DESIGN AND IMPLEMENTATION OF A WEB-BASED HUMAN

RESOURCE MANAGEMENT SYSTEM FOR COVENANT UNIVERSITY

BY

OLAJIDE ENOCH OLADIPUPO

(18CG024775)

A PROJECT SUBMITTED TO THE DEPARTMENT OF COMPUTER

AND INFORMATION SCIENCES, COLLEGE OF SCIENCE AND
TECHNOLOGY, COVENANT UNIVERSITY OTA, OGUN STATE.

IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE

AWARD OF THE BACHELOR OF SCIENCE (HONORS) DEGREE IN
COMPUTER SCIENCE

JULY, 2022
 CERTIFICATION

I hereby certify that this project, “DESIGN AND IMPLEMENTATION OF A HUMAN

RESOURCE MANAGEMENT SYSTEM FOR COVENANT UNIVERSITY” was
carried out by OLAJIDE ENOCH OLADIPUPO (18CG024775) in the Department of
Computer and Information Sciences, College of Science and Technology, Covenant
University, Ogun State, Nigeria, under my supervision.

DR. OLAMMA IHEANETU

Supervisor Signature and Date

PROFESSOR OLUFUNKE O. OLADIPUPO

Head of Department Signature and Date

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 DEDICATION

This project is dedicated to God almighty for he has been my refuge during the course of this
program. I would not have made it this far if not because of his loving kindness and tender
mercies. All because of you, the journey has been awesome.

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 ACKNOWLEDGEMENTS

I would like to acknowledge my supervisor Dr. Iheanetu who supervised my project work
and ensured it was standard and the work I did was quality.

I would also like to acknowledge the staff of the Covenant University Human Resource Unit
who supported me during the course of this project and gave me the relevant information I
needed.

I also acknowledge my parents for their support and encouragement

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 TABLE OF CONTENTS

TITLE
PAGE
CERTIFICATION ii
DEDICATION iii
ACKNOWLEDGEMENTS iv
TABLE OF CONTENTS v
TABLE OF FIGURES viii
LIST OF TABLES ix
ABSTRACT x
CHAPTER ONE: INTRODUCTION 1
1.1. Background Information 1
1.2. Statement of the Problem 2
1.3. Aims and Objectives 2
1.4. Methodology 3
1.5. Significance of the Study 3
1.6. Scope of the Study 3
1.7. Project Organization 4
CHAPTER TWO: LITERATURE REVIEW 5
2.1. Introduction 5
2.2. Human Resource Management At Covenant University 5
2.3. Hr Academics Functions 7
2.3.1. HR Non-Teaching Staff Functions 7
2.3.2. HR Welfare Functions 9
2.3.3. HR Records Functions 9
2.4. Review Of Covenant University Recruitment Process 10
2.5. Recruitment Management System 11
2.5.1. Core Features Of The Recruitment Management System 11
2.6. Review Of Existing Recruitment Management Systems 13
2.6.1. Zoho Recruit 13
2.6.2. Freshteam 13
2.6.3. Workable 14
 2.6.4. ICIMS Talent Cloud 14
2.6.5. Design and implementation of a Recruitment Management system 14
2.6.6. Development of an Efficient E-Recruitment System for University Staff in
Nigeria 15
2.6.7 Online Recruitment Management System for SiLex Solutions (Pvt) Ltd 15
2.7. Resume Builder 17
2.8. Review Of Existing Resume Builders 17
2.8.1. Novoresume 17
2.8.2. Zety 17
2.8.3. Livecareer 18
2.8.4. Resume.io 18
CHAPTER THREE:SYSTEM ANALYSIS AND DESIGN 19
3.1. Introduction 19
3.2. Requirement analysis 19
3.2.1. Functional Requirements 19
3.2.2. Non Functional Requirements 20
3.3. System Architecture 20
3.4. System Analysis And Design 21
3.4.1. Use Case Diagram 21
3.4.2. Sequence Diagrams 22
3.4.3. Activity Diagram 23
3.4.4. Class Diagram 24
3.5. Database Design 25
CHAPTER FOUR:SYSTEM IMPLEMENTATION 29
4.1. Introduction 29
4.2. System Requirements 29
4.2.1. Hardware Requirements 30
4.2.2. Software Requirements 31
4.3. Implementation Process 32
4.3.1. Tools Used To Implement The System 32
4.4. System Interface 33
4.4.1. Application Page 33
 4.4.2. Login Page 34
4.4.3. Applicants Page 35
4.4.4. Interviews Page 36
4.4.5. Jobs Page 37
CHAPTER FIVE : SUMMARY RECOMENDATION AND CONCLUSION 38
5.1. Introduction 38
5.2. Summary 38
5.3. Recommendations 38
5.4. Conclusion 39
REFERENCES 40

