DEVELOPMENT OF A FEATURE-RICH, TRAINING PORTAL APPLICATION Abstract The Application has the System Administrator, Employee, Student (Trainee),

Chat, Forum modules. The System Administrator can add a Course, add a schedule, modify a course, add a feedback, modify a feedback, Register a New Employee to the Concern, and view the profiles for both employee and student Profile. The Employee can view Schedule allotted by Admin, Forum Messages and he can chat with others to clarify the online doubt that afforded by the student. In Chat Module Whoever it may be entering into chat with others (Except Unregistered Users). The students can clarify the doubt through the Forum messages. The Students can post the question to the forum. If anybody knows the answer to those questions then they can reply the answer through the Forum. In chat everyone enter into chat (except unregistered user) with others.They can also create a separate room for chatting Like Entertainment, Jokes.Depending upon the user wish they can enter into chat with others. He/She can also possible to create a new room for chatting.

Development of a feature-rich, Resume Builder Application Abstract :Develop an Intranet Application for Winner Technologies Ltd. for automating the process of Resume Writing. This would be facilitating the employees to make and print their resumes in a proper format. In addition, it will be facilitating the higher management to search the employees depending upon their skills sets and other attributes. The Basic Requirement is to have a centralized repository of all the skillholders in the organization so that an employee with a particular skill set can be immediately found in case of urgent requirement. . Development of a feature-rich, Resume Builder Application.

Abstract of the project

Develop an Intranet Application for Winner Technologies Ltd. for automating the process of Resume Writing. This would be facilitating the employees to make and print their resumes in a proper format. In addition, it will be facilitating the higher management to search the employees depending upon their skills sets and other attributes.

The Basic Requirement is to have a centralized repository of all the skill-holders in the organization so that an employee with a particular skill set can be immediately found in case of urgent requirement. Functional components of the project Following is a list of functionalities of the system. More functionalities that you find appropriate can be added to this list. And, in places where the description of functionality is not adequate, you can make appropriate assumptions and proceed. 1) The system has the following type of users: 1. End-Users(Employees) 2. System administrator. 2) The Users can perform the following tasks: End-Users: 1) Enter information into their Resume / Edit Resume. 2) Print their resume as a word Document. System Administrator: 1) Enter information into their Resume / Edit Resume. 2) Print their resume as a word Document.

3) Search for a particular employees. 3) The system has the following Interfaces: 1) Login a) End-User b) System Administrator 2) Interface for filling up the following information a) Personal Information b) Educational Information c) Skill sets d) Training e) Visa Details 3) Interface for searching a student on various attributes. 4) Interface to print the resume in Word Format. 5) Logout 4) Come up with the database design. The Login to the system is database driven i.e. a user will be allowed to access the system if and only if he is the valid user of the system(his name is present in the database) 5) Decide a format in which you want the resume to get printed in word document. The Project Can be developed using either two tiers or three tiers Architecture.

DEVELOPMENT OF A WEB-BASED RECRUITMENT PROCESS SYSTEM FOR THE HR GROUP FOR A COMPANY Abstract

The project titled Development of a web-based Recruitment Process System for the HR group for a company is designed using Active Server Pages .NET with Microsoft Visual Studio.Net 2005 as front end and Microsoft SQL Server 2000 as back end which works in .Net framework version2.0. The coding language used is C# .Net. This project is aimed at developing a web-based and central Recruitment Process System for the HR Group for a company. Some features of this system will be creating vacancies, storing Applicants data, Interview process initiation, Scheduling Interviews, Storing Interview results for the applicant and finally Hiring of the applicant. Reports may be required to be generated for the use of HR group. Functional components of the project: Following is a list of functionalities of the system. More functionality that you find appropriate can be added to this list. And, in places where the description of functionality is not adequate, you can make appropriate assumptions and proceed. There are HR group who will create vacancies, create applicants (persons applying for a vacancy), initiate interviews and close vacancy. There are interviewers who will be intimated about the interview schedule and finally enters the result.

