Advance Intelligence Base System For Job Applicants Assessment Using Ministry Of Works

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Advance Intelligence Base System For Job Applicants Assessment Using Ministry Of Works


Abstract


This research work focused on Advance intelligence base system for job applicants assessment using ministry of works, Uyo as a case study. The system was implemented because of the need of an automated system that will quickly enable personnel managers to easily assess job applicants based on the criteria of job applied for and the qualification needed for the position. The manual process of carrying out this assessment is time consuming. To solve these problems, a database application has been developed that will enable the user to quickly sort the database records based on the criteria inputted by the user. The software development methodology used is Object Oriented Analysis and Design Methodology (OOADM) and the programming language used is Visual BASIC 6.0.


Chapter One


1.0 Introduction

Introduction

An Advance intelligence base system for job applicants assessment is an artificial intelligence system (expert 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 (Parry, 2009). 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.

Artificial Intelligence (AI), the study and engineering of intelligent machines capable of performing the same kinds of functions that characterize human thought. The concept of AI dates from ancient times, but the advent of digital computers in the 20th century brought AI into the realm of possibility. AI was conceived as a field of computer science in the mid-1950s. The term AI has been applied to computer programs and systems capable of performing tasks more complex than straightforward programming, although still far from the realm of actual thought. While the nature of intelligence remains elusive, AI capabilities currently have far-reaching applications in such areas as information processing, data validation, etc. Applying artificial intelligence for job applicants assessment will guarantee quick and accurate processing of applicants details.


1.1 Theoretical Background

Intelligence based systems can be distinguished from conventional computer systems in that: They simulate human reasoning about the problem domain, rather than simulating the domain itself, they perform reasoning over representations of human knowledge, in addition to doing numerical calculations or data retrieval. They have corresponding distinct modules referred to as the inference engine and the knowledge base. 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. Applying artificial intelligence to manage human resources in the area of recruitment ensures that even in the absence of human experts the job can still be done.


1.2 Statement of Problem

Several organizations lack intelligence based 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 persist and await 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 advance intelligence based system for job applicants assessment. The following are the objectives of the study.

  1. To develop an intelligence based system that will capture applicants details
  2. To implement an intelligence based system that will process applicants details.
  3. To develop a system that will serve as a database of job applications
  4. To develop a system that will provide information concerning registered job applicants when needed.

1.4 Significance of the study

The significance of the study is that it will help the ministry of works, Uyo, 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 Advance intelligence base system for job applicants assessment using ministry of works, Uyo as a case study.


1.6 Organization of Research

This research work is organized into five chapters.

  1. 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.
  2. Chapter two focuses on the literature review, the contributions of other scholars on the subject matter is discussed.
  3. 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.
  4. 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.
  5. 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

Assessment:

A judgment about something based on an understanding of the situation

Application:

A formal and usually written request for something such as a job, a grant of money, or admission to a school or college

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.


Chapter Five


Summary, Conclusion and Recommendation

5.0 Introduction

This chapter presents the constraints of the study, summary, conclusion, and offers useful recommendations.


5.1 Constraints of the study

In carrying out the research work, some challenges were faced that limited the study such as:

Time:

The time given for the completion of the research work was too short hence the researcher had speed up the research work to meet up and this has an impact on the study.

Limited Materials:

Few materials were found pertaining to the research area and this limited the bulk of the literature review.

Finance:

The high cost of textbooks, internet browsing and transportation to different libraries to gather materials stood as a constraint to the research work.


5.2 Summary

An intelligence based system for job applicants assessment also known as e-recruitment system is an automated system that processes the application of applicants so as to determine eligible candidates for employment. Short-listing of employees also known as Recruitment and selection, forms a core part of the central activities underlying human resource management. It forms an important part of the work of human resource managers – or designated specialists within work organizations as it makes the process of recruitment to be more effective.


5.3 Conclusion

Intelligence based system for job applicants assessment is very important in institutions and organizations that effectively want to manage the recruitment process. The use of intelligence based system for job applicants assessment in organizations has various advantages for managers especially in decision making processes. It saves time compared to the manual process.


5.4 Recommendations

The following recommendations are offered based on the findings of the study;

  1. Organizations should employ the services of computer programmers to develop customized applications to handle the recruitment process.
  2. Organizations should consult experts on recruitment to aid their recruitment operations.
  3. Special websites should be developed by organizations to enable applicants from all over the world to be contacted as it increases the chance of meeting qualified applicants.

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