Development of Web Based Job Recruitment Portal (a Case Study of Mubat Feed Mill, Lusada)
Chapter One
AIM AND OBJECTIVES OF THE STUDY
This project work is aimed at reducing the loss of candidate information due to any circumstance like fire burning the store that the file of candidates are kept or misplace the file and with this process, the recruitment portal, the file or the information of the candidate will be security on saved or kept information and if this task is done.
The main objective of this system is to make easy the recruitment process of any organization. This system enables the organizations to recruit the candidates, who have qualified to the required criteria. Without delay send the mails to all jobseekers, whose skills are matched to the requirement of job provider. Another aim is that reduce the communication gap between the Job Seeker and Job Provider. The main target of this system is to be reliable to the all the jobseekers while searching the jobs.
The practical objective of this work is to design and implement an online recruitment portal. One of the most important objectives of this project is to contribute to academic research work while the subsidiary objectives include;
- To help employers to post their job offers online and search their database to find people who best suit their vacant job positions.
- Providing the possibility for job seekers to build their curriculum vitae (CVs) online, look for new job opportunities in industries and organizations, get e-mail notifications of interesting job vacancies and apply directly through the website.
- To help organizations attract, test, recruit, employ and retain quality staff with minimal amount of administration.
- To reduce or totally remove IM that goes amongst the recruitment agents or personnel managers.
CHAPTER TWO
LITERATURE REVIEW
OVERVIEW OF RECRUITMENT PROCESS
According to Nadler Ed, (1984), recruitment is the premier major step in the selection process in the organization. It has been explained as an activity directed towards obtaining appropriate human resources whose qualification and skills match functions of the relevant posts in the organization. Its importance cannot be over emphasized and can be best described as the “heart” of the organization.
Elwood F, etal (1996), said that the process of recruiting new staff is a critical. To large extent, the success of an organization depends on it. This so because, when the right crop of manpower is enrolled, it makes for a better work output. On the other hand, employing the wrong candidate will mar the future of that organization.
Odiagba E, (2004), said that in many organization, enough and quality time is allocated to this exercise, in order to ensure a successful outing.
The following are some processes and stages by some companies, which may also be termed as standard.
The induction timetable
From the journal of vocational and technical education vol 12, induction often begins before the person has actually started, in that the organization will supply material as part of an initial ‘information pack’, or with the invitation to interview, or with the letter of job offer. This may be particularly important in jobs of a technical nature, where it is helpful for the new starter to be as well informed as possible about that side of the work. Clearly, learning the particular projects and initiatives will have to be done in the workplace but much ‘mental preparedness’ can be undertaken in advance. The Company Handbook, and the Written Statement of Employment Particulars, can also provide essential information about the organization and the job.
According to Kelly D, (2001), a good reception, with the line or personnel manager spending time with the new employee, is important on the first day. There may be further documentation to complete, perhaps a preliminary discussion about training either immediately or in the future, an explanation of the development opportunities that are available, and of course enough information to give the new starter a good grasp of the working practices of the organization.
According to Elwood F, etal (1996), any particular health and safety requirements should be made known, together with details of whom to go to for help and advice during the course of their employment. Many companies use a ‘buddy’ system, where an experienced worker is nominated to assist the new recruit in all the day-to-day questions that may arise.
According to McDonald I, (1995), it is useful to have a written checklist of the items that need to be covered in the induction programme; Not only does this give some structure to the induction but it also ensures that both the new starter and the manager know what has or has not been covered at any given time. Such a checklist is normally drawn up by the personnel section in consultation with other involved staff, such as safety officers, line manager/supervisors, employee representatives (if appropriate), and training officers.
Kelly D, (2001), said that the induction programme may be spread over several days or weeks, and may incorporate specific job training, but the following points should be borne in mind:
- All employees need to be able to work in a safe and healthy manner. Recruitment and placement procedures should ensure that employees (including managers) have the necessary physical and mental abilities to do their jobs, or can acquire them through training and experience. Employers should have systems in place to identify health and safety training needs arising from recruitment.
- People can take in only so much information at any given time, and should not be overloaded. It is important that health and safety is introduced in a structured way.
- If there are special health and safety requirements, make sure the new starter fully understands their importance – otherwise there is the risk of being exposed to unnecessary danger or endangering their co-workers. All employees must know what to do in the event of a fire or other emergency.
Omenyi A. S, (1997), added that the following which should be considerer during induction:
- Setting out the plan of induction at the beginning avoids the problems that can arise in trying to arrange time in the future, when the employee is established in the job.
Odiagba E, (2004), also added that the following should not be forgotten;
- Don’t forget induction needs for shift workers or night workers. They may need some time on days, or modified shifts, to cover the induction period
- Even if the induction period covers job training, try to let new starters do some practical work, as this will assist their learning and enable them to relate what they are being taught to what they will be doing.
Popoola S.O, (2000), said that the outcome of induction timetable is that the new starter should have a good feel for the organization, and should continue to feel that they made the right decision in joining the firm.
