Online Recruitment System Report2011Final

8/11/2019 Online Recruitment System Report2011Final

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A DYNAMIC ONLINE RECRUITMENT & MANAGEMENT SYSTEM

A CASE STUDY OF NFT CONSULTS LTD

BY

KATUMBA NOAH BALIGIDDE

DCS/10061/81/DU

A GRADUATION REPORT SUBMITTED TO THE SCHOOL OF COMPUTER

STUDIES IN PARTIAL FULFILLMENT OF THE REQUIREMENTS

FOR THE AWARD OF DIPLOMA IN COMPUTER SCIENCE

OF

KAMPALA INTERNATIONAL

UNIVERSITY

AUGUST, 011


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DECLARATION

I declare this research report with no any duplication or photocopy of it from any

institution of higher learning either for the reward of a certificate, diploma, degree, or

beyond in the field of computer studies.

Name Katumba Noah Baligidde

RegNo. DCS !""#! $! D%

Signature&&&&............... Date'

&&&&&&&&&..

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APPROVAL

(his is my research report and is submitted to the School of Computer with the appro)al

of my super)isor from the Department of Computer Studies of Kampala International

%ni)ersity.

Name *r. +ssimwe ohn -atric

Signature&&&&&&&

Date&&&&&&

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DEDICATION

I wish to dedicate this research report to my mother *s. *ary B. Semutoo e, Sisters,

oseph and all my friends that ha)e made this research pro/ect a success in one way or

another.

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ACKNOWLEDGMENT

I greatly than the +lmighty 0od for his lo)e and protection throughout my studies and

the entire pro/ect. I wish to ac nowledge my super)isor *r. +ssimwe ohn -atric for his

guiding role through out this pro/ect.(han s.

LIST OF FIGURES

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1igure !' showing the Conceptual frame wor for the proposed system............................21igure 3' Showing Respondents4 strained on how to recruit employees...........................!#1igure 5' showing the program flow of the entire system.................................................3!1igure 2' showing the architectural Conte6t design of proposed system..........................351igure 7' showing Submit entity particulars......................................................................3$1igure #' showing the 8ntity Relationship Diagram for the database...............................39

1igure :' showing a login form for system authentication................................................5"1igure $' showing students form.......................................................................................5!1igure 9' showing 8mployee %pgrade form.....................................................................531igure !"' showing payment form.....................................................................................551igure !!' showing Retirement form.................................................................................521igure !3' showing the welcome screen to N1( Consult system......................................2!1igure !5' showing a form for /ob selection......................................................................231igure !2' showing a form for contacts collection............................................................231igure !7' showing a form for submitting /ob specific information.................................251igure !#' showing main menu to the system...................................................................221igure !:' Report for 0eneral recruitment information submitted...................................27

LIST OF TABLES

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(able !' showing the respondents4 occupation..................................................................!7(able 3' showing respondents4 reasons for poor recruitment specification.......................!:(able 5' Showing respondents4 )iews about e6istence of technological problems...........!$(able 2' Showing hardware re;uirements for the system..................................................!9(able 7' showing software re;uirements for the proposed system....................................!9(able #' showing conduct entity particulars......................................................................32

(able :' showing 8mployee %pgrade entity particulars....................................................37(able $' showing StaffData entity particulars....................................................................3#(able 9' showing retirement entity particulars..................................................................3:

LIST OF ACRONYMS AND ABBREVIATIONS

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HR ! H"#$% R '(")*

DBMS ! D$+$ $' M$%$- # %+ S.'+ #

GB G -$ B.+

ICT I% ()#$+ (% C(##"% *$+ (% T *2%(3(-.

LAN L(*$3 A) $ N +4()5 LTD L # +

MH7 M -$ H )+7

NFT NFT C(%'"3+ LTD

RAM R$% (# A** '' M #().

SDLC ! S.'+ # D 3(9# %+ L C.*3

SPSS ! S+$+ '+ *$3 P$*5$- () +2 S(* $3 S* %* '

ABSTRACT

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for head?to?fill /obs. *any

organi@ations ha)e found a considered combination of both online and traditional

approaches to ma6imi@e their chances of securing the best candidate.

+n online recruitment presence shows organi@ations to be forward thin ing and therefore

more attracti)e to potential employees for candidates, online recruitment offers great

fle6ibility and case of access to /ob searches and pro)ide recruitment ser)ices through

internet for graduates.

(his pro/ect generally deals with pro)iding for /ob see ers through this system. (he

graduates can easily get contact with the organi@ation. +t the same time it ma es it easyfor the company to get an employee.

Ahen graduates register online, they ha)e to gi)e their complete personal details and

s ills they possess. (hus a resume is generated by these details that are seen by

companies. In the same way the companies ha)e to gi)e complete details of /obs they are

pro)iding. By this the employee and /ob see er can communicate with each other.

(hus this pro/ect plays an important role for recruiting of employees. (he companies canaccess e)en remote areas of the country. It also gi)es good opportunity for the freshly

graduates to access the information about the organi@ation. (hus this pro/ect satisfies both

graduates and employees.

