DESIGN AND IMPLEMENTATION OF JOB APPLICANTS ASSESSMENT AND EMPLOYMENT SYSTEM

DESIGN AND IMPLEMENTATION OF JOB APPLICANTS ASSESSMENT AND EMPLOYMENT SYSTEM

CHAPTER ONE

INTRODUCTION

Employment is a relationship between two parties, usually based on a contract where work is paid for, where one party, which may be a corporation, for profit, not-for-profit organization, co-operative or other entity is the employer and the other is the employee. Employees work in return for payment, which may be in the form of an hourly wage, by piecework or an annual salary, depending on the type of work an employee does and/or which sector she or he is working in. Employees in some fields or sectors may receive gratuities, bonus payments or stock options. In some types of employment, employees may receive benefits in addition to payment. Benefits can include health insurance, housing, disability insurance or use of a gym. Employment is typically governed by employment laws or regulations and/or legal contracts (Dakin and Armstrong, 1989). Deciding on who to employ 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, a very important investment in the long-term future of an organization. Staffs are one of an organization’s greatest assets. 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:

The employment process begins with the identification of a vacancy whereafter the recruiter receives authorization to fill in this vacancy. In order to do so, the vacant job needs to be carefully analyzed. Analyzing the job might include determining the necessary knowledge, skills, and experience required to perform the job appropriately and defining the required specifications. After identifying and analyzing a vacancy, it can be placed in, for example, newspapers or other media sources. Applicants can apply for vacancies by using the internet. Likewise, further correspondence between organization and applicant depends on the internet to a large extent.

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

Job applicants assessment 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 a job applicants assessment system. The following are the objectives of the study.

To develop a system that can be used to process job applicants details.

To implement a system that can be used an applicant based on the defined criteria.

1.4 Significance of the study

The significance of the study is that it will reveal the relevance of job applicants assessment and the need for its adoption by organizations. It will help the bank 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 Design and implementation of job applicants assessment and employment system (a case study of Access Bank PLC, Ikot Ekpene). 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.

 TOPIC: DESIGN AND IMPLEMENTATION OF JOB APPLICANTS ASSESSMENT AND EMPLOYMENT SYSTEM

Chapters: 1 - 5
Delivery: Email

Number of Pages: 65

Price: 3000 NGN

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