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EMPLOYMENT SCREENING AND SHORT-LISTING MANAGEMENT SYSTEM
CHAPTER ONE
INTRODUCTION
1.0 Introduction
Selection of staff involves the systematic assessment of
candidates for a position based on their skills and experience, training and
qualifications, employment record, references and, traditionally, their
presentation at interview. The process of selection is, therefore, a very
important investment in the long-term future of an organization. Staffs are one
of an organization’s greatest assets and the costs of not selecting well are
very high. Each organization should develop a set of systematic, formal procedures
for the selection of staff so as to ensure fairness and equality to candidates
as well as effective and appropriate selection for the organization.
Recruitment involves drawing up a job description, person specification,
application form and advertising the position. The organization will then
receive applications and this is when the task of selection begins. Selection
is a two-way process (Clarke, 2008).
It gives management the opportunity to select well, by
deciding on the basis of all the information gathered which person is most
suitable for the position.
It gives candidates the opportunity to get further
information about the job, the organization and what might be expected of them
so that they can be clear that this job is suitable for them.
The purpose of selection is to measure the candidate’s:
Competence to effectively perform the specific requirements
of a job over a period of time
Ability to communicate and work co-operatively with future
colleagues in teams and within the organization overall
Ability to work on own initiative if necessary.
Every organization is made up of employees, and before
employees are recruited, information pertaining to them is obtained, processed
and analyzed after they have applied to determine their qualification for
employment into a given position. For every position, there are certain skills
and qualifications needed. The performance of the individual is a function of
employee ability, motivation and opportunity: Human Resource Management (HRM)
is a term that has been in use for over two decades now and it is a unit with
the responsibility of short-listing eligible applicants to become staffs of a
given firm. It was previously referred to as personnel administration and it is
a vital part of every organization (Clarke, 2008).
Theoretical Background
To effectively assess job applicants, organizations should
have an employment screening and short-listing management system for ensuring a
fair and consistent approach. This system should be designed up in accordance
with anti-discrimination legislation and an organization’s own equal
opportunities guidelines. With the increasing effect of globalization and
technology, organizations have started to use information systems in various
functions and departments in the last decades. Human resources management is
one of the departments that mostly use management information systems. HR
information systems support activities such as identifying potential employees,
maintaining complete records on existing employees and creating programs to
develop employees’ talents’ and skills. HR systems help senior management to
identify the manpower requirements in order to meet the organization’s long
term business plans and strategic goals. Middle management uses human resources
systems to monitor and analyze the recruitment, allocation and compensation of
employees. Operational management uses HR systems to track the recruitment and
placement of the employees.
1.2 Statement of the Problem
Employment screening and short-listing is a complex task.
Several organizations lack automated system that will enable them to carry out
the task of recruitment. The traditional flat file organization is still in use
and this makes the management and retrieval of information pertaining to
recruitment difficult to manage. Manual system of short-listing employees is
very costly and also time consuming, due to the time wastage on sorting
applicants’ resumes. These problems are ever nagging and awaiting solutions in
the process of recruiting and selecting personnel. It is in view of this that
this study is conducted to develop an automated staff recruitment management
system.
1.3 Aim and objectives of the study
The aim of the study is to develop an Employment screening
and short-listing management system. The following are the objectives of the
study.
To develop a system that can be used to register job
applicants details
To implement a system that the database of applicants can be
screened based on the defined criteria for screening.
To implement a system that can be used to shortlist qualified
applicants.
1.4 Significance of the study
The significance of the study is that it will reveal the
relevance of automated employee screening and short-listing system and the need
for its adoption by organizations. It will help Seyang construction company
solve the present challenges they are facing in handling applications by providing
a software system that processes the application of different applicants and
shortlists the qualified. It will also save them time and cost of recruiting.
In addition, other scholars seeking for valuable information on the subject
will find this research material relevant.
1.5 Scope of the Study
This study covers employment screening and short-listing
management system, using Seyang Construction company as a case study. It is
limited to short-listing based on academic qualification and position applied
for.
1.6 Organization of Research
This research work is organized into five chapters. Chapter
one is concerned with the introduction of the research study and it presents
the preliminaries, theoretical background, statement of the problem, aim and
objectives of the study, significance of the study, scope of the study,
organization of the research and definition of terms.
Chapter two focuses on the literature review, the
contributions of other scholars on the subject matter is discussed.
Chapter three is concerned with the system analysis and
design. It presents the research methodology used in the development of the
system, it analyzes the present system to identify the problems and provides
information on the advantages and disadvantages of the proposed system. The
system design is also presented in this chapter.
Chapter four presents the system implementation and
documentation, the choice of programming language, analysis of modules, choice
of programming language and system requirements for implementation.
Chapter five focuses on the summary, constraints of the
study, conclusion and recommendations are provided in this chapter based on the
study carried out.
1.7 Definition of Terms
Application – A formal and usually written request for
something such as a job, a grant of money, or admission to a school or college
Employment – The condition of working for pay
Human resources – The field of business concerned with
recruiting and managing employees
Management – The organizing and controlling of the affairs of
a business or a sector of a business
Recruitment – To enroll somebody as a worker or member, or to
take on people as workers or members
Short-list – To put somebody or something on a final list of
candidates for a position or award.
Staff – People who are employed by a company or an individual
employer
CHAPTER TWO
LITREATURE REVIEW
2.0 Introduction
This chapter focuses on the review of related literature, the
contributions of other researchers is examined in this chapter under the
following sub-heads:
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