APPENDICES 44
 TABLE OF FIGURES
Figure
Page

Figure 2.1: Covenant University Organogram 5

Figure 2.2: HR Organogram CU 6

Figure 3.1: Use Case Diagram 20
Figure 3.2: Sequence Diagram 21
Figure 3.3: Activity Diagram 22
Figure 3.4 :Class Diagram 23
Figure 4.1:Application Page 32
Figure 4.2 :Login Page 33
Figure 4.3: Applicants Page 34
Figure 4.4: Interviews Page 35
Figure 4.5: Jobs Page 36
 LIST OF TABLES
Table
Page

Table 3.1: Applicants Table 24

Table 3.2: Interviews Table 25

Table 3.3: Jobs Table 26
Table 3.4: Admins Table 27
Table 4.1: Hardware Requirements Table 31
Table 4.2: Software Requirements Table 31
 ABSTRACT

Covenant university's recruitment process has manual activities that make the process
inefficient and this makes the process time consuming, monotonous, and prone to errors,
hence there is a need for a web-based Human resource management system to be developed
to solve this problem. To develop the system requirements analysis was carried out to
determine the requirements of the system, and the system was modeled with UML diagrams
to design its structure and behavioral patterns. The system’s interface was developed with
HTML, CSS, Bootstrap, PHP, and SQL used to develop the backend of the system and
MySQL DBMS was used to develop the database. The developed system was tested and
found capable of automating some activities in the covenant university recruitment process
 CHAPTER ONE

INTRODUCTION

1.1. BACKGROUND INFORMATION

Most organizations have a human resource (HR) department whose staff are responsible
for managing the human resources(employees) of the organization. Human Resource
Management (HRM) is the art of managing employees in a company systematically and
meticulously (Juneja, n.d.). The Human Resource department performs a variety of
functions that helps an organization achieve its goals through people.

(Armstrong, 2009) . The HR department is in charge of supervising employee

recruitment, training and development, employee benefits design, performance
appraisal, and reward management, they are also concerned with organizational
change and industrial relations. (Klerck, 2009) .

One of the key functions of the Human Resource department is recruiting employees
for an organization. Recruitment is the art of sourcing, screening, hiring and eventually
onboarding qualified job candidates. (St-Jean et al., 2020)Recruitment is very vital in
HR management as it helps to find people who are the most qualified for portions in an
organization and who will help the company attain its organizational goals
(Luenendonk, 2021) Recruitment also provides very important many advantages to an
organization which includes gaining skilled employees, saving time and money,
assessing cultural fit of potential employees, improving employee satisfaction and
ensuring a positive brand image for an organization. (Amodeo, 2021).

Recruitment management systems(RMS) have been developed over the years to make
the recruitment process more effective and efficient. A recruitment management system
is a software system designed and implemented to automate and manage an
organization's recruitment process (Freshworks, n.d.). Recruitment management
systems have a range of modules that perform various functions. These include
applicant tracking systems for managing job applications and postings, and candidate

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relationship management functions to connect and communicate with applicants. (St-
Jean & Thibodeau, 2020). Recruitment management systems are important as it helps
HR personnel carry out manual tasks to free up time for more pressing activities.

Covenant University (CU) recruits staff members when there is a need and the
recruitment process is handled by the human resource department and the appointment
and promotion committee. The resumes of applicants need to be managed but a lot of
the resumes are still manually collated, all the resumes are manually sorted and instead
of automatically generating key applicant information from the resumes, the key
information is typed by the staff into excel spreadsheets, this makes the management of
applicant resumes inefficient, susceptible to errors and time consuming. Also, HR staff
at Covenant University need to be able to generate faculty CVs in a certain format but
there is currently no system that can help HR staff automatically generate faculty CVs
in the required format Hence there is a need for an HR management system to be
developed to automate manual activities in the recruitment process and to store faculty
CVs in a database and generate faculty CV in the required format.

1.2. STATEMENT OF THE PROBLEM

In Covenant University, manual activities are still been carried out in the recruitment
process and this makes the process inefficient, Also there is a need to generate faculty
CVs in a certain format but there is currently no system that does this Hence a system
needs to be developed to automate the staff/faculty recruitment process and
automatically generate faculty CVs in the required format.

1.3. AIMS AND OBJECTIVES

This project aims to develop a human resource management system that can be used at
Covenant University to automate the staff/faculty recruitment process, and
automatically generate faculty CVs in the required format.

