AN INTEGRATED EMPLOYEE RECRUITMENT MANAGEMENT SYSTEM FOR A DAY CARE CENTRE
Need help with essays, dissertations, homework, and assignments? Stop wasting time and post your project on tutlance and get a real professional to do your work at CHEAP prices. Watch while Tutlance experts outbid each other.
A Project Documentation Submitted as a Partial Requirement for the Award of a Degree in Bachelor of Business in Information Technology
Faculty of Information Technology
Declaration
I hereby declare that this project submitted for the award of a degree in Bachelor of Business information technology is our own original work and has not been submitted to any other institution of higher learning. We further declare that all sources cited or quoted are indicated and acknowledged by means of a comprehensive list of references.
Baby day care has become popular for most families living in the urban setting. With increased population in the major cities searching for greener pastures in terms of employment, more people are caught up in long working hours (on average 8 hours) per day. Therefore, families with pre-school children (mostly below the age of 5 years) seek alternative methods to ensure proper child care for their young ones while they work. Their choices are limited to hiring house helps or to take the children to day care centres. However, most parents have disregard for house helps due to increased cases of child abuse and their violation of rights by house helps. The excessive cost of living has made it difficult to hire a house keeper to take care of the child. There are also cases of increased theft by house helps who claim to be mistreated or underpaid by their employers. This has made most parents prefer baby day care over hiring a house help. Baby day care is a booming business in Kenya, with its ever expanding and paradigm shift in urban centres in Kenya, the most prominent being Nairobi and Mombasa. The child has ample playing time and interaction with his/her peers and this improves their social skills in communication and etiquette. However, in as far as social skills is concerned, baby day care has some demerits. Behavioural problems in children have been majorly featured. They include increased aggression, rudeness or defiance. The absence of a proper regulatory framework for monitoring employee credibility for child handlers is a major catalyst to such behaviour depicted in children. Furthermore, since formal education is only recognized from nursery school, almost anybody can seek employment in child care facilities. Unfortunately, the child handling process has been met by underqualified employees to handle the clients’ children which has resulted to the problems listed earlier. This has posed a bad impression on the value of baby day care. How about we come up with a way of ensuring employee credibility, a system that can help baby care business owners ensure that the employees in their company meet the required standards on child handling?The proposed system will feature three parts: A data input platform for the child handlers where they upload their CVs, their work experience documents, their certifications and other writings. The uploaded data will be sent to the database and organized into columns based on the best employee down to the under qualified employee. The organized data is then presented in form of a display screen that shows how proficient, licenced and qualified the employee is. The data may also be issued to the customer in event that he/she wants to know who is taking care of their child while they are at work.
Most baby day cares in Kenya offer innovative preschool program. They also aim to provide a safe and high-quality childcare that enhances social, emotional, physical and cogitative need for children through positive guidance. There are several things that makes most baby day care stands out as far as their focus and impact are concerned. Today, most of baby day cares are defined by their mission, vision and values.
Parents find it difficult trusting their child with someone else. They would prefer to either provide personal care for them at home or take them to baby day care facilities for the time spent away at work or on other family duties. Of the about 8.2 million children born, 40 percent of these children under the age of five spend most of the week days with somebody else other than their parents. ( Orengo,Obegi, 2014)
Indeed, we cannot deny the fact that baby day care has proved to be a better alternative in remote child care as opposed to other alternatives like hiring nannies and house helps or providing personal care by the parent. The child has ample playing time and interaction with his/her peers and this improves their social skills in communication and etiquette. They also tend to get close to their handlers who spend most of their time with them. The parents get time to focus on their roles in family upkeep by going to work without worries of child care.
However, baby day care faces several key challenges major one being employee incompetence and credibility. There is lack of learned and experienced child handlers who can take care of the children. The absence of a proper regulatory framework for monitoring employee credibility for child handlers is a major catalyst to such behaviour depicted in children. Since formal education is only recognized from nursery school, almost anybody can seek employment in child care facilities. As a result, the child ends up developing unethical behaviours inclusive of, but not limited to increased aggression, rudeness or defiance.
Problem statement
Parents involved in long working hours especially in major cities in Kenya like Nairobi and Mombasa, some even go outside the country to work, their choices are limited to taking their infants to day care centres where their children are taken care of by child handlers.
Unfortunately, owed to the lack of a proper recruitment framework for child handlers, these children might be exposed to poor child handling procedures and resulting in, the infants adopt foreign cultures or behaviour like improper feeding habits, poor communication skills, defiance or rudeness among others.
Aim
The developed information system provided a platform where child handlers input their credentials. The data is then stored in a database from where information is made useful to baby day care administrators.
Specific objectives
To review challenges of recruiting.
To study similar systems.
To develop the data entry API.
To implement a data analysis, authentication and representation platform with the aid of a database software
To test the system
Justification
With the system, the baby care facilities are guaranteed of access to reliable and up to date data services concerning the status of their potential employees. In case of credibility issues, the baby care facility will liaise with the system administrator for proper clarity of the employee’s portfolio and other supported document. Furthermore, there will be a digital certificate that will be authenticated and displayed to the care givers as a proof that the employee is certified to handle the preschool infants.
