ABSTRACT

This project is aimed at developing a web-based and central Recruitment Process System for the
HR Group for a company. Some features of this system will be creating vacancies, storing
Applicants data, Interview process initiation, Scheduling Interviews, Storing Interview results for
the applicant and finally Hiring of the applicant. Reports may be required to be generated for the
use of HR group.
Using web recruitment systems like recruitment websites or job sites also play a role in
simplifying the recruitment process. Such websites have facilities where prospective candidates
can upload their resumes and apply for jobs suited to them. Such sites also make it possible for
recruiters and companies to post their staffing requirements and view profiles of interested
candidates.

A good decision is made usually from gathering adequate information, working out the
importance of individual factors, and choosing the best course of action. The quantity and quality
of the information, the process of highlighting the important factors, and the duration to process
the decision are critical. Nowadays, outsource hiring and recruitment companies have played an
important role in many industries, for reducing the search duration and increasing the likeliness
of employing the right person. However, there are too many human resource (HR) companies in
the market. Submitting a request for each of them would need huge amount of time and effort to
process. Intelligent autonomous Web services would be the best solution to solve this problem.
Further, this can reduce the chance of human errors and bias. Therefore, e-HR Matchmaking
Service (e-HR) is proposed to provide a standardized human resource searching, platform via the
Web services, returning candidates from many different sources. The e-HR integrates with the
sources . A candidate management system and retrieves the relevant candidates matching the
requirements. Also, the e-HR weights each result with configurable ranking criteria and presents
the best matching results to the requesters, assisting them to make the best decision on hiring and
hence reducing the effort of searching and interviewing.

In the context of the Millennium Development Goals, human resources represent the most critical
constraint in achieving the targets. Therefore, it is important for health planners and decision-
makers to identify what are the human resources required to meet those targets. Planning the
human resources for health is a complex process. It needs to consider both the technical aspects
related to estimating the number, skills and distribution of health personnel for meeting
population health needs, and the political implications, values and choices that health policy- and
decision-makers need to make within given resources limitations. After presenting an overview of
the various methods for planning human resources for health, with their advantages and
limitations, this paper proposes a methodological approach to estimating the requirements of
human resources to achieve the goals set forth by the Millennium Declaration. The method builds
on the service-target approach and functional job analysis.

INTRODUCTION

Human Resource management has become one of the essential functions in an

organization. No organization can do without this department. Human Resource is the function
or department in an organization that is has the task to recruit, train, motivate, reward, dismiss,
terminate as well as look after the welfare of employees in an organization..1 (Human resource
journal, August 2006, IPM (K) Therefore the HR has to ensure that the welfare of employees are
taken into consideration.
According to S.Peter in his, dynamics of management, Human Resource is the
disturbance handler.. It should be able to handle disputes arising out of employees.
This HR function has various roles to perform among them recruitment, training, job evaluation,
performing appraisal, enduring healthy and safety at the work place e.t.c. Tasked with the
responsibility of recruitment, the Human Resource Manager should ensure that proper selection
has been done in order to select or recruit the best candidates. Today this process of recruitment
has been made easier with the advert of the internet. In this case ERecruitment has been formed
where people across the globe can apply online and even be interviewed online. This process has
reduced the expenses of traveling and the costs of handling interviews.
The HR function has played a major role in the hospitality industry. This has been enhanced by
recruiting, training, and developing the staff in the industry. This ensures that the trained staff
available matches the expected volume of customer demand. For instance in a full service
restaurant the seating of customers might average one and a half hours. If the staff is open 24
hours then it is possible to have workers working for 8 hours and replaced by others.
Therefore the HR Department must ensure that there are enough employees to satisfy the needs
of customers.
Needs of the function in Hospitality Management
The HR plays a vital role in hospitality industry. These roles classified as follows:
(i) Job analysis, man power planning and scheduling work.
ii) Recruitment, selection and training of employees.
iii) Job evaluation, conditions of employment and welfare of employees.
iv) Promotion, retirement, and termination of employment.