The objectives of this project include:

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i. To gather requirements for the system
ii. To design the system
iii. To implement the system

1.4. METHODOLOGY

Objective 1:The requirements will be gathered by interviewing HR staff to find out the
processes that need to be automated

Objective 2: The System will be designed and modeled with UML diagrams such as
the use case diagram, sequence diagram, activity diagram, and class diagram

Objective 3: the interface will be developed with HTML, CSS, and Bootstrap, The
database will be built with MySQL DBMS and the Laravel framework based on PHP
will be used to connect the interface to the database. The database developed will be for
the overall HR system.

1.5. SIGNIFICANCE OF THE STUDY

The system developed as a result of this study will help make the staff recruitment
process more efficient at Covenant

1.6. SCOPE OF THE STUDY

The system developed as a result of this study is a Human resource management

system developed specifically for Covenant University and this system can only be used
for automating manual activities in the recruitment process

1.7. PROJECT ORGANIZATION

Chapter one discusses the introduction to the study. It consists of background

information, a Statement of the problem, the aim and objectives of the proof of concept,
the methodology used, the significance of the study, and the scope of the study

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Chapter two talks about the project topic in more detail and discusses the review of
existing works that have been done. It consists of Human Resource Management at
Covenant University, the review of the existing recruitment process, an overview of the
recruitment management system, the core components of recruitment management
systems, the review of existing recruitment management systems, and the review of
existing resume builders.

Chapter three discusses the analysis and design of the system. It consists mainly of the
System requirements, the System Architecture, and the design and models of the
System

Chapter four discusses the implementation of the system. It consists of hardware and
software requirements for the implementation of the system, the implementation tools
used and the implementation methodology, and a description of the modules of the
system along with the pictorial representation of the modules.

Chapter 5 is the concluding chapter of the project. It consists of the summary of the
project, the recommendations for further work on the project, and the conclusion about
the project work

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 CHAPTER TWO

2.LITERATURE REVIEW

2.1. INTRODUCTION

This chapter talks about Human Resources, Human Resource department functions,
Human Resource Management, and the Human Resource department functions at
Covenant University. It also talks about recruitment management systems, a review of
existing recruitment management systems, and the review of the existing recruitment
process at covenant university.

2.2. HUMAN RESOURCE MANAGEMENT AT COVENANT UNIVERSITY

Covenant University is an organization focused on higher education training and

research, the university has various departments that perform various functions and
there are various roles in these departments, and associated with each role are a set of
responsibilities. Figure 2.1 below shows the covenant university organogram.

Figure 2.1 covenant university organogram

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One of the key departments at Covenant University is the Human resource (HR)
department which manages the employees of covenant University in a structured and
thorough manner. There are four sub-units in the departments performing more specific
functions. These subunits are HR Academics which manages academic staff, HR
Records which manages the records of staff, HR Non-Teaching Staff which manages
non-academic staff and HR Welfare which manages the welfare of staff. Figure 2.2
below shows the organogram of the HR unit at CU.

Figure 2.2 HR organogram CU

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2.3. HR ACADEMICS FUNCTIONS

i. Collates and computes all Applicants’ CVs for ACS Positions within the University
ii. Works with the Head of HR to manage the process of Appointment(recruitment)
and Promotion for all ACS by providing operational assistance during Academic
Recruitment and promotion interviews and preparing, organizing the content of
interview panelists’ files, and computing the results.

iii. Prepares letters of introduction to the salary Bank and Medical for all new ACS and
other new intakes.

iv. Assists in bringing up response letters, memos, and editing templates relating to
recruitment, upgrade, Appointments, promotion, Sabbatical, Visiting, and
Resignations for all ACS.

v. Assist in the issuance of exit clearance and exit questionnaire forms for all ACS

vi. Ensure adequate maintenance of ACS staff records with HR Records

vii. Reports on all HR-ACS matters, which includes all the Sabbatical and Visiting
Lecturers of Covenant University.

viii. Assists in developing programs for induction of New staff and faculty and
orientation programs for existing staff and faculty.

ix. Work with the Head of HR to identify training and staff development needs and
initiate programs for all staff and faculty.

x. Assists in supervising training programs within the university for all categories of
staff and faculty for HR collaboration, support, and harvesting feedback in
determining effects on staff performance

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2.3.1. HR Non-Teaching Staff Functions

i. Collates and computes all Applicants’ CVs for Non- Teaching Positions within the
University

ii. Works with the Head, of HR to manage the process of Appointment(recruitment)

and Promotion for all NTS by providing operational assistance during NTS
Recruitments and promotion interviews and preparing and organizing the content
of interview panelists’ files, and computing the results.

