The document provides an overview of the modules in an HRMS system including talent management, onboarding, payroll, employee self-service, manager self-service, appraisal and training, and promotion. It describes the key processes and workflows in each module such as the recruiting process in talent management, the onboarding process, payroll processing features, and functions available through the employee and manager self-service portals. The document also provides high-level architecture of the HRMS system.

2. Table of Contents
Table of Contents........................................................................................................................................2
1.Introduction..............................................................................................................................................4
2.Architecture..............................................................................................................................................4
3.Different Modules in HRMS......................................................................................................................5
3.1.Talent Management..........................................................................................................................6
3.1.1.Talent Management Process Work Flow .......................................................................................6
3.1.2.Recruiting Process Workflow Description.......................................................................................7
3.2.On Boarding.......................................................................................................................................7
3.3.Payroll................................................................................................................................................7
3.3.1.Payroll Process Description.............................................................................................................7
3.3.2.Features..........................................................................................................................................8
3.4.Employee Self Service........................................................................................................................9
3.5.Manager Self Service ......................................................................................................................10
3.6.Appraisal .........................................................................................................................................10
3.6.1.Training.........................................................................................................................................12
3.7 Promotion .......................................................................................................................................12
4.Why Performance Testing......................................................................................................................13
5.Introduction to Load Runner..................................................................................................................14
6.LoadRunner Testing Process...................................................................................................................15
7.Performance Test Script(s) Development...............................................................................................16
7.1.Data pre-requisite requirements:....................................................................................................16
7.2.Sample Performance Test Script Business process..........................................................................16
7.3.Performance Test Script Data Requirements...................................................................................17
8.Scenario / Test Type...............................................................................................................................17
8.1.Process Mix / Load Goal ..................................................................................................................18
Sample Peak Load Test – Scenario Design Process............................................................................18
9.Analysis...................................................................................................................................................20

3. 10.Analyzing Performance metrics ...........................................................................................................21
10.1. Transactions..................................................................................................................................21
10.2.Infrastructure.................................................................................................................................21
10.3.Infrastructure Resources...............................................................................................................21
Glossary.....................................................................................................................................................21
Conclusion.................................................................................................................................................23

4. 1. Introduction
In this competitive era, the rapidly changing technologies are forcing the organizations to rethink
most of the business processes. Organizations have started focusing on the human resource function, as
Employees form their most important assets. Our System proves to be immensely beneficial to those
organizations, which is keen on maintaining up-to-date information of their employee base, be it personal
or skill details. Thus aiding the HR department to focus on areas like succession, manpower, career
planning, time management, appraisal process and the like Informational analysis on HR performed with
respect to employee information, leave, appraisal, employee turnover, career movement etc., is made easy
thus effectively managing the human resource of the organization.
2. Architecture
 The client sends in a request through a browser (using HTTP) to the Web Server
 The Presentation Relay Servlet (within the Web Server) maps the data in this request & sends it
to the Application Server for processing
 The Application Server then uses a variety of application services to process the request and
sends the response back to the PRS
 The PRS maps the response in HTTP form and sends it to the client from within the Web Server
 All PeopleSoft Application Services use the SQL Access Manager to access the Database Server

5. 3. Different Modules in HRMS
HRMS Capabilities
HRMS Modules
 Talent Management
 On-Boarding
 Payroll
 Employee Self-service
 Manager Self Service
 Appraisal & Training
HRMS at Glance

6.  Promotion
3.1. Talent Management
 Quickly and cost-effectively recruit talent from a global pool of qualified prospects.
 Identify and develop the skills necessary to reach corporate goals.
 Create short and long-term employee development plans – and monitor progress.
 Implement innovative reward programs and pay employees based on performance.
3.1.1. Talent Management Process Work Flow

