Design and Implementation of an AutomatedPersonnel Recruitment SystemBy : Nathalia Dhyan Kharisma SariSummary of Journal H...
ABSTRACTThe traditional method of recruitment has been revolutionized by theemergence of the Internet. In the past few yea...
INTRODUCTIONHuman resource management (HRM) consists of all the activities undertakenby an enterprise to ensure the effect...
INTRODUCTION – cont.Recruitment and selection forms a core part of the central activities underlyingHRM: namely, the acqui...
OBJECTIVES1. To design a cost effective solution suitable for personnel recruitmentmanagement over the Internet.2. To crea...
THE EXISTING SYSTEMSA. Online Automated Recruitment System (OARS)Online Automated Recruitment System (OARS) is a computeri...
THE EXISTING SYSTEMS – cont.B. Sarawak Informaton Systems (SAINS)The Sarawak Information Systems e-recruitment is an onlin...
THE EXISTING SYSTEMS – cont.C. Oracle Human Resource ManagementOracle Human Resource Management is an internet-based appli...
THE EXISTING SYSTEMS – cont.C. Oracle Human Resource ManagementWeakness:1. It is very expensive to deploy and maintain.2. ...
THE PROPOSED SYSTEM1. Job Seeker Registration Form:- Collect basic information; names, username, password.- Require applic...
THE SYSTEM DESIGNThe design model used for the purpose of this work isthe waterfall model.The waterfall lifecycle works by...
THE SYSTEM DESIGN – cont.Flowchart of Automated Personnel Recruitment System (APRS)
IMPLEMENTATIONThis Automated Personnel Recruitment System (APRS) has been designed to be userfriendly and easy to navigate...
CONCLUSION & RECOMMENDATIONThe use of an effective online recruitment facility such as the one presented in thiswork provi...
Shade O, Kuyoro and Samuel O, Okolie and Samuel B, Abel. (2012).“Design and Implementation of an Automated Personnel Recru...
THANK YOU
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Design and Implementation of an Automated Personnel Recruitment System

This is my summary of International Journal Human Resources Management. The title is Design and Implementation of an Automated Personnel Recruitment System.
Published on: Mar 3, 2016
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Transcripts - Design and Implementation of an Automated Personnel Recruitment System

  • 1. Design and Implementation of an AutomatedPersonnel Recruitment SystemBy : Nathalia Dhyan Kharisma SariSummary of Journal Human Resources ManagementSekolah Tinggi Pariwisata Trisakti
  • 2. ABSTRACTThe traditional method of recruitment has been revolutionized by theemergence of the Internet. In the past few years, the Internet hasdramatically changed the face of human resource recruitment and theways organizations think about the recruiting function. AutomatedPersonnel Recruitment System is one part of a whole system in theHuman Resources Management that is basically in charge of recruitingpersonnel via the Internet. This paper focuses on the design andimplementation of an Online Technique for recruitment, using VTLSolutions as case study.
  • 3. INTRODUCTIONHuman resource management (HRM) consists of all the activities undertakenby an enterprise to ensure the effective utilization of employees toward theattainment of individual, group, and organizational goals.HRM function focuses on people management, especially on the growth andemployee development. It also emphasizes developing individual potential andskills. It involves practices that help organization deal effectively with its peopleduring the various phases of the employment cycle including pre-hire, staffing,and post-hire.Various components of HRM include but not limited to the following:Administration and organization structuring, recruitment and selection,personnel information management, employee self-service, timesheetmanagement, leave management, performance management, payroll, benefits,report generation etc. This paper focuses on staffing; thus more emphasis isplaced on the recruitment and selection.
  • 4. INTRODUCTION – cont.Recruitment and selection forms a core part of the central activities underlyingHRM: namely, the acquisition, development and reward of workers. It is not justto replace departing employees or add to a workforce but rather to put in placeworkers who can perform at a high level and demonstrate commitment.Manual system of recruiting is very costly and also time consuming, due to thetime wastage on sorting applicants resumes, time taken by applicants inresponding to adverts and time spent on advert in various media. Theseproblems are ever nagging and awaiting solutions in the process of recruitingand selecting personnel.This paper only focuses on the development of an online recruitment andselection system to procure solutions to the problems of manual system ofrecruiting and to bring to light how On-line recruitment techniques can be usedsolve problems relating to recruitments.
  • 5. OBJECTIVES1. To design a cost effective solution suitable for personnel recruitmentmanagement over the Internet.2. To create a better way to interact with the labor market, do online screeningand shortlist prospective personnel online.3. To establish a better and cost effective avenue to automate vacancyannouncement, position description, job analysis, and employmentapplication without stress.4. To provide a better way of screening prospective personnel online as abasis for oral interview, and to communicate with prospective personnel.