iii. Prepares letters of introduction to the salary Bank and Medical for all new NTS,
ACS, and other new intakes.

iv. Assists in bringing up response letters, memos, and editing templates relating to
recruitment, upgrade, Appointments, promotion, Resignations, and Redeployment
for all NTS.

v. Assists in bringing up response letters and manages forms and other documentation
relating to pensions, National Housing Fund, Group-Life Assurance, etc. for all
ACS and NTS.

vi. Collates and computes all Departmental annual leave Schedules for the general
faculty and staff yearly leave.

vii. Assist in the issuance of exit clearance and exit questionnaire forms for all ACS
and NTS

viii. Ensure adequate maintenance of NTS staff records with HR Records

ix. Reports on all HR-NTS matters which includes all the tenured SBU Staff of
Covenant University.

x. Assists in developing programs for induction of New staff and faculty and
orientation programs for existing staff and faculty.

xi. Work with the Head of HR to identify training and staff development needs and
initiate programs for all staff and faculty.

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xii. Assists in supervising training programs within the university for all categories of
staff and faculty for HR collaboration, support, and harvesting feedback in
determining effects on staff performance.

2.3.2. HR Welfare Functions

i. Handling accommodation requests for university guests

ii. Providing Refreshments for meetings

iii. Processing leave requests of university staff

iv. Paying honorariums to external examines, internal examiners, supervisors,

accessors

v. Handling payments for transportation of examiners

vi. Processing Salary advance for staff

vii. Processing Change of name for staff

viii. Processing travel allowance for university assignments

ix. Processing expatriate home leave allowances

x. Processing introduction letters of staff to embassies

xi. Handling furniture and housing loans

xii. Handling incoming and outgoing emails to the HR department

2.3.3. HR Records Functions

i. Producing documentation after someone has been given an appointment

ii. Producing ID cards for new staff members

iii. Handling biometrics enrollment for new staff

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iv. Storing hard copy and soft copy documents of the staff

v. Retrieval of staff information like exited staff

vi. Archiving files

vii. Generating reports for management decision making

viii. Generating reports for NUC accreditation

2.4. REVIEW OF COVENANT UNIVERSITY RECRUITMENT PROCESS

Applicants submit their applications either manually or electronically to the registry and
it is forwarded to HR to handle. The HR Academics collates the applications for
academic positions, check for duplicate applications and eliminate them, sort the
applications and extract the key information from the applications, and input this key
information into excel spreadsheets, The HR Academics(HR ACS) also check for
duplicate applications removes them and informs the applicants they can’t have
duplicate applications, The HR Non Teaching Staff (HR NTS) does the same for non-
academic positions. The HR Academics then sorts the applications by department and
forwards this summarized information to the heads of the Departments. The Head of
the Department working together with his/her senior colleagues prepares a shortlist of
candidates which is sent to the Registry within a reasonable time. This list of shortlisted
candidates is sent to HR Academics. HR NTS reviews the applications for non-
academic positions and shortlists candidates to be interviewed. The interview date is
selected by HR for the interview and emails are sent to shortlisted candidates by HR.
The candidates are interviewed physically at the university or virtually via Zoom
meetings. They are interviewed by the appropriate appointments and promotions
committee. (A&PC) After the A&PC has interviewed the candidates they shall
recommend candidates to be employed and send their recommendations to the
University Management Board for final determination of the appointment. Thereafter,
approval for the appointment of the successful candidates shall be sought from the
Board of Regents. As soon as possible, after the Board of Regents have given their

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approval the Registry via HR shall issue the letter of appointment following the
decision of the Board of Regents.

2.5. RECRUITMENT MANAGEMENT SYSTEM

A recruitment management system (RMS) is a software system designed and

implemented to manage the recruitment process. (St-Jean & Thibodeau, 2020). RMS is
often called by similar names, including talent acquisition (TA) software, e-
recruitment, and online recruitment software. Recruitment management systems have a
range of modules that perform various functions. They contain applicant tracking
systems for managing job postings and applications, and candidate relationship
management systems to keep applicants connected and engaged. (St-Jean &
Thibodeau, 2020).

The Applicant tracking system (ATS) module of a recruitment management system is a

database of job applications and applicants with easy tracking and management of the
recruitment process. Applicant tracking software is used by various organizations to
track, manage, and communicate with a large number of applicants to automate the
recruitment process. (Applicant Tracking Software, 2021).

The difference between RMS and ATSes has become fuzzy, but an RMS generally
supplements the functions of an ATS. Where an ATS is great at posting available
positions, tracking candidates, and automating the recruitment process an RMS goes
several steps further by helping HR communicate with candidates, automate manual
tasks and improve the matching of candidates with open positions. (St-Jean &
Thibodeau, 2020).