KEYWORDS & ABBRIVATIONS

Keywords

Generic Technology keywords

Database, Programming, Software Engineering, Others

Specific Technology keywords

Oracle, Internet (HTML, Java Script, ASP, JSP, Servlets), Web Based/GUI, VB, Java,
VC++

Project type keywords

Analysis, Design, Implementation, Testing, User Interface

CFO chief financial officer

COP continuation of pay
COTS commercial off-the-shelf
CPDF central personnel data file
EEO equal employment opportunity
FFMIA Federal Financial Management Improvement Act
FIA Federal Managers’ Financial Integrity Act
FICA Federal Insurance Compensation Act
FLSA Fair Labor Standards Act
FMFIA Federal Managers’ Financial Integrity Act
FTE full-time equivalent
HRTC Human Resources Technology Council
ITMRA Information Technology Management Reform Act
IRS Internal Revenue Service
JFMIP Joint Financial Management Improvement Program
KSA knowledge, skills, and abilities
LWOP leave without pay
M mandatory requirement
NARA National Archives and Records Administration
NPR National Performance Review
OMB Office of Management and Budget
 REQUIREMENTS

Hardware requirements

Number Description Alternatives (If available)

1 PC with 2 GB hard-disk Not-Applicable

and 256 MB RAM

Software requirements

Number Description Alternatives (If available)

1 Windows 95/98/XP with Not Applicable

MS-office

2 MS-SQL server MS-Access

3 Oracle database system POSTgres

4 Java, ASP, JSP, Servlets, VB, VC++

Java Script
 PROBLEM DESCRIPTION:
A System analysis is the detailed study of the various operations performed by the system and
their relationships within and outside the system. Analysis is the process of breaking something
into its parts so that the whole may be understood. System Analysis is concerned with becoming
aware of the problem, identifying the relevant and most decisional variables, analyzing and
synthesizing the various factors and determining an optimal or at least a satisfactory solution.
During this a problem is identified, alternate system solutions are studied and recommendations
are made about committing the resources used to design the system.

SYSTEM STUDY:
1. Existing System :

Presently recruitment is done manually. That is if a company or organization needs employees

they make an announcement through newspaper. People who are eligible send application to the
organization or company. From these applications they are called forinterviews or tests. After
tests company has to do short listing manually. From these shortlisted candidates, they are called
for interviews. After interview short listedcandidates are employed. So it’s all a time consuming
procedure.

2. Limitation Of Existing System :

Recruitment is done manually. These tasks are time consuming. It may take one

month or long. People around the world cannot apply. Web-based system is very

convenient because in the manual system there are lots of difficulties in conducting and

managing a recruitment exam, short listing, maintaining staff etc.

2. Proposed System :

Developing a web-based recruitment process system for the HR Group for a company. Some
features of this system will be creating vacancies, storing application data, and Interview process
initiation, Scheduling Interviews, Storing Interview results for the applicant and finally hiring of
the applicant. This project Online CGPU is an online website in which jobseekers can register
themselves and then attend the exam. Based on the outcome of the exam the jobseekers will be
shortlisted. The details of the examination & Date of the examination will be made available to
them through the website. People all around the world can apply andregister. It has made all the
process easy.

ADVANTAGES OF PROPOSED SYSTEM :

Online System enables the users to have the typical examination facilities and features at their
disposal. It resolves typical issues of manual examination processes and activities into a
controlled and closely monitored work flow in the architecture of the application. This multi
platform solution brings in by default, the basic intelligence and immense possibilities for further
extension of the application as required by the user. The system makes it friendly to distribute,
share and manage the examination entities with higher efficiency and easiness. It is a
comprehensive resource for finding a job online.
 CONCLUSION

At the end, I like to say that HR professional is having a big responsibility to hire a best person
from the available talent pool. At the same time, one needs to be cost conscious. It is a good
practice in recruitment to be objective and seek to identify the candidates' abilities. Judge on
individual merits and set the same standards for all. Whereas generalized assumptions made
about ability or ambition, based on applicant's sex, caste, age, religious belief, sexual orientation
or any disability, is a bad practice. One need to use the technology, to get the best results from
recruitment process.

REFERENCES

The refered sites are

W3schools.com

Onric.com

Flexin.com

Refered books are:

Herbelt Shield

Black Book
 TEAM STRUCTURE

There are three types of team structures

1 CC.

2 DD.

3 CD.

Our Team Structure is DD i.e. Democratic decentralized.i.e each individual team member has
equal efforts no leader.

Team-members

ATUL GEHLOT Roll no. 0822IT081011, 3rd year

ANAND SHARMA Roll no. 0822IT081004, 3rd year.

AMIT YADAV Roll no. 0822IT081003, 3rd year.