources they
need, and acts as a guide to help them reach their full potential.

Maintaining a fair and inclusive work environment is another key HR

responsibility at BestLink Main. They establish policies that promote equal
opportunities and respect for diversity, ensuring that every employee feels valued
and heard. This approach creates a collaborative and positive work culture where
everyone can give their best.

Additionally, HR at BestLink Main uses data and analytics to gain insights

into employee engagement and productivity. This data-driven approach enables
HR to make informed decisions, tailor initiatives to meet employee needs, and
continuously improve the overall employee experience.

Structure of the Document

METHOD DESCRIPTION
This section introduces the capstone project
providing background information, defining its scope
and context, stating the problem to be address,
Introduction
outlining objectives and goals, explaining its
significance, and giving an overview of the
documents structure.
Here, we review relevant literature, including an
overview of agile scrum methodology, enterprise
Literature Review architecture concepts, previous studies, and
research, and how information systems integrated
in enterprise environments.
Methodology This section outlines the methodology used in the
project, focusing on Agile Scrum principles, roles
(such as Scrum Master, Product Owner, and
Development Team), Sprint cycles, Scrum artifacts,
and the integration approach for information
BESTLINK COLLEGE OF THE PHILIPPINES - BULACAN INC.

Ipo Road, Barangay Minuyan Proper City of San Jose Del Monte, Bulacan

systems, including an introduction to TOGAF and its

architectural domains.
Here, we identify stakeholders, gather requirements
using various techniques, develop user stories and
Requirements Analysis
use cases, and define functional requirements for
system integration.
This section involves identifying, diagramming,
Business Process aligning, and improving business processes within
Architecture the organization to ensure they are compatible with
the integrated system.
This part deals with the components, diagrams,
Application architecture integration, communication patterns, and interaction
of the application architecture within the system.
This section focuses on data sources, types, flow
Data architecture diagrams, storage, management, and
synchronization across systems.
We discuss the technology stack, infrastructure,
Technology architecture network topology, software technologies, scalability,
and performance considerations.
This part covers Agile Scrum roles and
responsibilities, sprint planning, backlog
Development Process
management, execution, deliverables, and
challenges faced during the development process.
This section describes the technical implementation
Implementation details, tools, technologies used, code integration,
interoperability, testing, and debugging.
Here, we discuss testing strategies, methodologies,
Testing quality
assurance
test cases, data, results, bug reports, and quality
assurance measures.
This section presents project outcomes, alignment
Results and evaluation with objectives, stakeholder and user feedback, and
lessons learned.
Summarizes key takeaways, project achievements,
Conclusion
future work, and closing remarks.
References Lists sited sources and references
Includes various technical documentation on
system architecture, integration, application design,
database schema, network configuration,
Appendices: Technical
Documentation
deployment, security measures, testing, monitoring,
APIs, user documentation, known issues, version
control, DevOps, licensing, and performance
metrics.
BESTLINK COLLEGE OF THE PHILIPPINES - BULACAN INC.

Ipo Road, Barangay Minuyan Proper City of San Jose Del Monte, Bulacan

Literature Review

Agile Scrum Methodology Overview

The Agile methodology, originating from a group of software developers in

2001, is ground in core values and principles encapsulated in the Agile
Manifesto. These values prioritize individuals and interactions over tools and
processes, emphasizing skilled, cooperative teams. The primary goal is
functional software development, valuing this over extensive documentation.
Agile fosters continuous collaboration with customers throughout the process
rather than finalizing all details upfront and working in isolation. Agile teams are
known for their adaptability and flexibility in response to change rather than strict
adherence to plans.

Agile principles include early and continuous delivery of valuable software,

welcoming changing requirements, and frequent delivery of working software. It
promotes daily collaboration between business and developers, trusting
motivated individuals to deliver. Face-to-face communication is value for
efficiency, and working software indicates progress.

Implementing Agile Scrum at Bestlink College of the Philippines' main

campus in Novaliches could bring benefits like flexibility, productivity
improvement, enhanced product quality, and higher customer satisfaction.
However, challenges such as resistance to change, transitioning from traditional
methods, continuous customer involvement, and estimating project timelines may
arise.

Enterprise Architecture Concepts

Vision:

Our vision is to become a leading advocate and innovator in the field of

Enterprise Architecture Concepts for HR performance and management. We
aspire to a world where every company and HR department has the capability to
optimize their resources, manage their people more effectively, and achieve their
goals through technology and data management.