7. 3.1.2. Recruiting Process Workflow Description
The process flow above describes a high level overview of the entire recruitment process within
Organization. The overall steps for the PeopleSoft recruiting solution include creating and approving Job
Openings, posting jobs for sourcing purposes, outlining step by step processes for the sourcing team to
perform their daily duties, and showing the experience for candidates whether they are internal or external
to Organization. Additionally, these flows include how to refer a friend into the organization, how to
rehire a former employee, how to select and interview candidates for a one time opening or for an
opening that is consistently open. The entire recruitment process also includes preparing a candidate for
their first day ready new hire process. These processes enable the candidate and the organization track
their activities between the offer and their first day. These processes include the contingent offer letter,
the background check confirmation, and any waivers that were requested in order to meet hiring
requirements for each individual.
3.2. On Boarding
The process of integrating new employees into the organization of preparing them to succeed at their job
and to become fully engaged productive members of the organization.
Benefits:
 Strategic, Enhancement ,Improve morale, Employee Retention
3.3. Payroll
3.3.1. Payroll Process Description
Payroll module helps managing employees’ payroll related matters. It enables processing employees’
salary, deductions and managing the allowances. This payroll software ensures 100% precision within a
limited time frame and enhances productivity in Organizations.

8. 3.3.2. Features
 Automates the payroll process using data from self-service, leave and loan applications
 Integrates leave and loan accounting
 Defines unlimited earnings and deductions
 Track salary progressions
 All earning and deduction heads can be suitably grouped to map in-to the cost/accounts
head (optional) with automatic data transfer facility to general ledger/subsidiary
ledger/ pay check/bank transfer/benefit admin process
 Host of post-payroll reports that gives you 360 degree view of payroll

9. 3.4. Employee Self Service
Employee self-service access to career planning, including defining and developing career
paths.
 Amend / update personal information and bank details
 Enter: timesheets / expense claims
 Apply for training courses / leave / vacancies
 View: allowances, salary history and deductions / pension / superannuation contributions / leave
applications and balances / timesheet details and pending timesheets / payroll history / skill
profile / accident and incident details
 Review company policy documents and latest news
 My Profile – Employees view and update their own profile data.
 Career Path – Define career path; modify a default career path; configure a job progression.
 Career Goals – Employees enter short and long-term goals.
 Career Mentoring – Used to assign career mentors.
 Career Development Areas –Record and evaluate career strengths and developmental areas.
 Career Training Plan – Enter or update a training program; use or modify the default training
program for your job code.
 Career Development Plan – Record developmental areas for improvement before your next
performance review or career planning session.
 My Internal Resume –Select specific items to be included in an internal resume and create a
personal resume for internal use.
 Career Progression Chart– Used to view career paths and non -person profile summaries in order
to perform a competency gap/fit analysis
 Empower the employees by enabling access for them to their data anytime from anywhere.
 Just single click to edit personal, work, education etc related data of the employee.
 Easy access to all HRIS related forms such as compensation, benefits, leave, training etc.,

10.  One click access to company policies, structure etc. Access to procedures, information on other
intranet sites etc.
3.5. Manager Self Service
 Enable access of team member’s data to Managers, thus encouraging your managers to take
informed & sound decisions.
 Allow access to team members work related data & compensation data.
 Enable Managers to approve leave applications & training enrolment applications of their team
members with no manual intervention of your HR team.
 Track changes to employee information, salary changes & performance appraisal history.