2.5.1. Core Features Of The Recruitment Management System

i. Applicant Tracking System: The recruitment management system usually has an

applicant tracking system. This is the core component of a recruitment
management system and it is used for performing various functions. This module is
used for posting available jobs on job boards, receiving, sorting, and organizing

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 applications, formatting resumes, parsing resumes, storing resumes, filtering
applications, recommending the most qualified candidates, ranking candidates,
searching candidates, and candidate tracking.

ii. Candidate Relationship Management system: This is a very important feature of a

recruitment management system. The candidate relationship management system of
a recruitment management system is used for building and maintaining
relationships with past, current, and potential candidates. (Candidate Relationship
Management (CRM), 2015). “This is carried out to have a ready pool of talent for
hiring whenever the need arises.” (Lalwani, 2021) This module is used for
managing career pages, communicating with candidates, rating candidates, creating
a talent pool, moving interested candidates over to current job openings, engaging
and nurturing candidates, and managing relationships with candidates

iii. Interview Scheduling: Recruitment management systems also have a module for
interview scheduling. This module is used for scheduling interviews with
applicants and can be integrated with other calendar software like Microsoft
Outlook calendar, and Google calendar. It can also be used for rescheduling and
sending confirmations, and sending reminders.

iv. Onboarding: Recruitment management systems also have a module that helps in
the employee onboarding process. This module can be used for managing offer
letters, Setting up onboarding portals, inducting employees, Connecting with new
hires, managing onboarding tasks, tracking employee progress, gathering and
managing e-signatures

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2.6. REVIEW OF EXISTING RECRUITMENT MANAGEMENT SYSTEMS

Existing recruitment management systems are analyzed and reviewed below , their
design and implementation are discussed , the modules within the systems are talked
about and the system’s capabilities are mentioned. The weaknesses of each system are
also talked about so as to guide the development of the recruitment management system
which is the focus of this project.

2.6.1. Zoho Recruit

Zoho Recruit is an integrated recruitment management system. It can be used for

uploading, parsing, and searching for resumes. It can be used by an organization to
generate their resume format, brand resumes with their company theme. It can also be
used for managing career sites where information about available careers and job
opportunities at an organization is displayed. It can be used for candidate sourcing and
searching for talent using free and premium job boards, It can be used for applicant
tracking and identifying the most relevant candidate for a job, It can also be used for
Collaborative recruiting and interview scheduling. However, it was observed that the
system cannot be used for employee referrals, pre-employment assessment, and talent
pool management

2.6.2. Freshteam

Freshteam is a fully integrated Human Resource management system. It has an

applicant tracking system which is just like a recruitment management system. It can be
used for sourcing candidates, employee referrals, parsing resumes, tracking resumes,
uploading resumes, storing resumes automatically screening resumes, interview
scheduling, collaborative and virtual hiring, automating mundane hiring tasks, making
and managing employment offers, and HR reporting on recruitment data and matters.
However, it was observed that the system cannot be integrated with LinkedIn Recruiter

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2.6.3. Workable

Workable is a recruitment management system that can be used for sourcing and attract
top talent, recommending candidates, running social media ad campaigns for best-fit
candidates, employee referrals, career page management, anonymized screening of
candidates, implementing structured hiring processes, candidate assessment, automating
time-consuming tasks, collaborative hiring, producing Recruiting reports, analyzing
Recruiting data and assisting in onboarding. However, it was observed that the system
can not be used for branding resumes and generating recruitment Key Performance
Indicators

2.6.4. ICIMS Talent Cloud

ICIMS Talent Cloud is a collection of recruitment software that can be used to attract,
engage, hire, and advance the world’s best talent. (iCIMS, n.d.) It has an Applicant
tracking system that can be used for finding, managing, and hiring candidates with
advanced AI and analytics. It has a candidate relationship management system that can
be used for building talent pipelines, engaging candidates with multi-channel marketing
campaigns, and automatically identifying the right talent for the job using machine
learning. It also has a system for Employee onboarding that can help simplify employee
onboarding with automated processes. However, it was observed that the system
can not be used for extracting resumes from chrome and can not be used for running
background checks on applicants

2.6.5. Design and implementation of a Recruitment Management system

This recruitment management system can be used by applicants to view available jobs,
submit applications, and search for jobs. It can be used by recruiters to post jobs, access
candidate resumes, and sort applicants by job position. The System was designed and
modeled with UML diagrams. The interface of the system was created by HTML and
CSS, Ajax was used for Client-side scripting of the system, PHP was used to build the

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backend and MYSQL DBMS was used to build the database of the system
(Semipe, n.d.)

