CHAPTER ONE

INTRODUCTION

1.0 Introduction

Recruitment management system is a system that processes the application of applicants so as to determine eligible candidates for employment. Recruitment of employees also known as forms a core part of the central activities underlying human resource management: namely, the acquisition, development and reward of workers. It forms an important part of the work of human resource managers – or designated specialists within work organizations. It has an important role to play in ensuring worker performance and positive organizational outcomes. It is often claimed that selection of workers occurs not just to replace departing employees or add to a workforce but rather to put in place workers who can perform at a high level and demonstrate commitment.   Recruitment is important for organizations since it performs the essential function of drawing an important resource, human capital, into the organization. It has a strategic aim as it focuses on the need to attract high-quality people in order to gain a competitive advantage. Recruiting people with the right abilities reinforces the organizational goals. E-recruitment is the use of the internet to attract potential employees to an organization, and can include the use of an organization’s own corporate website as well as the use of commercial job boards.

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.

• Theoretical Background

Every organization seeks to employ the most suitable staff in order to move the organization to the next level or to beat-up the ever increasing competition in the business world. The problem is how to get the appropriate person for a particular post or job considering the large number of people that will apply for a particular job offer. How the most efficient or the most competent job seeker be reached to take-up the available job without spending more than expected. What means of processing application that is fast enough and what criteria will be used for recruitment and selection that will produce the right person for the job?

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. Noor & Razali (2011)

1.2 Statement of problem

The Nigerian civil service organizations lack a computerized 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 Design and Implementation a Civil service recruitment system. The following are the specific objectives of the study:

1. To design a database application to manage civil service recruitment records
2. To implement a system that can be used to process civil service recruitment application record.
3. To implement a system that will be used to obtain reports of civil service recruitment.

1.4 Significance of the study

The significance of the study is that it will aid in the easy management of civil service recruitment records. It will help the civil service commission solve the present challenges they are facing in handling applications by providing a software system that processes the application of different applicants. 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 a civil service recruitment system using Civil service commission, Uyo as a case study.

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

Civil service: Civil Service is the body of government officials who are employed in civil occupations that are neither political nor judicial.