Software Engineering &
Information System Design Sessional
ECE 3118
Training management System of
Sericulture Research and Training Institute
Sericulture Research and Training Institute
Table of content
CONTENTS
|
Abstract
|
Chapter 1
Information
gathering
1.1
Introduction
1.2
History
1.3
Review
of written documents
1.4
Onsite
observation
1.5
Interviews
1.6
Questionnaires
1.7
Conclusion
|
Chapter 2
Data
analysis
2.1
Introduction
2.2
Policy
2.3
Vision & mission
2.4
Strategic objectives
2.5
Structure of the organization
2.6
User staff
2.7
DFD of the existing system
2.8
Conclusion
|
Chapter 3
Feasibility
study
3.1
Introduction
3.2
The problem in the existing system
3.3
Candidate system
3.4
Criteria performance
3.5
Conclusion
|
Chapter 4
Cost-benefit
analysis
4.1
Introduction
4.2
Net benefit analysis
4.3
Payback analysis
4.4
Cost identification
4.5
Present value analysis
4.6
Conclusion
|
Chapter 5
5.1
Advantages
5.2
Disadvantages
5.3
Conclusion
|
List
of figures
Abstract
Our purpose is analyzing a system and try to develop
a computerized system in place of an existing analog system. For this purpose, we chose – Sericulture Research and Training Institute as our
platform. As this is also a training center, we have analyzed the training
section and employee management section of this institute. We have analyzed the
existing system of these sections and gathered information about the existing
system by onsite observation and interviewing the staff of SRTI. Afterward, we have proposed a system with a computer-aided system and designed the prototype
to make the existing system more user-friendly.
Overall this project will be developed to help the staff of SRTI to maintain the institute in the best way possible and also to
reduce human efforts.
Chapter 1
Information gathering
1.1
Introduction
1.2
History
1.3
Review of
written documents
1.4
Onsite
observation
1.5
Interviews
1.6
Questionnaires
1.7
Conclusion
1.1 INTRODUCTION
The first step in developing a
system is information gathering. For this, a clear idea about the existing
system is very important. By using different information gathering tools analyst
gather information about the existing system. In this chapter, the
organization’s history and what information were gathered during the onsite
observation and interview is described shortly.
1.2 HISTORY
Sericulture Research and Training
Institute is an autonomous national research institute that carries out
research on sericulture and supports the sericulture industry. Sericulture Research and Training Institute located at Rajshahi, the institute is under the control of the Sericulture Board.
The institute traces its origins to the Silk
Institute that was established in Rajshahi on 3 January 1962 comprising two
units: Silk cum lac research institute and Silk technological institute under
the East Pakistan Small and Cottage Industries Corporation.
Following national independence, the institutes were
merged to form Silk Research and Training Institute in 1974. Now renamed the
Sericulture Research and Training Institute. The institute is the only one in
Bangladesh specializing in silk research. It has developed a number of high
yielding Mulberry plant cultivars and silkworms.
The government separated SRTI from BSB and
established an independent institute through the act no.25 of 2003. The
institutes consist of five research sections namely: Mulberry section,
Silkworm section, Seri-chemistry section, Seri-pathology section, and one
training section. Besides these it has 01 Regional Sericulture Research Center
at Chandraghona, Rangamati and 01 Garplasm Maintanance Center at Sakoa,
Panchagar.
|
|
1.3 REVIEW OF WRITTEN DOCUMENTS
They
use written documents for many purposes. Some of them are attached to this
report at the end of this chapter. [page-6] They are-
·
Admission form for diploma in silk technology
·
Service receive form
·
Monthly attendance form.
The first form is used by the people who want to
apply for the diploma course. They need to fill this form and submit it in
person. The second form is for receiving materials/advice/permission to visit
etc services. People who want these services use this form. The third form is
for recording the attendance of employees of a month. Official employees use this
form. SRTI also publish their annual report on their website. We have analyzed
the previous year’s report to get a more clear idea about the organization’s
progress, objective, mission, the projects they are working on and about their
training courses.
1.4 ONSITE OBSERVATION
Sericulture Research and Training
Institute is an autonomous national research institute that carries out
research on Sericulture (silk
farming) and supports the sericulture industry in BD.
They also give training to people and create skilled manpower.
Chairman of sericulture institute runs the system.