TABLE OF CONTENTS

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DECLARATION.......................................................................ii

APPROVAL........................................................................... iii

DEDICATION......................................................................... iv

ACKNOWLEDGMENT..............................................................v

LIST OF FIGURES ....................................................................vi LIST OF TABLES .....................................................................vii

LIST OF ACRONYMS AND ABBREVIATIONS............................viii

ABSTRACT........................................................................... ix

TABLE OF CONTENTS ................................................................x

CHAPTER ONE .......................................................................12

INTRODUCTION .....................................................................12

1.0 General Introduct on ...........................................................12

1.1 Bac!"round o# t$e %tud& .............................................................1

1.' State(ent o# t$e )ro*le( ............................................................2

1.+ O*,ect -e% o# t$e %tud&...............................................................2

1:;:1 M$ % ( < *+ '..........................................................................2

1:;: S9 * * ( < *+ '.......................................................................2

1. Re%earc$ /ue%t on% ..................................................................2

1. Sco)e o# t$e %tud& ....................................................................3

1. 2u%t # cat on o# t$e %tud&.............................................................3

CHAPTER TWO......................................................................4

LITERATURE RE3IE4 ................................................................4

'.0 Introduct on ..........................................................................4

'.1 Sco)e o# t$e l terature re- e5 ........................................................5

'.' Data (ana"e(ent %&%te( ............................................................5

: :1 B % +' ( $+$ $' % )(%# %+......................................................6

: : A99)($*2 +( $+$ $' #$%$- # %+ ....................................................6: : :1 H )$)*2 *$3 DBMS $99)($*2 ............................................................................6

: : : N +4()5 () CODASYL DBMS ..........................................................................7: : :; R 3$+ (%$3 DBMS............................................................................................ 7

'.+ Ad-anta"e% o# u% n" co()uter *a%ed data*a%e% .....................................

'. Area o# a))l cat on ...................................................................!

:=:1 A**")$*. $% *(#93 + % '' ( $+$ .....................................................8

'. De-elo)(ent 6et$odolo"& ..........................................................."

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'. L terature Conclu% on ..............................................................1#

CHAPTER THREE ....................................................................11

6ETHODOLOG7 .....................................................................11

+.0 Introduct on ........................................................................11

+.1 T$e )o)ulat on %tud& ...............................................................11+.' Sa()le %elect on ...................................................................11

+.+ Re%earc$ )rocedure ................................................................11

+. Collect on o# Data ..................................................................12

;:=:1 I%+ ) 4...............................................................................12

;:=: Q" '+ (%%$ ) ' .........................................................................13

+. De-elo)(ent (et$odolo"& 8S&%te(% de-elo)(ent l #e c&cle9 ......................14

+. Conclu% on.........................................................................14

CHAPTER FOUR .....................................................................15 DATA PREPSENTATION: ANAL7SIS: DESIGN AND I6PLE6ENTATION ......15

.0 Introduct on ........................................................................15

.1 Data )re%entat on ..................................................................15

=:1:1 S*(9 ) -$) %- (**"9$+ (% ( ) '9(% %+' ..........................................15

4.1.2 Respondents strained on how to recruit employees......... ..16

4.1.3 Respondents view about reasons for poor recruitmentspeci cation.............................................................................1!

4.1.4 Respondents view about technolo"ical problems in thecompany..................................................................................18

4.2 S$%&'( )*+ ,'- i,'('*& )*)/$%i%...................................1!

4.2.1 #ystem re$uirements........................................................182.3.!.! ardware re;uirements .................................................................................... 192.3.!.3 Software re;uirements ..................................................................................... 19

.+ Pro,ect ()le(entat on ............................................................1"

=:;:1 C('+ .....................................................................................1%

=:;: T *2% *$3...............................................................................2&

=:;:; O9 )$+ (% ..............................................................................2&=:;:= S *") +. .................................................................................2&

4.4 S$%&'( +'%i0*..............................................................2#4.4.1 #ystem pro"ram 'ow........................................................21

4.4.2 (rchitectural desi"n.........................................................22

=:=:; C(%* 9+"$3 ' -% .....................................................................24

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2.2.5.! Conceptual data model .....................................................................................242.2.5.3 I%9"+ #93 # %+$+ (%.................................................................314.4.5.1 )onduct form ......................................................................................312.2.7.3 8mployee %pgrade form ..................................................................................324.4.5.3 #ta* +ata form ..................................................................................334.4.5.4 Retirement form ................................................................................34

. So#t5are te%t n" ....................................................................34

4.5.1,nit testin".......................................................................34

4.5.2 #ystem testin".................................................................35

CHAPTER FIVE....................................................................3

RECOMMENDATIONS AND CONCL SIONS..............................3

.0 Introduct on ........................................................................3

5.1 R' (('*+)&i *%.........................................................3

5.2 C * / %i *%..................................................................3

APPENDICES .........................................................................3

APPENDI; A .........................................................................3

A - '%&i **)i,' )*% ','+ 6$ ,' , i&('*& 7, ( &',%............3

APPENDI; B .........................................................................4#

A %a()le NFT Con%ult nter- e5


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comprehensi)e tool to manage the entire recruitment processes of an organi@ation. It is

one of the technological tools facilitated by the information management systems to the

uman Resource = R> of organi@ations. ust li e performance management, payroll and

other systems, Recruitment management system helps to contour the recruitment

processes and effecti)ely managing the tas s of recruitment.R management has become one of the essential functions in an organi@ation. No

organi@ation can do without this department. R is the function or department in an

organi@ation that has the tas to recruit, train, moti)ate, reward, dismiss, terminate as well

as loo after the welfare of employees in an organi@ation. = uman resource /ournal,

+ugust 3""#, I-* =K> therefore the R has to ensure that the welfare of employees are

ta en into consideration.

1:1 B$*5-)("% ( +2 '+" .