Strategy:

Comprehensive Analysis - We start by carefully analyzing the current state of an

organization's HR performance and management. Here, we identify needs,
opportunities, and challenges that need to be address.
BESTLINK COLLEGE OF THE PHILIPPINES - BULACAN INC.

Ipo Road, Barangay Minuyan Proper City of San Jose Del Monte, Bulacan

Building Management Solutions - After the analysis, we develop people

management solutions tailored to the needs and goals of each company or
department. This includes creating strategies to improve performance,
establishing processes and systems, and enhancing employees' skills.

Implementing Enterprise Architecture - We promote the use of modern

technology and best practices in Enterprise Architecture to expedite and enhance
the implementation of our solutions. This includes integrating systems,
strengthening security and compliance, and advocating for data-driven decision
making.

Education and Empowerment - Our strategy is not only focus on technology but
also on strengthening the skills and knowledge of employees. This is through
training, providing resources and tools, and fostering a culture of learning and
development.

Relevant Studies and Research

The evolution of technology has significantly impacted various aspects of

our lives, from healthcare to personal gadgets like smartwatches. In
organizations, technology plays a crucial role in enhancing operational efficiency
and transparency, as noted by Ahmad (2014) and Odeh (2019). Meuter et al.
(2000) highlighted factors influencing consumer acceptance of new technologies,
which also applies to technology adoption within organizations.

This study focuses on technology acceptance models and their effects on

employee performance, particularly in the manufacturing industry, known for its
heavy reliance on technological advancements. While technology adoption
promises benefits such as error reduction and increased efficiency, employees
may face concerns about job security and adaptation challenges, as highlighted
by previous research.

Limited studies have directly addressed the impact of technology adoption

on employee performance and job insecurity. However, Hampel and Martinsons
(2009) and Madsen et al. (2005) suggest that technology adoption alters
organizational strategies and policies, presenting challenges such as competition
and improving efficiency.

Employee attitudes and behaviors are crucial for successful technology

adoption, as resistance can hinder organizational performance (Bernerth, 2004).
Motivating employees to embrace technological changes is essential, requiring
intrinsic or extrinsic incentives (Dauda & Akingbade, 2011). Imran, Maqbool, and
Shafique (2014) emphasized the role of ethical technology use in enhancing
employee performance within organizations. Overall, understanding the
BESTLINK COLLEGE OF THE PHILIPPINES - BULACAN INC.

Ipo Road, Barangay Minuyan Proper City of San Jose Del Monte, Bulacan

dynamics of technology adoption and its impact on employee performance is vital

for organizational success.

Integration of Information Systems in Enterprise Environments

Integrating information systems in HR is vital for streamlined operations as

it enhances efficiency improves decision-making ensures data consistency and
fosters better employee experiences. by embracing technology and integrating
information systems HR can contribute significantly to an organization overall
success.

 Centralized Data: Integrating HR systems allows for the centralization of

employee data. This means that all relevant information such as employee
profiles job history performance records and training records can be store
in a single database. This centralized data enables HR professionals to
access and update information quickly reducing the time spent searching
for information across multiple systems or files.

 Enhancing Efficiency: Integrating information systems in HR helps

automate various processes such as recruitment onboarding performance
management and employee training. This automation reduces manual
workload save time and increase productivity. As a result, HR can focus
on strategic tasks that require human intervention such as employee
engagement and talent development.

Methodology
Agile Scrum Methodology in the Project
BESTLINK COLLEGE OF THE PHILIPPINES - BULACAN INC.

Ipo Road, Barangay Minuyan Proper City of San Jose Del Monte, Bulacan

Roles (e.g., Scrum Master, Product Owner, Development Team)

Role Name and Contact Information Responsibilities

Lead research team to

Scrum Master Kyle Felipe complete projects within
allotted timelines and budgets.
Performing a task and being
Programmer Mike Jeo Sedurifa equipped for maintenance and
troubleshooting when issues
arise and writing codes.
Maintaining and improving
System Eduard Compacion Jr computer system for an
Analysis organization and its client.
Responsible for sorting and
Documents Kyla Rose Pasamante Baltero storing documents safely and
Specialist secured.

Gathering relevant data by

Business Rikko Vinz Arguelles interviewing the client and
Specialist listing the expenses of the
team.
BESTLINK COLLEGE OF THE PHILIPPINES - BULACAN INC.

Ipo Road, Barangay Minuyan Proper City of San Jose Del Monte, Bulacan

Sprint Cycles (e.g., Sprint Planning, Daily Standups, Sprint

Review)
Sprint Planning

Features:

 User login
 Dashboard
 Employee profile
 Announcement
 Recruitment
 Notification
 Record Management

Date: Wednesday, first week of sprint

AGENDA
Get the data for each feature.
Assign the task to team members.
Set sprint cycle and scrum artifacts.

