Design and Implementation of Online Examination System For Staff Recruitment

DESIGN AND IMPLEMENTATION OF ONLINE
EXAMINATION SYSTEM FOR STAFF RECRUITMENT

CHAPTER ONE
INTRODUCTION
1.0 BACKGROUND OF THE STUDY
An online examination system for recruitment of staff is a
web application that establishes a network between the
organization and applicants. The organization enters on the site
the questions they want in the exam. These questions are
displayed as a test to the eligible students. The answers
inputted by the applicants are then evaluated and their score is
calculated and saved. The score then can be accessed by the
site to determine the passes students or to evaluate their
performance. Online Exams System provides the platform but
does not directly participate in, nor is it involved in any tests
conducted. Questions are posted not by the site, but users of
the site. According to Hsiao and Cho (2014), online
examinations are convenient, and fast. Online examination has
three main purposes:

1. To allow test-takers at different places to take the test at
the same time through the online examination website.
2. Through careful planning and proper coding, enable tests,
grading and to check results on the website.
3. To integrate database with the program, allowing
teachers easy addition of questions and creation of tests.
The formulation of questions for a test is often treated
with doubts and suspicions. In a typical online examination
system, the questions are strict and set with care. Although the
exam questions are in multiple choice format (objectives), the
questions are chosen at random. All students have the same
questions but the order of questions is different. Since the
order of the question differs on each computer, the motive in
students to cheat is reduced. Cheating at examinations is
unacceptable. It is common knowledge that people are likely to
cheat in a network environment but this is wrong as cheating at

examinations is unacceptable as it affects the fairness of an
examination. This situation implies that to overcome the
tendency to cheat is the major challenge in online
examinations. Despite the pitfalls, online examination is very
important and useful as it breaks the barrier of distance and
different geographical location. Applicants from all over the
world can access the system thereby giving the examiners a
good chance to identify highly intelligent prospective staff.
Every organization is made up of employees, and before
employees are recruited, information pertaining to them is
obtained, processed and analyzed after they have applied to
determine their qualification for employment into a given
position. For every position, there are certain skills and
qualifications needed. The performance of the individual is a
function of employee ability, motivation and opportunity (Boxall
& Purcell, 2003). Short-listing of employees also known as
Recruitment and selection, forms a core part of the central

activities underlying human resource management: namely, the
acquisition, development and reward of workers. It forms an
important part of the work of human resource managers or
designated specialists within work organizations. It has an
important role to play in ensuring worker performance and
positive organizational outcomes. It is often claimed that
selection of workers occurs not just to replace departing
employees or add to a workforce but rather to put in place
workers who can perform at a high level and demonstrate
commitment. A Recruitment is important for organizations since
it performs the essential function of drawing an important
resource, human capital, into the organization (Boxall & Purcell,
2003; Parry & Tyson, 2008;). It has a strategic aim as it
focuses on the need to attract high-quality people in order to
gain a competitive advantage (Parry & Tyson, 2008; Malinowski
et al, 2005). Recruiting people with the right abilities reinforces
the organizational goals (Boxall & Purcell, 2003). Conducting

examination before employees are recruited is very important
as their level of success in the exams will reflect their level of
competence or ability. Online examination widens the spectrum
for organizations to reach out to more applicants and to get the
best. It is on this premise that this research study is set to
examine the design and implementation of an online
examination system for recruitment of staff.
1.1 Statement of Problem
Many organizations do not have competitive personnel
and this negatively affects the productivity and image of the
organization. In addition, there is no effective structure to
recruit staff that is able to stand up to the responsibility of their
duties. Many organizations still adopt the manual method of
recruiting and the applicants are limited to those in their
immediate environment. Also, many applicants find it difficult to
get to the examination centers due to distance and high cost of

transportation. Organizations are unable to reach out to a wide
spectrum of applicants so as to be able to recruit the best
employees. The traditional examination for recruitment is
usually characterized by cheating which hampers the credibility
of recruited employees. There is need for a more effective
system that is able to reach out to a wider spectrum of
employees, breaking the barrier of distance and cost and
thereby promoting the recruitment of well qualified staff
1.3 Aim and Objective of the study
The following are the objectives of the study;
a. To design and implement an online examination system
for the recruitment of staff.
b. To identify the structure/characteristics of an online
examination system for staff recruitment.
c. To identify the benefits of an online examination system
for the recruitment of staff.

d. To find out the challenges/disadvantages of the adoption
of online examination system for the recruitment of staff.
1.4 Significance of the study
The significance of the study is that it will bring to light
the relevance of adopting online examination system for
employee short-listing or e-recruitment system and the need
for its adoption by organizations. It will help organizations solve
the present challenges they are facing in attracting eligible and
professional employees by providing a software system that
processes the application of different applicants. It will also
save them time and cost of recruiting. In addition, other
scholars seeking for valuable information on the subject will
find this research material relevant.
1.5 Scope of the Study