  • 6. THE EXISTING SYSTEMSA. Online Automated Recruitment System (OARS)Online Automated Recruitment System (OARS) is a computerized employmentapplication processing system, which electronically prescreens candidates and ranksthem according to specified criteria.Strengths:1. Ease of use in creating, editing, storing applicants resume and the ease of logging inand logging out.2. Secure, prevents applicant personnel information from being read by others on theInternet.3. The notification reliability - applicant can choose to receive email notifications ofvacanciesWeakness:it is based in and mainly used in the United States of America.
  • 7. THE EXISTING SYSTEMS – cont.B. Sarawak Informaton Systems (SAINS)The Sarawak Information Systems e-recruitment is an online job application andprocessing system for employers to advertise their job openings and for candidates tosubmit their applications via the internet.Strengths:1. Simple, not complex and is designed for small businesses.2. Cost effectiveness in deployment and maintenance.3. Global usage, can be used anywhere.4. Systematic tracking, applicants can register and track their application status online.5. Consistent and transparent screeningWeakness:SAINS is not designed for integration into a HRMS or an ERP, thus there may be needfor its replacement if the organization expands significantly.
  • 8. THE EXISTING SYSTEMS – cont.C. Oracle Human Resource ManagementOracle Human Resource Management is an internet-based application that serves as ahub for all people-related activities including communication, development,measurement, compensationStrengths:1. Leverage workflow and internet-based processes to speed and optimize recruitment, hiring,budgeting, compensation, termination, performance, skill, collective agreements and more.2. Its ability to perform rules-based HR budget control.3. Maintenance of global HR data in a single instance for better availability and accuracy ofinformation, with a global single repository of employee data.4. Managing total compensation, that is, attract and retain with the right combination of salaryand benefits.5. Deploying absence and termination policies, set limits and warnings, conduct competencyprofiting and management.6. Managing recruitment, hiring and development on a global basis.
  • 9. THE EXISTING SYSTEMS – cont.C. Oracle Human Resource ManagementWeakness:1. It is very expensive to deploy and maintain.2. It is not designed for small businesses.3. it contains a lot of interdependent modules which can reduce simplicity therefore leading tounderutilization which may affect efficient performance of the software in the long run.
  • 10. THE PROPOSED SYSTEM1. Job Seeker Registration Form:- Collect basic information; names, username, password.- Require applicant to upload digital CV- The applicant profile -a unique applicant homepage where the administrators cancommunicate with the individual applicants about their interview eligibility, date etc.2. The features are job vacancy advertisement, secure applicant records, applicant profile,easy navigation and user friendly interface.The advantages:1. Minimal personal data from the applicant, thus will not give out important personal data ifattacked.2. It minimizes the chance of biased selection.
  • 11. THE SYSTEM DESIGNThe design model used for the purpose of this work isthe waterfall model.The waterfall lifecycle works by following a strict paththrough the development process not moving on tothe next stage until the previous stage has beencompletedThe specification of requirements include form tocollect relevant job seeker data, data warehousewhere employee-related file and transactions arestored, appropriate viewer for job seekers to trackavailable jobs and their applications, appropriateviewer for administrators to see applicant data,feedback from user to administrators and vice versa.The design approach of this particular AutomatedPersonnel Recruitment System (APRS) is a completedata-driven solution that resolves round themanagement of employee files/profile beginning fromthe recruitment stage.Architecture of Automated PersonnelRecruitment System (APRS)
  • 12. THE SYSTEM DESIGN – cont.Flowchart of Automated Personnel Recruitment System (APRS)
  • 13. IMPLEMENTATIONThis Automated Personnel Recruitment System (APRS) has been designed to be userfriendly and easy to navigate.If the viewer needs to communicate with the website, all he has to do is to click on any of thelinks and he can communicate with the site. The various modules are integrated togetherthrough as single web interface.Major modules that were implemented in the application such as: The Homepage, Register,Login, Job Description, Inbox, View Vacancies, Apply Page, Admin Login Page, UploadVacancies, Notify Users, Users Applied, Short Listed.The modules has been packaged and installed on the testing server, each module hassome specific requirements but generally certain minimum specifications that are met.
  • 14. CONCLUSION & RECOMMENDATIONThe use of an effective online recruitment facility such as the one presented in thiswork provide efficient and accurate method of collecting and organizing relevantinformation and documents such as CV’s, resume’s, etc. about interested jobseekers or applicants. The use of an online job recruitment facilities system willgreatly enhance the organization effectiveness, accuracy, speed, efficiency andconvenience of its applicant and administrator. This software has attempted tosolve the problem of traditional recruitment system and to a large extent it issuccessful.Recommendation for the further research can be carried out on this work toimprove it functionality and increase its features.
  • 15. Shade O, Kuyoro and Samuel O, Okolie and Samuel B, Abel. (2012).“Design and Implementation of an Automated Personnel RecruitmentSystem”. International Journal of Research in Management & Technology.2 (3), 313-318.REFERENCES
  • 16. THANK YOU