Important people of the institute are the director. Jamal Uddin Shah,
principal scientific officer-Munsur Ali, assistant electrical engineer-Md. Abu
Taleb, Senior research officer-Md. Shakhawat Hossain, assistant director-Md.
Forhad Hossain.
Our observation is natural and obtrusive.it is
natural as it occurs in a setting when the respondent knows he/she is being
observed. It is direct observation as it takes place we observe the subject or
system at work.
1.5 INTERVIEWS
For
determining information requirements we took interviews of some employees. Most
of our questions were open-ended. The conversation among us is listed
below-
Interviewee 1
Name Md. Shakhawat
Hossain
Designation: Senior Research
Officer
Head
of Seri-Chemistry Section
Conversation:
Member: How do you
publish the research result of this institute?
SRO: Annual report
is published through our website. Stakeholders take the information from the
website and a copy of the research result is given to the ministry of
agriculture.
Member: Do you use any
software-based platform?
SRO: Yes, we have a
software based platform. It is the Annual agriculture research management system.
Here we give the research result as input.
Member: Does everyone
has the access to the website?
SRO: Yes. Everyone
can access the website.
Member: How the farmers
can get benefited from your research?
SRO: Mainly our work
is developing the technology. The developed technology is discussed in training
.Trainee will get the opportunity to learn about new technology. Thus they
can apply this in practice when working.
We also give services through mobile apps. Trainees
can get information from mobile apps. We have an SMS based service. We send
necessary messages to the farmers when needed.
Member: In which part
of this institute do you find the need for digitalization?
SRO: Our employee
management system is not computerized and account related (financial
management) need-based features should be introduced.
Interviewee 2
Name: Rafia
Sultana
Designation: Senior
Training Instructor
SRT Training Section
Conversation:
Member: How
many courses do you provide as a part of training?
STI: We
provide two types of courses. Long term and short term. Again two courses are
included in long term. One is post graduate diploma in sericulture and other is
diploma in technology.
Member:
What is the time period for short term and long term training?
STI:
Time duration for short term course is 30 days and long term course is one
year.
Member: What
type of development has occurred in training section recently?
STI: The
technology has been developed more than before. We contact with the farmers
constantly through SMS. We also have an android app through which we can
provide important information to the workers when needed.
Member:
How do you reach the workers from distant places?
STI: We
have the information of the people who got training from here. We can reach
them anytime from those information.
Member: Are
those information stored in files or in computer?
STI: We
don’t have the trainee section in our website. They are stored in files.
Member: Do
you people give training outside of the institution?
STI: Yes
we do.
Member: How
do you take classes here?
STI:
We take classes by using multimedia, projector. We also show them videos
related to their work if needed.
1.6 QUESTIONNAIRES
A
form with some questionnaires is attached with the report. There are different
types of question in the form such as-Fill in the blank, dichotomous, ranking
scale, MCQ questions.
1.7 CONCLUSION
In this chapter all the information were gathered is described. We have collected
some important forms from the main office, we’ve learned who & in what
purpose they use these forms. We have observed the user stuff relationship, job
function, etc. we have taken an interview with some staff of SRTI and gathered the information which is related to the system we want to digitalize.
Chapter 2
Data analysis
2.1
Introduction
2.2
Policy
2.3
Vision & mission
2.4
Strategic objectives
2.5
Structure of the organization
2.6
User staff
2.7
DFD of the existing system
2.8
Conclusion
2.1 INTRODUCTION
The second step
of developing a system is data analysis. The analysis is a detailed study of the
various operations performed by a system and their relationship within and
outside of the system. As the data are collected they must be organized and
evaluated and conclusions were drawn for preparing a report to the user for final
review and approval. In this chapter, we have discussed the organization’s goal,
policy, objective, structure, the user stuff relation, their job, and how the
existing system is working.
2.2 POLICY
SRTI
is a charitable organization because they provide service (training) to the
people. This is also a research center. They work for the development of the
sericulture in the country and create skilled technical manpower.
2.3
VISION & MISSION
Vision:
Converting
the organization into a dynamic organization to provide research and
development assistance to the organizations concerned with the silk industry &
for the development of sericulture in the country.
Mission:
•
Increasing raw silk production through
revolution of innovative technology.
•
Development of productivity through the
use of low-cost technology.
•
Provide technical assistance to
systematically organize raw silk production process in the country through the
creation and expansion of skilled technical manpower.
2.4 STRATEGIC
OBJECTIVES
1.