This study covers the design and implementation of an online
examination system for the recruitment of staff.
1.6 Organization of Research
This research work is organized into five chapters.
Chapter one is concerned with the introduction of the research
study and it presents the preliminaries, theoretical background,
statement of the problem, aim and objectives of the study,
significance of the study, scope of the study, organization of
the research and definition of terms.
Chapter two focuses on the literature review, the
contributions of other scholars on the subject matter is
discussed.
Chapter three is concerned with the system analysis and
design. It presents the research methodology used in the
development of the system, it analyzes the present system to
identify the problems and provides information on the

advantages and disadvantages of the proposed system. The
system design is also presented in this chapter.
Chapter four presents the system implementation and
documentation, the choice of programming language, analysis
of modules, choice of programming language and system
requirements for implementation.
Chapter five focuses on the summary, constraints of the
study, conclusion and recommendations are provided in this
chapter based on the study carried out.
1.7 Definition of Terms
Online: Refers to a system connected to the internet that can
be accessed remotely from any part of the world.
Examination: A test designed to assess somebody's ability or
knowledge in a particular subject or field
Employment – the condition of working for pay

Application - a formal and usually written request for
something such as a job, a grant of money, or admission to a
school or college
Short-list - to put somebody or something on a final list of
candidates for a position or award
Recruitment - to enroll somebody as a worker or member, or
to take on people as workers or members
Human resources - the field of business concerned with
recruiting and managing employees
Management - the organizing and controlling of the affairs of
a business or a sector of a business

CHAPTER TWO
LITERATURE REVIEW
2.0 Introduction
This chapter is concerned with the review of related
literature, the contributions of other researchers is examined in
this chapter. It looks at:
 The Need for employee recruitment using online
examination
 Steps involved in employee recruitment
 The concept of online examination
 System structure/characteristics of online examination
 Advantages of Using Online Examination System for
Employee Recruitment
 Disadvantages of Using Online Examination for Employee
Recruitment
2.1 The Need for Employee Recruitment Using Online
Examination
Organizations make use of e-recruitment because of
several reasons (Chapman & Webster, 2003). These include:
1. Cost Savings
2. Ease of Use for Candidates
3. Larger candidate pool
4. Ease of use for the organisation
5. Increasing the speed to hire
6. Success in finding candidates
7. Keeping ahead of competitors
P arry and Tyson (2008) studied the use and success of e-
recruitment methods in the UK. They conducted a six-year
survey and performed qualitative interviews among HR
managers. The survey had 25,224 respondents over the six
years, and represented 935 organizations per survey.

Interviews were held to supplement the survey data with a
more in-depth view. Fifteen qualitative interviews were
conducted with senior HR or resourcing managers responsible
for recruitment, and five additional interviews were conducted
with providers of online recruitment technology. They found
from research that cost effectiveness is the most important
reason (75%) mentioned by organisations, followed by ease of
use for candidates (64%), a larger candidate pool (53%) and
ease of use for the organisation (52%). Galanaki (2002)
performed a survey among a sample of 99 organisations, of
which 34 organisations responded. This research found similar
importance regarding reasons to use e-recruitment, like cost
effectiveness (46%), wide response rate (46%), reaching a
specific niche (42%) and reaching passive job seekers (38%).
Pin et al (2001) found, among 167 organisations, additional
support for time savings (64%), lower recruitment costs (51%)
and 24hrs a day, 7 days a week online (51%).

2.2 Steps involved in Employee recruitment
The recruitment process begins with the identification of
a vacancy whereafter the recruiter receives authorization to fill
in this vacancy (Chapman & Webster, 2003). In order to do so,
the vacant job needs to be carefully analyzed. Analyzing the job
might include determining the necessary knowledge, skills, and
experience required to perform the job appropriately and
defining the required specifications. After identifying and
analyzing a vacancy, it can be placed in, for example,
newspapers or other media sources. Applicants can apply for
vacancies by using the internet. Likewise, further
correspondence between organization and applicant depends
on the internet to a large extent. Cappelli (2001) describes the
recruitment process in three steps. First, candidates need to be
attracted. This concerns using the organization’s reputation,
product image, online technology and other methods to draw
as many potential applicants as possible to the organization’s

