International Journal of Scientific & Engineering Research Volume 9, Issue 4, April-2018 1117 ISSN 2229-5518 IJSER © 2018 http://www.ijser.org False-Skill Employment Management System Okoro U.R, Izang A.A, Damaru D.A, Onaolapo W.J and Osinaike O.E Abstract —There are several processes and technological tools used in hiring an employee and managing various skills. Recent advancement in employment technology and job search procedure has mandated a shift in paradigm for skill and competency management. Companies require specific level of competency in various types of skills. The competency level in any skill(s) categories can help employers to choose the right candidate for a vacancy. Several researches have shown that companies often find it difficult to properly verify or validate most applicant submission and hence hire job seekers based on their individual skills which are declared in submitted CVs. More than 75 percent of employers have once hired the wrong person(s) for a position and for every one ‘bad hire’, the companies lost $17,000 on average per year. Some professional career network such as LinkedIn and Jobcase do not auto-verify any skill-set added by a user or skill rating done by individuals. Therefore, there is need to have a closed system that can combact fasle skill decalartions and help the human resource department to identify the most qualified employee .The outcome of this paper called DEW is a web-base career network which proposes as skill market-place where both jobseekers and companies can create profiles while ensuring that skill(s) listed by jobseekers can be rated and published not only users but majorly by registered and verified companies. Professional Career Networks can adopt this strategy towards improving the employment technology for skill-set and competnecy level continuum. Keywords— Competency, Human Resource Information System (HRIS), Performance Management System (PMS), Skills Verification, ——————————  —————————— 1 INTRODUCTION he Human Resource Department of hiring companies are usually faced with the challenge of hiring the right jobseeker or job applicant with the right skills needed for whatever vacant positions they have to fill. Hence, interviews or assessment quizzes are held for such jobseekers to verify their competencies. HRM is a combination of people-oriented manage- ment practices that views employees as assets, not costs; and its main aim is to create and maintain a skillful and committed workforce to gain competitive advantage. The human re- sources management (HRM) is a relatively modern label for the ranges of themes and practices involved in managing peo- ple. In organizations today, “people” (workers) are critical fac- tors in its well-being. Since every organization is made up of people, hiring and maintaining good and qualified people is critical to the effectiveness or success of organization. For the fact that every organization is human oriented - a factor with- out which the organization is reduced to nothing - the process of acquiring human services, developing skills, motivating them and ensuring their loyalty in the organization are vital instrument for achieving organization objectives be it a public or private sector. [1] In today’s fast-paced world, things have become so much unpredictable and uncertain especially in areas of rapid and radical technological development which focus more on com- puterization. Organizations must be engaged with tools that enhanceproper utilization of human resources and operations manner throughout the agency. Human Resource Mangement technology such as electronic recruitment and staffing systems meant to help to improve the efficiency and effectiveness of organizational management and operations. [2] It is therefore important that Human Resource Depart- ment hire qualified candidates via those technologies. This can only be achieved when there is strategy or system that can filter a false skill declaration providing a first-phase solution to false-skill declaration Professional Career Networks can be restructured using this strategy to verify and validate a skill- set and compentecy level supplied by an applicant. 2 PERFORMANCE MANAGEMENT SYSTEM A Performance Management System is designed to assist management and employees alike in communicating perfor- mance goals, sharing performance information on a regular basis, fostering learning and development, and exploring ca- reer opportunities. Performance management is a cycle of managing employee performance for success where goals are created, competen- cies are incorporated, and constructive feedback is provided for continuous improvement. Benefits of a Performance Management System include [3]: i. Creates a high-performance organization and profes- sion ii. Establishes a clear link between organizational and individual objectives iii. Encourages ongoing communication through coach- ing and meaningful feedback to employees iv. Encourages discussion and development of compe- tencies through training v. Recognizes exemplary performance and accomplish- ments. Integrating competencies within the performance manage- ment process provides feedback to employees not only on “what” they have accomplished (i.e. performance goals), but T ———————————————— • Okoro U.R holds a Ph.D in Computer Science (MIS) from Babcock University, Ilishan-Remo Ogun State. PMB 21244 Ikeja Lagos. E-mail: okororaymond1@gmail.com • Izang A.A is a PostGraduate Student in Babcock University, Ilishan-Remo Ogun State. PMB 21244 Ikeja Lagos. E-mail: aaronizang89@gmail.com • Damaru D.A, Onaolapo W.J and Osinaike O.E are all Computer Information System undergraduates in Computer Science Department, Babcock University. E-mail(s): damarudaniel@yahoo.com , wnnrjohnson@gmail.com , and osinaikeoe@gmail.com respectively IJSER