DAMRI Human Capital Intelligence Platform

1. Introduction

1.1 Purpose

This document describes the software requirements for the DAMRI Human Capital Intelligence Platform, an integrated digital platform for employee monitoring based on data, serving as an end-to-end talent management solution for DAMRI.

The purpose of this document is to provide a detailed description of the system's functionality, interfaces, and performance requirements to guide the development team in building the system according to stakeholder needs.

1.2 Scope

The DAMRI Human Capital Intelligence Platform will provide the following core functionalities:

Decision Support System (DSS) for employee rotation and mutation
Analytics tools for strategic decision-making
Decision filtering for training suitability
Comprehensive dashboard with key performance indicators
Personalized employee profile recommendations
Employee data management and record keeping

The system will integrate with existing DAMRI systems for employee performance tracking and will serve HR personnel, department managers, and executive leadership.

1.3 Definitions, Acronyms, and Abbreviations

Term	Definition
DAMRI	Perusahaan Otobus milik pemerintah Indonesia
SRS	Software Requirements Specification
KPI	Key Performance Indicator
DSS	Decision Support System
SP	Surat Peringatan (Warning Letter)
HR	Human Resources

1.4 References

DAMRI HR Policy Manual, Version 3.2
DAMRI Employee Performance Evaluation Guidelines
DAMRI Training and Development Framework
DAMRI Organizational Structure Document

1.5 Overview

The remainder of this document is organized as follows:

Section 2 describes the overall system context and user characteristics
Section 3 details the functional requirements
Section 4 outlines the non-functional requirements
Section 5 presents the system architecture
Section 6 describes the data model
Section 7 specifies the user interface requirements
Section 8 defines performance requirements
Section 9 outlines security requirements
Section 10 provides additional information in the appendix

2. Overall Description

2.1 Product Perspective

The DAMRI Human Capital Intelligence Platform is a standalone web-based application that will integrate with existing DAMRI systems including:

Employee Attendance System
Payroll Management System
Training Management System
Performance Evaluation System

The system will serve as a central hub for all employee-related data and analytics, providing decision support for HR management.

System Context Diagram

2.2 Product Functions

The main functions of the system include:

Employee Data Management: Store and manage comprehensive employee profiles
Performance Analytics: Track and analyze employee KPIs and performance metrics
Decision Support: Provide data-driven recommendations for employee rotation, mutation, and training
Dashboard Visualization: Present key metrics and insights through interactive dashboards
Reporting: Generate comprehensive reports for HR and management
Alert System: Notify HR of critical employee issues or opportunities

2.3 User Characteristics

User Type	Description	Technical Proficiency
HR Administrators	Manage employee data, run reports, handle day-to-day HR operations	Medium - Familiar with HR systems
Department Managers	Monitor team performance, make promotion/rotation decisions	Medium - Comfortable with analytics dashboards
Executive Leadership	Strategic decision-making, workforce planning, talent management	Low-Medium - Need simplified, high-level views
System Administrators	Manage system configuration, user access, integrations	High - Technical expertise required

2.4 Constraints

Integration: Must integrate with existing DAMRI systems using available APIs
Security: Must comply with DAMRI data security and privacy policies
Timeline: Must be delivered in phases with core functionality available within 6 months
Budget: Development and implementation must stay within approved budget
Compatibility: Must support modern web browsers (Chrome, Firefox, Edge, Safari)

2.5 Assumptions and Dependencies

Assumptions:

Existing DAMRI systems will provide necessary APIs for integration
Employee data will be maintained and updated regularly by HR staff
Users will have adequate training on system usage
Internet connectivity will be available at all DAMRI locations

Dependencies:

Employee data from existing HR systems
Performance data from evaluation systems
Attendance data from timekeeping systems
Training records from LMS (Learning Management System)

3. Functional Requirements

3.1 Employee Data Management

FR-001: Employee Profile Management

The system shall allow authorized users to create, view, edit, and delete employee profiles containing personal information, position, department, salary scale, and employment history.
FR-002: Attendance Tracking

The system shall track and display employee attendance metrics including attendance rate, number of late arrivals, and number of absences.
FR-003: Case Record Management

The system shall maintain a record of employee cases including achievements, warnings (SP), and other notable events with dates and descriptions.