website. On the website, organizations can reinforce their
human resources brand and provide information about jobs and
working conditions. The second step in this process is sorting
applicants. This relates, for example, to employing
sophisticated, standardized online tests to screen candidates,
and winnowing the applicant pool to a manageable number.
Third, the contacts need to be managed quickly. Due to the use
of the internet, organizations are able to respond more quickly
to a desirable candidate. An e-recruitment process follows
ideally from a systematic human resource planning process,
whereby an organization analyses and plans for the flow of
people into, through, and out of the organisation (Chapman &
Webster, 2003). Yet, there is a fourth step, which does not
belong necessarily to e-recruitment but to every recruitment
process. This concerns closing the deal (Cappelli, 2001). It
refers to making the phone call, setting up the meeting and
shaking the hand. From this description, one can notice that
the e-element is absent. In this way, Cappelli (2001) highlights
the importance of the human touch at the end of the
recruitment process. According to him, human touch is
increasingly neglected in e-recruitment processes but remains
very crucial.
2.3 The Concept of Online Examination
In future, the internet world will have an even closer
relation with our daily lives, online teaching and online
examination are the direction towards which the academic
circle will move. An online examination syatem does not have
the limitation of time and place. Users can arrange their
examination time in accordance to the progress of their lesson.
Since the test is graded by computers, time which would have
been required for manual marking and grading is saved. Test
takers can check the test solutions immediately after the test,
thus letting candidates know their mistakes and work to correct
them.
2.4 System Structure/Characteristics of Online Exams
the online examination system employs web-interface
that people are familiar with (London, Sherry and London, Dan
(2001)). It is also easy to operae so that people can easily learn
to sue the system (Mohler, James among which, teacher area
and student area are the primary areas. These two primary
areas are explained in detail in following sub-sections.
2.5 Advantages of Using Online Examination System
for Employee Recruitment
It has a strategic significance as it puts emphasis on the
need to attract high-quality people in order to gain a
competitive advantage (Parry & Tyson, 2008; Malinkowski et al,
2005).
“To ensure successful application management for the applicant
and for us as the company, it is vital to have a transparent
system of job listings and interested candidates. To guarantee
transparency, we need an application management system that
all personnel departments can efficiently and independently
access. It would be impossible to ensure this type of access at
a company as large as Deutsche Post World Net with resume
folders and e-mail applications. That is why we work strictly
with online applications (Website Deutsche Post).”
A second outcome of successful implementation online
examination for recruitment concerns productivity benefits of e-
recruitment. These are widely discussed in the literature. If e-
recruitment is successfully implemented, it might lead to
efficiency advantages like cost reduction and time saving
(Cappelli, 2001) shows that lowering recruitment costs is the
number two advantage of e-recruitment. 51 % of their

respondents perceived cost savings as an advantage. Time
saving include job posting and processing time, which can be
reduced by e-recruitment (Jones et al, 2002). Job postings,
applicant response, and processing of résumés can be done
faster (Pin et al, 2001). Next to that, the immediacy of listing
reduces the time taken for recruitment to remove quality job
candidates from circulation before other competitors have the
opportunity to act (Jones et al, 2003). This affects the hiring
cycle. Time saving advantages also influence cost reduction.
Finally, e-recruitment system quality. Regarding to this
construct, interviewees perceived the system to be relevant.
The system provides users several tools through which they
can perform and structure their recruitment process. The online
test or exams is an integral part of the system.
The SAP E-recruiting Business Case (2004) describes, among
other things, the initially expected benefits of the system.
These benefits include, first of all, decreasing recruitment costs

by matching supply and demand, proactive recruitment of
personnel, decreasing the turnaround time of the recruitment
process, and purposeful use of recruitment channels. Secondly,
the new system was expected to reduce the turnaround time
from 90 to 50 days. Finally, the time spent on resume handling
was to be decreased by at least 2.5 hours per resume
2.6 Disadvantages of Using Online Examination for
Employee Recruitment
Although there are aspects that influenced e-recruitment
using online examination in a positive way, the new technology
also contributed negatively to the quality of the recruitment
process. Due to the increased administrative burden, there is
less time left to perform the key activity of recruitment,
recruiting potential employees. Another issue concerns the
user-friendliness of the system. Because of its time-consuming
and cumbersome design, e-recruitment requires users to

perform many tasks and to perform illogical work processes.
Yet, as recruiters state that this is a disadvantage, they
perceive it is more worse that the system is applicant
unfriendly. This refers to the system’s extensive nature, to the
ease of understanding of the system, and the effort required of
applicants.
The system is actually programmed and may fail to see
other areas of strength the applicants have as opposed to the
manual method of recruitment.

CHAPTER THREE
SYSTEM ANALYSIS AND DESIGN
3.0 Introduction
This chapter takes an overviews on the system design
and the entire research work, it is important to note that a
poorly designed system will equally produce an incorrect output
as such this chapter presents a skeletal approach to the design
of the entire system.
3.1 Analysis of the present system
System analysis has to do with examining a system in
order to understand its step by step operations so as to identify
its benefits and areas of limitation that require improvements.
In the existing system, the staff recruitment was still manually
achieved. The average results and grading is manually
computed.
3.1.1 Method of operation
The system being manual has no technical operation, the
applicants pick of a form which is filled, submitted and the
recruitment examnation is conducted for that applicant. Scores
are gotten from the conducted recruitment examination which
is computed manually as well the grading of the applicant.
3.1.2 Design tools of present system
The present system is manual and has no design it relies
on the intellect of does who do the computing, though
spreadsheet applications like Microsoft excel can be use for the
computing.
Characteristics
1. Manual mode of conducting the recruitment examination
2. Manual mode of computing the results of the recruitment
examination
Advantages
1. Exams could be monitored properly
2. Cost Savings
3. Ease of Use for Candidates
Disadvantages
1. Process taking before admitted for an recruitment
examination
3.2 Weakness of the present system
The problems of the existing system includes; it is time
consuming, errors in computation is very common, it is
inefficient, reports of results cannot be easily retrieved.
3.3 Research Methodology
A software development methodology or system
development methodology is a frame work that is used to
structure, plan and control the process of developing an

