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ABSTRACT

Computers are known for their wide range of uses especially in scientific and mathematical fields. However little or no thought has been given to designing a complete and thorough intelligence online examination on staff appraisal on a computer system in our immediate environment. This staff appraisal examination system is designed to assist organization administration in attaining a standardized sample, and as such the psychological implication of such a design is very important.
The design of the system is quite simple and easily understood. Its flexibility makes it amenable for future changes and amendment to either incorporate other aspects of intelligence or to be designed for any other organisation.
The question of the online staff appraisal examination system are programmed and visually displayed on the system‘s screen in an interactive form. The staff answers the question on the computer system, immediately the question is marked and notified. The result of the examination is also displayed at the end of the examination which goes a long way to lessen the fears of staffs that they were marked down in the examination. Since the staff appraisal examination is examined by the computer, time cost of manual examination is saved. Based on the virtues of internet amendment which have been made to the examination system concept by constructing a website with online staff appraisal examination, online question setting and answer and online management by the administrator.

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CHAPTER ONE
INTRODUCTION

1.1 BACKGROUND OF THE STUDY
Performance appraisals are considered one of the best sources of evaluating employees. Such appraisals should be objective, free of biases and custom-designed to fit the specific needs of an organization. In addition, procedures and administration should be uniform and the entire appraisal system should be easy to operate. It should also be economical and acceptable to users. Finally, the appraisal system should be well documented and should provide procedures for review or appeals.

PRELIMINARIES
An online aptitude test system for staff recruitment or appraisal is a web-based application that establishes a network between the organization and staffs. The organization enters on the site the questions they want in the test. These questions are displayed as a test to the eligible staffs. The answers inputted by the applicants are then evaluatedand their score is calculated and saved. This score then can be accessed by the organization to determine the passes of staffs or to evaluate their performance. Online aptitude test System provides the platform but does not directly participate in, nor is itinvolved in any tests conducted. Questions are posted not by the site, but users of the site.
According to Yu, Hsiao and Cho (2014), online aptitude test are convenient, and fast. Online aptitude test 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 administrator 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 test question is in the multiple choice format (objectives), the questions are chosen at random. All staffs have the same questions but the order of questions is different. Since the order of the question differs on each computer, the motive in staffs to cheat is reduced. Cheating at test appraisal is unacceptable. It is common knowledge that people are likely to cheat in a network environment but this is wrong as cheating at test 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 aptitude test is very important and useful as it breaks the barrier of distance and different geographical location. Applicants from the organization 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. 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 aptitude test for appraisal for employees is very important as their level of success in the exams will reflect their level of competence or ability and it also measure the extent to which an individual may be awarded a salary increase compared with his or her coworkers. 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 aptitude test system for staff appraisal.
1.2 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 appraise staff that is able to stand up to the responsibility of their duties. Many organizations still adopt the manual method of appraisal and the staffs are limited to those in the organization. The traditional examination for appraisal is usually characterized by cheating which hampers the credibility of staffs. 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 OF THE STUDY
The aim of this study is to design and implement of aptitude test system for staff appraisal for Unilever Brothers Nigeria Plc.
1.4 OBJECTIVES OF THE STUDY
The following are the objectives of the study;
a. To design and implement an aptitude test system for staff appraisal.
b. To identify the structure/characteristics of an aptitude test system for staff appraisal.
c. To identify the benefits of an aptitude system for staffappraisal.
d. To find out the challenges/disadvantages of the adoption of aptitude test system for staff appraisal.

1.5 SIGNIFICANCE OF THE STUDY
The significance of the study is that it will bring to light the relevance of adopting online examination system for staff appraisal or e – appraisal 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.

1.6 SCOPE OF THE STUDY
This study covers the design and implementation of an online aptitude test system for staffappraisal for Unilever Brother Plc.
1.7 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.

1.8 DEFINITION OF TERMS

Online: Refers to a system connected to the internet that can be accessed remotely from any part of the world.
Aptitude Test: A test designed to assess somebody’s ability or knowledge in a particular subject or field.
Appraisal: A formal assessment, typically in an interview, of the performance of an employee over a particular period.
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


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