In order to identify the current
and long-term science and technology needs of the country and formulate research
and development programs for the development of the technology of the country.
2.
As well as putting emphasis on the
increase in production and quality standards, as well as to undertake research
programs for the development of low-cost environmentally friendly functioning
technologies.
3.
Creating skilled manpower for the
sericulture sector through training.
4.
Enhance and enhance the
effectiveness of transfer and acceptance of invented technologies at the field
level.
2.5 STRUCTURE
OF THE ORGANIZATION
This is the main structure of Sericulture Research And Training Institute. The director runs this institute.
There is five research section with 47 members. One chief scientific officer
and two principle scientific officers maintain these five sections. In the
training section, there is 21 people in total. 1 chief instructor, 2 Sr.
instructor, 3 instructors are important persons in this section. From this the structure we got the primary idea about the organization. (Document attached)
[Source: SRTI annual report 2016-2017]
2.6 user staff
i)
Director:
Authority
relationship: The responsibilities of the board and director
of the system may overlap.
Job
function: Acts as technical advisor of the system. Hire and direct
subordinate staff or members.
Information
requirements: The
director receives a written job description and evaluates the work in a constructive
way.
Interpersonal
relationships: He is related to the subordinate staff
members of the system.
ii) Assistant engineer:
Authority
relationship: Maintains a relationship with the
superiors and others in the engineering department.
Job
function: He provides
assistance and support as needed to manage various engineering and
administrative activities.
Information
requirements: He assembles necessary information such as
plans specification, agreements, etc.
Interpersonal
relationships: He is related to consulting engineers,
contractors and outside agencies.
iii) Assistant director:
Authority
relationship: Supports the director in system planning
and monitoring process.
Job
function: Assists in developing and implementing plans and goals for the
system.
Information
requirements: Receives information about budgets and
expences and maintain scheduling of events.
Interpersonal
relationships: Related to the director coordinate and
supervise daily operations.
iv) Accounts officer:
Authority
relationship: Accounts officer is related to the process
for allotting the necessary amount of money needed to run the process.
Job
function: He prepares bills for paying money to the contractor.
Information
requirements: He gets an
order to allow a fixed amount of money.
Interpersonal
relationships: He directly relates to the director and
assistant director.
v)
Chief
Instructor:
Authority Relationship: Working
as part of a team to provide an enjoyable and safe training experience for
guests of all ages and abilities, following the SRTI program.
Job Functions: To
manage all aspect of the delivery of the training program in accordance with SRTI
procedure
Information Requirements: Approachable,
friendly, and enthusiastic. Also able to find the candidate who can complete
the training course
Interpersonal Relationships: Able
to communicate with the staff of all ages, self-motivated, flexible, and
welcoming.
vi)
Sr.
Res. Office (MULBERRY):
Authority Relationship: Plan, organize and
supervise laboratory and field research activities with the objective of
conducting high-quality implementation.
Job Functions:
Appropriate pruning system and schedule
for both productive and unproductive mulberry plants have been developed to
improve the productivity of quality leaf and to maintain the plant to its optimum
shape, size, and height.
Information Requirements: Guide
team members on complementation of tasks, activities, reports, and documents.
Interpersonal Relationships:
He is very co-operating with the sub-ordinate and makes a healthier environment
for the corresponding stuff.
vii) Sr. Res. Office(SILKWORM):
Authority Relationship: The
practice of breeding silkworm for the production of raw silk. Research is
focusing on the genetics of silkworms and the possibility of genetic engineering.
Job Functions:
The purpose is the commercial caterpillar of the domesticated silk moth,
which spins a silk cocoon that is processed to yield silk fiber.
Information Requirments: Eggs take about 14 days
to hatch into larvae, which eat continuously. After they have molted four times,
their bodies become slightly yellow and skin becomes tighter.
Interpersonal Relationships: His
personality is also very moderate to control his sub-ordinate and bring the best outcome from them.