2.6.6. Development of an Efficient E-Recruitment System for University Staff in Nigeria

The system can be used by applicants to register their details like name, qualifications,
and work experience, It can also be used by applicants to search for jobs. It can be used
by recruiters to post the requirements of a Job and screen applicants. The system has a
three-tier architecture which consists of the client tier, application tier, and database
tier. It was designed and modeled with UML diagrams. SWISHmax was used for
creating graphics and animation in developing the website. Macromedia Dreamweaver
was the IDE used in developing the system. Structured Query Language (SQL) was
used to create the database and PHP was used to connect the website to a database. The
system was tested with various inputs, the XHTML code was validated and the system
was tested working from different locations, platforms, and browsers. Also, random
users in three universities tested the system and they filled out a questionnaire to give
their feedback on the system (Amusan &Oyediran,n.d.)

2.6.7 Online Recruitment Management System for SiLex Solutions (Pvt) Ltd

The System has a three-tier architecture which consists of the client tier, application tier,
and database tier. The System can be used by the administrator for publishing vacancy
details, viewing vacancies sent by the clients, editing vacancy details, updating the
company website, checking and editing client details, viewing and editing applicant
details, shortlisting applicants, scheduling selection tests and interviews, sending email
notifications, setting selection tests questions, generating reports, getting backups and
restoring backups and deleting the database. It can be used by applicants to apply online
for vacancies. It can be used by clients to register company details, make payments and
send vacancies. The system was designed and modeled with UML diagrams and ER
diagrams. The system’s interface was designed with HTML, CSS, and Bootstrap. PHP
was used for developing the backend of the system. The system’s sub-modules were

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tested after this the submodules were integrated and the overall system was tested after
this user acceptance testing was carried out. (Pathinayake, 2021).

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2.7. RESUME BUILDER

A resume builder is tool professionals and applicants use in building their resumes, they
input their resume information into the resume builder and it generates a resume for
them based on their chosen template.

2.8. REVIEW OF EXISTING RESUME BUILDERS

Existing resume builders features are reviewed , analyzed and discussed in this section.
Their composite modules are discussed and the way they operate to manage user
resume is talked about in a clear manner that will guide the design of similar systems
which includes the recruitment management system which this project is focused on
creating.

2.8.1. Novoresume

Novoresume is a web application that helps professionals in managing their resumes.

Users create an account on the application so their resumes can be managed by them only.
Users can choose any of the templates from the application and use them in building out
their resumes. After selecting a template they get redirected to a page containing the
template document which they then edit to build their resumes. They can also edit their
resumes later after building them and users’ built-out resumes are stored in a database.
Users can also download their resumes in PDF format.

2.8.2. Zety

Zety is another web application professionals use in managing their resumes. Users
create an account to authenticate actions on the application. After creating an account,
they can go ahead to select a template to build out their resumes, they fill in multiple
forms containing their details and see a preview on the application of how their resumes
will look on the right side of the application’s interface, after filling in some forms their
final resume is generated and sent to the users’ email and from there it can be

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downloaded. The resume also gets stored in a database and can be edited later by a
User.

2.8.3. Livecareer

Livecareer is a web application professionals use in managing their resumes. Users first
create an account that they use to personally and securely manage their resumes and
then they can use it to build, store and modify their resumes. To build out their resumes
Users answer some questions first then a set of templates is suggested which they select
one from to build out their resume, After selecting the template, users fill in forms on
multiple pages containing their professional details and their resume gets generated,
They can go ahead to edit or download their resume and their resume is stored in a
database.

2.8.4. Resume.io

Resume.io is a web application professionals use in managing their resumes, To build

out their resumes, Users first select a template after which they chose to connect one of
their social profiles(Facebook, Google, LinkedIn) to the app, this process signs them up
on the application automatically and prefills their resume with data from their selected
social media profile after this is done, they can go ahead to complete building their
resumes and edit it later. After they are done building it, they can download the resumes
after they are done building it and their resume gets stored in a database for later access

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 CHAPTER THREE

3.SYSTEM ANALYSIS AND DESIGN

3.1. INTRODUCTION

This project aims to develop a recruitment management system that can be used for
interview scheduling, applying for jobs, and viewing and managing applicants’ data.
This chapter discusses the methodologies and the functional and non-functional
requirements of the system and it also contains depictions of the system’s structural and
behavioral models created with the unified modeling language. It also contains the
architecture of the system

3.2. REQUIREMENT ANALYSIS

Requirement analysis is the art of determining the requirements a software system has
to meet. The output of this process is a requirement document showing the functions of
the system.

