ABSTRACT
A recruitment management system
is a comprehensive tool to manage the entire recruitment processes of an
organization. It is one of the
technological tools facilitated by the information management systems to the
Human Resource (HR) of the organizations.
This study is made to develop a recruitment management system that will
manage recruitment processed between applicants and the firm or organization by
using the software to be developed to search for the applicant resume, and
matching it to the organization’s job profile, then the user will do the
selection and send mail to the selected individual deemed fit for the job
position in the organization. With this
enlistment into the organization or firm will be based on a strategic requirement
for recruitment in to the firm organization. The system to be developed will
allow for hiring and recruitment manager to effectively manage jobs and
applicants in an organization or firm in other to meet the required result both
by the organization and the consumer. It
is developed in php serving as the programming and MYSql database.
CHAPTER ONE
1.1.0
INTRODUCTION
A recruitment management system is
a comprehensive tool to manage the entire recruitment processes of an
organization. It is one of the
technological tools facilitated by the information management systems to the
Human Resource (HR) of the organizations.
Just like performance management, pay roll and other systems,
Recruitment Management System (RMS) helps to managed the recruitment processes
and effectively managing the return on investment (ROI) on recruitment.
Acquiring and retaining
high-quality talents is critical to an organization’s success. As the job market becomes increasingly
competitive and the available skills grow more diverse, recruiters need to be
more selective in their choices, since poor recruiting decisions can produce
long-term negative effects, among them high training and development costs to
minimize the incidence of poor
performance and high turnover which, in turn, impact staff morale, the
production of high quality goods and services and the retention the organizational
integrity. At worst, the organization
can fail to achieve its objectives thereby losing its competitive edge and its
share of the market.
In Nigeria, public service organizations have had little
need to worry about market share and increasing competition since they operate
in a monopolistic environment. But in
recent time, the emphasis on New Public Management (NPM)/Public Sector
Management (PSM) approaches has forced public organizations to pay closer
attention to their service delivery as consumers have begun to expect and
demand more for their tax nairas’.
Recruitment is described as “the
set of activities and processes used to legally obtain a sufficient number of
qualified people at the right place and time so that the people and the
organization can select each other in their own best short and long term
interest”. In other words, the
recruitment process provides the organization with a pool of potentially
qualified job candidates from which judicious selection can be made to fill
vacancies. Successful recruitment
begins with proper employment planning and forecasting. In this phase of the staffing process, an
organization formulates plans to fill or eliminate future job openings based on
an analysis of future needs, the talent available within and outside of the
organization, and the current and anticipated resources that can be expended to
attract and retain such talent. Also
related to the success of a recruitment process are the strategies an
organization is prepared to employ in order to identify and select the best
candidates for its developing pool of human resources. Organizations seeking recruits for base-level
entry positions often require minimum qualifications and experience. These applicants are usually recent high
school or university/technical college graduates, many of whom have not yet
made clear decisions about future careers or are contemplating engaging in
advanced academic activities. At the
middle levels, senior administrative technical and junior executive positions
are often filled internally. The push for scarce, high-quality talents, often
recruited from external sources, has usually been at the senior executive
levels. Most organizations utilize both
mechanisms to effect recruitment to all levels.
Successful recruitment involves
the several processes which include therefore the following:
i) Needs assessment
to determine the current and future human resource requirements ((((of the organization. If the activity is to effect the human
resource requirements for each job category and functional division/unit of the
organization, the organization must be assessed and a priority assigned.
ii) Identification
within and outside the organization, of the potential human resource pool and
the likely competition for the knowledge and skills resident within it.
iii) Assessment of
qualifications profiles, drawn from job descriptions that identify
responsibilities and required skills, abilities, knowledge and experiences.
iv) Determination of
the organization’s ability to pay salaries and benefits within a defined
period.
v) Identification and
selection to ensure equity and adherence to equal opportunity and other laws.