Computeri@ation is a control system that manages processes in industrial wor place. It

reduces human errors and processing time, thus it can boost producti)ity and resulted into

high ;uality of product produce and ser)ice offering. In information systems,

computeri@ation is concerned with interrelating different but interdependent transactions.

(his can result in a system with well?integrated processes that can perform much faster

and more accurate than a manual system. In the year 3""", management and

administration of human resource information was done manually. (his entailed

gathering raw data to form a record base, sorting it to get rele)ant information, storing it

in files and a)ailing it when re;uired. Aith the emerging computer technology,

information in all sectors has been one of the most targeted areas to enhance the record

eeping and also easy accessibility using a )ariety of computer programs that presents

information in a desired format and by use of internet as a communication channel to

facilitate access and e6change of information. (he online recruitment and management

system the researcher proposed for N1( Consult Company would mend the manual

recruitment system at the company that was restrained by a bac log of files, records and

folders in addition to staff slowness handling large paper wor .

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Ahat would be the roles of shared data management systems on reduced data redundancy

and cost of storage of data for N1( Consults

1:> S*(9 ( +2 '+" .

N1( Consult is located in heart of Kampala city, plot 52 along Na asero Road. (he study

will co)er the R department of N1( Consult mainly the +dministrators of the firm that

is manager and director 7 representati)e staff and clientele.

1:6 ?"'+ *$+ (% ( +2 '+" .

(he


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-erhaps the most important component in any organi@ation is data and thus it has got to

be used =handled> with care.

(he figure abo)e shows a graphical conceptual representation of the new system and the

relations between its components. 1irst of all the researcher would need a database,

which would constitute the bac bone of the system. (he database would hold all the

information needed for such a company to e6ist ? /ob, employee upgrade and conduct and

staff details. (he design and implementation of a database for an online company was

comple6 and time consuming but the researcher implemented it as efficient as possible.

(he database would ser)e the local clients that the system had. (he R +pplication

would be operated by the R managers who were able to post the application forms to

the local clients and handle whate)er information the feed into the system. (he

application forms would be containing all details of the desired persons and spaces from

where the applicant could fill in the details and submit to the database.

CHAPTER TWO

LITERATURE REVIEW

:0 I%+)( "*+ (%

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(he aim of this chapter was to e6plore the in depth of the concept of a shared computer

based database system. (he purpose was to find out and suggest procedures that were

recommended to build and operate such a system. (his information had been mainly

e6tracted from published database system boo s, internet and pre)iously published

/ournals and dissertations for e6ample =Eong, !9$9>, utchinson et al, 3"""> et al.

:1 S*(9 ( +2 3 + )$+") ) 4

(he literature about the system de)eloped would duel so much on information systems

that ma e use of databases =Eong, !9$9,p.329>, nowledge from boo s about how to set

and operate networ s and in particular 8thernet cabled E+Ns. (he re)iew put into

consideration related systems that had pre)iously been de)eloped. It dug deep into how

databases could be designed, how an interface could be created, and how such system

could be put into use and maintained.

It also co)ered problems anticipated and how they could be troubleshot.

It further loo ed at how the client ser)er networ could be set up and the technology that

could be used to share the different resources. It also co)ered the ind of computers and

other de)ices that could be reliably used in setting up a networ that would enable

sharing of the database.

It suggested the different areas where such a system could be applied and the problemsthat such a system cable used to sol)e. (he re)iew further tac led the different techni;ues

that could be used in collection of data, how to analy@e the data, how to de)elop the

system itself by suggesting )arious methodologies and tools that can be used =Eaudon,

3""3>.

1inally it loo ed at different de)elopment tools such as different operating systems,

programming languages and Database *anagement System =DB*S>.

: D$+$ #$%$- # %+ '.'+ #

+ccording to Eong =!9$9>, Data management, encompasses the storage, retrie)al, and

manipulation of data. *any e6isting information systems were designed using traditional

approaches to data management but the trend has shifted to the use of database approach

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to de)elop new information systems. (he database is the resource for all computer based

information systems. + database, FIs a collection of files that are in some way logically

related so that data redundancy is minimi@edG =Eong, !9$9, p.329>.

: :1 B % +' ( $+$ $' % )(%# %+

0reater access to information, the structure of an integrated database pro)ides enormous

fle6ibility in the type of reports that can be generated and type of online in;uiries that can

be made.

Better control. + database management system allows data to be centrali@ed for impro)ed

data security. By centrali@ing data, ad)anced data structures can be used to control

redundancy. Data structures,G refers to the manner in which the data elements and records

are related to each otherG =Eong, !9$9, p.379>.

*ore efficient software de)elopment and programming techni;ues are more readily

a)ailable and data are independent of the application programs.

: : A99)($*2 +( $+$ $' #$%$- # %+

+ccording to Eong =3""3>, there are three fundamental approaches to design database

system namely

ierarchical approach

Networ or C


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It does not ha)e the scope of features of more sophisticated networ and relational

DB*S4. Ne)er the less, all new de)elopments in the area of database management

system use networ or relational technologies.

ierarchical DB*S is based on three data structures, actually an uprooted tree turned

upside down. (hey are easy to understand and conceptuali@e.

: : : N +4()5 () CODASYL DBMS

(his approach to data management carries the hierarchical approach to the ne6t le)el of

sophistication by permitting children to ha)e more than one parent. (his approach

minimi@es redundancy and therefore allows for more ;ueries to be made.