Daily Stand-up Meeting:

Schedules Description
Every day from 7:00 am to 7:00 pm For development work
Monday at 12:00 am For document meetings
Friday at 9:00 am For progress updates
Saturday at 12:00 am For checking bug/error
Sunday at 10:00 am Meeting for client about our system

Sprint Review:

 User login --- For secured user experience.

 Dashboard -- For faster access.
 Employee profile -- To easily recognize the staff.
 Announcement -- For announcing news to the user.
 Recruitment -- To view info on applicants that wants to join.
 Notification -- For notifying the staff when something comes up.
 Record management -- For easily accessing the needed information.
BESTLINK COLLEGE OF THE PHILIPPINES - BULACAN INC.

Ipo Road, Barangay Minuyan Proper City of San Jose Del Monte, Bulacan

Scrum Artifacts (e.g., Product Backlog, Sprint Backlog)

Product Backlog
Sprint Backlog

Name & Role In progress Done

User login
Dashboard
Employee profile Mike Jeo Sedurifa
Programmer
Announcement
Recruitment
Notification
Record management

Integration Approach for Information Systems

Scope:
Integration of Information Systems in Performance Management (HR):
This phrase implies a comprehensive scope, focusing on integrating information
systems within the context of HR departments in large-scale enterprises. It
suggests dealing with multiple systems, functions, and diverse geographical
locations within the HR framework of a large organization.
Integration Approach for Performance Management Systems (HR): This
term emphasizes the methodology or strategy employed in integrating
performance management systems within HR. It does not explicitly specify the
scale or context of integration, suggesting applicability to integration efforts of
organizations, ranging from small businesses to large enterprises.

Emphasis:
Integration of Information Systems in Performance Management (HR):
This phrase underscores the importance of the HR environment in integration
efforts. It suggests that integration strategies must consider the complexity and
scale of performance management systems within HR, addressing factors such
as scalability, security, compliance, and interoperability across different systems.
Integration Approach for Performance Management Systems (HR): This
term places more emphasis on the approach or strategy used for integrating
performance management systems within HR, irrespective of the specific
organizational environment. It could encompass methodologies, frameworks, or
best practices for designing, implementing, and managing integration solutions.
BESTLINK COLLEGE OF THE PHILIPPINES - BULACAN INC.

Ipo Road, Barangay Minuyan Proper City of San Jose Del Monte, Bulacan

Context:
Integration of Information Systems in Performance Management (HR):
This phrase implies integration within the broader context of HR functions, where
multiple systems need to interact and share data to support various performance
management processes. It may involve integrating systems such as employee
databases, performance evaluation software, training platforms.
Integration Approach for Performance Management Systems (HR): This
term could apply to integration efforts in any context where multiple performance
management systems within HR need to connect and coordinated. It may include
integrating both internal systems (e.g., performance appraisal tools, HRIS) and
external systems (e.g., talent management software, payroll systems) to facilitate
seamless data exchange and process automation.

Introduction to TOGAF and the Four Architectural Domains

The Open Group Architecture Framework (TOGAF) is the enterprise

architecture framework extensively used to place a structured process on the
design, planning, implementation, and governance of an organization's IT
infrastructure and processes. In the context of human resources performance
and management, TOGAF offers a methodological framework that aligns
strategies related to HR with the overall business objectives and technological
capability. It allows HR departments to create an all-inclusive architectural
roadmap in support of organizational goals and operational excellence.

TOGAF describes four architectural domains particularly important in HR

performance and management:

Business Architecture: The domain offers a clear view and definition of

the HR processes, roles, responsibilities, and workflows within the organization.
This will result in the mapping out of strategic goals of HR, such as acquisition of
talent, performance management, learning and development, and employee
engagement, aligned with the business objectives and identifying areas of
improvement and innovation.

Data Architecture: Data, in relation to HR operations, is an important

asset, ranging from employee records, performance metrics, training history, and
compliance data. TOGAF data architecture leads HR departments to design data
models, establish data governance frameworks, ensure data quality and integrity,
and leverage analytics toward making informed decisions. It underlines the
importance of data-driven HR strategies and how to apply technology toward
managing and analyzing HR data effectively.
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Ipo Road, Barangay Minuyan Proper City of San Jose Del Monte, Bulacan

Application Architecture: In HR management, applications play a vital

role in making easier various processes, such as recruitment, onboarding,
performance appraisal, and employee self-service. TOGAF's application
architecture helps HR professionals select, design, integrate, and maintain
software applications supporting HR functions. It stresses the need for the
interoperability, scalability, security, and usability of HR applications to enhance
user experience and operational efficiency.