3.6. Appraisal

11. EPerformance can help organization retain and motivate top talent by gaining insight into top performers
across the enterprise. By streamlining the performance management process into one web-based, real-
time solution, your organization can cut costs. The powerful functionality of ePerformance will help you
realize these key benefits:
Flexibility Configurable templates, easy 360-degree or multi-rater selection, mid-period review
capability, and full global architecture tailor your performance management processes to any employee
group to fulfill simple or sophisticated business strategies. Flexibility Built as a self-service application,
ePerformance is an easy-to-use, web-based application that lets managers and employees:
 View the entire performance document and their current progress within the process in one
easy to use page.
 Collaboratively plan performance, targeting specific goals, behaviors and competencies.
 View and align their individual goals with published business objectives using an intuitive,
org-chart like visualization tool.
 Track performance progress throughout the performance period informally or with formal
mid-period checkpoints.
 View Career Planning information from within the Performance document.
 Leverage HR Writing tools, such as Results Writer, Language Checker, Spell Checker, and
Development Tips.
 Rate and weight results and competencies.
 Leverage Profile Management functionality by incorporating job, industry or organization
specific content into performance documents as performance criteria and pushing the
evaluated content out to an individual’s profile for future succession and learning
assessments.
 Compare performance ratings and outcomes to job requirements and then trigger learning to
close gaps.
 Track performance review deliverables with assigned tasks, alerts and reports.
 Complete assessments for results, behaviors, and competencies.
 View performance data, such as Performance Document Status, Potential vs. Performance,
and Performance History from the Manager Dashboard and Talent Summary.
 Electronically sign-off on performance documents.
 Use approval and delegation tools to create approval process templates to establish routing,
approval, and exception rules that fit your unique organizational needs. Approvers can act on
all pending approvals from one central location, or they can delegate approval authority for
performance management responsibilities.
Profile content is centrally stored for access by ePerformance and other talent management business
processes such as Career Planning, Succession Planning, Talent Acquisition Manager, Enterprise
Learning Management, and eDevelopment. Profiles can be created for people and/or roles or jobs and
include data such as competencies, skills, certifications and other user-defined configurable content. Any

12. gaps between the requirements for a certain role or job and an employee’s rating for that requirement will
generate learning objectives within Enterprise Learning Management, automatically recommending the
appropriate learning needed to improve the competency or skill. Existing career plans can be viewed from
within a performance document, enabling managers and employees to incorporate and refine their career
development plans in conjunction with the performance review process. No other performance
management system delivers the breadth and depth of integration that ePerformance delivers. Out of the
box, users benefit from integration with core employee data. Performance reviews are tied directly to your
major storehouse of employee data to quickly enable other processes, such as pay for performance and
learning and development.
3.6.1. Training
Training enables internal and external educational activities planning, management and execution.
You can select between standard (classroom learning) and elearning which enables enterprises to
internally manage and re-use personnel knowledge which brings many benefits.
 Education Activities Catalog
 Education Resource Management
 Enrollment Management
 Conducting Tests and Surveys
 Learning Path Employee Orientation
3.7 Promotion
After completion of the Appraisal Process on the Rate & weight Results & Competencies the
Promotion process will be normalized by the organization.

13. Key Benefits:
 Allows multiple types of appraisals based on department or employee type.
 Streamlined sharing of information between everyone in appraisal process.
 Efficient allocation of performance-based compensation.
 Based on guidelines, base compensation or performance ratings.
 Capability to design various compensation plans to suit changing business objectives and models and
Ability to communicate information to employees using total individual compensation statements and
to streamline the process of evaluations.
 Special features for managing performance-based compensation for salespeople.
 Automatically generate appraisals.
4. Why Performance Testing
With today’s technologies, it is common phenomenon that the complexity of our system/application
designs will introduce concerns around performance, scalability, and stability. Bottlenecks are elements
of the system that impede the normal flow of traffic. Although good design is crucial to building a
successful system / application, experience has taught us that the majority of these kinds of bugs can only
be found when the system or application is placed under load. You will not discover these issues by
testing the system as a single user during the development process. By implementing a performance-
testing plan early enough, you can help ensure that any surprises at deployment time are truly minimal.
Performance testing provides measurements for Capacity Managers to anticipate the true capacity of IT
resources: whether it can really support the peak workloads anticipated. Stress (Overload) Testing
identifies the predicted point of failure where servers fail to handle loads. The existing capacity of the
application / system is ideally defined by the usable capacity at a point of load where users notice slow
response time. This criterion is normally defined in the user/customer Service Level Agreements (SLA).
This measurement is obtained by conducting Performance Testing. The below chart provides actionable
meaning to system monitoring.