Title of the project Development of a web-based Recruitment Process System for the HR group for a company Abstract of the project

This project is aimed at developing a web-based and central Recruitment Process System for the HR Group for a company. Some features of this system will be creating vacancies, storing Applicants data, Interview process initiation, Scheduling Interviews, Storing Interview results for the applicant and finally Hiring of the applicant. Reports may be required to be generated for the use of HR group.

Analysis, Design, Implementation, Testing, User Interface Functional components of the project Following is a list of functionalities of the system. More functionalities that you find appropriate can be added to this list. And, in places where the description of functionality is not adequate, you can make appropriate assumptions and proceed. There are HR group who will create vacancies, create applicants (persons applying for a vacancy), initiate interviews and close vacancy. There are interviewers who will be intimated about the interview schedule and finally enters the result. The requirements are as follows: 1.Generic: a.Login to the system through the first page of the application the welcome message should display the Name and Employee number of the person. b.Change the password after login to the application c.See his/her details and change it. d.Help from the system 2.HR group: a.Should be able to create a new vacancy. b.Should be able to change any of the editable details for the vacancy. c.Should be able to create a new applicant. d.Should be able to change any of the editable details for the applicant. e.Should be able to search on Applicant Number and Vacancy Number.

f.Attach an applicant to a vacancy - The relationship between applicant and vacancy should be many:many. g.Should be able to schedule the interview and enter details of the interviewer and date/time. h.Should be able to postpone or remove the interview. i.HR person cannot close the vacancy which is not owned by them. 3.Interviewer: a.Should be able to view all interviews scheduled to be taken. b.Should be able to view the details of the applicants details c.Should be able to view the details of the vacancy. d.Should be able to search on Interview Date, Applicant Number and Vacancy Number. e.Should have the access to change the Interview details Date/Time, Status (Selected/Rejected). 4.Other details: a.The vacancy should have the following details: i.System should generate a Vacancy number sequentially. This should be unique and cannot be changed later on. ii.Date of the creation of the vacancy should default as today This cannot be changed later on. iii.Owned by This should default to the HR employee creating the vacancy. This employee will become the owner of the vacancy. This can be changed later on. iv.Status of the Vacancy Open/Close/Suspended. This should default as Open but can be changed later by HR. v.Title of the Vacancy (like Java Developer) vi.Detailed description about the vacancy vii.Number of job opening under that vacancy (like 5 numbers of Java Developers required). Once all these job openings are filled i.e. 5 people are hired, the vacancy should close itself. viii.Department in the company this should come from a drop-down box which have the Department list. ix.Date by which the vacancy should be fulfilled/gets closed this can be left blank

otherwise the vacancy will close on that day by default. x.List of all the applicants already Selected for a job openings in the vacancy. b.Applicant details should have the following: i.System should generate an Applicant number sequentially. This should be unique and cannot be changed later on. ii.Date of the creation of the applicant should default as today This cannot be changed later on. iii.Status of the Applicant Not in Process/In Process/Hired/Banned. iv.The Applicant Status should default as Not in Process on creation of the applicant but as soon as a single vacancy is attached, this should default as In Process. No more vacancy can be attached to the applicant, if the status is either Hired or Banned - The status can be changed manually by HR Group. c.Applicant-Vacancy data should have the following: i.This should display the Applicant Number and Name. ii.This should display the Vacancy Number and Title iii.Display the date on this the Applicant is attached to the vacancy iv.Status of the Applicant/Vacancy Interview Scheduled/Selected/Rejected/Not Required. v.Checkbox stating Schedule Interview. This should open the page with following details. 1.Display the Employee Number of the Interviewer The interviewer should be from the same department. 2.Display the Name of the Interviewer this should default if the number is selected. 3.Display the date of the scheduled interview Date should only be in future. 4.Display the Start and End time of the scheduled interview Date/Time of the interview for the same Interviewer should not conflict with any other interview previously scheduled for the interviewer/applicant. vi.As soon as the interview details are added and saved, an email notification should go to the Interviewer with the details. d.As soon as all the number of job openings is filled, the vacancy status should change to