Technology Architecture: This domain involves the infrastructure and

technology components supporting HR systems and applications. These include
hardware, networks, servers, databases, cloud platforms, and cybersecurity
measures. TOGAF enables the HR departments to design a robust technology
architecture that is dependable, available, performs well, and secure for the HR
systems. It also discusses integration issues, modernizing legacy systems, and
emerging technologies such as AI, IoT, and analytics in the HR domain.

By using TOGAF and incorporating the four architectural domains, HR

professionals can develop a strategic roadmap for digital transformation, aligning
HR initiatives with business goals, optimize the operational processes, enhance
employee experiences, and finally drive organizational success in a dynamic and
competitive business environment.

Requirements Analysis

Stakeholder Identification

Stakeholder identification in HR involves recognizing and understanding

those with a stake or influence in HR initiatives. It is crucial for aligning strategies,
gaining support, mitigating risks, and ensuring positive contributions to
organizational goals and stakeholder needs.

Stakeholders may include:

1. College Administrators: Responsible for setting performance management

strategies aligned with the college's goals and ensuring the system supports
these objectives.

2. Human Resources Department: Utilizing the system for tracking employee

performance, conducting evaluations, and implementing performance
improvement plans.
BESTLINK COLLEGE OF THE PHILIPPINES - BULACAN INC.

Ipo Road, Barangay Minuyan Proper City of San Jose Del Monte, Bulacan

3. Faculty and Staff: Engaging with the system to set performance goals, receive
feedback, and participate in performance reviews to enhance professional
development.

4. Department Heads: Collaborating with HR to establish department-specific

performance metrics, monitor progress, and address performance-related issues
within their teams.

5. Student Advisors: Providing academic and career guidance to students,

advisors may rely on HR system data for student records, progress tracking, and
advising purposes, making them reliant on system accuracy and accessibility.

Requirements Gathering Techniques

Requirements Gathering Techniques to gather requirements effectively,

various techniques can be employed:

Interviews: Conducting one-on-one or group interviews with stakeholders

to gather thoughts, opinion, and ideas about the project.

Document Review: Examining existing documentation such as business

plans or user manuals to gather information about the project’s context and
requirements.

Survey: Surveys are questionnaires distributed to many stakeholders to

gather their opinions and requirements.

Observation: Observe the current process and system related to the

capstone project to understand how they work identify pain points and gather
insights for improvement. Your HR performance strategies.
BESTLINK COLLEGE OF THE PHILIPPINES - BULACAN INC.

Ipo Road, Barangay Minuyan Proper City of San Jose Del Monte, Bulacan

User Stories and Use Cases

User Stories:

Stories Stories Stories Revise Status

Numbe Priorities d
r Priority
Task As an HR manager, I want to easily
No. 01 track employee performance metrics
to identify top performers and areas 1 - Done
for improvement.

Task As a team leader, I want a system

No. 02 that facilitates regular performance
feedback and coaching sessions 2 - Done
with my team members.

Task As an employee, I want access to

No. 03 self-service tools for setting and 3 - Done
monitoring my performance goals
throughout the year.
Task As a training coordinator, I want to
No. 04 integrate performance data to 3 - Done
identify training needs and plan
development programs accordingly.
Task As an executive, I want dashboards
No. 05 and reports that provide insights into 4 - Done
overall organizational performance
and alignment with strategic goals.

Use Cases:

User Case 1: Performance Evaluation

User Action: HR Manager based on key metrics, feedback from managers, and
self-assessment data, the HR manager evaluates employees' performance.

User Case 2: Feedback and Coaching

User Action: Team Leader holds periodic feedback sessions with employees,
coaching and supporting them to improve their performance.
BESTLINK COLLEGE OF THE PHILIPPINES - BULACAN INC.

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User Case 3: Self-Service Performance Management

User Action: Employees log into a self-service portal to establish performance

goals, track progress, and request feedback from their managers.

User Case 4: Training Needs Analysis

User Action: Training Coordinator analyzes the performance data to determine

the skill gaps and prepares training programs to meet the requirement.

User Case 5: Strategic Performance Analysis:

User Action: Executives use the dashboards and reports, which generate from
performance data, to review organizational performance and thereby make
strategic decisions.