2.7 DFD OF THE EXISTING SYSTEM
Describing data
structure:
Name of data structure:
User’s application:
Data elements
|
mandatory
|
optional
|
access specifier
|
User name
|
*
|
||
Gender
|
*
|
||
Age
|
*
|
Private
|
|
Email
|
*
|
Private
|
|
Contact-no
|
*
|
Private
|
|
Educational background
|
*
|
||
Address
|
*
|
Private
|
Verification ok:
Data elements
|
Mandatory
|
Optional
|
Access specifier
|
Name
|
*
|
||
Contact-no
|
*
|
Private
|
|
Educational
background
|
*
|
Selecting
course:
Data elements
|
Mandatory
|
Optional
|
Access
specifier
|
Course name
|
*
|
||
Course type
|
*
|
User’s
history:
Data elements
|
mandatory
|
optional
|
Access specifier
|
User name
|
*
|
||
Gender
|
*
|
||
Age
|
*
|
Private
|
|
Email
|
*
|
Private
|
|
Contact-no
|
*
|
Private
|
|
Educational
background
|
*
|
||
Address
|
*
|
Private
|
Certificate:
Data elements
|
Mandatory
|
Optional
|
Access
specifier
|
Name
|
*
|
||
Course type
|
*
|
||
Grade
|
*
|
Describing data element:
User name:
•
first name
•
last name
Gender:
•
male
•
female Age:
•
Date of birth Contact-no:
•
Mobile number
•
Phone number
Educational background:
•
SSC (science)
•
HSC (biological science) Address:
•
Current address
•
Permanent address Course type:
•
Long term course
•
Short term course Grade:
•
First-class
•
Second class
•
Third class
Describing
process:
Name of the process:
Verify
Input
|
Logic
|
Output
|
Educational background
|
Match with user’s information
|
Ok
|
Generate certificate:
Input
|
Logic
|
Output
|
Checking information
|
Ok
|
Describing data flow
and data store:
Data flow:
Data flow
|
Comment
|
User application
|
From user to verify process
|
Data flow
|
Comment
|
Checking information
|
From the data store of educational background to verify process
|
Data flow
|
Comment
|
Verification ok
|
From verifying to granted for training
|
Data flow
|
Comment
|
Selecting a course
|
From training to certificate
|
Data flow
|
Comment
|
Certificate
|
From generating a certificate to user and trainee information
|
Datastore:
Datastore
|
comment
|
Educational background
|
Stored for verifying user’s application
|
Datastore
|
comment
|
Trainee information
|
Stored for trainee list of the institute
|
2.8 CONCLUSION
In this chapter, all the data are
analyzed and then important information about the existing system is
collected. Thus we can get a clear understanding of the existing system. At
last, we have selected one system which we’ll try to digitalize.
Chapter 3
Feasibility study
3.1
Introduction
3.2
The problem in the existing system
3.3
Candidate system
3.4
Criteria performance
3.5
Conclusion
3.1 INTRODUCTION
After gathering information and data analysis, comes
the feasibility study. To do a feasibility study we need to consider the
economic, technical and behavioral factors in system development. By
determining exactly what the candidate system is to do by defining its expected
performance. Thus a feasibility study is carried out to select the best system
that meets performance requirements from the alternatives.
3.2 problems
in the existing system
We’ve selected the Training system of SRTI. In the
existing training system, every work is done and managed in an analog file system.
Interested people need to go there personally to learn about the training
program and all other necessary information. If someone wants to get admitted
they need to fill up the forms and submit it. After the admission process is
completed they can start the training process. But in this way, people from
different districts can’t take part in the training program because of the long
distance. But if they had an online training system people could take classes
from home and they could come once or twice a week for practical learning. Or
they can download the tutorial online later. This way many people can learn the
process and work at their own farm. Many jobless people can be stable in their
life. This will greatly affect the economic status of our country. In the SRTI
training system there is a requirement for the people who are interested in
taking the training (Such as- they must have biology in SSC, etc.) because of
the limitation of capacity and other necessary equipment. But this problem can
be solved by this online teaching system. This can help many young unemployed
people in our country.
3.3 Candidate system
In this step of feasibility analysis, we present our candidate
system for the SRTI training system. This step identifies the candidate
systems that are capable of producing the outputs.
Besides the existing system, there is a new and better
way to do the job that will benefit the user. The candidate system is given
below.
There
are some limitations in the existing systems which are trying to be removed in
candidate system. We introduce an online class in this candidate system. We don’t
need to change the whole system, just a little change in some parts is needed.
It is difficult for some trainees to attend the regular class because of the
distance and some other reasons. So it will be easier for them to participate in class online. They can watch class-related videos on the website. It will
also save costs and time. The system requires technical feasibility.