This system will aid in eliminating off ‘junk’ or non-credible employees and promises multiple profit margins for the target market (the baby care business owners) by maximizing the resources of quality employees and boosting their public relation status as a business.
Scope/Delimitations of the Study
This project investigates an employee credibility solution for child care. The focus is on authenticating and validation of potential employee data using an online API where job seekers input their details. The data is then processed, and its findings delivered to subscribers i.e. child care business centres.
The business oriented goal is to facilitate or create a rapport between job seekers and their potential employee thus saving resources of time and money spent by the two parties in their specific endeavour.
It is important to note that the study targets baby care services only and shall not supplement other business-related cases such as digital marketing or any other job advertisement platform.
It is assumed that the network resources of internet connectivity, MYSQL database software and other computer APIs will be sufficient in undertaking the project.
CHAPTER 2: LITERATURE REVIEW
2.1. Introduction
This chapter expounds and reviews more on the proposed system that will provide a suitable user interface where child handlers input their credentials. Child handlers are persons who take care of the pre-school children in the child care facilities. To the baby care administrators, they are potential employees. The data and metadata about the child handler is stored in a MYSQL database from where information is made useful to baby day care administrators. The data is made simple and readily available to the potential users by the system administrator with special administrative privileges.
2.2. Existing challenges in recruiting of child handlers in a baby day care.
2.2.1. Parental challenges
Baby day care has become popular for most families living in the urban setting. With increased population in the major cities searching for greener pastures in terms of employment, more people are caught up in long working hours (on average 8 hours) per day. Therefore, families with pre-school children (mostly below the age of 5 years) seek alternative methods to ensure proper child care for their young ones while they work. Their choices are limited to hiring house helps or to take the children to day care centres. However, most parents have disregard for house helps due to increased cases of child abuse and their violation of rights by house helps. The excessive cost of living has made it difficult to hire a house keeper to take care of the child. There are also cases of increased theft by house helps who claim to be mistreated or underpaid by their employers. This has made most parents prefer baby day care over hiring a house help (Orengo & Obengi, 2014).The diagram below shows the percentage of children taken to baby day care.
Figure 1: percentage of children with selected school readiness skill
2.2.3. Challenge of Child handlers’ credibility during recruiting
Credibility is the quality of being trusted and believed in. Nowadays parents who take their kids to baby day care usually are not concerned to know what kind of people their kids spend their entire day with. They are not interested to know their qualifications and education background which enables them to be credible in their work. Most of the baby day care administrators do not look for employees who have good qualities for child-handlers job. Some of the attributes that the baby day care administrators should mostly concentrate on are such as age, gender, marital status, residence, number of children, family status and many more others. This will at least give them an idea of the personality of his employees.
2.2.4. Recruitment challenges
Nowadays, baby day care administrators offer jobs to almost anybody seeking employment. In the current system, they use the analogue/traditional method to recruit the workers and they do not consider details of qualifications. They invite anyone who is interested in the job by use of posters or by simply walking around to look for jobless people. Since formal education is only recognized from nursery school, almost anybody can seek employment in child care facilities.
According to (Mahan, 2012)any job that is interesting, stressful, low paying or lacking in promotion will have challenging time attracting the right people with the good qualities for that job.Also, cost has been a major factor since recruitment is expensive. Thus, every organisation must assess its cost involved in each proposed method of recruiting.
2.3. Existing recruiting systems
2.3.1. TRIS or total recruitment information system
TRIS one of the existing system for recruitment. It offers a platform that can track any job openings, employee’s details and contacts. Users then can be able to track applicants through many application processes. TRIS can import applicant CVs pass them to clients in a format that highlights relevant information. It then ranks the applicants according to their qualifications. This system is fully customisable and enforces good recruitment process. However,it is very expensive. (Hobes, 2017)
2.3.1. HRIS or human recruitment information system
HRISis also another existing system, it works more the same asTRIS, but it targets online workers. It allows applicants to send their credentials, it sorts them and then posts them to the type of job the applicants can do according to their details. Main advantages of using HRIS is that it reduces probability of errors. It also provides reusability and accessibility. However, HRIS has one disadvantage which is the system must be updated very well and data should be entered accurately otherwise it will break down making it too costly to manage it. (Mayhew, 2017)
The proposed system will work more the same as TRIS and HRIS, but it will be cheaper unlike the two, this will enable small organization to afford it. It will target small to medium-sized agencies like baby day cares. Data entered by different applicants will be stored in a database and will be made useful to authorised people like baby day care administrators. This system will also have a highest security possible, it will ensure that information is not redundant.
2.4. Architecture of the proposed system
The proposed system will feature three parts: A data input platform for the child handlers where they upload their CVs, their work experience documents, their certifications and other writings. The uploaded data will be sent to the database and organized into columns based on the best employee down to the under qualified employee. The organized data is then presented in form of a display screen that shows how proficient, licensed and qualified the employee is. The data may also be issued to the customer in event that he/she wants to know who is taking care of their child while they are at work.
Stop struggling with your academic work! Why not post your project and get 100% authentic work done at your price? Click the button below to choose your expert for free.