: : :; R 3$+ (%$3 DBMS

(he relational approach to database management systems has been gaining momentum

through the !9$"4s. In contrast, to the networ DB*S, here data is accessed by content

rather than by address. (his approach uses the computer to search the database for the

desired data rather than accessing data through a series of indices and physical addresses,

as with both hierarchical and networ DB*S.

ere the data structures are defined in logical rather than physical attempts until recently

relational DB*S ha)e been slow to be effecti)e in the real world, especially in

transaction oriented en)ironments.

owe)er, for applications where the transaction )alue is low and the need for fle6ibility

is high, relational DB*S out perform networ DB*S because Frelational structure

pro)ides greater fle6ibility in accessing informationG. +nd pro)ide companies with

greater opportunities to increase producti)ity.

:; A $%+$- ' ( "' %- *(#9"+ ) $' $+$ $' '

R "* $+$ ) "% $%*.@ In file management systems, some of the same data files are

repeated in different files in databases, by contrast the information appears /ust once but

information is made a)ailable to different users more o)er concurrently and this lowers

down the e6penses of space.

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I#9)( $+$ %+ -) +.@ Reduced redundancy increases the chances of data integrity.

Data that is accurate, consistent, and up to date because each updating change is made in

only one place.

M() 9)(-)$#' % 9 % %+@ Aith a database, the program and file formats are the

same, so that one programmer or e)en se)eral of them can spent less time maintaining

files.

I%*) $' "' ) 9)( "*+ +.@ Database management systems are fairly easy to use, so

that users can get their re;uests for information answered without ha)ing to resort to

technical manipulations.

I%*) $' ' *") +.@ +lthough )arious departments may share data in common in, access

to specific data information can be limited to selected users. (hus, through the use of

passwords, a client financial, medical, and wor information in a company is made

a)ailable only to those who ha)e a legitimate need to now.

+lthough there are clear ad)antages to ha)ing databases, there are still some

disad)antages

C('+ ''" '@ Installing and maintaining a database is e6pensi)e particularly in a large

organi@ation.

D$+$ "3% )$ 3 +. ''" '@ +lthough a database can be restricted access, it4s always possible unauthori@ed users will get passed the safeguards.

P) $*. ''" @ + database may hold unsanctioned information that may be used for

unintended purposes this puts peoples li)es at a ris . = utchinson and Sawyer, 3""">

:= A) $ ( $993 *$+ (%

Database management systems are applied in all corners of de)elopment. It is mainly

used in financial institutions for e6ample ban s, corporate institutions and educational

institutions name it all.

:=:1 A**")$*. $% *(#93 + % '' ( $+$

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Databases including public databases such as Ee6is, Dialog, and Dow ones

News Retrie)al can pro)ide you with more facts and faster facts but not always better

facts. -enny Ailliams, professor of broadcast /ournalist at Buffalo state College in New

Hor and formerly a tele)ision anchor and reporter, suggests there are fi)e limitations to

beat in mind when databases for research. +nd these are

Hou can4t get the whole story. 1or some purposes, databases are only a foot in the door.

It4s not the gospel' ust because you see some thing on the computer screen it doesn4t

mean all is accurate. Numbers, names, and facts may need to be )erified in other ways.

Know the boundaries' D 3(9# %+ M +2( (3(-.

System analysis and design is a si6 phase problem sol)ing procedure for designing an

information system and impro)ing it. (he si6 phases ma e up what is system

de)elopment life cycle. (he system de)elopment life cycle =SDEC> is defined as F(he

step by step process that many organi@ations follow during systems analysis and designG

=Ailliams, et al, !999, p.2:#>.

(he number of phases may )ary from one company to another, and e)en the name of the

process may differ =application de)elopment cycle, structured de)elopment life cycle, for

instance>.(he si6 phases of systems analysis and design may be said to be as follows'

-reliminary in)estigation' Conduct preliminary analysis, propose alternati)e solutions,

and describe the costs and benefits of each solution. Submit a preliminary plan with

recommendations. If you are doing a systems analysis, and design, it4s safe, e)en

preferable to assume that you now nothing about the problem at hand. In the first phase,

it4s your /ob to mainly as ;uestions, do research and try to come up with a preliminary

plan.

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S.'+ #' $%$3.' '@ 0ather data analy@e the data using tolls of written documents,

inter)iews, ;uestionnaire, obser)ations, and sampling. +naly@e the data using %*E

diagrams, data flow diagrams, systems flow charts, connecti)ity diagrams, grid charts,

and decision tables and write a report.

S.'+ #' ' -%@ *a e a preliminary design and then a detailed design using %*E

diagrams, prototyping tools and pro/ect management software among others. Do a

detailed design, defining re;uirements for output, input, storage, and processing and

system controls and bac up, finally write a report.

S.'+ #' 3(9# %+@ +c;uire the hardware and software and test the system. In the

ma e or buy decision, you decide whether you ha)e to create a program or ha)e it custom

written or buy it meaning simply purchase a system software pac age. If you decide to

create a new program, then the ;uestion is whether to use the organi@ation4s own staff

programmers or higher outside contract programmers =. Ahich e)er way

you go, the tas could ta e many months. a)ing made a decision, the hardware to run it

must be ac;uired or upgraded or buy new hardware.

S.'+ #' #93 # %+$+ (%@ Con)ert the hardware, software, and files to the new system

and train the users. Con)ert using any of the following con)ersions parallel, phased or

pilot. Compile final documentation and train the users.

S.'+ #' #$ %+ %$%* @ +udit the system, re;uest feedbac from its users, and e)aluate it

periodically.

:6 L + )$+") C(%*3"' (%

Basing on the literature from other writers, the system would impro)e the firms4 day to

day acti)ities easing its managerial status and outlining the usefulness of web based

applications in recent business communities when implemented under correct principles

that pro)ide web security.