3.2 Performance Management

FR-004: KPI Calculation

The system shall calculate an overall KPI score for each employee based on attendance, supervisor evaluation, behavioral competencies, technical competencies, training completion, and branch performance.
FR-005: Supervisor Evaluation

The system shall allow supervisors to input evaluation scores (1-5 scale) and comments for their team members.
FR-006: Competency Assessment

The system shall assess and track both behavioral and technical competencies for each employee with scores and category breakdowns.

3.3 Training and Development

FR-007: Training Record Management

The system shall track completed and in-progress training for each employee, including certifications earned.
FR-008: Training Suitability Analysis

The system shall analyze employee data to determine suitability for specific training programs with confidence levels.
FR-009: Training Recommendations

The system shall generate personalized training recommendations based on employee performance, competencies, and career development needs.

3.4 Decision Support System

FR-010: Employee Rotation Recommendations

The system shall provide data-driven recommendations for employee rotation to avoid misplacement based on historical performance, skills, and position requirements.
FR-011: Promotion Eligibility

The system shall determine and display promotion eligibility based on KPI scores, tenure, competencies, and achievement records.
FR-012: Bonus Eligibility

The system shall calculate and display bonus eligibility based on performance metrics and company policies.

3.5 Analytics and Reporting

FR-013: Dashboard Visualization

The system shall provide interactive dashboards displaying key metrics including total employees, average KPI, promotion-ready employees, and employees needing improvement.
FR-014: Department Performance Analysis

The system shall analyze and compare performance across departments with visualizations and rankings.
FR-015: Performance Distribution

The system shall display the distribution of employee performance across defined ranges (Excellent, Good, Average, Needs Improvement).
FR-016: Custom Reporting

The system shall allow users to generate custom reports with selected parameters and export them in PDF and Excel formats.

3.6 User Management

FR-017: Role-Based Access Control

The system shall implement role-based access control to ensure users can only access functionality appropriate to their role.
FR-018: User Authentication

The system shall authenticate users with username and password, with options for integration with existing DAMRI authentication systems.
FR-019: Audit Trail

The system shall maintain an audit trail of all user activities, especially data modifications, for security and compliance purposes.

4. Non-Functional Requirements

4.1 Performance Requirements

Requirement ID	Description	Target
NFR-001	System Response Time	95% of operations should complete within 3 seconds
NFR-002	Dashboard Load Time	Initial dashboard should load within 5 seconds
NFR-003	Concurrent Users	Support up to 500 concurrent users
NFR-004	Report Generation	Reports should generate within 30 seconds for datasets up to 10,000 records

4.2 Security Requirements

Requirement ID	Description
NFR-005	All data transmissions must be encrypted using TLS 1.2 or higher
NFR-006	Passwords must be stored using strong hashing algorithms (bcrypt)
NFR-007	System must implement role-based access control with least privilege principle
NFR-008	System must maintain audit logs of all sensitive operations
NFR-009	System must comply with Indonesian data protection regulations

4.3 Usability Requirements

Requirement ID	Description
NFR-010	System should have intuitive navigation with minimal training required
NFR-011	Critical functions should be accessible within 3 clicks from the dashboard
NFR-012	System should provide contextual help and tooltips for complex features
NFR-013	User interface should be consistent throughout the application
NFR-014	System should be responsive and usable on desktop, tablet, and mobile devices

4.4 Reliability Requirements

Requirement ID	Description
NFR-015	System availability should be 99.5% during business hours (7am-7pm)
NFR-016	System should have automated backup and recovery procedures
NFR-017	System should handle errors gracefully with meaningful error messages
NFR-018	System should have monitoring and alerting for critical failures

4.5 Maintainability Requirements

Requirement ID	Description
NFR-019	System should be modular with clear separation of concerns
NFR-020	Code should be well-documented with inline comments and API documentation
NFR-021	System should support configuration changes without code modifications
NFR-022	System should have comprehensive automated test coverage (minimum 80%)

5. System Architecture

5.1 Architectural Overview

The DAMRI Human Capital Intelligence Platform follows a three-tier architecture:

Presentation Tier: Web-based user interface built with modern HTML5, CSS3, and JavaScript
Application Tier: Business logic and API services
Data Tier: Database management system for storing employee data and analytics

System Architecture Diagram

5.2 Technology Stack

Layer	Technology	Description
Frontend	HTML5, CSS3, JavaScript, Bootstrap 5	Responsive user interface with modern design
Backend	PHP with CodeIgniter Framework	Business logic, API endpoints, and integration services
Database	MySQL 8.0	Relational database for structured employee data
Server	Apache/Nginx on Linux	Web server and application hosting
Integration	RESTful APIs, Webhooks	Integration with existing DAMRI systems

