CHAPTER ONE
INTRODUCTION
1.0 Introduction
This chapter presents the introduction to web-based employment screening management system. It presents the following: introduction, background of the study, 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.
1.1 Background of the Study
A web-based employment screening management system is an online application that is used for submission of employment application records and 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 (Beadles, Lowery and Johns, 2005).
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? (Curtis and Cobham, 2002)
With the increasing effect of globalization and technology involvement, 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. HRM information systems support activities such as identifying potential employees, maintaining complete records on existing employees and creating programs to develop employees’ talents’ and skills. Operational management uses web based intelligent recruitment systems to track the recruitment and placement of the employees (Dessler, 2005).