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CHAPTER THREE

METHODOLOGY

;:0 I%+)( "*+ (%

(his chapter pro)ides the methodology that was used to de)elop a shared database

system. It co)ered the following ey areas of pro/ect de)elopment organi@ation units that

were studied, the population that was used, sample si@e, research instruments and fact

finding methods that were used to establish the present set of users and system

re;uirements, )arious techni;ues of data collection, design techni;ues and tools that were

used.

;:1 T2 9(9"3$+ (% '+" .

+dministration' the director of the firm and two managers were inter)iewed. (hree of

clientele =recruited> were inter)iewed.

1rom the R department, the information collected included Recruitment, selection and

training of employees, /ob e)aluation, conditions of employment and welfare of

employees.

;: S$#93 ' 3 *+ (%

(he researcher selected fi)e respondents from the firm staff and three of clientele.

owe)er, for the directors and managers, it was by )irtue of the positions that they held.

In each of the departments, at least one respondent was ta en and inter)iewing was the

main data collection techni;ue used.

uestionnaire approach helped to fact find rele)ant customers within the sample space.

;:; R ' $)*2 9)(* ")

-rior to the study, a letter was submitted to N1( Consults see ing permission to carry outthe study. (his was done in order to establish a good relationship with the company in

addition to showing the urgency of the study. + wee after the deli)ery of the letter the

researcher was ready to now whether the re;uest was granted.

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;:= C(33 *+ (% ( D$+$

Data was gathered from the sample gi)en abo)e. (he ma/or techni;ues used included

inter)iews with limited ;uestionnaires. (he choice of the method depended on the

information needed and the time that was a)ailable for the )arious respondents.

1rom the director and manager, inter)iews were used e6clusi)ely, from the accountant,

both inter)iews and document re)iew were used, and from the rest of respondents,

;uestionnaires were used e6clusi)ely. Inter)iews were conducted one on one where as for

those that used ;uestionnaires, they were gi)en four days to complete the documents.

+fter that period of time, the researcher collected the documents that were ta en for

analysis.

Data was collected using the following techni;ues'

;:=:1 I%+ ) 4

+n inter)iew is an oral administration of a ;uestionnaire or an inter)iew schedule.

Inter)iews are face to face encounters. (o obtain accurate information through inter)iews,

a researcher needs to obtain ma6imum cooperation from respondents. (hus, one must

establish a friendly relationship prior to conducting an inter)iew. Inter)iews, offer the

following ad)antages'

(hey pro)ide in depth data which is not possible to get using a ;uestionnaire.

It is possible to obtain data re;uired for specific ob/ecti)es.

(he researcher can clarify on certain ;uestions and thus they are more fle6ible

compared to other methods.

%nli e ;uestionnaires, the inter)iewer can get more complete and honest

information.

igh response since the respondents can refuse to answer completely.

owe)er, demerits such as high cost, need for high le)el of interpersonal s ill, bias, small

sample si@e, responses being influenced are always e6pected.

Ei e ;uestionnaires, inter)iews are also of two types that is structured inter)iew and un

structured inter)iew where, structured ;uestions usually categories and the inter)iewer

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simply chec s the respondent4s response while unstructured ;uestions , the inter)iewer

as s ;uestions or ma es comments intended to lead the respondent towards gi)ing data to

meet the study ob/ecti)es.

;:=: Q" '+ (%%$ ) '

uestionnaires are commonly used to obtain important information about the population.

8ach item in the ;uestionnaire is de)eloped to address specific ob/ecti)e. +nd therefore, a

;uestionnaire must be well thought of so as to a)oid cases such as

Confusing respondents as to the nature of information re;uired.

+lso a bad ;uestionnaire discourages respondents to the e6tent of discarding the

;uestionnaire and this may lea)e out important information re;uired in the study.

uestionnaires can be of two types that are open ended and closed ended ;uestionnaires.

Closed ended ;uestionnaires carry with them the following ad)antages'

(hey are easier to analy@e since they are in an immediate usable form.

(hey are easier to administer since each ;uestion is followed by possible answers

and they are economical in terms of space, time, and money.

owe)er, they are more difficult to construct and normally responses the limited and

respondents compelled to answer according to the researcher4s choice.


26/58

;:> D 3(9# %+ # +2( (3(-. S.'+ #' 3(9# %+ 3 *.*3

(he following steps were used to de)elop the system under study.

P) 3 # %$). % '+ -$+ (%' this phase conducted for the purpose of determining the cost

of operation on the old systems and the cost e6pected for the new system. (he problems

with the old system were identified through inter)iews and ;uestionnaires. 1inally, a

suggestion to de)elop the computeri@ed system was made and a report submitted to

management.

S.'+ #' $%$3.' ' ' the data gathered from the abo)e phase was arranged and prioriti@ed.

1rom the findings of the study, a system4s specification was made stating what the system

should do to meet the company goals.

S.'+ #' ' -% ' Defining of the architecture, components, modules, interfaces,and data for the system to satisfy specified re;uirements were fulfilled.

L(- *$3 ' -% ' (his too an abstract representation of the system4s data flows, inputs

and outputs of the system.

P2.' *$3 ' -% ' Shown were the actual input and output processes relating to the system

proposed.

;:6 C(%*3"' (%

(he system de)eloped structured on a constructi)e well defined system methodology and

reliable fact finding techni;ues.