Describing data
structure:
Name of data structure:
User’s application:
Data elements
|
mandatory
|
optional
|
User name
|
*
|
|
Gender
|
*
|
|
Age
|
*
|
|
Email
|
*
|
|
Contact-no
|
*
|
|
Educational background
|
*
|
|
Address
|
*
|
Verification ok:
Data elements
|
Mandatory
|
Optional
|
Name
|
*
|
|
Contact-no
|
*
|
|
Educational background
|
*
|
Selecting course & method:
Data elements
|
Mandatory
|
Optional
|
Course name
|
*
|
|
Course type
|
*
|
Online class:
Data elements
|
Mandatory
|
Optional
|
Class name
|
*
|
|
Number of class
|
*
|
User’s history:
Data elements
|
mandatory
|
optional
|
User name
|
*
|
|
Gender
|
*
|
|
Age
|
*
|
|
Email
|
*
|
|
Contact-no
|
*
|
|
Educational background
|
*
|
|
Address
|
*
|
Certificate:
Data elements
|
Mandatory
|
Optional
|
Name
|
*
|
|
Course type
|
*
|
|
Grade
|
*
|
Describing data
element:
User name:
·
first name
·
last name
Gender:
·
male
·
female
Age:
·
Date of birth
Contact-no:
·
Mobile number
·
Phone number
Educational background:
·
SSC (Science)
·
HSC (biological science)
Address:
·
Current address
·
Permanent address
Course type & method:
·
Long term course
·
Short term course
·
Online
class
Grade:
·
First-class
·
Second class
·
Third class
Describing process:
Name of the process:
Verify
Input
|
Logic
|
Output
|
Educational background
|
Match with user’s information
|
Ok
|
Participating online class
Input
|
Logic
|
Output
|
Attending online class
|
Match with user’s information
|
Ok
|
Generate certificate:
Input
|
Logic
|
Output
|
Checking information
|
Ok
|
Describing data flow
and data store:
Data flow:
Data flow
|
Comment
|
User application
|
From user to verify process
|
Data flow
|
Comment
|
Checking information
|
From data store of educational background to verify process
|
Data flow
|
Comment
|
Verification ok
|
From verify to granted for training
|
Data flow
|
Comment
|
Selecting course & method
|
From training to online class
|
Data flow
|
Comment
|
Online class
|
From training to certificate
|
Data flow
|
Comment
|
Certificate
|
From online class to user and trainee information
|
Datastore:
Datastore
|
comment
|
Educational background
|
Stored for verifying user’s application
|
Datastore
|
comment
|
Trainee information
|
Stored for trainee list of the institute
|
3.4 Criteria performance
Performance
|
Weighting factor
|
Existing system
|
Candidate system
|
||
rating
|
score
|
rating
|
score
|
||
System accuracy
|
5
|
3
|
15
|
5
|
25
|
User-friendly
|
4
|
2
|
8
|
5
|
20
|
Response time
|
3
|
2
|
6
|
4
|
12
|
Efficiency
|
3
|
3
|
9
|
4
|
12
|
Data security
|
4
|
2
|
8
|
5
|
20
|
Acceptability
|
4
|
3
|
12
|
4
|
16
|
58
|
105
|
||||
We
can see from criteria performance that the value of the candidate system is more
than the existing system. So we can definitely say that the candidate system is
far better than the existing system and it can be recommended.
3.5 Conclusion
The
purpose of this feasibility study was to determine the feasibility of various
alternatives to digitalize the SRTI training system. We have stated the problems
of the existing system and proposed a better candidate system to solve those
problems and make it more user-friendly
Chapter 4
Cost-Benefit Analysis
4.1
Introduction
4.2
Net benefit analysis
4.3
Payback analysis
4.4
Cost
identification
4.5
Present value analysis
4.6
Conclusion
4.1
introduction
Cost-benefit analysis (CBA), sometimes called benefit costs analysis (BCA), is a systematic approach to
estimate the strengths and weaknesses of alternatives (for example in
transactions, activities, functional business requirements or projects.
This chapter discusses approaches to developing
design recommendations for the end-user. Each approach has costs and benefits
that are compared with those of other approaches before a final recommendation
is made. The outcome is a system proposal that summarizes the findings of the
analysis and states the recommendation for design.