information system. The methodology employed for the
development of the system is the spiral development. The
spiral development model comprises the elements of both
design and prototyping. The model has four stages namely:
- Planning
- Analysis
- Evaluation
- Development
The data used for the development of the research was
gotten from the internet, textbooks and articles. The
contributions of other researchers on the subject were
examined so as to gather relevant information. The case study
also provided useful information for the development of the
system.
3.3.1 Sampled population

Staff go through a process before they obtain a job in a
company, hence having experience recruitment. This staff both
does who where successful and does who were not form the
sample population.
3.3.2 study hypothesis
Staff recruitment can be more efficient with an online
recruitment examination system.
3.3.3 Data collection method
Data collection method includes investigation of the
existing system conduction of interviews and online research
consigning the topic
3.4 Design Languages, Tools and techniques of
proposed system
3.4.1 Java
Java is an object oriented programming language that
use to create desktop and web based applications. A lot of
applications are design with java
3.5 Analysis of the proposed system
The proposed system is such that staff recruitment for
the case study will be carried out effectively on the internet in
order to save time and also to bring fairly to qualified
candidates.
3.5.1 Method of Operation
Users of the system would first of all register giving them
a user name and password which they can use to log into the
system, an exam ID is generated for anybody who will write
the recruitment exams
3.5.2 Significance of the proposed system

Advantages of the proposed system
The advantages of the proposed system include; it will save
time, minimize computation errors and also help the staffs to
recruit the right personnel for the organization.
Disadvantages of the Proposed System
The disadvantages of the proposed system includes the
following; users must be computer literate, it cannot be used
without a computer system and electricity, it is susceptible to
virus attack, unauthorized access can be gained to alter
information.
3.6 Objectives of proposed system
This project is aimed at making job recruitment faster and
improve the mode of conducting staff recruitment examination
3.7 Design of the proposed system

The system design pertains to the layout of the system
and it consists of the input and output layout.
3.7.1 Input Design
The system takes in several inputs including information
about the applicant to write the recruitment examination, the
question to be asked in the examination and the answers
provided by the applicant.
Last Name
First Name
Other Name
Qualification
Date Of Birth
State Of Origin
L.G.A Of Origin
Phone No.
Email Address
Cancel Save
3.8 Functionality of the system (use case diagram)
Fig 2 Use Case Diagram
3.9 Key Players of the Proposed system
The key players of the system includes
1. Software
2. Hardware
3. Data
4. Procedures
5. People
3.10 Findings
From the analysis of data presented above, it is quite
clear that recruitment and selection exercises in the Public
Service are not conducted annually or biannually but when the
need arises. The need may arise when people go on
retirement, quit the service as a result of gaining better
employment elsewhere or due to disciplinary measures. Again,
the need may also arise due to some highly placed persons
mounting pressure. Due to some political, ethnic or religious
consideration. In such cases, vacancies may be created.

CHAPTER FOUR
IMPLEMENTATION AND DOCUMENTATION
4.0 Introduction
This chapter presents the system flow chart, analysis of
modules, choice of programming language and programming
environment.
4.1 System Design Diagram
MENU
REGISTRATION ADMIN EXIT

EXAMINATION
CANCEL LOGIN EXAMS RESULT YES
SUBMIT START EXAMS UPDATE QUESTIONS

CLOSE CLOSE CLOSE NO
4.2 SYSTEM SPECIFICATION
The system specification used for the development of the
application is windows 7 operating system. The hardware
requirements are;
- Pentium iv computer system
- Super video graphic array monitor
- 512 MB RAM
- Keyboard
- Mouse
- Uninterruptible power supply (UPS)
The software requirements are:
- Microsoft Visual Basic 6.0
- Microsoft Access 2003
4.3 JUSTIFICATION OF PROGRAMMING LANGUAGE
USED
The programming language chosen for the development
of the system is visual basic 6.0. The language was chosen
because it enables the creation of applications with a graphical
user interface, containing controls such as text fields, combo
box, labels, command buttons etc.
TEST RUN
Implementation is the process of replacing the old system
with the new system. There are four different ways of replacing
the old system with the new system. The reasons for choosing
one implementation type over another depend upon; how
quickly must the changeover happen? How important is it to
prevent data loss? What will the cost of the changeover be?
Direct changeover: In this system the old system is no
longer available and everything must run on the new system.
Problems with the new system can cause major problems for
the business, only suitable for non-critical systems.