The induction process
According to Nadler Ed, (1984), induction need not be a very formal process but it needs to be properly managed. In many organizations it will be carried out informally by the new starter’s manager or supervisor on a day-to-day basis. Nevertheless, having a structured checklist to follow is useful for both parties. Most induction will consist of meeting and talking with new colleagues, watching activities and asking questions. It may be appropriate to provide certain information in written form; and if the organization has a company handbook, this can often act as an aide memoire covering important aspects of the company organization and how it functions.
From journal of vocational and technical education vol 12, if a group of new employees is recruited at the same time, it may make sense to hold group induction sessions on the common topics to be covered – discussion, videos, slide presentations can all add to the effectiveness of the programme.
McDonald I, (1995), said that even the people transferring from one part of the organization to another need induction into their new area. Don’t assume that they will know the relevant people or the skills they will need in the new job. However, they may need a more individually tailored induction programme to meet their particular needs.
CHAPTER THREE
RESEARCH METHODOLOGY
RESEARCH DESIGN
The concept research design is simply referred to the specification of the relevant procedures for collection and analysis of information (data) which would help solve the research problem at hand (Agburu 2001).
Sources of data
I gathered the material through both primary and secondary sources.
The primary data are fresh materials that are realized either through interviews or questionnaire or both, but the one used in this research work is realized through interview.
The major source of data used in this work is the secondary source which represents works already done in the research topic and include the following information form;
- Textbooks
- Computer journals
- Magazines
- Articles
- Library and
ANALYSIS OF THE EXISTING SYSTEM
In the existing system a vacancy arises. Sometimes this is due to the creation of a new job, on other occasions it may be because an existing member of staff has been promoted or is retiring. The job description is updated and an employee specification is written. The job description lists the duties of the job whilst the employee specification gives details of the experience, skills and abilities needed to carry out the job. A vacancy advertisement is written and is circulated via different media including newspapers, internet recruitment sites, specialist publications and the Employment Service. Application forms are sent out along with copies of the job description and employee specification and must be returned on or before the closing date that has been set. A shortlist is compiled of applicants who are going to be invited to attend for interview. This is done by the recruitment panel who compare each application form with the requirements of the employee specification. Feedback can be provided (upon request) to those not shortlisted and applicants have the right to complain if they feel they have been unfairly treated. Interviews are held. The panel will use the same set of questions with each interviewee. The interview may include a selection test. Feedback can be provided (upon request) and unsuccessful applicants have the right to complain if they feel they have been unfairly treated. The successful candidate are the invited for orientation, which is closely followed by induction training, after which the successful candidates are now absorbed into the force and deployed accordingly.
CHAPTER FOUR
SYSTEM TESTING AND IMPLEMENTATION
SYSTEM DEVELOPMENT
This stage of the development of the new system takes into account the process involved in placing the new system into full operation. The steps involved in this stage are: System requirement (hardware, software and staff), method adopted in switching over to the new system (Changeover method), Operating instructions for optimum performance and limitation of the new system
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
SUMMARY
Recruitment is the process of finding and hiring the best qualified candidate (from within or outside of an organization) for a job opening in a timely and cost effective manner. The recruitment process includes analyzing the requirements of a job attracting employees that job, screening and selecting applicants, hiring and integrating the new employee to the organization. Recruitment also refers to the overall process of attracting, selecting and appointing suitable candidate to a one or more jobs within an organization, either permanent or temporary
The original strength and power of online recruitment is when it is done properly, lie in controlling internet technology to not just attract the candidate but to deal with them also. In this sense, it is also about streamlining the recruitment process, so busy, human resource departments can give a good recruitment services to their colleagues in finance, security nd drivers and moreover it fees up more of their time for other potential tasks
CONCLUSION
With regard to the length of investigation and analysis made, it is impressive that the new system has totally overcome the manual system as regard to time factors inefficiently, inaccuracy in the manual method. I will like to advice the management of any organization on the implementation of this new system which is computer based approach. This will ensure good efficient, accuracy in their process and effective security control should be placed on computer system so that unauthorized user will not be allowed to have access on the new system.
RECOMMENDATION
This project work is an effort to contribute to the development of education and information technology in the country, just as in the developed countries of the world, it will be worthwhile to put the system to use in our educational institutions or organization sector for administrative assessment. This system will also be of great benefit to any various of an organization sector aiming to implement electronic mode of operation, which can store information electronically known as database system.
REFERENCE
- Wener Feibel (1996), Sybex Inc. Encyclopedia of networking second edition
- The Thomax B. Foldham Foundation (2001), Standards, Testing & Accountability http://www.edexcellence.net/topics/standards.html
- Smith, M.L (1991). Meaning of test preparation. American Educational Research Journal, 28(8), 21-542
- Altbach P. G & Peterson M.P (1999) Higher Education in the 21st century: Global Challenge and National Response, Institute of International Education Research Report Number Twentynine
- Deitel H.M and Deitel P. J (1999) Java: How to program, Third Edition (Prentics Hall, Inc.)
- Augoff W. H (1974). Criteron-referencing, norm-referencing and the SAT. College Board of Review, 92 (Summer) 2-5, 21