Close by default. e.HR group should not be able to attach an applicant to vacancy if the status of the Vacancy is Close/Suspended. f.Once closed, a vacancy can not be reopened or suspended in any case. g.If Open, the status of the vacancy can be changed to Close or Suspended by the HR. h.If Suspended, the status of the vacancy can be changed to Close or Open by the HR. i.Once the status of the Applicant-Vacancy becomes Selected, the status of the Applicant should change by default to Hired. j.The required security needs to be implemented. k.HR group is the Employees from HRD department. l.An email notification should be send to the owner once the vacancy gets closed. 5.Exception Allowed to the above functionalities a.If email notification is not possible, then make a link in the employees (HR/Interviewer) login where all the (email) messages for them are stored. Should have the facility of reading the message and deleting them. Steps to start-off the project The project implementation can be done by using: Microsoft platform. Internet tools like ASP, JSP, Java Script, Java, VB, VC++ etc as front-end And using Oracle/SQL-Server as database or back-end. The following steps will be helpful to start off the project. 1.Study and be comfortable with technologies such as a.Active Server Pages/HTML and SQL server, Oracle etc. Some links to these technologies are given in the Guidelines and References section of this document 2.Make a database of Departments which includes some dummy departments and one HRD department. Decide on the various details of the people that would be stored in

the database (like employee/number, name, email-id, department, system-login, password in cryptic form, etc) 3.Assign a mail-admin who will create mail-ids for the people in the intranet of your lab or in the internet. These mail-ids will be used for sending automatic notifications and reports. The mail-admin will also take care of assigning the logins to the users of the Recruitment system 4.Create the front-page of the Recruitment system giving a brief description about the system and a login box 5.Create the help-pages of the system in the form of Q&A. This will help you also when implementing the system 6.Create other sub-systems like automatic notification, screens for various functions (like vacancy/applicant/applicant-vacancy/employee details etc)

ABSTRACT This project is aimed at developing a web-based and central Recruitment Process System for theHR Group for a company. Some features of this system will be creating vacancies, storingApplicants data, Interview process initiation, Scheduling Interviews, Storing Interview results for the applicant and finally Hiring of the applicant. Reports may be required to be generated for theuse of HR group.Using web recruitment systems like recruitment websites or job sites also play a role insimplifying the recruitment process. Such websites have facilities where prospective candidatescan upload their resumes and apply for jobs suited to them. Such sites also make it possible for recruiters and companies to post their staffing requirements and view profiles of interestedcandidates.A good decision is made usually from gathering adequate information, working out theimportance of individual factors, and choosing the best

course of action. The quantity and qualityof the information, the process of highlighting the important factors, and the duration to processthe decision are critical. Nowadays, outsource hiring and recruitment companies have played animportant role in many industries, for reducing the search duration and increasing the likelinessof employing the right person. However, there are too many human resource (HR) companies inthe market. Submitting a request for each of them would need huge amount of time and effort to process. Intelligent autonomous Web services would be the best solution to solve this problem.Further, this can reduce the chance of human errors and bias. Therefore, e-HR MatchmakingService (e-HR) is proposed to provide a standardized human resource searching, platform via theWeb services, returning candidates from many different sources. The e-HR integrates with thesources . A candidate management system and retrieves the relevant candidates matching therequirements. Also, the e-HR weights each result with configurable ranking criteria and presentsthe best matching results to the requesters, assisting them to make the best decision on hiring andhence reducing the effort of searching and interviewing.In the context of the Millennium Development Goals, human resources represent the most criticalconstraint in achieving the targets. Therefore, it is important for health planners and decision-makers to identify what are the human resources required to meet those targets. Planning the