14. 5. Introduction to Load Runner
Load Runner reduces the personnel requirements by replacing human users with virtual users or
Vusers. These Vusers emulate the behavior of real users- - operating real applications. Because numerous
Vusers can run on a single computer, Load Runner reduces the hardware requirements. The LoadRunner
Controller allows you to easily and effectively control all the Vusers--from a single Point of control. Load
Runner automatically records the performance of the client/server system during a test. You can choose
from a wide variety of graphs and reports how you want to view the performance data. Load Runner
checks where performance delays occur: network or client delays, CPU performance, I/O delays, database
locking, or other issues at the database server. LoadRunner monitors the network and server resources to
help you improve performance, because Load Runner tests are fully automated, you can easily repeat
them as often as you need.

15. 6. LoadRunner Testing Process
There are five steps in LoadRunner Testing Process:
Step I: Planning the Test
Successful load testing requires that you develop a thorough test plan. A clearly defined test plan will
ensure that the LoadRunner scenarios that you develop will accomplish your load testing objectives.
Step II: Creating the Vuser scripts
Vusers emulate human users interacting with your client/server system. A Vuser script contains the
actions that each virtual user performs during scenario execution. In each Vuser script you determine the
tasks that will be:
 Performed by each Vuser
 Performed simultaneously by multiple Vusers
 Measured as transactions
Step III: Creating the Scenario
A scenario describes the events that occur during a client/server testing session. A scenario includes a
list of machines that "host" Vusers; a list of Vuser scripts that the Vusers run and a list of Vusers that run
during the scenario. You create scenarios using the LoadRunner Controller.
Creating the List of Hosts to Run Vusers
For each scenario, you create a list of hosts--machines configured to execute Vuser scripts.
Creating the List of Vuser Scripts
For each scenario, you create a list of scripts that Vusers run during scenario execution.
Creating the Vusers
To each Vuser in a scenario, you assign a Vuser script and a host to run the script.
Step IV: Running the Scenario
You emulate user load on the server by instructing multiple Vusers to perform tasks simultaneously.
You can set the level of load by increasing and decreasing the number of Vusers that perform tasks at the
same time. Before you run a scenario, you set the scenario configuration. This determines how all the
hosts and Vusers behave when you run the scenario. For each scenario, you create a list of scripts that

16. Vusers run during scenario execution. You can run the entire scenario, individual Vusers, or groups of
Vusers (Vuser Groups). While a scenario runs, LoadRunner measures and records the transactions that
you defined in each Vuser script.
Step V: Analyzing Test Results
During scenario execution, LoadRunner records the performance of the client/server system under
different loads. You use Load Runner’s graphs and reports to analyze the server's performance.
7. Performance Test Script(s) Development
Performance focuses on testing the SLA’s and other non-functional requirements. The aim is
to identify those business processes that account for 85% of the system load. Automated tests will
consist of LoadRunner scripts emulating real user actions. Transaction response times will be
measured in the script and will be communicated to the controller machine(s). The following
business processes are included in the scope of Performance testing.
7.1. Data pre-requisite requirements:
1) Each Userid must have access to every functionality that is needed to be scripted
2) The organization structure is setup correctly
3) During scripting think times for each transaction will be setup. The Think Times are based on
estimates made from the data from similar transactions. Think times may need be adjusted during
the scripting or the execution phases of the Performance test.
7.2. Sample Performance Test Script Business process
ePerformance business process steps
1. Login to Portal
2. Hover on My Career & Performance then click on Performance Management
3. Under Take Actions, click on Current Performance Documents
4. Click on 2011 Annual Review link
5. Click on START / EDIT Link
6. Click on ADD Performance Objectives link / Click on PLUS icon beside Add Performance
Objectives link
7. Click on Next button (select My own item radio button)
8. Click on UPDATE button (Provide Objective name descriptions and due date)
9. Click on SAVE button to save the Annual Review document. (Successfully saved message will
be displayed)
10. Click on SUBMIT button to save and send the completed annual review document to
Manager/Supervisor
11. Click on SUBMIT button (in Submit confirmation screen). Successfully submitted message will
be displayed.
12. Click on Close link at the top right corner of APO window. This will close APO window.