1.2.0 PROBLEM DEFINITION
In our society today, the issue
of managing human resources in firms, companies or organizations is a great
challenge to the management.
In managing human resources of
any organization, all begins with the recruitment processes of the
organization, keeping with current recruitment and selection practices, members
of selection panels, however experienced, should be in touch with new practices
and procedures. Being faced with the
fact of growth in our present society, applicants are increasing day by day,
and are putting in their application for available job being advertised for
enlistment in any company of their choice according to their qualifications and
level of experiences. Also, there is a
problem of open discussion on the criteria for the job and challenging discrimination
in all steps of the process in recruitment and essential in employing the best
perform for the job.
1.2.0
AIM OF STUDY
This study is made to develop a
recruitment management system that will manage recruitment processed between
applicants and the firm or organization by using the software to be developed
to search for the applicant resume, and matching it to the organization’s job
profile, then the user will do the selection and send mail to the selected
individual deemed fit for the job position in the organization. With this enlistment into the organization or
firm will be based on a strategic requirement for recruitment in to the firm
organization.
1.4.0 OBJECTIVES OF STUDY
The objective of this study
include:
i) Proper
documentation of the job profile in the organization or firm.
ii) Creating a
database that will manage the applicants’ resume and match with the job profile
of the organization or firm.
iii) Create a quick
search and advance search that the user will use during the recruitment
process.
iv) This proposed
system is geared towards providing a system to assure equal opportunity and
impartial review of applications in an organization or film.
v) The system to be
developed will allow for hiring and recruitment manager to effectively manage
jobs ands applicants in an organization or firm in other to meet the required
result both by the organization and the consumer.
1.5.0 RESEARCH JUSTIFICATION
Using schools and some shops
around, which I have gone to, base on the current human resource management
that is used in the organization, which the mode of operation is still done
manually, the firms or organizations enlistment processes are still done by
recruitment manager which a certain level of bias will be experienced during
the period of recruitment,. The
applicant, personnel well-being is not properly planned and managed and so
doing the best of the applicant or personnel can not be obtained. The new system that is to be developed is to
manage the recruitment process starting fro the applicant, personnel and ending
with the firm or organization herself.
1.6.0 SCOPE OF STUDY
The scope of this stud will include the processes involved in
recruitment or employing personnel into the organization or company or firm,
where the firm or organization or company would have posted job vacancies on
the world wide web (www) online and offline for the applicant to apply for
which the recruitment manager will then manage the recruitment processes in the
organization company or firm. This also
involve documentation, sourcing prospective candidate, interview tracking
processes and offer and hire processes.
Also state out other important
modules and sub-modules of recruitment management system. If further research is to be carried out, the
segment of human resources which will help the recruitment management system
function properly and more effectively will be mentioned in this project work
without deep explanation of them.
1.7.0 LIMITATION OF STUDY
Since recruitment management
system is a segment of human resource management system, but has many modules
within it, this study will be limited to the basic recruitment processes
without some in-depth explanation of some segments due to the time factor.
The activities that will be
involved in recruitment process will involve the sourcing for prospective
candidates and sending of mail to qualified applicant, adding of test to a job,
grading the applicant base on the test of job applied for, matching job profile
with the applicants’ profile, searching for applicants that are liable to be
applied and managing of all these processes.
This recruitment management
system will be limited to an organization or firm that have a database and can
post job profiles in the organization or firm. Also, the actual provision for a
computerized test will not be implemented as its scope is beyond that of the
research work.
1.8.0 DEFINITION OF TERMS
RMS: Recruitment Management System:-
This is also known as e-recruitment or online recruitment system is a
multi-component software tool designed to automate and facilitate the processes
involved in finding, attracting, accessing, interviewing and hiring new personnel.
ROI: Return On Investment:- A measure
of a corporation’s profitability, equal to a fiscal year’s income divided by
common stock and preferred stock equity plus long-term debt.
JB: Job Management: This involves the operations
of creating job interviews test and grading applicant, and selecting applicant
by grades.