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CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

Machines have been built to do the labour that humans used to do, the machines cannot operate themselves. In order to provide the required outcomes, humans must operate them. As a result, in order to fulfill its goals, every organization (public or private) relies on the optimal use of its existing resources. If these resources (human and material) are to be used effectively, they must be in the proper number, quality, and time frame. However, one of the organization’s most critical, valuable, intricate, and unpredictable resources is the human resource. This is due to the fact that it is the human resource that processes the organization’s other resources in order for the organization’s goals and objectives to be met.

Government employees provide services all throughout the world. Public servants are people who work in any country’s or state’s government. In Nigeria, public servants are primarily composed of senior and junior personnel, as well as executive, technical, and administrative cadres who are distinguished primarily by their educational credentials, training, abilities, ranks, and the jobs they do (Yaro, 2017). The word “public service” refers to civil service (federal or state), the legislature, and the judiciary, as well as their agencies and parastatals. It includes civil service in the strict sense of central or state government ministries and departments, as well as field administration. Local governments, the military, the police, and other security or paramilitary forces are also included. The Nigerian Public Service is a dynamic government structure that functions on regulations that are reviewed every five years in order to keep up with changing times, satisfy the current demands of society, and prepare for the people’s future needs (Yaro, 2017).

The indigenization of the civil service that accompanied independence in the 1960s, which was coated with the perennial problems of sectionalism, nepotism, tribalism, and religion, could be traced back to the rationalization and popular purges, which gave birth to competitions among ethnic groups in the country who want to favour their ethnic cleavages. Since then, these issues have remained essential and have never left the Civil Service Commission. The system assists human resource review recruitment and selection activities to try to clarify these activities more and to stop the most important methods used in recruitment processes and selection to evaluate through our review what came in many of the published advertisements in websites.

The recruitment procedure seeks the best candidates with exceptional qualifications. The Human Resources Department values the recruitment process since it helps to avoid hiring the wrong person, who may cost the commission a lot of money. Aside from the pay and incentives supplied, the process of hiring an ineffective and effective component may result in bigger losses due to incorrect decisions and activities. As a result, this is one of the most critical processes for managing human resources and the commission as a whole. The Staff Recruitment Management System (SRMS) is a system that will assist the Civil Service Commission in managing their recruitment or job hiring process, and it can also be viewed online. The goal of this system is to assist the Civil Service Commission in storing, processing, managing, and tracking all data connected to their recruitment operations. This project similarly demonstrates how job search engines work, however the difference is that this project is just dedicated to a single firm, but job search engines look at several companies who submitted their job hiring to job search engine website/company.

Whereas, the selection process is the process that aims to select the best and most suitable donor for the job. Taking into consideration the conditions necessary in this process and adopting the principle of justice, equality and equal opportunities for all candidates, and that selection be made on the basis of merit and merit, and there must be a type of control when selecting employees, as the right person is in the right place.

Based on the foregoing, recruitment and selection processes are among the most important topics that we need to study and care about, and therefore I chose this topic because of its importance, trying to provide information of its importance through my review of some of the studies published between 2010 and 2020.

Every aspect of management in this modern age heavily relies on technology and information to thrive. Nothing moves without information and it is generally believed that information is power and anyone who has it, has power; but technologically inclined information is more powerful. The role technology plays in human resource procurement is rapidly becoming a significant and widely discussed issue in organizations especially amongst human resource personnel (Danny, 2018; Dery, Hall and Wailes 2016). This is because, technology rules and holds a great reason to expect improvement in human resource planning, recruitment, selection, employment and placement. It shapes opportunities for workforce and gives a facelift to the operations of the organization by way of innovation and creativity. There is no doubt about technology upgrading employment processes. The traditional method of attracting potential employees and getting them placed in an organization has ceased to be sufficient; especially in this era of technological advancement. The trend is towards the use of recruitment management system, software or platform. The problem here, therefore, is the impact such a system has on employee procurement.

Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization (Biswas 2019). Stonner, Freeman and Gilbert (2017) stated that the purpose of recruitment is to provide a group of candidate that is large enough to let managers select the employees they need. Recruitment according to Nzuve (2017) refers to the discovery and development of the sources of required personnel so that sufficient number of candidates will always be available for employment in the organization. The purpose of recruitment is to seek out or explore, to evaluate, to induce and to obtain commitment from the prospective employees so as to fill up positions required for successful operation and organization.

Raghavi and Gopinathan (2016) define it as the process of creating a group of qualified candidates for vacancies within organizations. In both professional and non-professional fields, employment will include an attempt to identify a diverse group of applicants with the necessary qualifications and capabilities, and inform them of available job opportunities. There are various methods of recruitment but for the sake of simplicity, they have been categorized under two broad headings. Neeraj and Kumari (2018). From other organization/company/institute or fresh graduate people this process is applicable, step by step selection and recruitment process is shown (Bushra, Bintey and Mahbub 2020). Many vacancies are filled from outsiders. Even when an company own candidates if transferred or promoted elsewhere in the company there comes a vacant position, which should be filled externally. (Ayesha and Yaseen 2015)

It is impossible to gather all candidates from a different category and experience using only one source. These sources have proven to be very useful and effective for finding the right number of people who are able.

1.2 Statement of the Problem

In our society today, the issue of managing human resources in firms, institution, companies or organizations is a great challenge to the management. Hence, the purpose of this project aimed at developing a staff recruitment management system called SRMS that manages the recruitment processes of organizations and reduces the cost used in the recruitment of staff. It was base on this backdrop that the researcher attempt to develop a Staff Recruitment Management System for Civil Service Commission in Rivers State.

1.3 Aim and Objectives of the Study

The aim of the study is to develop a staff recruitment management system for Civil Service Commission in Rivers State. The specific objectives are to:

Build various literatures that could employ the details of recruitment.
Design a system that can model the recruitment management system

Create database system for the applicants and companies record

Implement the recruitment management system.

1.4 Significance of the Study

The implementation of this exclusive staff recruitment management system that linked to the commission’s requirements, offers access to application records as well as services such as vacancy management, status category, users, and settings, which will make it easy for the institution to operate. It will benefit the civil service commission in Rivers State that will help recruit the actual and quality staff they want. It will benefit the students that would use this study as literature. Moreover, to the researchers and authors that want to further the research it will be of great significance.

1.5 Scope of the Study

The study covered the Development of Staff Recruitment Management System: A Study of Civil Service Commission in Rivers State. This is achieved using PHP and MySQL.

1.6 Limitations of the Study

In the course of carrying out this project, some factors tried to hinder the free flow of the work. These factors include

Paucity of Fund: Finance constituted major problem as there was no sufficient fund to round for the required materials, visit library and cybercafé.

Lack of Material: it was not easy to get written text on the subject matter from libraries and internet.

Time Factor: Time was not at my liberty being a student who is fully engaged with my studies, it was not easy for me to squeeze out time for me to write the project.

Knowledge of the Platform: the knowledge of the platform was a big issue to me. Getting to study and understand the tools of the program gave me tough time.

1.7 Definition of Terms

Civil Service Commission: It is defined as a government agency that is constituted by legislature to regulate the employment and working conditions of civil servants, oversee hiring and promotions, and promote the values of the public service

Database: It is defined as an organized collection of structured information, or data, typically stored electronically in a computer system

Development: it is the act, process, or result of developing the development of new software

Recruitment: it is defined as the process of finding, screening, hiring and eventually on boarding qualified job candidates

Staff: it refers to a group of persons serving as assistants to or employees under a chief a hospital staff the administrative staff

System: it is referred as a collection of elements or components that are organized for a common purpose.

Management: it refers to directing and controlling a group of people or an organization to reach a goal.

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Full Project – Development of staff recruitment management system

Click here to Get The Complete Research Project Chapter 1-5

Full Project – Development of staff recruitment management system

Full Project – Development of staff recruitment management system

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