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CHAPTER ONE
1.1 BACKGROUND OF THE STUDY
In recent times, the Human Resources (HR) professional’s role have changed greatly from one that is highly administrative to one that is recognized as highly strategic and important to the overall success of the organization. In this fast moving world, the computer has served as an aid to decision making in recent years, mostly because of its efficiency in terms of speed, accuracy, reliability, cost of operation and security, among others.
Awareness has been growing recently as it involves the use of computers in planning areas of business activities. Most organizations have now adopted the use of Management Information Systems (MIS) and Decision Support System (DSS) in their decision making process which has advanced to web based platform to gain competitive advantage. Nowadays at the click of a button every details about information required is made available for decision making.
Recruitment as a subset of Human Recruitment management involve, the use of both quantitative (structured) and qualitative (unstructured) information. Decisions are largely based on principles and experience. In recent times, efforts are been made to build intelligence into computing systems, whereby the computer can be used to process large volume of structured and unstructured information for decision making. (Uzoka, 1998).
Private and Public organizations are vitally concerned with productivity and cost effectiveness in managing resources. Recruitment exercise involves a process, which starts with a requisition from the Head of Department of an organization that is charged with the responsibility of evaluating, monitoring and controlling of his department.
When vacancies exist in an organization, the recruitment department will advertise the job vacancies for interested people to apply. It is based on the applications of the interested persons that a test would be conducted; successful ones would be contacted and invited for interview. Subsequently, after every recruitment process has been concluded, successful persons will be offered employment.
Recruitment processes when conducted manually have been observed to have short comings as most organizations have not achieved their desired Human Resource (HR) objectives which are to establish employee recruitment and select the best possible, to determine the potential of each employee to retain the employee whose performance helps the organization realize its goals. Terry and Michael (1998).
1.2 PURPOSE OF THE STUDY
The design of a simple, efficient and robust Electronic Recruitment System is the purpose of the study that will assist the recruitment department in Shell Petroleum Development Company Nigerian that will match applicants to available jobs and Industrial Training (IT) places. Applicants will get the right jobs at the right time with little stress and costs for the recruitment department. The utilization of the internet and its resources will without doubt produce a significant impact on the way the Human Resources (HR) professionals’ accomplish their tasks. Human Resources which are largely paper intensive will be carried out more easily, promptly, effectively and efficiently.
It is highly imperative that Human Resources (HR) management professionals know where to find potential recruits, Human Resources News, (2001). In order to effectively complete, the organizational success depends heavily upon the considerable imagination and initiative that is needed in developing recruitment and retention programs Banovetz et al., (1994), enhance the need for this kind of research.
1.3 SIGNIFICANCE OF THE STUDY
E-recruitment system has been driven by a combination of actual cost savings in the recruitment process, increased ease and efficiency for the employer along with an improved experience for candidates.
According to, Wayne F. Cascio (1996), recruitment play very significant role in the life of every organization, below are some importance of recruitment:
1. Attract and encourage more and more candidates to apply in the organisation.
2. Create a talent pool of candidates to enable the selection of best candidates for the organisation.
3. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities.
4. Recruitment is the process which links the employers with the employees.
5. Increase the pool of job candidates at minimum cost.
6. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants.
7. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.
8. Meet the organizations legal and social obligations regarding the composition of its workforce.
9. Begin identifying and preparing potential job applicants who will be appropriate candidates.
10. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants
1.4 SCOPE OF THE STUDY
This study aims to design an Electronic Recruitment System for recruitment department in Shell Petroleum Development Company Nigerian (SPDC) which handles the application process that involves job vacancies and IT placements.
The system will be such that is easy to use, able to store large volume of applications submitted online and offline. Also it will allow easy query of certain criteria like qualification, age etc from all the applications submitted at any time so that selection can easily be made in the shortest possible.
1.5 OBJECTIVE OF THE STUDY
Through this research an endeavor has been made to identify the challenges involved in achieving administrative/service excellence by companies through e-recruitment and also the challenges of moving towards performance excellence. By understanding and overcoming these challenges, companies can be successful in achieving the primary objective of any e-recruitment venture i.e. to diminish costs of Human Resources transactions, condense time value and make resources easily available for utilization.
The objectives of this research are:
To effectively handle Applications that are too large for the manual system because of the volumes of applications that are usually received in Shell Petroleum Development Company Nigerian (SPDCN) for job vacancies and Industrial Training (IT) placements.
a. To identify the underlying factors and prerequisites for the success of an e-recruitment system in Shell Petroleum Development Company Nigerian (SPDCN).
b. To identify the kind of medium often adopted for advertisement based on certain considerations like time and cost.
c. To offer recommendations and suggestions for enhancing the effectiveness of e-recruitment systems.
d. To prevent the ideas of lost applications through transit due to inefficient postal agencies or human errors.
e. To get the proper candidate for the company.
1.6 DEFINITION OF KEY WORDS
It is imperative that there is need for the understanding of the following words:
Recruitment: Recruitment refers to the process of sourcing, screening and selecting people for a job vacancy that exists within an organization.
Resume/Curriculum Vitae: Resume is a document that contains a summary or listing of relevant job experience and education. While Curriculum vitae is a document which focuses more on education, publications, and other accomplishments. Both are used to screen applicants.
Job Vacancies: These are positions that are not filled in an organization and require people to occupy them.
Sources: Involves advertising on the media, internal and proactive identification of relevant talent who may not respond to job postings.
Human Resources Management (HRM): HRM is the strategic and coherent approach to the management of an organization most valued assets – the people working there who individually and collectively contribute to the achievement of the objectives of the business.
Management Information System (MIS): Computer based system that transforms data into information useful in the support of decision making.
Decision Support System (DSS): A system that provides data, structured models and ad-hoc query tools to enable business decision development and analysis. It provides tactical and strategic capabilities to management and knowledge works through reports.
Management: Management means the act of getting people together to accomplish desired goals. Management comprises planning, organizing, resourcing, leading, or directing and controlling and organization (a group of one or more people or entities) or effort for the purpose of accomplishing a goal.
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