human resources for health is a complex process. It needs to consider both the technical aspectsrelated to estimating the number, skills and distribution of health personnel for meeting population health needs, and the political implications, values and choices that health policy- anddecision-makers

need to make within given resources limitations. After presenting an overview of the various methods for planning human resources for health, with their advantages andlimitations, this paper proposes a methodological approach to estimating the requirement s of human resources to achieve the goals set forth by the Millennium Declaration. The method buildson the service-target approach and functional job analysis. INTRODUCTION Human Resource management has become one of the essential functions in anorganization. No organization can do without this department. Human Resource is the functionor department in an organization that is has the task to recruit, train, motivate, reward, dismiss,terminate as well as look after the welfare of employees in an organization..1 (Human resource journal, August 2006, IPM (K) Therefore the HR has to ensure that the welfare of employees aretaken into consideration. According to S.Peter in his, dynamics of management, Human Resource is thedisturbance handler.. It should be able to handle disputes arising out of employees. This HR function has various roles to perform among them recruitment, training, job evaluation, performing appraisal, enduring healthy and safety at the work place e.t.c. Tasked with theresponsibility of recruitment, the Human Resource Manager should ensure that proper selectionhas been done in order to select or recruit the best candidates. Today this process of recruitmenthas been made easier with the advert of the internet. In this case ERecruitment has been formedwhere people across the globe can apply online and even be interviewed online. This process hasreduced the expenses of traveling and the costs of handling interviews.The HR function has played a major

role in the hospitality industry. This has been enhanced byrecruiting, training, and developing the staff in the industry. This ensures that the trained staff available matches the expected volume of customer demand. For instance in a full service

restaurant the seating of customers might average one and a half hours. If the staff is open 24hours then it is possible to have workers working for 8 hours and replaced by others.Therefore the HR Department must ensure that there are enough employees to satisfy the needsof customers. Needs of the function in Hospitality ManagementThe HR plays a vital role in hospitality industry. These roles classified as follows:(i) Job analysis, man power planning and scheduling work.ii) Recruitment, selection and training of employees.iii) Job evaluation, conditions of employment and welfare of employees.iv) Promotion, retirement, and termination of employment. KEYWORDS & ABBRIVATIONS KeywordsGeneric Technology keywords Database, Programming, Software Engineering, Others Specific Technology keywords Oracle, Internet (HTML, Java Script, ASP, JSP, Servlets), Web Based/GUI, VB, Java,VC++ Project type keywords Analysis, Design, Implementation, Testing, User Interface CFO chief financial officer COP continuation of payCOTS commercial off-the-shelf CPDF central personnel data fileEEO equal employment opportunityFFMIA Federal Financial Management Improvement Act

FIA Federal Managers Financial Integrity ActFICA Federal Insurance Compensation ActFLSA Fair Labor Standards ActFMFIA Federal Managers Financial Integrity ActFTE full-time equivalentHRTC Human Resources Technology CouncilITMRA Information Technology Management Reform ActIRS Internal Revenue ServiceJFMIP Joint Financial Management Improvement ProgramKSA knowledge, skills, and abilitiesLWOP leave without payM mandatory requirement NARA National Archives and Records Administration NPR National Performance ReviewOMB Office of Management and Budget

PROBLEM DESCRIPTION: A System analysis is the detailed study of the various operations performed by the system andtheir relationships within and outside the system. Analysis is the process of breaking somethinginto its parts so that the whole may be understood. System Analysis is concerned with becomingaware of the problem, identifying the relevant and most decisional variables, analyzing andsynthesizing the various factors and determining an optimal or at least a satisfactory solution.During this a problem is identified, alternate system solutions are studied and recommendationsare made about committing the resources used to design the system . SYSTEM STUDY: 1. Existing System : Presently recruitment is done manually. That is if a company or organization needs employeesthey make an announcement through newspaper. People who are eligible send application to theorganization or company. From these applications they are called forinterviews or tests. After tests company has to do short listing manually. From these shortlisted candidates, they are calledfor interviews. After interview short listedcandidates are employed. So its all a time consuming procedure. 2. Limitation Of Existing System : Recruitment is done manually. These tasks are time consuming. It may take onemonth or long. People around the world cannot apply. Web-based system is veryconvenient because in the manual system there are lots of difficulties in conducting andmanaging a recruitment exam, short listing, maintaining staff etc.