Phased implementation: Takes longer to complete the
implementation but the risks to the business are less than for
direct changeover. The new system can be split into separate
working parts e.g. sales, marketing, payroll etc. part of the old
system is replaced with the new one until the replaced part is
working properly. Continue the process until the entire old
system has been replaced by the new system.
Parallel Running: Highly fault tolerant, new system and the
old system are used with extra staffs recruited to run the new
system but it is very expensive. Both systems continue to run
until the new system is working properly then the old one is
discarded.
Pilot Running: If the business has many different offices or
sites then this is an option. One single site is chosen and the
old system is replaced with the new system in the same way as
direct changeover but only on one site, the rest of the business
continue to use the old system. Once the new system is shown
to work well in that one ‘pilot’ site then the new system can
replace the old one in the rest of the company.
The system implementation method recommended and
chosen by the system developer is the parallel running so as to
prevent data loss.

CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.0 Introduction
This chapter presents the summary, conclusion,
constraints of the study and offers useful recommendations.
5.1 Constraints of the study
In carrying out the research work, some challenges were
faced that limited the study such as:
Time: The time given for the completion of the research work
was too short hence the researcher had speed up the research
work to meet up and this has an impact on the study.
Limited Materials: few materials were found pertaining to the
research area and this limited the bulk of the literature review.
Finance: The high cost of textbooks, internet browsing and
transportation to different libraries to gather materials stood as
a constraint to the research work.
5.2 Summary
Recruitment and selection of staff, forms a core part of
the central activities underlying human resource management
and it involves: namely, the acquisition, development and
reward of workers. It forms an important part of the work of
human resource managers – or designated specialists within
work organizations. It has an important role to play in ensuring
worker performance and positive organizational outcomes.
Basically, for an organization to get competent employees they
need to be tested. Organizations have taken advantage of the
internet to aid their recruitment process. Online examination
system for recruitment of staff is a web application that
establishes a network between the organization and applicants.

The organization enters on the site the questions they want in
the exam. These questions are displayed as a test to the
eligible applicants. The results of the test or exam is computed
and displayed in real time.
5.3 Conclusion
It is very important for organizations to take advantage of
the internet and adopt online examination system for the
recruitment of staff. This will increase their chances of getting
competent employees and also eliminate the barrier of distance
and bias in recruitment of employees.
5.4 Recommendations
The following recommendations are made based on the
findings of the research work:

i. IT professionals such as computer programmers, web
designers and database administrators should be
employed.
ii. Recruitment of staff should be computerized
iii. Professionals experienced in the development of online
recruitment and examination systems should be consulted
for guidelines.
iv. Staff in the recruitment unit should be sent for advanced
training to learn how to develop and maintain online
examination system for staff recruitment.

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APPENDIX C
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<span class="auto-style7">Registration</span></strong></a></div>

<a href="Online_exam/exams.exe" class="auto-style5"><strong>
<span class="auto-style7">Exam</span></strong></a></div>

<a href="Online_exam/admin.exe" class="auto-style5"><strong>
<span class="auto-style7">Admin</span></strong></a></div>
<strong>Design And Implementation of An Online Examination for Staff
Recruitment System</strong></div>
<div id="layer10" style="position: absolute; width: 755px; height: 118px; z-
index: 10; left: -3px; top: -15px">
<img alt="" height="119" src="images/imyddages.jpg" width="758"
/></div>
index: 11; left: 743px; top: -18px">
<img alt="" class="auto-style9" height="119" src="images/imagyjges.jpg"
width="599" /></div>
index: 12; left: 1090px; top: 152px">
<img alt="" height="320" src="images/images.jpg" width="245" /></div>
<img alt="" height="153" src="images/imagennbs.jpg" width="480"
/></div>
<img alt="" height="154" src="images/imvxvccages.jpg" width="396"
/></div>
</body>
</html>
JAVA CODE
/*
* To change this template, choose Tools | Templates
* and open the template in the editor.
*/
/*
* qdb.java
*
* Created on 16-Aug-2014, 09:25:31
*/
package dbase;
import java.awt.Window;
import java.sql.Connection;
import java.sql.DriverManager;
import java.sql.SQLException;
import java.sql.Statement;
import java.sql.ResultSet;
import javax.swing.JFrame;
import javax.swing.JOptionPane;
import javax.swing.JScrollPane;
import javax.swing.JTable;
import javax.swing.table.DefaultTableModel;
import javax.swing.table.TableRowSorter;
/**
*
* @author Ukana
*/
public class qdb extends javax.swing.JFrame {
Connection con;
Statement stmt;
ResultSetrs;
intcurRow = 0;
/** Creates new form qdb */

public qdb() {
initComponents();
DoConnect();
}
//rs.next( );
rs.first( );
String eq1 = rs.getString("q1");

