Secured Framework to Avoid Forgery in Hr Consultancy

In a complex recommended system for job seekers online recruiting websites are present. Another way is real time consultancy services. The real-time consultancies are bridge between job seeker and company. Consultancies forward job seekers resumes to the company for interview scheduling. But there is problem in Consultancy services. Consultancy employees forward same resumes to the different companies and earn money from different companies.In this system consultancy employee working is tracking by software. This software gets details information about the employee downloading. The consultancy employee downloads resume from different online websites and forward to the company. The messaging system is use for sending alert to the job seeker.

I. INTRODUCTION

Two important functions of human resource management are recruiting the candidates and selecting them. Recruitment is the first stage in the process.

Recruitment and selection can play a pivotally important role in shaping an organization’s effectiveness and performance, if work organizations are able to acquire workers who already possess relevant knowledge, skills and aptitudes and are able to make an accurate prediction regarding their future abilities. Recruitment also plays a vital role in ensuring the worker’s performance and he or she is able to achieve the organisation’s goals. It is often considered as recruiting a candidate means replacing the previous one but it’s not the case ,recruiting means selecting a candidate who can perform at high level within given deadline for specific job. Starts from the interview and ends with the contract of employment.

Organisations cannot run without a person. A pillar on which organisation stands is HR management. In highly competitive environment it becomes tough to select appropriate candidate, it furnishes an efficient concerned with securing right information about the applicant. The main purpose of selection process is selecting the suitable candidate for the post. It is the prime role of the administrator and also to look after their further growth and overall development. potential for further growth and development. The procedure of selection starts if their is vacancy for the particular job position. The recruitment of candidate is done on the basis of his or her qualification ,available experience and competency. Few small chunks of words such as job operations of the organizations . Recruitment is finding the potential applicants for actual or anticipated org vacancies thus, it acts as link in bringing together the people with jobs analysis, job description, job design, job evaluation plays a major role in this process continues with selection and ends with the placement of candidate.

Organizations cannot run without valuable sources called personnel. A pillar on which an organization stands Is human resource management.

II. LITERATURE PAPER SURVEY

Barber (1998) defines Employee recruitment as “practices and activities carried on by an organization for the purpose of identifying and attracting potential employees”. MNC’S have plan for recruiting the candidate that not only fills the vacant position but also adds to the culture of organisation. According to Costello (2006) recruitment is described as the set of activities and processes used to legally obtain a sufficient number of qualified people at the right place and time so that the people and the organization can select each other in their own best short and long-term interests. Recruitment is one of the major functions of HRM. It helps the manager to attract and select best candidates for the organization. Parry & Wilson (2009) stated that “recruitment includes those practices and activities carried out by the organization with the primary purpose of identifying and attracting potential employees”. As success of service sector as in case of civil aviation industry depends upon the human capital, recruitment &selection of the right people into the service business is crucial to achieve organizational success (Zheng, 2009).

III. PROPOSED METHODS

Problem definition

The consulting industry is one of the fastest growing business sectors worldwide with new opportunities emerging continually in hundreds of different fields. But these days, there are many forgeries in HR Consultancy itself. The Consultancy Employees sell the data (user resumes) third party companies by themselves to earn the whole net profit due to which the HR Consultancies are in loss.

This project examines the issues related to dynamic Human Resource Management of Consultancy. There is no tracking system for HR Consultancy employee working. The topic selected for the study is “HR Consultancy” The main theme of the project is the analysis and interpretation of practices of the employees using Human Resources as a tool. It is prepared to know whether the company is preparing well or not; performance of the company and about its competitiveness by the analysis and interpretation of the HR Consultancy Process. A critical study of the effectiveness of HR Consultancy and suggest ways for improvement. The problem lies in identifying relationship, mutual understanding between the management and the employees. AES (Advanced Encryption Standard)

The more popular and widely adopted symmetric encryption algorithm likely to be encountered nowadays is the Advanced Encryption Standard (AES). It is found at least six times faster than triple DES. A replacement for DES was needed as its key size was too small. With increasing computing power, it was considered vulnerable against exhaustive key search attack. Triple DES was designed to overcome this drawback but it was found slow. The features of AES are as follows – Symmetric key symmetric block cipher, 128-bit data, 128/192/256-bit keys, Stronger and faster than Triple-DES, Provide full specification and design details, Software implementable in C and Java Levenshtein distance String Matching Algorithm

The Levenshtein distance is a string metric for measuring the difference between two sequences. Informally, the Levenshtein distance between two words is the minimum number of single-character edits (i.e. insertions, deletions or substitutions) required to change one word into the other. 

Working. The Levenshtein distance has several simple upper and lower bounds. These include: It is always at least the difference of the sizes of the two strings. It is at most the length of the longer string It is zero if and only if the strings are equal. If the strings are the same size. The Levenshtein distance between two strings.

IV. SYSTEM ARCHITECTURE

Architecture includes all those activities that take place to convert from the old system to the new. The old system consists of manual operations, which is operated in a very different manner from the proposed new system. A proper implementation is essential to provide a reliable system to meet the requirements of the organizations. An improper installation may affect the success of the computerized system. There are several methods for handling the implementation and the consequent conversion from the old to the new computerized system. The most secure method for conversion from the old system to the new system is to run the old and new system in parallel. In this approach, a person may operate in the manual older processing system as well as start operating the new computerized system. This method offers high security, because even if there is a flaw in the computerized system, we can depend upon the manual system. However, the cost for maintaining two systems in parallel is very high. This outweighs its benefits.

Another commonly method is a direct cut over from the existing manual system to the computerized system. The change may be within a week or within a day. There are no parallel activities. However, there is no remedy in case of a problem. This strategy requires careful planning. A working version of the system can also be implemented in one part of the organization and the personnel will be piloting the system and changes can be made as and when required. But this method is less preferable due to the loss of entirety of the system.

V. CONCLUSION

Recruitment simply means searching for and inspiring prospective employees. The different and varying behaviours of employees relatively have a significant effect on different aspects related to the quality management practices. The study reveals that the recruitment and selection process offered in selected industries is effective. The selection is done by evaluating the candidate’s skills, knowledge and abilities which are highly required to the vacancies in selected industries. The designed system provides the ability to assign tasks to project members. If further worked on, this functionality can assist in determining the performance of employees based on their ability to finish tasks on time.