5.3 Integration Points

System	Integration Method	Data Exchanged
Employee Attendance System	REST API	Attendance records, late arrivals, absences
Payroll Management System	REST API	Salary scales, bonus calculations, payroll data
Training Management System	REST API	Training records, certifications, completion status
Performance Evaluation System	REST API	Supervisor evaluations, KPI scores, feedback

6. Data Model

6.1 Entity Relationship Diagram

Entity Relationship Diagram (ERD)

6.2 Key Data Entities

Employee Entity

Field	Type	Description
employee_id	VARCHAR(20)	Unique employee identifier (DAM-XXXX)
name	VARCHAR(100)	Full name of employee
department	VARCHAR(50)	Department name
position	VARCHAR(100)	Current position/title
salary_scale	VARCHAR(20)	Salary grade/level
hire_date	DATE	Date of employment

KPI Entity

Field	Type	Description
kpi_id	INT	Unique KPI record identifier
employee_id	VARCHAR(20)	Reference to employee
overall_score	DECIMAL(5,2)	Calculated overall KPI score (0-100)
attendance_rate	DECIMAL(5,2)	Attendance percentage
supervisor_score	DECIMAL(3,2)	Supervisor evaluation (1.00-5.00)
calculation_date	DATE	Date of KPI calculation

Training Entity

Field	Type	Description
training_id	INT	Unique training record identifier
employee_id	VARCHAR(20)	Reference to employee
training_name	VARCHAR(200)	Name of training program
completion_date	DATE	Date training was completed
certification	VARCHAR(200)	Certification earned (if any)
status	ENUM('completed', 'in_progress', 'scheduled')	Current status of training

6.3 KPI Calculation Formula

The Overall KPI Score is calculated using the following weighted formula:

              Overall KPI Score =

              (Attendance Score × 0.15) +

              (Supervisor Evaluation × 0.25) +

              (Behavioral Competencies × 0.20) +

              (Technical Competencies × 0.25) +

              (Training & Certification × 0.10) +

              (Branch Performance × 0.05)

              // Adjustments based on case records:

              For each Achievement: +3 points (max +15)

              For each Warning: -5 points for Minor, -10 points for Major

              // Ensure score stays within 0-100 range

              Final Score = MAX(0, MIN(100, Calculated Score))

Component Details:

Attendance Score: Direct percentage of attendance rate
Supervisor Evaluation: Converted to percentage (Score × 20)
Behavioral Competencies: Average of category scores converted to percentage
Technical Competencies: Average of category scores converted to percentage
Training & Certification: Based on completion rate and certification level
Branch Performance: Direct score from branch performance metrics

7. User Interface Requirements

7.1 UI Design Principles

Consistency: Maintain consistent layout, colors, and interaction patterns throughout the application
Simplicity: Minimize complexity and cognitive load for users
Efficiency: Optimize workflows to minimize clicks and data entry
Accessibility: Ensure the interface is usable by people with disabilities
Responsiveness: Adapt layout for different screen sizes and devices

7.2 Wireframes

Dashboard Wireframe

[Wireframe showing dashboard layout with stats cards, filters, and employee grid]

Employee Profile Wireframe

[Wireframe showing detailed employee profile with tabs for different sections]

Add Employee Form Wireframe

[Wireframe showing multi-tab form for adding new employee]

7.3 UI Components

Component	Description	Usage
Dashboard Cards	Statistical summary cards with key metrics	Display high-level KPIs and summaries
Employee Grid	Card-based grid of employee summaries	Browse and select employees for detailed view
Filter Panel	Collapsible panel with filtering options	Filter employees by department, position, KPI, etc.
Tabbed Interface	Tab navigation for different sections	Organize related content in employee profiles and forms
Modal Dialogs	Overlay dialogs for forms and detailed views	Add employees, view details, confirm actions
Charts and Graphs	Visual representations of data	Display performance trends, distributions, comparisons

8. Performance Requirements

8.1 Response Time Requirements

Operation	Maximum Response Time	Concurrent Users
Page Load (Dashboard)	5 seconds	100 users
Page Load (Employee List)	3 seconds	100 users
Employee Profile Load	3 seconds	50 users
Search/Filter Operation	2 seconds	50 users
Save Employee Data	3 seconds	20 users
Generate Report	30 seconds	10 users

