GetSession

import java.io.*;
import javax.servlet.*;
import javax.servlet.http.*;

public class GetSession extends HttpServlet {

    public void doGet(HttpServletRequest request, HttpServletResponse response)
    throws IOException, ServletException
    {
        response.setContentType("text/html");
        PrintWriter out = response.getWriter();
    HttpSession hs=request.getSession();
    String str1=(String)hs.getAttribute("a");
    String str2=(String)hs.getAttribute("b");
    out.println(str1+str2);
    }
}

SetSession

import java.io.*;
import javax.servlet.*;
import javax.servlet.http.*;

public class SetSession extends HttpServlet {

    public void doGet(HttpServletRequest request, HttpServletResponse response)
    throws IOException, ServletException
    {
        response.setContentType("text/html");
        PrintWriter out = response.getWriter();
    HttpSession hs=request.getSession();
    hs.setAttribute("a","pakistan");
    hs.setAttribute("b","india");
    out.println("Done");
    }
}

PL SQL 9

 

 

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PL-SQL Dev 7.1.4

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Activity-based Costing (ABC) vs Traditional Costing

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Modified on 2011/07/21 10:30 by swathen Categorized as Uncategorized

» Activity-based Costing (ABC) vs Traditional Costing

See Also:
Activity Based Costing
Standard Costing System
Cost Driver
Value Chain
Implementing Activity Based Costing
Absorption vs Variable Costing
Activity Based Management
Process Costing
Overhead
Job Costing

ABC Costing vs Traditional Costing

In the field of accounting, activity-based costing and traditional costing are two different methods for allocating indirect (overhead) costs to products.

Both methods estimate overhead costs related to production and then assign these costs to products based on a cost-driver rate. The differences are in the accuracy and complexity of the two methods. Traditional costing is more simplistic and less accurate than ABC, and typically assigns overhead costs to products based on an arbitrary average rate. ABC is more complex and more accurate than traditional costing. This method first assigns indirect costs to activities and then assigns the costs to products based on the products’ usage of the activities.

Traditional Costing Method

Traditional costing systems apply indirect costs to products based on a predetermined overhead rate. Unlike ABC, traditional costing systems treat overhead costs as a single pool of indirect costs. Traditional costing is optimal when indirect costs are low compared to direct costs. There are several steps in the traditional costing process.

1. Identify indirect costs.

2. Estimate indirect costs for the appropriate period (month, quarter, year). 3. Choose a cost-driver with a causal link to the cost (labor hours, machine hours).

4. Estimate an amount for the cost-driver for the appropriate period (labor hours per quarter, etc.).

5. Compute the predetermined overhead rate (see below).

6. Apply overhead to products using the predetermined overhead rate.

Predetermined Overhead Rate Calculation

Predetermined Overhead Rate = Estimated Overhead Costs / Estimated Cost-Driver Amount

For example:

$30/labor hr = $360,000 indirect costs / 12,000 hours of direct labor

Activity-Based Costing Benefits

Activity based costing systems are more accurate than traditional costing systems because they provide a more precise breakdown of indirect costs. However, ABC systems are more complex and more costly to implement. The leap from traditional costing to activity based costing is difficult.

Traditional Costing Advantages and Disadvantages

Traditional costing systems are simpler and easier to implement than ABC systems. However, traditional costing systems are not as accurate as ABC systems. Traditional costing systems can also result in significant under-costing and over-costing.

Final IT project proposal

 

             Click here to download document

.

Final IT project proposal

Project Title: Online Recruitment System

Version 1.0

Group Members

·      Munawar Ahmad     MSCITS10E14

·      Furqan Ahmad         MSCITS10E01

·      Umer Butt                 MSCITS10E39

.

Table of Contents

Final Project Proposal Guide.. 2

1. Introduction.. 3

1.1 Project Title. 3

1.2 Project Overview Statement. 3

1.4 Project Goals & Objectives. 5

1.5 High-level system components. 5

1.6 List of optional functional units. 5

1.7 Exclusions. 6

1.8 Application Architecture. 6

1.9 Gantt chart. 7

1.10 Hardware and Software Specification.. 7

1.11 Tools and technologies used with reasoning.. 7

 

 

 

 

 

 

 

 

1.   Introduction

Little more than a decade ago, online job searches were primarily the province of a tiny population of hardcore techies. Today, online recruiting forms one of the central pillars of a smart staffing strategy for firms in every economic sector.

Online Recruitment System is an online website in which jobseekers can register themselves online and apply for job. Online Recruitment System provides online help to the users all over the world. Using web recruitment systems like recruitment websites or jobsites also play a role in simplifying the recruitment process. Such websites have facilities where prospective candidates can upload their CV’s and apply for jobs suited to them. Such sites also make it possible for recruiters and companies to post their staffing requirements and view profiles of interested candidates. Earlier recruitment was done manually and it was all at a time consuming work. Now it is all possible in a fraction of second. It is all done online without much time consuming.

1.1 Project Title

Online Recruitment System

1.2 Project Overview Statement

This project is aimed at developing a web-based and central recruitment Process system for the HR Group for a company.  It allows employers to take advantage of the latest Internet and online recruitment developments, helping them in managing all stages of the online recruitment process, including multi-job posting, agency channel management and candidate filtering to identify the most relevant candidates.