Functional Requirements for Integration

5. Business Process Architecture:

Identification of Business Processes

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Ipo Road, Barangay Minuyan Proper City of San Jose Del Monte, Bulacan

OVERALL BPA
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BESTLINK COLLEGE OF THE PHILIPPINES - BULACAN INC.

Ipo Road, Barangay Minuyan Proper City of San Jose Del Monte, Bulacan

TOP LEVEL 1

TOP LEVEL 2

Business Process Diagrams

Alignment of Integrated System with Business Processes

Business Process Improvements

6. Application Architecture
Components of Application Architecture
Application Architecture Diagrams
Integration of Software Modules
Communication and Interaction Patterns
7. Data Architecture:
Data Sources and Types
Data Flow Diagrams
Data Storage and Management
Data Synchronization Across Systems
8. Technology Architecture:

Technology Stack and Infrastructure

Network Topology and Configuration
Software Technologies
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Ipo Road, Barangay Minuyan Proper City of San Jose Del Monte, Bulacan

Scalability and Performance Considerations

9. Development Process:
Agile Scrum Roles and Responsibilities
Sprint Planning and Backlog Management
Sprint Execution and Deliverables
Challenges Faced in the Development Process
10. Implementation:
Technical Implementation Details
Tools and Technologies Used
Code Integration and Interoperability
Integration Testing and Debugging
11. Testing and Quality Assurance:
Testing Strategies and Methodologies
Test Cases and Test Data
Test Results and Bug Reports
Quality Assurance Measures
12. Results and Evaluation:
Project Outcomes and Deliverables
Alignment with Project Objectives
Stakeholder and User Feedback
Lessons Learned
13. Conclusion:
Key Takeaways and Summary
Project Achievements and Contributions
Future Work and Enhancements
Closing Remarks
14. References:
List of Cited Sources and References
15. Appendices:
Supplementary Material
Technical Documentation
Scrum Artifacts (e.g., Burndown Charts, Sprint Backlogs) – attach all what you
have been uploading in the google classroom.

Technical Documentation Outline

15. Appendices: Technical Documentation

15.1. System Architecture:

Overview of the overall system architecture
Detailed diagrams illustrating system components and their interactions.
Explanation of component responsibilities and relationships
15.2. Information Systems Integration:
Description of how the class's information systems integrated.
Diagrams showing the integration points and data flows.
Data transformation and mapping processes
15.3. Application Design and Development:
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Ipo Road, Barangay Minuyan Proper City of San Jose Del Monte, Bulacan

Detailed information about the software modules and components

Code snippets and code structure.
Algorithms and data structures used.
Libraries and frameworks utilized.
15.4. Database Schema and Data Management:
Database schema design
Entity-relationship diagrams (ERDs)
Data modeling and normalization
CRUD (Create, Read, Update, Delete) operations.
15.5. Network Configuration:
Network topology and configuration details.
Security measures (e.g., firewalls, encryption)
Protocols and communication methods used.
Load balancing and failover mechanisms.
15.6. Deployment and Infrastructure:
Deployment strategies (e.g., cloud, on-premises)
Hardware specifications and server configurations
Configuration management (e.g., scripts, automation tools)
Scalability and resource optimization
15.7. Security Measures:
Security protocols and measures implemented.
Authentication and authorization mechanisms
Encryption and data protection
Incident response and mitigation procedures
15.8. Testing and Quality Assurance:
Detailed test cases and scenarios
Test data and expected outcomes.
Test results and validation against requirements.
Performance testing and optimization efforts
15.9. System Monitoring and Maintenance:
Tools and techniques for monitoring system health
Logging and error handling mechanisms
Scheduled maintenance and updates
Disaster recovery and backup procedures
15.10. APIs and Integration Points:
Documentation of APIs used for integration.
API endpoints, methods, and data formats
How external systems interact with your project.
15.11. User Documentation:
User manuals and guides (if applicable)
Instructions for system users
Troubleshooting and FAQs
15.12. Known Issues and Troubleshooting:
List of known issues and their status
Troubleshooting steps for common problems
Contact information for technical support.
15.13. Version Control and Source Code Repository
Description of version control system (e.g., Git)
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Repository location and access details

Branching and merging strategies
15.14. DevOps and Continuous Integration/Continuous Deployment (CI/CD):

CI/CD pipeline setup and configurations

Automation scripts and tools used.
Deployment strategies and rollback procedures
15.15. Licensing and Open-Source Libraries:
Information about licenses for software and libraries used.
Credits and attributions for open-source components
15.16. Performance Metrics and Monitoring:
Metrics collected and monitored.
Tools and dashboards used for performance analysis.
Actions taken based on performance data.