3.2.1. Functional Requirements

Functional requirements define the functions of the system, and the services the system
should offer to the users of the system. The functional requirements of the system are:

1. The system should provide the functionality to allow applicants to apply for
available jobs
2. The System should be able to show the applicants for HR staff to see
3. The system should be able to extract key applicant data into an excel
spreadsheet
4. The system should be able to schedule interviews
5. The system should give HR staff the ability to post available jobs

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3.2.2. Non Functional Requirements

Nonfunctional requirements define a software’s operation abilities and constraints that

enhance its functionality. The Nonfunctional requirements for the system are :

1. Applicants should not be able to access the administrator dashboard

2. The system should be easy to use
3. Users should be able to learn how to use the system easily
4. The system should be maintainable

3.3. SYSTEM ARCHITECTURE

System architecture shows the various components of a system and they are linked
together to achieve a certain goal. The system is made up of the following modules:

1. Front-end module: This module shows the interface of the system and the user
interacts with the system via this module. It was implemented with HTML and
beautified with bootstrap and CSS.

2. Backend module: This module stores and organizes the data, receives a request
from the user via the interface and responds to the requests. It was implemented
with the Laravel framework based on PHP and MySQL DBMS was used for
building the database

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3.4. SYSTEM ANALYSIS AND DESIGN

The system design phase is concerned with determining how the various components of
the system will be structured and how they will interoperate with each other to achieve
the system’s goals. The system design was specified with UML diagrams which were
used to show the structure of the system and how the system behaves in response to
user action

3.4.1. Use Case Diagram

A use case diagram is used to specify the requirements for a software system. It shows
the use cases what the system. It shows the various cases in which a system will be
used and the different types of users that will be making use of the system. Figure 3.1.
below shows The use case diagram for the recruitment management system.

Figure 3.3 use case diagram

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3.4.2. Sequence Diagrams

Sequence diagrams depict visually how operations are carried out. It shows the
interactions between the user and the system and shows how the user uses the system
for various activities in sequential order over time. Figure 3.2 below shows the
sequence diagram for the recruitment management system.

Figure 3.4 sequence diagram

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3.4.3. Activity Diagram

The activity diagram shows the series of actions in a system. It shows how the flow of
control within a system and shows the steps involved in the execution of use cases.
Figure 3.3 below shows the activity diagram for the system.

Figure 3.5 activity diagram

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3.4.4. Class Diagram

The class diagram shows a static view of the system. It shows the classes within a
system and the relationships between them. It helps to show the object-oriented
structure of a system and how the various classes work together. Figure 3.4 below
shows the class diagram for the system.

Figure 3.6 class diagram

24
3.5. DATABASE DESIGN

A Database is a collection of data that is stored on a computer system in an organized

manner and it can be accessed, managed, and manipulated.

Applicants table : Table 3.1 below shows the applicants table in the database of the
application

Table 3.1 applicants’ table

Field Data Type Null Key

id Int No Yes

name Varchar No

telephone Varchar No

email Varchar No

highest_qualification Varchar No

age Decimal No

address Varchar No

sex Varchar No

marital_status Varchar No

current_position Varchar No

applied_position Varchar No

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grade Varchar No

department Varchar No

hod_remark Varchar No

cvfile Varchar No

Interviews table : Table 3.2 below shows the interviews table in the database of the
application

Table 3.2 interviews table

Field Data Type Null Key

id Int No Yes

name Varchar No

from Timestamp No

to Timestamp No

applicant_id Integer No

job_id Integer No Yes

status Varchar No

Jobs Table: Table 3.3 below shows the jobs table in the database of the application

26
 Table 3.3 : Jobs Table

Field Data Type Null Key

id Int No Yes

name Varchar No

status Varchar No

target_date Timestamp No

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Admins Table : Table 3.4 below shows the admins table in the database of the application

Table 3.4: Admins Table

Field Data Type Null Key

id Int No Yes

name Varchar No

email Varchar No

password Varchar No

28
 CHAPTER FOUR

4.SYSTEM IMPLEMENTATION

4.1. INTRODUCTION

This chapter talks about the implementation of the system, It talks about the hardware
and software requirements needed for running the system and the interfaces and
modules that were implemented.