String ea1 = rs.getString("a1");
a1.setText(ea1);
a2.setText(ea2);
a3.setText(ea3);
a4.setText(ea4);
a5.setText(ea5);
a6.setText(ea6);
a7.setText(ea7);
a8.setText(ea8);
a9.setText(ea9);
a10.setText(ea10);
//rs.insertRow( );
stmt.close( );
rs.close( );
con.close();
} catch (SQLException ex) {
System.out.println("Connect failed ! ");
}
////option b ==========================================
try {
Connection con = DriverManager.getConnection(connectionURL);
stmt = con.createStatement( ResultSet.TYPE_SCROLL_INSENSITIVE,
ResultSet.CONCUR_UPDATABLE );
String SQL = "SELECT b1, b2, b3, b4, b5, b6, b7, b8, b9, b10 FROM optionb";
rs = stmt.executeQuery( SQL );
//rs.next( );
rs.first( );
String eb1 = rs.getString("b1");
b1.setText(eb1);
b2.setText(eb2);
b3.setText(eb3);
b4.setText(eb4);
b5.setText(eb5);
b6.setText(eb6);
b7.setText(eb7);
b8.setText(eb8);
b9.setText(eb9);
b10.setText(eb10);
//rs.insertRow( );
stmt.close( );
rs.close( );
con.close();
}
//////option c
====================================================
try {
String SQL = "SELECT c1, c2, c3, c4, c5, c6, c7, c8, c9, c10 FROM optionc";
//rs.next( );
rs.first( );
String ec1 = rs.getString("c1");

c1.setText(ec1);
c2.setText(ec2);
c3.setText(ec3);
c4.setText(ec4);
c5.setText(ec5);
c6.setText(ec6);
c7.setText(ec7);
c8.setText(ec8);
c9.setText(ec9);
c10.setText(ec10);
//rs.insertRow( );
stmt.close( );
rs.close( );
con.close();
}
}
/** This method is called from within the constructor to

* initialize the form.
* WARNING: Do NOT modify this code. The content of this method is
* always regenerated by the Form Editor.
*/
@SuppressWarnings("unchecked")
// <editor-fold defaultstate="collapsed" desc="Generated Code">
private void initComponents() {
setDefaultCloseOperation(javax.swing.WindowConstants.EXIT_ON_CLOSE);
addWindowListener(new java.awt.event.WindowAdapter() {
public void windowActivated(java.awt.event.WindowEventevt) {
formWindowActivated(evt);
}
});
jPanel1.setBorder(javax.swing.BorderFactory.createLineBorder(new
java.awt.Color(-16777216,true), 6));
jLabel18.setText("b.");
jLabel19.setText("a.");
jLabel20.setText("c.");
javax.swing.GroupLayout jPanel1Layout = new

javax.swing.GroupLayout(jPanel1);
jPanel1.setLayout(jPanel1Layout);
jPanel1Layout.setHorizontalGroup(
jPanel1Layout.createParallelGroup(javax.swing.GroupLayout.Alignment.LEADI
NG)
.addGroup(jPanel1Layout.createSequentialGroup()
.addGap(15, 15, 15)
.addGroup(jPanel1Layout.createParallelGroup(javax.swing.GroupLayout.Alignm
ent.TRAILING)
ent.LEADING)
.addComponent(jLabel1)
.addComponent(jLabel2, javax.swing.GroupLayout.PREFERRED_SIZE, 26,
javax.swing.GroupLayout.PREFERRED_SIZE)
javax.swing.GroupLayout.PREFERRED_SIZE))
.addGap(18, 18, 18))
.addGap(8, 8, 8))
ent.TRAILING)
.addPreferredGap(javax.swing.LayoutStyle.ComponentPlacement.RELATED)))
ent.LEADING)
.addComponent(a1, javax.swing.GroupLayout.PREFERRED_SIZE, 113,
.addGap(26, 26, 26)
.addPreferredGap(javax.swing.LayoutStyle.ComponentPlacement.UNRELATED
)
.addComponent(b1, javax.swing.GroupLayout.PREFERRED_SIZE, 127,
.addPreferredGap(javax.swing.LayoutStyle.ComponentPlacement.RELATED, 33,
Short.MAX_VALUE)
)
.addComponent(c1, javax.swing.GroupLayout.PREFERRED_SIZE, 130,
.addComponent(q1, javax.swing.GroupLayout.DEFAULT_SIZE, 468,
Short.MAX_VALUE)
.addComponent(q2, javax.swing.GroupLayout.Alignment.TRAILING,
javax.swing.GroupLayout.DEFAULT_SIZE, 468, Short.MAX_VALUE)
.addGroup(javax.swing.GroupLayout.Alignment.TRAILING,
jPanel1Layout.createSequentialGroup()
.addGap(33, 33, 33)
)
,
);
jPanel1Layout.setVerticalGroup(
NG)
.addGap(20, 20, 20)
ent.BASELINE)
.addComponent(q1, javax.swing.GroupLayout.PREFERRED_SIZE,
javax.swing.GroupLayout.DEFAULT_SIZE,
.addComponent(jLabel1))
.addGap(26, 26, 26)
SIZE)
.addGap(32, 32, 32)
ent.BASELINE)
.addGap(28, 28, 28)
ent.BASELINE)
.addComponent(c2, javax.swing.GroupLayout.PREFERRED_SIZE,
.addComponent(a2, javax.swing.GroupLayout.PREFERRED_SIZE,
.addComponent(b2, javax.swing.GroupLayout.PREFERRED_SIZE,
Short.MAX_VALUE)
ent.BASELINE)
.addGap(35, 35, 35)
ent.BASELINE)
.addGap(30, 30, 30)
ent.BASELINE)
.addGap(38, 38, 38)
ent.BASELINE)
.addGap(38, 38, 38)
ent.BASELINE)
.addGap(32, 32, 32)
ent.BASELINE)
.addGap(45, 45, 45))
);
jPanel2.setBorder(javax.swing.BorderFactory.createLineBorder(new
java.awt.Color(-16777216,true), 6));
jLabel6.setText("6. ");
jLabel7.setText("7.");
javax.swing.GroupLayout jPanel2Layout = new

