Manpower Management System:
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Manpower agency is facing the problem of managing a flow of applications for jobs. Without a proper electronic system CVs of credible applicants are lost, and when these are field in hard copies they are not easily accessible if there is a need to identify potential candidates.
The CV Bank management system enables an HR unit to retain these job applications with minimal data entry requirement. Key metadata is created to allow for precise identification of potential candidates that matches the job opening.
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| 1. CV Bank Management Systems |
- Applicants submit CV for jobs.
- Their CVs are submitted through agency, individually, or through other contact persons.
- Human resource department files all CVs received by the company.
- HR department short lists the CVs of suitable candidate, based on their skills that meet current jobs or prospective jobs. Those CVs not suitable are filled in a rejected file.
- In order to computerise the CV management task, the HR department will need to identify and set up a minimum set of critical data fields in order to enable management identify CVs for short listing and job placement.
- Accounts can be maintained for unlimited branch from one interface
- This will provide for metadata of CVs for precise identification of potential candidates that matches the job vacancy.
- The key metadata (critical data fields) may constitute:
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| - job category or position applied for |
- passport date of issue |
| - name |
- passport date of expiry |
| - father’s name |
- education qualification (may be multiple entry with name of
board/institution, year of passing, class/division, educational degree) |
| - nationality |
- training (may be multiple entry with institution name, degree, passing
year, class ) |
| - marital status |
- language |
| - date of birth |
- number of years of relevant experience for the job |
| - gender (male/female) |
- overseas experience |
| - height |
- grade assigned |
| - weight |
- remark/note |
| - religion |
- selection authority |
| - present address |
- applicant’s photo |
| - permanent address |
- CV attachment |
| - origin home district |
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| - passport number |
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- The candidates will be able to submit their up-to-date information (returning date, comments).
- HR department will create job specification and employment benefits as offered by the overseas employers as follows:
| - company name where to be employed |
- occupational category |
| - job position |
- job description and responsibilities |
| - working hours |
- contract period |
| - eqama |
- salary/remuneration |
| - food |
- accommodation |
| - medical |
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HR management will shortlist applicants as per criteria based on the requirement of the job. Search can be performed as follows:
| (a) Sort by job category and score point, or |
| (b) By years of experience, training institution, educational qualification, or |
| (c) By introducing recruitment agency/year, or |
| (d) By origin of home district, or |
| (e) By gender. |
- After short listing of suitable candidates for the required job the HR department may arrange for viva/interview of the selected candidates.
- CVs of the applicants will be maintained according to the following status:
- Selected.
- Prospective
- Rejected.
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