17. 13. Click on "Return to Document Detail"(beside Save and Submit buttons at the top portion of the
frame. This will take user back to Establish APO with status, So user can able to click on EDIT
Link.
14. Logout
7.3. Performance Test Script Data Requirements
All testing will utilize scrambled production data. Sufficient User ID and Password data must exist in
the database to allow all user types to execute for up to three hours. The database will be restored
between test runs if necessary allowing the virtual users to reuse existing data. Test data must
be prepared in advance such that all virtual user types can execute immediately without any
dependencies on manual users or other virtual users.
8. Scenario / Test Type
A scenario or test is a single script or group of scripts run in conjunction. The number of users, the speed
at which users ramp up and ramp down is defined in the scenario. You may run a 500 user test and want
to add 50 users to the system every 1 minute until you reach full load of 500 users. Once you’ve reached
full load, you may want to run the test at full load for 2 hours and then ramp down 100 users every 1
minute. Some typical scenarios are concurrency (can the system handle x number of users), spike (can
the system handle x number of users logging in at the same time) and endurance (how does the system
handle a large volume of users logged in for a prolonged period of time).
Test Type – Examples of Test Types:
There are several different types of tests that are run depending on what is needed to be known about
the application performance. Types of tests need to be understood in order to identify what types of
tests need to be run.
 Load Testing- The test execution with a specified user load under given conditions.
Major focus will be on system stability, response times and success and failures.
 Stress Test – Load is increased until throughput starts to decrease. Throughput will increase as
load increases to a point in time. When a bottleneck is reached, throughput will no longer
increase as load increases. This type of test is used to identify bottlenecks as well as system
tuning. This test is used to see where something breaks.
 Capacity Test – Load is increased in increments until capacity is reached. This type of test is
similar to the stress test, but load is increased at a slower and more even rate in order to identify
where response time gets bad.
 Endurance Testing – This type of test is a load that is run on the system for some extended
length of time, usually at least 24 hours or longer. This type of test is used to check the
application or system for memory leaks, or see if response time is impacted with background
processes. It is highly recommended to run some type of Endurance Testing to see if the
application will run for a length of time. Often we test applications only to find them failing when
they go into production.
 Spike Testing - The test execution where the application is loaded with varied user Load
suddenly (sudden increase and decrease) to check the system behavior.

18. 8.1. Process Mix / Load Goal
If the application has multiple processes, what is the percentage for each process? Example – 80% of the
users will do queries and 20% of the users will do updates.
A “Load Goal” must be defined – Some or all of these goals should be defined. In some cases, these
values are not known; in this case a test can be used to determine what the system is capable of doing. In
some cases we can calculate some of the goals – example if we need 60 transactions or processes in an
hour and it takes 1 user 6 minutes to do it, we would need 10 users to obtain the load. In order to do a test,
some idea of amount of load must be understood.
 Number of users
 Number of transactions or processes to be executed in an hour.
 Number of pages or hits or amount of throughput in an hour.
 What is the acceptable response time for a transaction?
Sample Peak Load Test – Scenario Design Process
Purpose
Validate Application Scalability,
Validate no critical Application Bottlenecks exist,
Validate each application component can support the specified concurrent user
peak load
Concurrent Users 3210
Ramp Up 5 User per 15 Seconds
Duration 3 Hours After Ramp Up
Ramp Down Stop at Once after completion of Business Process
Script
Number
of Vusers
Total
Transactions
Per Script
Script
Cycle
Time
(Sec)
Pacing Delay
between
iterations(Sec)
Transaction
Workload
(Completions Per
Hour)
ESS:
View Pay check
500 7 60 1065 1,600
ESS:Report Time 50 7 90 810 200
ESS: View PTO 400 6 60 1380 1,000

19. ESS Misc Trans:[Change
Address, Direct Deposit,
Federal Tax, Emergency
Contact]
25
7
8
8
8
180 720 100
MSS:Approve Time 25 10 180 720 100
MSS: Report Emp Time 25 12 180 720 50
MSS: Initiate
Transactions[LOA, Salary,
Separation]
15 18 180 900 50
On boarding Candidate: 15 TBD
180
900 50
On boarding Hiring
Manager
15 TBD
180
900 50
On boarding Recruiter 25 TBD
180
720 100
Talent Mgmnt ESS:-
View/Update Career
Profile -Job Search
15 42 180 900 50
PM Obj Phase:
Employee Submit 500
15
420
2580 600
PM Obj Phase: Manager
Approve
500
15
420
2580 600
PM Year-End Phase:
Employee Submit
500
22
600
2580 600
PM Year-End Phase:
Manager Approve
500
24
600
2580 600
PM Year-End Phase:
Employee Ack
100
10
60
1140 300
Total 3210