66)i


27/58

CHAPTER FOUR

DATA PREPSENTATION, ANALYSIS, DESIGN AND IMPLEMENTATION

=:0 I%+)( "*+ (%

(his chapter focused on the presentations of the data generated during the course of the

field study. (he field results were achie)ed by descripti)e statistics and presented using

computer based Statistical -ac age for the Social Sciences =S-SS>

=:1 D$+$ 9) ' %+$+ (%

*ost significant data presented and illustrated below was analy@ed from !7 respondents4

;uestionnaires gathered from the sur)ey at company.

=:1:1 S*(9 ) -$) %- (**"9$+ (% ( ) '9(% %+'

(he respondent4s scope comprised of $ employees, 5 of clientele, a manager and other

personnel as illustrated in the table below

Occupation

1 6.7 6.7 6.78 53.3 53.3 60.03 20.0 20.0 80.03 20.0 20.0 100.0

15 100.0 100.0

Manager EmployeeClienteleOthersTotal

ValidFre !en"y #er"ent Valid #er"ent C!m!lati%e#er"ent

T$ 3 1@ '2(4 %- +2 ) '9(% %+' (**"9$+ (%

S(")* ( 9) #$). $+$ "' @ ) ) +( $99 % A '2(4 %- " '+ (%%$ )

1rom the table abo)e, the sample selection co)ered respondents who interfaced the

manual system and were critical in accelerating the design and implementation of the

proposed system.

66)ii


28/58

=:1: R '9(% %+' '+)$ % (% 2(4 +( ) *)" + #93(. '

(he figure below represents respondents and their strains on how N1( Consult recruits

their employees.

F -") @ S2(4 %- R '9(% %+' '+)$ % (% 2(4 +( ) *)" + #93(. '

&trained on ho' to re"r!it employees(

)o*es C o ! n t

12

10

8

6

+

2

S(")* ( 9) #$). $+$ "' @ ) ) +( $99 % A '2(4 %- " '+ (%%$ )

+ccording to the research conducted, ma/ority accepted that the company was strained on

how to recruit employees, a cause that more so resulted from the e6isting system of wor .

66)iii


29/58

=:1:; R '9(% %+' 4 $ ("+ ) $'(%' () 9(() ) *)" +# %+ '9 * *$+ (%

+ table below shows respondents )iews about reasons for poor recruitment specification

at the company.

Reasons for poor recruitment specification exist?

7 +6.7 +6.7 +6.73 20.0 20.0 66.73 20.0 20.0 86.72 13.3 13.3 100.0

15 100.0 100.0

&trongly agree ,gree)e!tral-isagreeTotal

ValidFre !en"y #er"ent Valid #er"ent

C!m!lati%e#er"ent

T$ 3 @ '2(4 %- ) '9(% %+' ) $'(%' () 9(() ) *)" +# %+ '9 * *$+ (%

S(")* 1@ 9) #$). $+$ )(# $99 % A '2(4 %- " '+ (%%$ )

1rom the table abo)e, the study conducted re)eled that ma/ority of the respondents

agreed that poor recruitment specification e6isted at the company. 3 were neutral about

the specification while the rest disagreed.

-oor recruitment specifications resulted from the company hiring the wrong personnel

that added costs to business. +lso a lac of communication within the company

engineered a mo)e to design, test and implement a new system for N1( Consults. Source

of primary data used refer to appendi6 B showing Inter)iew guide.

66i6


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=:1:= R '9(% %+' 4 $ ("+ + *2%(3(- *$3 9)( 3 #' % +2 *(#9$%.

+ table that shows respondents )iews whether technological problems e6ist in the

company or not.

Do Technological problems exist?

+ 26.7 26.7 26.78 53.3 53.3 80.03 20.0 20.0 100.0

15 100.0 100.0

&trongly agree ,gree)e!tralTotal

ValidFre !en"y #er"ent Valid #er"ent

C!m!lati%e#er"ent

T$ 3 ;@ S2(4 %- ) '9(% %+' 4' $ ("+ '+ %* ( + *2%(3(- *$3 9)( 3 #'

S(")* @ 9) #$). $+$ )(# $99 % A '2(4 %- " '+ (%%$ )

+ccording to the table abo)e, ma/ority of respondents =$> generally agreed that the

company faced technological problems regarding their recruitment system. (his

illustrated why the recruitment conditions were too hard for the company, why a

consultancy firm was re;uired to boost recruitment procedures and why there was need to

integrate a computeri@ed recruitment system.

=: S.'+ # $% ) " ) # %+ $%$3.' '

=: :1 S.'+ # ) " ) # %+'

In order for the system to perform as e6pected, the following system specifications for

hardware and software, security and operations were re;uired.

666


31/58

=: :1:1 H$) 4$) ) " ) # %+'

0eneral hardware re;uirements to the system

H$) 4$) M % #"# S.'+ # ) " ) # %+

-rocessor Intel -entium III 9""*h@ or higher for des tops.Random +ccess *emory 37# *B of R+* or higher.

ard Dis space 3" 0B and abo)e for des top, $" 0B and abo)e for

ser)er.

Display + resolution of !"32 6 :#$ igh colors? 53 bit.

T$ 3 =' S2(4 %- 2$) 4$) ) " ) # %+' () +2 '.'+ #

=: :1: S( +4$) ) " ) # %+'

Software re;uirements of the new system

Software *inimum re;uirements


32/58

=:;: T *2% *$3

(echnical feasibility was aimed at finding out whether the company had technical

e;uipments to house the proposed system in coupled to whether users now how to use

and integrate with the system. It was found out that the users needed further training and

sensiti@ation on how to use the system and further more some of the technical e;uipments

were a)ailable for implementation of the new system.