2. Proposed System : Developing a web-based recruitment process system for the HR Group for a company. Somefeatures of this system will be creating vacancies, storing application data, and Interview processinitiation, Scheduling Interviews, Storing Interview results for the applicant and finally hiring of the applicant. This project Online CGPU is an online website in which jobseekers can register themselves and then attend the exam. Based on the outcome of the exam the jobseekers will beshortlisted. The details of the examination & Date of the examination will be made available tothem through the website. People all around the world can apply andregister. It has made all the process easy. ADVANTAGES OF PROPOSED SYSTEM : Online System enables the users to have the typical examination facilities and features at their disposal. It resolves typical issues of manual examination processes and activities into acontrolled and closely monitored work flow in the architecture of the application. This multi platform solution brings in by default, the basic intelligence and immense possibilities for further extension of the application as required by the user. The system makes it friendly to distribute,share and manage the examination entities with higher efficiency and easiness. It is acomprehensive resource for finding a job online.

Title Web Abstract based

of Reward of Points

the Management the

project System project

Company ABC has an internet based product called Infobar, which allows users to view useful links from different sites on topics of his/her interest

To encour age the usage of the Infobar, the company has a reward point scheme. 10 points are rewarded on usage of Inforbar for 1 hr. When a user accumulates over 100 points, he can redeem them for a gift of his choice.

This project aims at building a Reward Points Management System for the customer support 1.A user 3.Modules 5.Facility various schemes, -------------------Online Discussion Forum Abstract Online Discussion Forum is just line any another discussion forum found in most of the websites online with an additional unique elegant look & feel and extended functionality. get to for bonus detect schemes his feedback point fraud/duplicate team data of the store company. for Objectives user are to build information information allocation users etc etc

2.Web site supporting functionalities like - Search/sort/add/delete/view/modify etc on

4.Facility to add information on different gifts available and bonus points against them 6.Generate report on number of users using the Infobar in a month, their responses to 7.Communicate user via email to notify him about various incentives and bonus point

The idea of forum has been adapted from lots of forum in many websites. The good features of all these forums are incorporated in to this Online Discussion Forum to make it really an Ultimate solution for all forum needs. ODF supports all the common features of any standard forum like posting a message, grouping the messages, replying to existing message, multiple discussion rooms, creating teams etc., The unique features of ODF when compared to the other general forums are Elegant colors, aesthetic look Easy navigation Easy readability Use simple neat graphics(less load on server) Intelligent grouping of messages and replies Easy configurable Plug-in email functionality Use of customizable scripts Purely ASP.net forum Multi-database support Planned to suite to fit into any kind of website Compatible with most popular browsers Dynamic nature(reduces the frequent refreshes and reloads) And so on In addition to all these things, it can easily be incorporated seamlessly in to any existing website as a plug-in without disturbing original sites layout or design. Like a chameleon ODF can change its face and out look in what ever web site it is. Requirements: Software Requirements: Operating System: Windows 2000 Server/Professional or Above. Framework: .Net Framework 2.0. Languages: ASP. Net, C#

