• Design And Implementation Of A Distributed Recruitment Management System

  • CHAPTER TWO -- [Total Page(s) 18]

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    • 2.4.1    Measuring a Persons Knowledge
      How can we measure whether a person knows something? To measure something means to assign a number to a characteristic (knowledge) of an object (a person) or event according to a set of rules. It is the set of rules by which the number is assigned that defines the meaning of the number. The currently used multiple-choice test or any other epistemetric method may be considered as a set of rules by which the numbers (scores) or measurements are produced and thus, knowledge may be operationally defined. Most tests used today for measuring a person’s knowledge in a field of study are aimed at composing test items that represent the field; and are fair and unbiased, (i.e. not influenced by the test takers’ characteristics other than knowledge, such characteristics include gender, ethnicity etc.) which might influence the measurement. To determine whether a person possesses knowledge on, say, simple addition, we can ask questions that are representative of the topic, such as
      What is the sum of 12 + 13? OR we might pose the question as a response selection or multiple-choice task, e.g.
      12+13 = (a) 7
                    (b) 14
                    (c) 24
                    (d) 25
      Current testing practice is to observe which alternative a person selects and infer that she/he knows (if a correct answer is selected) or does not know (if the correct answer is not selected) how to add two digit numbers. However, a test taker can select the correct answer without knowing how to add, e.g. in the above example, the chance of being correct by guessing alone is 1/4 = 25%. The reliance exclusively on the correctness of the answer implies that the person who provides a correct but unsure answer or who made a lucky guess possesses knowledge equivalent to a person who is correct and extremely sure of it.
      Similarly, in today’s multiple-choice tests if an incorrect answer is selected, then it is interpreted simply to mean that the person does not know the answer, i.e. is uninformed. This inference is misleading. Specifically, the person may be extremely sure that the incorrect answer which he/she selected is correct and, thus, may be misinformed which is much worse than being uninformed. A sure-but-wrong belief, used confidently as a basis for making decisions and taking actions, may lead to surprising errors in performance sometimes with tragic results. For example, if a licensing or certification test is being administered to a professional (say a physician or an aspiring key decision maker), it is important to make the distinction for incorrect answers between a person who:
      1. is not sure at all as to whether an incorrect answer which he/she gave is correct and thus the incorrect belief is not likely to be employed in practicing the profession; or
      2.Strongly believes that the selected incorrect answer is correct and is therefore likely to use the erroneous belief in making decisions,
      An easy way is to think of the person who makes a true statement based on adequate reasons, but does not feel confident that it is true. Obviously, he is much less likely to act on it, and, in the extreme case of lack of confidence, would not act on it (Pears, 1971).
      2.4.2    Knowledge Discovery in Databases
      Knowledge Discovery in Databases is the nontrivial process of identifying valid, novel, potentially useful, and ultimately understandable patterns in data (Fayyad, 1996). Here, data are a set of facts (for example, cases in a database), and pattern is an expression in some language describing a subset of the data or a model applicable to the subset. Hence, in our usage here, extracting a pattern also designates fitting a model to data; finding structure from data; or, in general, making any high-level description of a set of data (Fayyad et al, 1996).
      The term process implies that KDD comprises many steps, which involve data preparation, search for patterns, knowledge evaluation, and refinement, all repeated in multiple iterations. By nontrivial, we mean that some search or inference is involved; that is, it is not a straightforward computation of predefined quantities like computing the average value of a set of numbers (Fayyad et al, 1996).