=:;:; O9 )$+ (%


33/58

=:=:1 S.'+ # 9)(-)$# 3(4

F -") ;@ '2(4 %- +2 9)(-)$# 3(4 ( +2 %+ ) '.'+ #

666iii

Y '

S+$)+

U' ) A"+2 %+ *$+ (%

A** '' NFT C(#9$%.R *)" +# %+ S.'+ #

IOK

N(

L(- %

L(-("+

S+(9


34/58

1rom the figure, when users start the system program, they are first chec ed for

authentication in order for them to login to the system menu where one can browse

through re;uired user interfaces. If successful with wor , the users logout of the system.

=:=: A)*2 + *+")$3 ' -%

(his ga)e a high le)el re)iew of the system with the main system and ser)ices they

pro)ide and how they communicate within the system.

+t this stage of the system de)elopment, the focus was put on the definition of central

architecture of the system.


35/58

F -") =@ '2(4 %- +2 $)*2 + *+")$3 C(%+ + ' -% ( 9)(9(' '.'+ #

1rom the figure abo)e, system users first access a welcome screen where by they can log

into the system pro)ided the authentication is accepted. Aithin the system, )arious tas s

can be done such as ob specifications and application, managing of employee conducts

and retirement information. (he system allows the administrator to update the database

and manage staff records and delete where necessary.

666)

W 3*(# NFT C(#9$%.

U' ) L(- %

C(%+$*+

A993 *$+ (%

E#93(.S+$

S.'+ # M$ % M %"

R + ) # %+C(% "*+?(

L(-("+ () E +

DATABASE

R 9()+'


36/58

=:=:; C(%* 9+"$3 ' -%

=:=:;:1 C(%* 9+"$3 $+$ #( 3

(he conceptual data model pro)ides for de)eloping a structure from the top to down to

the low le)el. In this section )arious entities, their attributes and relationship areidentified as well as the relationship among entities. (hese help the researcher build the

data model for each user.

=:=:;: O ) 4 ( +2 $+$ $' %+ + '

(he database is based on the following tables entities which were produced indicating the

description, data type and si@e of the field of the data to be used in the program.

=:=:;:; C(% "*+ %+ +.1I8ED N+*8 D+(+ (H-8 D8SCRI-(I


37/58


38/58

Name (e6t Name of staff

Se6 (e6t Se6*arital Status (e6t *arital status

Date


39/58


40/58


41/58

6li


42/58

=:=:= U' ) I%+ ) $* '

(his part of the system de)elopment lifecycle was concerned with the actual construction

of the proposed designed system. (he system was designed using isual basic and

connected to a *icrosoft +ccess 3""5 database. +fter the system has loaded, it pro)idesthe login interface where an authori@ed user accesses other interfaces pro)ided the user

was authenticated.

F -") ' '2(4 %- $ 3(- % ()# () '.'+ # $"+2 %+ *$+ (%

(he +dministrator in this case logs in as the system user with a username and password

to access the system menu.

6lii


43/58

=:=:> I%9"+ #93 # %+$+ (%


44/58

=:=:>: E#93(. U9-)$ ()#

F -") @ '2(4 %- E#93(. U9-)$ ()#

(his interface allows users to input employee upgrade information that is stored in the

database.

6li)


45/58

=:=:>:; S+$ D$+$ ()#

F -") 10@ '2(4 %- 9$.# %+ ()#

(his interface allows users to manipulate staff information that is stored in the database.

6l)


46/58

=:=:>:= R + ) # %+ ()#

F -") 11@ '2(4 %- R + ) # %+ ()#

(he retirement form interface is used to manipulate staff retirement information that is

stored in the database.

=:> S( +4$) + '+ %-

(his stage was carried out to chec whether what was done wor ed efficiently and

effecti)ely as it was planned. It too the forms below

=:>:1U% + + '+ %-

ere the components were reali@ed as programs =test plans> and prepared test data, the

path has a number of test runs li e )alid paths through out the programs. + list of

conditions is tested for each program to determine their correctness, the forms obser)ed

in the system were chec ed against these test plans and conditions as well as the data

base sub/ect to the enforced rules.

6l)i


47/58

=:>: S.'+ # + '+ %-

(his is a testing of the whole system by integrating all the modules. It in)ol)es'

G)$92 *$3 "' ) %+ ) $* + '+ %- L (hroughout the system design, interfaces were

designed and they met written specifications of the system. (he product4s graphical user

interfaces where tested by allowing company administrators to mo)e through the run

graphical user interfaces in form of clic ing )arious interface ob/ects li e combo bo6es.

P ) ()#$%* + '+ %- ? that is how long the system ta es to respond to a user4s re;uest.

(he system application was run on company computers and generally the rate at which it

loads was tested =speed> in addition to system data )alidation and user security

authentication.

V(3"# + '+ %- ? In)ol)ed chec ing whether the system can handle the e6pected load.

Sample N1( Consult Company users where allowed to feed in test data in the system.

(he system uses a *icrosoft access database that can handle up to ma6imum 3 0B si@e

per access database which is good for the company.

A** 9+$%* + '+ %- (he operational users chec ed if the system met what was stated in

the specification document, the test data was replaced with actual data pro)ided by the

clientele. 1atal errors were disco)ered for e6ample when users entered unsupported

operators and data of different types in sections where they weren4t needed. ere the

system should be wor ed on to accept )alid data in respecti)e data fields. (he system

should return system errors in case the wrong type of data is entered warning the user.