8.2 Throughput Requirements

Operation	Minimum Throughput	Measurement
Page Views	1000	per hour
Search Operations	500	per hour
Data Updates	200	per hour
Report Generation	50	per hour

8.3 Resource Utilization

Resource	Maximum Utilization	Notes
CPU	75%	Average during peak hours
Memory	80%	Average during peak hours
Disk I/O	60%	Average during peak hours
Network Bandwidth	50 Mbps	Per server during peak hours

8.4 Scalability Requirements

The system shall support up to 5,000 employee records without significant performance degradation
The system shall handle a 20% increase in users and data volume without hardware upgrades
The system architecture shall support horizontal scaling by adding additional application servers
Database shall support partitioning and indexing for optimal query performance with large datasets

9. Security Requirements

9.1 Authentication Requirements

Users shall authenticate with username and password
Passwords shall be at least 8 characters with complexity requirements
Account lockout after 5 failed login attempts
Session timeout after 30 minutes of inactivity
Support for integration with existing DAMRI authentication systems

9.2 Authorization Requirements

Role	Permissions
HR Administrator	Full access to employee data management, reporting, and system configuration
Department Manager	Access to team members' data, performance analytics, and recommendations for their department
Executive User	Access to high-level dashboards, analytics, and reports across all departments
Read-Only User	View-only access to dashboards and reports
System Administrator	Full system access including user management, security configuration, and system maintenance

9.3 Data Security Requirements

All sensitive data (PII) shall be encrypted at rest using AES-256
All data transmissions shall use TLS 1.2 or higher
Database backups shall be encrypted and stored securely
Access to production database shall be restricted to authorized personnel only
Regular security audits and vulnerability assessments shall be conducted

9.4 Compliance Requirements

Comply with Indonesian Personal Data Protection Law (UU PDP)
Comply with DAMRI internal data security policies
Maintain audit trails for all data access and modifications
Implement data retention policies according to legal requirements
Provide data export capabilities for employee data portability

10. Appendix

10.1 KPI Component Weighting

Component	Weight	Measurement	Description
Attendance	15%	Percentage (0-100)	Based on attendance rate, late arrivals, and absences
Supervisor Evaluation	25%	Scaled (1-5 to 20-100)	Assessment from direct supervisor
Behavioral Competencies	20%	Average of category scores	Leadership, Communication, Teamwork, etc.
Technical Competencies	25%	Average of category scores	Job-specific technical skills
Training & Certification	10%	Completion rate and level	Training completion and certifications earned
Branch Performance	5%	Percentage (0-100)	Performance of employee's branch/unit

10.2 Competency Categories

Behavioral Competencies

Category	Description	Assessment Method
Leadership	Ability to guide, motivate, and influence others	360-degree feedback, supervisor evaluation
Communication	Effectiveness in verbal and written communication	Peer reviews, supervisor evaluation
Teamwork	Ability to work collaboratively with others	Team feedback, project outcomes
Problem Solving	Ability to identify and resolve problems effectively	Case studies, supervisor evaluation
Adaptability	Flexibility in responding to change and challenges	Supervisor evaluation, peer feedback
Reliability	Consistency in delivering quality work on time	Performance metrics, supervisor evaluation
Initiative	Proactive approach to work and problem-solving	Project outcomes, supervisor evaluation

Technical Competencies (by Department)

Department	Technical Competencies
Operations	Logistics Management, Fleet Management, Route Planning, Schedule Management, Resource Allocation, Budgeting
HR	Recruitment, Employee Relations, Compensation Management, Benefits Administration, Training Coordination, Compliance
Maintenance	Vehicle Repair, Preventive Maintenance, Parts Management, Safety Procedures, Equipment Operation, Diagnostic Skills
Finance	Financial Reporting, Budget Analysis, Audit Preparation, Tax Compliance, Cost Management, Financial Planning

10.3 Training Suitability Confidence Levels

Confidence Level	Range	Description	Recommendation
High	90-100%	Comprehensive data available for accurate recommendations	Strong recommendation with high reliability
Medium	75-89%	Moderate data available, recommendations based on available information	Recommendation with moderate reliability, consider additional data
Low	0-74%	Limited data available, recommendations may have higher uncertainty	Recommendation with low reliability, collect more data before decision

10.4 Revision History

Version	Date	Author	Description of Changes
1.0	October 26, 2023	System Analyst	Initial release of SRS document

SOFTWARE REQUIREMENTS SPECIFICATION