20. 9. Analysis
Once the test is completed, the results can be viewed by clicking the analyze results option.It launches the
Analysis component of the LoadRunner which is used to analyze the test Results. The default analysis
summary contains the details like the test duration, total throughput, Average throughput, total hits and
average hits per second, passed transactions, and failed Transactions, the min, max, avg and 90% of the
response times. Filters can be applied on the summary to get the statistics for a specified duration or for a
specified load generator or specified transaction and percentile requested. The other section of the
Analysis is the graphs section, the defaults are: transaction summary, throughput, hits per second, avg
transaction response time etc.
New graphs can be added, merged with the existing graphs and filters can be applied on any graphs.
These statistics and graphs will be helpful in analyzing the trends, bottlenecks.
We can generate reports either in html/word report and can add our suggestions for the Graphs and share
them with the client.
Analyzing the test results and finding bottlenecks
This section gives a brief idea on how to start the analysis of the test results. Once the test is completed,
the test results should be divided into three sections:
 Till the normal and expected behavior
 From where the response times, started increasing exponentially and started seeing errors
 From where the errors increased drastically to till the end of the test.
Note down the user loads at all these three levels.
The next classification would be based on the requests:
 Identify the requests that are having high response times
 Identify the requests having more failed transactions
Next classification should be based on the request type whether the request is GET or POST. All the
POSTs send the request to the database. If the high response times or the failed rounds are observed for
the POSTs, it could be possibly due to the database issues. Next classification should be on kind of errors,
whether we are seeing 500 internal server errors, 503 service unavailable errors or step download timeout
errors or page validation errors. If most of the errors are step-download timeout errors that indicate a
possible Network issues. If most of the errors are due to 500 or 503, it could be due to the application issues.
If a particular request is taking very long time and the response times are high, it can be
analyzed using the Web Page Diagnostics graph. This graph provides the information at
1) Different layers – time to taken to establish, time taken in the SSL, time taken to send the request, time
taken to receive the first byte (Time to First buffer an important counter that should be considered while
analyzing for network issues) and the receive time. If the receive time is relatively high compared to others,
it could be a network issue. If no network issues are observed and most of the time was spent during time
to first buffer, then the focus should be changed to the resource level.
2) Resource level statistics – Web Page diagnostics also provides the statistics at the resource level. If the
request with high response time is downloading 15 resources, the time taken for each resource would be
provided in the graph. If the static resources like images, css and java scripts are taking more time, it could
be due to the Web server issue. If none of them are the reason, then it would be finally the blame on the
application server/db server.
Please note all the analysis that has been done is at the client end to find out the bottlenecks. If servers are also
monitored, the bottleneck can be pinpointed whether it was due to the hardware resources or the configuration issues
on Web/App/DB server or the due to bad programming or due to poor SQL or a table that is not indexed properly.

21. 10.Analyzing Performance metrics
10.1. Transactions
 Transactions per Second
 Total Transactions per Second
 Transaction Summary
 Transaction Performance Summary
 Average Transaction Response
 Transaction Response Time (Under Load)
 Transaction Response Time (Percentile)
 Transaction Response Time (Distribution)
10.2. Infrastructure
 Server Response Throughput
 Server hits per second
 HTTP responses per second
 HTTP status Code Summary
 Downloaded pages per second
 Server retries per second
 TCP/IP connections opened
 TCP/IP connections per second
 Connections that are shut down prematurely
 New and reused SSL connections opened
10.3. Infrastructure Resources
 CPU
 Memory Management
 I/O
 Network Delay Metrics-Project Network Team will have to monitor independently
 dB Statistics / Metrics-DBA team will be requested to provided report or similar during
test Execution window
Glossary
1. Think Time: Amount of time to view a page or input form data and navigate (i.e. “Click”
Continue or Submit Button) to next page. EXAMPLE: For a Login Transaction, it is typically
estimated to be 10-15 seconds to simulate a user typing their user account/password and selecting
the “Login” button. Poorly estimating this variable can mean the difference in concluding
whether the HCMS environment is acceptable / unacceptable. It needs to be understood whether