0enerally, the system met customer e6pectation.

6l)ii


48/58

CHAPTER FIVE

RECOMMENDATIONS AND CONCLUSIONS

>:0 I%+)( "*+ (%

(his chapter concludes the report and it outlined recommendations on how to use the

system in addition to conclusion of the pro/ect report.

>:1 R *(## % $+ (%'

In future user re;uirements should ta e a more central consideration. %sers should be

trained on how to use and customi@e the system proposed by the researcher in order to

facilitate the company4s recruitment procedures.

It was also recommended that incase the company needs to further upgrade the system to

fully optimi@e it to the company satisfaction and enhance more functionality,

rede)elopment using other robust programming tools would be used.

>: C(%*3"' (%'

1inally, the study has not been easy at all. (he researcher has ac;uired s ills in pro/ect

management and at least can ma e claims of ha)ing a minimal e6perience designing

database systems and graphical user interfaces. (his system is fully recruitment based and

thus customi@ed for all users within human resource departments of companies.

6l)iii


49/58

APPENDICES

APPENDI A

A " '+ (%%$ ) $%'4 ) . ) *)" +# %+ 9)(#(+ )'

D $) ) '9(% %+,

I indly re;uest you to fill this ;uestionnaire below to facilitate the research study to a

success and helpful to the company.

-lease feel free and gi)e the important information as re;uired to ma e the pro/ect

feasible.Hour information will be treated and ept with a lot of confidentiality, great care and will

be highly appreciated.

M"*2 ) -$) ' ' =please tic where appropriate>

!> Hour occupation

Director

*anager

8mployee

Clientele

+ge brac et

!7 L 3" , 3" L 37 , 37 L 5" , 5" and abo)e

0ender

*ale

1emale

5> a)e you e)er been strained on how to recruit employees before

Hes

No

6li6


50/58

If yes, which specific

area ....................................................................................................................................

2> Is your recruitment running as planned

Hes No

7> +re there reasons for poor recruitment specificationStrongly agree

+gree

Neutral

Disagree

Strongly disagree

#> +re there reasons for unrealistic timescales

Strongly agree

+gree

Neutral

Disagree

Strongly disagree

:> +re there reasons for poor condition of acti)ities

Strongly agree

+gree

Neutral

Disagree

Strongly disagree

$> +re there technological problems in the company regarding recruitment

Strongly agree+gree

Neutral

Disagree

Strongly disagree

l


51/58

-lease state any if they e6ist'

&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&

9> Ahat are the problems related to the handling of your recruitment

1ailure to handle user e6pectations

1ailure to handle the change re;uiredInappropriate staff

1ailure to handle people4s relationship in the recruitment

!"> +re the recruitment conditions too hard for your company

Hes No

If yes, how

&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&

!!> Is your recruitment paying the re;uirement as agreed

+lways

1re;uently

Sometimes

Ne)er

!3> Is need from a consultancy firm re;uired

Hes No

If yes, what ind of assistance

&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&

!5> Is there need to integrate a computeri@ed recruitment system other than the e6isting

system

Strongly agree

+gree

NeutralDisagree

Strongly disagree

Hour support is highly appreciated.

(han s.

li


52/58

APPENDI B

A '$#93 NFT C(%'"3+ %+ ) 4 " '+ (%' () ) *+() $% #$%$- )

I%+ ) 4 G" () 5%(43 - $* " ' + (%

8stablishing whether N1( Consult would be comfortable with change of old to

new system or needs no change of system.

Determine the minds of employees towards the new system to be implemented.

Determine the s ill of computer use among the employees in the recruitment

sector.

8stablish the security of records pro)ided by the system currently used by the

company.

Is communication a ey while recruitment procedures are handled

ow does the management carry out its management acti)ities regarding

employee recruitment

ow many employees does the company ha)e and how does it maintain their

records

Isn4t there a route of hiring the wrong personnel within the company

(han s.

lii


53/58

APPENDI C

S$#93 '*) %'2(+'

W 3*(# '*) %

(his is the form where that welcomes users to the N1( Consult System lin ing them to

different tas s of the system.

F -") 1 @ '2(4 %- +2 4 3*(# '*) % +( NFT C(%'"3+ '.'+ #

liii


54/58


55/58

F -") 1>@ '2(4 %- $ ()# () '" # ++ %-


56/58


57/58

F -") 1 @ R 9()+ () G % )$3 ) *)" +# %+ % ()#$+ (% '" # ++

l)ii


58/58

R ) %*

!. Eary Eong and Nancy Eong. =!9$#>. Computers $ th 8dition.

3. C. Aest Churchman. =!9:!> (he Design of In;uiring Systems' Basic Concepts of

Systems and . uman Resource *anagement.

2. ohn *. I)ance)ich. =3""!>. uman Resource *anagement $ th 8dition.

7. Kenneth C. Eaudon and ane -. Eaudon. =3""">. *anagement Information

Systems #th 8dition, -rentice? all International.

#. Sarah 8. utchinson and Stancey C. Sawyer. =3""">. Computers Communications

Information, *c0raw ill Irwin -ublishers.

:. Ailliam Sawyer utchinson. =!999>. %sing information technology, a practical

introduction to computer and communication.$. http' en.wi ipedia.org wi i DatabaseMmanagementMsystem

9. http' en.wi ipedia.org wi i SystemsMdesign

!". http' en.wi ipedia.org wi i AebMapplication

Documents

Online Recruitment System Report2011Final