4.2
Net benefit analysis
Cost
analysis
Year
Cost
|
1
|
2
|
3
|
4
|
5
|
Hardware
|
40
|
0
|
0
|
0
|
0
|
Software
|
30
|
0
|
0
|
0
|
0
|
Personnel
|
15
|
17
|
19
|
21
|
23
|
Maintenance
|
0
|
4
|
5
|
6
|
7
|
Operating
|
13
|
14
|
15
|
15
|
16
|
Cost at a
year
|
98
|
35
|
39
|
42
|
46
|
Cumulative
cost
|
98
|
133
|
172
|
214
|
260
|
Benefit
analysis
Year
Benefit
|
1
|
2
|
3
|
4
|
5
|
From
report
|
25
|
25
|
25
|
25
|
25
|
Increased
seller
|
35
|
45
|
55
|
65
|
75
|
Benefit a
year
|
60
|
70
|
80
|
90
|
100
|
Cumulative
benefit
|
60
|
130
|
210
|
300
|
400
|
Profit = 400
– 260 = 140
4.3
payback analysis
It
tells the length of time required for an investment to reach the breakeven point
& begin to return a profit.
Year
Taka
|
0
|
1
|
2
|
3
|
4
|
Total
increase in sale
|
0
|
500
|
1000
|
1500
|
1900
|
Investment
|
-900
|
0
|
0
|
0
|
0
|
Total
increase in cost
|
0
|
-250
|
-320
|
-450
|
-560
|
Corporate tax
|
0
|
-90
|
-210
|
-294
|
-378
|
Net cost
flow per year
|
-900
|
160
|
470
|
756
|
962
|
Cumulative
net cash flow
|
-900
|
-740
|
-270
|
486
|
1448
|
Payback period =A+ (B/C)
= 2+270/756
= 2.35
Here,
A, last period with negative cumulative cash=2
B, amount of cash remaining after
A= |-270|=270
C, the total amount of cash generated in the following
year=756
4.4
Cost identification
Tangible and intangible cost:
Tangibility refers to the ease with which costs or benefits can be measured.
The purchase of hardware and software, personnel training and employee salaries
are an example of tangible costs. They are readily identified and measured. Cost
that is known to exist but whose financial value cannot be accurately measured
is referred to as intangible costs. An employee’s moral problem caused by a new
system is intangible cost. This is easy to identify but hard to measure.
Direct and indirect cost:
Direct cost is those with which a dollar figure can be directly associated with
a project. The hardware cost, software cost is a direct cost. Maintenance cost
can be said as an indirect cost. Direct and indirect cost and benefits are readily
identified for tangible cost and benefit respectively.
Fixed or variable cost analysis:
fixed costs are sunk cost. They are constant and do not change. Hardware costs,
software costs are fixed costs. Personnel, employee’s salaries, operating costs
are a variable cost.
4.5
present value analysis
Present value at 4000 at 15% interest at the end of
2nd year is,
PV=F / (1+i)^n here,
=4000/ (1+.15)^2 F=future value of investment
=3024.57 i=interest
rate
n=time
4.6
conclusion
This
chapter is a detail summary of the investigation that has been carried out. It
outlines the options and recommendations. In this chapter, we discuss cost-benefit analysis and payback analysis. In this system, it will take
approximately two years to reach the break-even point. By using this
information we will know how a candidate system should be designed.
Chapter 5
Conclusion
5.1
Advantages
5.2
Disadvantages
5.3
Conclusion
5.1
advantages of the candidate system
The candidate system has many advantages over the
existing system. Many people can join the training course and start their own
business. This will reduce the unemployment problem in our country which is growing
at an alarming rate. Employees manage all the works through a file system which
has many problems like redundancy, inconsistency, etc. but in the proposed
system information is stored in a database which is more user-friendly and easy
to use. This system will save lots of time.
5.2
disadvantages of the candidate system
Although the candidate system has so many
advantages, it still has some disadvantages. Such as –as most of the work will
be done by computer, the institute will need fewer employees. So those people who
are working in those sectors will be jobless. Another problem is they need to
learn how to operate the system properly, it may be hard for some of the old
employees.
5.3
conclusion
After many discussions and analysis, we can say our
proposed candidate system can be recommended as it is more feasible, efficient
and better than the existing one. As the candidate system is online-based, so
it’s more user friendly and more accurate. User can find any information
through website that’s why it is faster and easier for both user and worker.
Data are highly secured and for these benefits the acceptability is more than
the existing system. The weighting value of candidate system is also greater
than the existing one. So we can recommend this system.
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