Abstract

This paper addresses the application of observation to online settings with a special focus on observer roles. It draws on a study of online observation of a virtual community, i.e. an open source software (OSS) community. The paper examines general and specific advantages and disadvantages of the observer roles in online settings by relating these roles to the same roles assumed in offline settings. The study suggests that under the right circumstances online and offline observation may benefit from being combined as they complement each other well. Quality issues and factors important to elicit trustworthy observational data from online study settings, such as OSS communities, are discussed. A proposition is made concerning how threats to credibility and transferability in relation to online observation (i.e. lack of richness and detail, risk of misunderstandings) can be diminished, while maintaining the level of dependability (which is potentially high due to a greater degree of anonymity and "isolation" in online settings). The paper thus suggests that the less participative the researcher's online observer role is, the more s/he should consider introducing offline data collection techniques rather than adopting a more participative role in the observed online setting. This methodological discussion forms the basis for making a well-considered choice of online observer role rather than passively sliding into a role assigned by the setting. Abstract: In a recent article, Standard-Form Contracting in the Electronic Age, 77 N.Y.U. L. Rev. 429 (2002), Jeffery Rachlinski and I analyzed whether contract law's approach to the problem of paper standard forms can effectively govern electronic forms. We thought the rational and cognitive reasons consumers fail to read their paper forms apply in the e-environment. Further, although e-consumers do not face manipulative sales agents or impatient customers waiting in line but, instead, largely contract at home in the evening without time constraints, e-consumers are impatient, even click happy, and therefore still do not read their forms or shop for the best terms. Relying on these assumptions about how consumers treat their e-standard forms and evidence concerning how ebusinesses use the Internet, we concluded that Internet contracting is not fundamentally different from the paper world. Accordingly, major changes in the

approach of contract law are not imperative. This paper tests our assumptions about consumer behavior when agreeing to estandard forms by offering some empirical evidence of consumer practices. I report on a survey of 92 contracts students' e-standard form practices. The survey inquired about all aspects of their practices, including frequency of contracting, the place and time of such contracting, whether they read their e-forms or shop for terms, the reasons for reading or failing to read, and the factors that would promote reading. Although the survey results reinforce our assumption that consumers generally do not read their e-standard forms, the truth is a bit more complicated. A large majority of respondents purchase at night and at home. Nevertheless, few respondents read their estandard forms beyond price and description of the goods or services "as a general matter." Further, beyond price and description, a large minority of respondents do not read their forms at all. However, more than a third of the respondents read their forms when the value of the contract is high and more than a third read when the vendor is unknown. Further, a small cadre of respondents read particular terms beyond price and description, primarily warranties and product information warnings. On the other hand, virtually no respondents read choice of law/forum or arbitration clauses. The survey also reveals that impatience accounts most often for the failure of respondents to read their forms. Not surprisingly, respondents rarely shop for advantageous terms, despite the greater availability of terms on the Internet. The paper concludes by analyzing possible legal responses to e-standard form contracting in light of the survey results. Number of Pages in PDF File: 31 Working Paper Series

Abstract

The project titled Development of a feature-rich, practical online onrequest courses coordination system (ORS) is designed using Active Server Pages .NET with Microsoft Visual Studio.Net 2003 as front end and Microsoft SQL Server 2000 as back end which works in .Net framework version 1.1. The coding language used is C# .Net.

This project is aimed at developing an online on-request courses coordination system that is of importance to an IT organization which has a training department of its own. The online on-request courses coordination system (ORS) is an Intranet based application that can be accessed throughout the organization or a specified group/Dept. This system can be used to automate the workflow of the requests that come from various departments for project specific trainings and their approvals. The training department has to cater to the training of the fresh recruits. It has a regular calendar and schedule to train the Fresher. In addition to this it has to handle the project specific training requests coming from various departments. For this the department has appointed one person as the on-request coordinator, who will be able to service the requests with help of ORS. The whole process starting from logging the request by a dept to servicing the request is automated. There are features like logging the request, to check the existing training calendar and checking the availability of respective faculties for the course, allocating the faculty for the course, if an internal faculty is not free during that period getting faculties from outside, report generators etc in this system.