javax.swing.GroupLayout(jPanel2);
jPanel2.setLayout(jPanel2Layout);
jPanel2Layout.setHorizontalGroup(
NG)
.addContainerGap()
ent.TRAILING)
.addGap(12, 12, 12))
.addPreferredGap(javax.swing.LayoutStyle.ComponentPlacement.RELATED))
))
ent.TRAILING)
))
))
)))
ent.LEADING)
.addGap(28, 28, 28)
)
.addGap(32, 32, 32)
)
.addComponent(c10, javax.swing.GroupLayout.DEFAULT_SIZE, 148,
Short.MAX_VALUE))
.addGap(29, 29, 29)
)
.addGap(33, 33, 33)
)
Short.MAX_VALUE))
.addGap(28, 28, 28)
)
.addGap(33, 33, 33)
)
Short.MAX_VALUE))
.addGap(30, 30, 30)
)
.addGap(33, 33, 33)
)
Short.MAX_VALUE))
.addGap(28, 28, 28)
)
.addGap(33, 33, 33)
)
Short.MAX_VALUE)))
.addContainerGap())
);
jPanel2Layout.setVerticalGroup(
NG)
.addGap(20, 20, 20)
ent.BASELINE)
.addGap(26, 26, 26)
ent.BASELINE)
.addGap(32, 32, 32)
.addGap(27, 27, 27)
ent.BASELINE)
Short.MAX_VALUE)
ent.BASELINE)
.addGap(33, 33, 33)
ent.BASELINE)
.addGap(32, 32, 32)
ent.BASELINE)
.addGap(34, 34, 34)
ent.BASELINE)
.addComponent(jButton8)))
.addContainerGap(16, Short.MAX_VALUE))
);
java.awt.DimensionscreenSize =
java.awt.Toolkit.getDefaultToolkit().getScreenSize();
setBounds((screenSize.width-1225)/2, (screenSize.height-663)/2, 1225, 663);
}// </editor-fold>
private void jButton5ActionPerformed(java.awt.event.ActionEventevt) {

// TODO add your handling code here:
new resultdb().setVisible(true);
String connectionURL = "jdbc:derby:onlinedb/exams";

try {
con = DriverManager.getConnection(connectionURL);
String SQL = "SELECT q1, q2, q3, q4, q5, q6, q7, q8, q9, q10 FROM
questions";
rs.moveToInsertRow( );
rs.updateString("q1", c1.getText());
rs.insertRow( );
stmt.close( );
rs.close( );
JOptionPane.showMessageDialog(qdb.this, "Saved");
}
catch (SQLException err) {
System.out.println(err.getMessage() );
}

String createString = "CREATE TABLE exscores (exam_idvarchar(100),
name varchar(100), escore varchar(100))";
try {
if (con != null){
//con = DriverManager.getConnection(connectionURL);
Statement stmt = con.createStatement();
stmt.executeUpdate(createString);
System.out.println("Connected to database- exams");
}
}

//queations
================================================
try {
String SQL = "SELECT q1, q2, q3, q4, q5, q6, q7, q8, q9, q10 FROM questions";
//rs.next( );
String qq1 = q1.getText();

//int rid = rs.getRow();

//intrrid = rid + 1;
rs.first();
rs.updateString("q1", qq1);
rs.updateRow( );
stmt.close();
rs.close();
//con.close();
//JOptionPane.showMessageDialog(qdb.this, "Updated");
}
}
// OPTION A
================================================
try {
String SQL = "SELECT a1, a2, a3, a4, a5, a6, a7, a8, a9, a10 FROM optiona";
//rs.next( );
String aa1 = a1.getText();


rs.first();
rs.updateString("a9", aa9);
rs.updateString("a10", aa10);
rs.updateRow( );
stmt.close();
rs.close();
//con.close();
}
}
// OPTION B
=====================================================
try {
);
String SQL = "SELECT b1, b2, b3, b4, b5, b6, b7, b8, b9, b10 FROM optionb";
//rs.next( );
String bb1 = b1.getText();

rs.updateString("b10", bb10);
rs.updateRow( );
stmt.close();
rs.close();
//con.close();
}
}
//OPTION C
=========================================
try {
String SQL = "SELECT c1, c2, c3, c4, c5, c6, c7, c8, c9, c10 FROM optionc";
//rs.next( );
String cc1 = c1.getText();