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    • ABSRACT - [ Total Page(s): 1 ]ABSTRACTThe recruitment process has always been critical to the success or failure of organizations. Organizations constantly seek better methods of recruiting staff that will require minimal effort to seamlessly fit in with the organizations business processes and thus provide recruitment agencies with the means with which to determine which universities provide the best graduates in a particular field for recruitment.This project work utilized a V-model software methodology, in the ver ... Continue reading---

         

      APPENDIX A - [ Total Page(s): 2 ]APPENDIXAPRIORI ALGORITHM CODE ... Continue reading---

         

      LIST OF TABLES - [ Total Page(s): 1 ]LIST OF TABLESHuman Resource Task and Associated Data mining TechniquesDescription of the Use Cases in R.M.SDescription of the Elements of the Level 0 Dataflow DiagramDescription of the elements of the Level 1 Dataflow DiagramHiring Company TableData Dictionary for Hiring Company TableCandidate TableData Dictionary for Candidate TableExamination TableData Dictionary for Examination TableResult TableData Dictionary for Result TableQuestions TableData Dictionary for Questions TableDescri ... Continue reading---

         

      LIST OF FIGURES - [ Total Page(s): 1 ]LIST OF FIGURESFigure 2.1:    Overview of the Steps that compose the Knowledge Discovery Process   Figure 2.2:    Architecture of a Typical Data Mining System    Figure 2.3:    Data mining and Talent Management    Figure 2.4:    Role of Decision Support in Decision Making    Figure 2.5:    Architecture of a Typical Decision Support System    Figure 2.6:    Client Server Architecture   Figure 2.7:    3-Tier Architecture   Figure 2.8:    Distributed Object ... Continue reading---

         

      TABLE OF CONTENTS - [ Total Page(s): 2 ]TABLE OF CONTENTSCertification    Acknowledgement    Abstract    List of Tables    List of Figures    CHAPTER ONE    INTRODUCTION   1.1    Background of Study   1.2    Problem Statement    1.3    Aim and Objectives of the Study    1.4    Methodology    1.5    Scope and Limitation of Study    1.6    Justification    CHAPTER 2    LITERATURE REVIEW     2.1    Preamble    2.2    Theoretical Background of Recruitment    ... Continue reading---

         

      CHAPTER ONE - [ Total Page(s): 2 ]1.3    Aim and Objectives of the StudyThe aim of the project is to provide organizations and educational parastatals with the means to determine which Higher Institution provide the best graduates in a particular field for recruitment.Below are the outlined objectives of the project:1.    To provide a platform for capturing profiles of applicants.2.    To create an online recruitment test based system based on organizational requirements.3.    Provide applicants with results ... Continue reading---

         

      CHAPTER THREE - [ Total Page(s): 19 ]The form in figure 3.15 can be accessed from the dashboard it is used by the company to create and schedule an exam to be written by candidates for an exam it also includes duration of the exam to ensure that the R.M.S knows how long the exam is to hold.The upload questions form in figure 3.16 is used by the company to create the questions to be used to assess students these questions can be created manually with the questions entered into the form one after the other with the save butto ... Continue reading---

         

      CHAPTER FOUR - [ Total Page(s): 16 ]The View/Update Registered Candidates in Fig 4.8 displays all candidates registered by a company and the exams to be written. Candidate’s information can also be updated by clicking on the update icon (yellow icon) on the last row of the table. So also candidate’s information can be deleted by clicking on the deleted icon which is above the update iconThe candidate dashboard displayed in fig 4.9 shows the different operations that can be performed by a candidate there are basic ... Continue reading---

         

      CHAPTER FIVE - [ Total Page(s): 1 ]CHAPTER FIVESUMMARY CONCLUSION AND RECOMMENDATION5.1    SummaryRecruitment needs of an organization are specific to that particular organization no other entity can understand the recruitment need of a particular organization better than the organization itself. In order to provide a system that enables organizations take charge of their recruitment needs by eliminating the need for recruitment agencies this project provides a platform with which such organizations can administer recruitm ... Continue reading---

         

      REFRENCES - [ Total Page(s): 1 ]REFERENCESâ„–naka , I. , and H. Takeuchi . (1995) . The knowledge-creating company: How Japanese companies create the dynamics of innovation. New York : Oxford University Press .Abell, A., & Oxbrow, N. (2001). Competing with knowledge: The information professional in the knowledge management age. London: Library Association Publishing.Adebayo, Ejiofor, & Mbachu. (2001, â„–vember 23). The American Productivity and Quality Centre. Retrieved August 23, 2015, from APQC Web site: http://www ... Continue reading---