4.2. SYSTEM REQUIREMENTS

These are the specifications that need to be met for the system to function and work
reliably. If these requirements are not met the system will be unusable for the desired
tasks. The System requirements are of two types which are:

1. Hardware Requirements

2. Software Requirements

29
4.2.1. Hardware Requirements

These are the physical components that are needed for the system to function. The
requirements are stated in Table 4.1 below:

Table 4.5: Hardware requirements table

Requirement Hardware

Processor Intel core i3 1.30 GHz and Higher

Primary Memory (RAM) 4GB of RAM or higher

Secondary Memory 10 GB Harddisk space or higher

Architecture X64 (64 Bit)

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4.2.2. Software Requirements

These are the software applications that need to be installed on a computer system so
that the computer system will be capable of running the recruitment management
system. . The requirements are stated in Table 4.2 below:

Table 4.6: software requirements table

Requirement Software

Operating System I. Windows: 7 or newer

II. MAC: OS X Lion or higher

III. Linux: Ubuntu

Programming Language PHP, Html, CSS, bootstrap, jQuery

Development Tool Visual Studio Code

Database Management System MySQL

Web Framework Laravel

Supported Browsers Google Chrome, Safari, Microsoft Edge

4.3. IMPLEMENTATION PROCESS

This explains how the system was implemented and describes the various tools that
were used in the implementation of the system

31
4.3.1. Tools Used To Implement The System

1. HTML and CSS: HTML describes the webpage structure while CSS is used to
style the webpage and make it more aesthetically pleasing
2. Bootstrap: This is a CSS framework used for front-end development. It was
used in the project to style the various components of the HTML pages to make
them visually appealing to the users
3. jQuery: This library was used in the project to ease the creation of some UI
components. The library was designed and developed to simplify the usage of
javascript for programming.
4. PHP: This language was used to develop the backend of the website. It is a
general purpose scripting language designed and implemented for web
development
5. SQL: this is a language designed for managing data in the database. It was used
to store data in the database and retrieve data from it

32
4.4. SYSTEM INTERFACE

This section shows the pictures of various modules, submodules, and interfaces in the
application

4.4.1. Application Page

This is the page where users fill in their application data and submit their CVs to be
considered for jobs. Figure 4.1 shows the application page of the application.

Figure 4.7:application page

33
4.4.2. Login Page

This is the page where HR staff/Administrators submit their credentials so that they can
be given authorized access to the admin dashboard. Figure 4.2 shows the login page of
the application.

Figure 4.8 login page

34
4.4.3. Applicants Page

This is a page that shows the lists of all applicants and their key details on this page, the
applicants can be edited and deleted, and can the key data of applicants can be exported
to an excel spreadsheet. Figure 4.3 shows the applicants page of the application.

Figure 4.9: applicants page

35
4.4.4. Interviews Page

This is a page on which the HR staff/admins can schedule interviews and view the list
of scheduled interviews and their details, they can also edit the interviews and delete
them. Figure 4.4 shows the interviews page of the application.

Figure 4.10: interviews page

36
4.4.5. Jobs Page

This is the page on which HR staff/admins can post new job openings which applicants
will be able to see on the application form, edit job openings, view the list of job
openings and their details, and delete job openings. Figure 4.5 shows the jobs page of
the application.

Figure 4.11: jobs page

37
 CHAPTER FIVE

5.SUMMARY RECOMMENDATION AND CONCLUSION

5.1. INTRODUCTION

This chapter presents a summary of the project work, gives recommendations for
further work that can be done to improve the project ad presents the conclusion about
the project work.

5.2. SUMMARY

This project was about a recruitment management system to automate some aspects
of the recruitment process at covenant university. The project reviews existing systems
and works that have been done before.

Requirement analysis was carried out to determine the requirements for the
system and the system’s structure and behavior were modeled with UML diagrams
such as the class diagram, activity diagram, sequence diagram, and use case diagram.

The system was implemented to translate requirements and designs into an

executable system usable by the users. The frontend of the system was developed with
HTML, CSS, bootstrap, and jquery, and the backend of the system was developed with
the Laravel framework based on PHP and the MySQL database management system

5.3. RECOMMENDATIONS

The system can be further improved by automating the sending of offer letters and
onboarding of candidates.

The system should be improved upon by automating mass communication abilities

from a recruiter to several applicants

38
5.4. CONCLUSION

The recruitment management system will help make the recruitment process more
efficient at covenant university. It will help save time and reduce stress for recruitment
staff and allow them to perform their work more effectively and thoroughly

39
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Amodeo, J. (2021). The importance of recruitment in hr management.
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system

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Human Resource management. (2004). Wikipedia.

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 APPENDICES

QUESTIONS OF THE INTERVIEW WITH HR STAFF

i. Is there a single software for Human Resource Management at covenant university?

ii. What are HR Academics functions?

iii. What are HR Records functions?

iv. What are HR Welfare functions?

v. What are HR Non-Teaching Staff functions?

vi. What Human resource management software system is needed at covenant university?

vii. How are staff recruited at Covenant University?

44