rs.first();
rs.updateString("c1", cc1);
rs.updateRow( );
stmt.close();
rs.close();
//con.close();
JOptionPane.showMessageDialog(qdb.this, "Updated");
}
}

try {
//stmt.close();
//rs.close();
String SQL = "SELECT name, address, phone_no, email, quali, gender,
dob, password, exam_id FROM rct1";
DefaultTableModel model = new DefaultTableModel();
model.addColumn("NAME");
model.addColumn("ADDRESS");
model.addColumn("PHONE_NO");
model.addColumn("EMAIL");
model.addColumn("QUALIFICATION");
model.addColumn("GENDER");
model.addColumn("DOB");
model.addColumn("PASSWORD");
model.addColumn("EXAM_ID");
while ( rs.next( ) ) {
model.addRow(new Object[] { ename, eaddress, ephone, eemail, equali, egender,
edob, epword, eexam });
}
JFrame f = new JFrame();
f.setSize(1200, 300);
f.add(new JScrollPane(table));
f.setVisible(true);
//Dimension dim = Toolkit.getDefaultToolkit().getScreenSize();
f.setLocationRelativeTo(null);
//f.setLocation(dim.width/2 - f.getSize().width/2, dim.height/2 -
f.getSize().height);
try {
if (! table.print()) {
System.err.println("User cancelled printing");
}
} catch (java.awt.print.PrinterException e) {
System.err.format("Cannot print %s%n", e.getMessage());
}
//else {
//rs.previous( );
//JOptionPane.showMessageDialog(dbform.this, "End of File");
//}
}
JOptionPane.showMessageDialog(qdb.this, err.getMessage());
}
}

String connectionURL = "jdbc:derby:onlinedb/exams;create=true";
try {
if (con != null){
System.out.println("Connected to database- uksoft");

}
}
}

new form2().setVisible(true);
}
private void formWindowActivated(java.awt.event.WindowEventevt) {

Design and Implementation of Online Examination System For Staff Recruitment

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Design and Implementation of Online Examination System For Staff Recruitment

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DESIGN AND IMPLEMENTATION OF ONLINE

EXAMINATION SYSTEM FOR STAFF RECRUITMENT

1.0 BACKGROUND OF THE STUDY

An online examination system for recruitment of staff is a

web application that establishes a network between the

organization and applicants. The organization enters on the site

the questions they want in the exam. These questions are

displayed as a test to the eligible students. The answers

inputted by the applicants are then evaluated and their score is

calculated and saved. The score then can be accessed by the

site to determine the passes students or to evaluate their

performance. Online Exams System provides the platform but

does not directly participate in, nor is it involved in any tests

conducted. Questions are posted not by the site, but users of

the site. According to Hsiao and Cho (2014), online

examinations are convenient, and fast. Online examination has

three main purposes:

the same time through the online examination website.

2. Through careful planning and proper coding, enable tests,

grading and to check results on the website.

3. To integrate database with the program, allowing

teachers easy addition of questions and creation of tests.

The formulation of questions for a test is often treated

with doubts and suspicions. In a typical online examination

exam questions are in multiple choice format (objectives), the

questions are chosen at random. All students have the same

questions but the order of questions is different. Since the

order of the question differs on each computer, the motive in

students to cheat is reduced. Cheating at examinations is

unacceptable. It is common knowledge that people are likely to

cheat in a network environment but this is wrong as cheating at

examination. This situation implies that to overcome the

tendency to cheat is the major challenge in online

examinations. Despite the pitfalls, online examination is very

important and useful as it breaks the barrier of distance and

different geographical location. Applicants from all over the

world can access the system thereby giving the examiners a

good chance to identify highly intelligent prospective staff.

Every organization is made up of employees, and before

employees are recruited, information pertaining to them is

obtained, processed and analyzed after they have applied to

determine their qualification for employment into a given

position. For every position, there are certain skills and

qualifications needed. The performance of the individual is a

function of employee ability, motivation and opportunity (Boxall

& Purcell, 2003). Short-listing of employees also known as

Recruitment and selection, forms a core part of the central

acquisition, development and reward of workers. It forms an

important part of the work of human resource managers or

designated specialists within work organizations. It has an

important role to play in ensuring worker performance and

positive organizational outcomes. It is often claimed that

selection of workers occurs not just to replace departing

employees or add to a workforce but rather to put in place

workers who can perform at a high level and demonstrate

commitment. A Recruitment is important for organizations since

it performs the essential function of drawing an important

resource, human capital, into the organization (Boxall & Purcell,

2003; Parry & Tyson, 2008;). It has a strategic aim as it

focuses on the need to attract high-quality people in order to

gain a competitive advantage (Parry & Tyson, 2008; Malinowski

et al, 2005). Recruiting people with the right abilities reinforces

the organizational goals (Boxall & Purcell, 2003). Conducting