22. the cycle time for each business process scenario is in the neighborhood of only 2 minutes or
somewhere along the lines of 20-30 minutes.
2. Business Process Cycle Time: The total elapsed timed from the point a user initiates a user login
session, completes all required navigation for the prescribed business process (i.e., address
change, view personal information, generate a report, etc.), and logs out. This time is inclusive of
all specified think time for each navigation step.
3. Site Abandonment: How Long A User Waits Before Terminating? This is normally set to 120
seconds, which is browser default.
4. Performance Test considerations
 Usage Patterns – Describes how the web site will be used by the user population
 Peak / Average Volume Load
 Duration
 Transaction Workload And Concurrent User Perspective
 Client Platforms
 Different Client-side Products (e.g., Browsers and O/Ss) Cause Slightly Different HTTP
Traffic to Be Sent to the Web Server. Some Browsers Allow Users To Change Certain
Client-side Network Settings (Threads, Version Of Http, And Buffer Sizes) That Affect
The Way The Browser Communicates And Thus The Corresponding Workload That A
Browser Puts On A Web Server.
 Client Preferences
 Cookies (Enabled / Disabled)
 Caching Enabled / Disabled
 Download (or Not) Graphics / Images
5. Business Scenarios - Business Scenarios are functionalities which describe how an user
navigates through the application, what links are clicked, what field values are entered, what
actions are performed
6. LoadRunner scenario - This scenario contains the internal run-time settings of LoadRunner tool
that dictates the different parameters for a certain performance test run (for example; number of
concurrent users, length of run, load ramp up time etc.)
7. Stress Test – Load is increased until throughput starts to decrease. Throughput will increase as
load increases to a point in time. When a bottleneck is reached, throughput will no longer
increase as load increases. This type of test is used to identify bottlenecks as well as system
tuning. This test is used to see where something breaks.
8. Capacity Test – Load is increased in increments until capacity is reached. This type of test is
similar to the stress test, but load is increased at a slower and more even rate in order to identify
where response time gets bad.
9. Response Time Study or Benchmark Test – This is a 10% to 20% of a capacity test that is used to
measure response time. This type of test is used as a benchmark to future release comparisons.
10. Longevity Test – This type of test is a load that is run on the system for some extended length of
time, usually at least 24 hours or longer. This type of test is used to check the application or
system for memory leaks, or see if response time is impacted with background processes. It is
highly recommended to run some type of longevity test to see if the application will run for a
length of time. Often we test applications only to find them failing when they go into production.
11. AUT: Application Under Test
12. LoadRunner: Software package from Mercury Interactive, which is, used to record and playback
user business activities. These activities are then multiplied to reflect a larger number of users,
which simulate the chosen scenarios.
13. Scenario: A term to describe a combination of business activities coupled with a number of
Vusers. E.g. 50 Vusers creating single certificates while 50 Vusers search for customer data.

23. 14. Vusers or Virtual users: A Vuser is Load Runner’s terminology for a virtual user. A Vuser is
created by recording the http traffic of a single user. LoadRunner then simulates many users by
sending this http traffic to the server at the required intensity.
15. Ramp Speed: This is the speed at which you add users to the system. It is recommended to add
users slowly so that you can determine possible break points or bottlenecks in the application or
system under load.
16. Environmental Readiness Check (ERC): All scripts are run, in single user mode, against the
actual environment 24-hours prior to scheduled load testing.
Conclusion
Hope, this document helps in understanding the HRMS performance testing using Load Runner. But
please do not depend only on this document; you need to do your research for more information.