Design And Implementation Of University's Personnel Recruitment System Based On B/S Structure

The traditional recruitment requires recruiters to release their recruitment information on the newspapers, posts or social media and the applicants deliver their resumes to recruiters. And then the recruiters will inspect the applicants' qualifications, organize examinations and interviews. However, there're some limitations for the applicants to acquire the recruitment information. Meanwhile, for recruiters, they're overloaded in dealing with countless complicated tasks, such as qualification reviews and candidate selection. Furthermore, it will result in unnecessary waste of paper and expenditure.Owing to the rapid development of Internet, the online recruitment emerges and becomes popular nowadays. The current Chinese job websites, such as zhaopin.com, ganji.com, 58.com and 51 job.com, are able to provide mature services to most companies and public institutions. During the whole recruitment process, the job websites, as the agents, only function as messaging. They actually can only cater the common requirements of most recruiters. It's of impossibility for them to satisfy some individualized and characterized requirements, not to mention the more professional and stricter recruitment requirements of universities. Considering that the university recruitment work is highly professional, highly individualized and greatly overloaded, it's inevitable to make the recruitment e-enabled and networked in this big data era. And it's necessary to build a personnel recruitment system which fits universities' own features, meets their own requirements and actual situations.For universities' recruitment managers, they hope to establish a talent bank so that they can make effective selection, numerical statement and analysis. And as for applicants, they hope to track their job application progress, including qualification examination checking and test performance checking. Therefore, a good personnel recruitment system not only requires advanced management philosophy and establishment technology, but also need close communication and good interaction between recruiters and applicants. Taking the advantage of multiple years' experience, the author, according to the actual situation of this school, designs and implements a personnel recruitment system applied to universities based on B/S structure. The thesis studies the features of the personnel recruitment management of Jinhua Polytechnic, which mainly includes the analysis and study of the present recruitment management. And based on this study, the author designs and develops a a personnel recruitment system that fits the school's actual situation. And on the basis of the common problems prevailing among the present personnel recruitment systems, together with the advanced philosophy at home and abroad as well as the merits and demerits summarized after investigation, the thesis determines the functional and non-functional demands of the system via user and role analysis, business process analysis, business function analysis of registration, approval and management as well as non-functional analysis of security. Meanwhile, based on the demand analysis, the thesis also makes comprehensive and detailed design for the system, emphatically describes the design and implementation of user interface design, recruitment plan and position management, users' registration and application, resume management, recruitment approval management, statistic analysis as well as system configuration management. Once completed, the system will feature enforced authorization management, fitted nature for universities' personnel recruitment, friendly interface and easy operation. It will be applied to universities' recruitment or other similar recruitment and it will improve the recruitment management and efficiency of personnel departments.