• Design And Implementation Of A Distributed Recruitment Management System

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    • The term “data mining” is primarily used by statisticians, database researchers, and the MIS and business communities. Data mining is an extension of traditional data analysis and statistical approaches in that it incorporates analytical techniques drawn from a range of disciplines including, but not limited to,
      1.  numerical analysis,
      2. pattern matching and areas of artificial intelligence such as machine learning,
      3. Neural networks and genetic algorithms.
      While many data mining tasks follow a traditional, hypothesis-driven data analysis approach, it is commonplace to employ an opportunistic, data driven approach that encourages the pattern detection algorithms to find useful trends, patterns, and relationships. Essentially, the two types of data mining approaches differ in whether they seek to build models or to find patterns. The first approach, concerned with building models is, apart from the problems inherent from the large sizes of the data sets, similar to conventional exploratory statistical methods. The objective is to produce an overall summary of a set of data to identify and describe the main features of the shape of the distribution [Hand 1998]. Examples of such models include a cluster analysis partition of a set of data, a regression model for prediction, and a tree-based classification rule. In model building, a distinction is sometimes made between empirical and mechanistic models (Box and Hunter 1965; Cox 1990; Hand 1995). The former (also sometimes called operational) seeks to model relationships without basing them on any underlying theory. The latter (sometimes called substantive or phenomenological) are based on some theory or mechanism for the underlying data generating process. Data mining, almost by definition, is primarily concerned with the operational. The second type of data mining approach, pattern detection, seeks to identify small (but nonetheless possibly important) departures from the norm, to detect unusual patterns of behaviour. Examples include unusual spending patterns in credit card usage (for fraud detection), sporadic waveforms in Electroencenograph traces, and objects with patterns of characteristics unlike others. It is this class of strategies that led to the notion of data mining as seeking “nuggets” of information among the mass of data. In general, business databases pose a unique problem for pattern extraction because of their complexity. Complexity arises from anomalies such as discontinuity, noise, ambiguity, and incompleteness [Fayyad, Piatetsky-Shapiro, and Smyth, 1996]. And while most data mining algorithms are able to separate the effects of such irrelevant attributes in determining the actual pattern, the predictive power of the mining algorithms may decrease as the number of these anomalies increase (Rajagopalan and Krovi, 2002).
      2.4.4    Data Mining and Machine Learning
      Machine learning is the study of computational methods for improving performance by mechanizing the acquisition of knowledge from experience [Langley and Simon 1995]. Machine learning aims to provide increasing levels of automation in the knowledge engineering process, replacing much time-consuming human activity with automatic techniques that improve accuracy or efficiency by discovering and exploiting regularities in training data, in this section the basic machine learning algorithms used in data mining are discussed in brief.
      2.4.4.1    Neural Networks (NN)
      These are a class of systems modelled after the human brain. As the human brain consists of millions of neurons that are inter-connected by synapses, NN are formed from large numbers of simulated neurons, connected to each other in a manner similar to brain neurons. As in the human brain, the strength of neuron inter-connections may change (or be changed by the learning algorithm) in response to a presented stimulus or an obtained output, which enables the network to “learn”. A disadvantage of NN is that building the initial neural network model can be especially time-intensive because input processing almost always means that raw data must be transformed. Variable screening and selection requires large amounts of the analysts’ time and skill. Also, for the user without a technical background, figuring out how neural networks operate is far from obvious (Peacock et al, 1998).
      2.4.4.2    Case-Based Reasoning (CBR)
      This is a technology that tries to solve a given problem by making direct use of past experiences and solutions. A case is usually a specific problem that was encountered and solved previously. Given a particular new problem, CBR examines the set of stored cases and finds similar ones. If similar cases exist, their solution is applied to the new problem, and the problem is added to the case base for future reference. A disadvantage of CBR is that the solutions included in the case database may not be optimal in any sense because they are limited to what was actually done in the past, not necessarily what should have been done under similar circumstances. Therefore, using them may simply perpetuate earlier mistakes (Peacock et al, 1998).
      2.4.4.3    Genetic Algorithms (GA)
      They operate through procedures modelled upon the evolutionary biological processes of selection, reproduction, mutation, and survival of the fittest to search for very good solutions to prediction and classification problems. GA is used in data mining to formulate hypotheses about dependencies between variables in the form of association rules or some other internal formalism. A disadvantage of GA is that the solutions are difficult to explain. Also, they do not provide interpretive statistical measures that enable the user to understand why the
      procedure arrived at a particular solution (Peacock et al, 1998).

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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---