This ensures the employer will benefit from reduced time to hire, reduced cost per hire, improved applicant communications with less effort and enhanced employer branding.

If an employer currently hires 20 staff or more in a typical year, employer will find that the Online Recruitment System will provide with the latest functionality. It is designed to be simple to use, simple to understand and easy to implement and configure to fit an employer's recruitment processes.

Modules in this project:

1. Administrator

2. Jobseekers

3. Company

Brief description on the modules:

1. Administrator: Administrator has the full authority over the website. He can view all the registered users and have the power to delete them. He can edit the web pages and update them. He can view all the company details also.

2. Jobseeker: A jobseeker can register himself. After registration, he will be directed to his homepage. Here he can update his profile, change password and see the vacancies available, apply against these available vacancies.

3. Company/Employer: A company/Employer can register, post jobs online and view candidate’s CVs applied against posted jobs, and can recruit for final selection interviews.

Project Overview Statement

Project Title: Online Recruitment System

Group Leader: Munawar Ahmad

Project Members: Name Registration # Email Address Signature Munawar Ahmad 21046028096 mnwrahmad@gmail.com Furqan Ahmad 21046028111 Ue.examination@gmail.com Umer Butt 21046028120 Umer.islam@gmail.com

Project Goal: Computerized on line recruitment system is developed to facilitate the General Administration System to manage the various information of the jobseeker and job provider and the processes of involved in a placement company. So that organization can access accurate information quickly and easily as and when required, thereby improving its operational efficiency and effectiveness..

Objectives: Sr.# To act as middle men connecting jobseeker and provider To increase the business of client To make it Global 1 To facilitate job search To help candidate to fetch a right job User can do online resume posting User can do apply for job online Provide better understanding between applicants and the organization and 2 Provide an user friendly environment so that applicant’s can apply for job’s easily and company can run their recruitment process smoothly 3 To maintain and store applicant details, vacancies details and employee’s details that will help in overall processing. 4 It stores interviews results and provide the status of the applicant in the recruitment process. 5 To provide services to the Job seekers and Recruiters through internet. 6 Recruiters can update their job requirement time to time.

Project Success criteria: Economical Cost Saving Improve Service level Improve Information level Behavioral Time

Assumptions, Risks and Obstacles:

Organization Address (if any):

Type of project:                                   ¾Research           ¾Development

Target End users:

Development Technology:                                ¾Object Oriented               ¾Structured

Platform:               ¾Web based                        ¾Distributed ¾Desktop based                 ¾Setup Configurations ¾Other_____________________

Suggested Project Supervisor:

Approved By:

Date:

1.4 Project Goals & Objectives

For organizations, attracting, hiring and retaining the right talent are critical. In today’s competitive market the effectiveness of your recruitment and retention strategy and process can make all the difference in your organization’s bottom-line through the savings attributed to hiring and keeping quality staff. The adverse cost of ineffective recruitment and retention is focusing greater scrutiny and accountability on the human resources function. In response, organizations are seeking out innovative ways to improve and streamline their recruitment and retention processes.

Increasingly, job seekers are turning to electronic resources such as corporate web sites, federal, state, and municipal job postings, online job search engines and aggregators, Internet classifieds, and online versions of local and national newspapers to facilitate the job search process. Conversely, a growing majority of employers have moved a significant proportion of their recruitment efforts online. For professionals on both sides of the hiring equation, the notion of conducting a job search or candidate hunt offline is virtually inconceivable in 2007.

However, while it is undeniable that the movement online of many recruitment functions and job search resources has vastly expanded the scope, accessibility, ease, and efficiency of the recruitment process, the long-term implications of this trend remain shrouded in ambiguity. In the interim, the ever-quickening pace of technological advancement has thrust many HR practitioners into the awkward position of being forced to define a set of best practices for online recruitment on the fly, as it were, even as the protocols and methods that are being used in the process continue to evolve.

As with any moving target, the exponentially expanding trend of online recruitment resists easy definition and description. But by relying on a number of recent analyses and indices, it is possible to piece together a clearer picture of what the trend of online recruitment is and what it isn't -- and what it may portend about the future of HR.

Following are some basic objectives of this project

• Provide better understanding between applicants and the organization and

• Provide an user friendly environment so that applicant’s can apply for job’s easily and company can run their recruitment process smoothly

• To maintain and store applicant details, vacancies details and employee’s details that will help in overall processing.

• It stores interviews results and provide the status of the applicant in the recruitment process.

·         To provide services to the Job seekers and Recruiters through internet.

·         They can create their own account here. This application stores their updated profile securely.

·         The registered Job seekers are provided with various job details and also specified job they are eligible for.

·         Recruiters can update their job requirement time to time.

·         Job seekers are given the facility to update their profile.

·         Password recovery system is also provided in case of forgetting the password.

·         Username & password are sent to the users via email after registration.

·         It should use the object-oriented programming methodology.

·         It should allow the same program to be executed on multiple operating systems.

·         It should contain built-in support for using computer networks.

·         It should be designed to execute code from remote sources securely.

·         It should be easy to use by selecting what were considered the good parts of other object-oriented languages.

1.5 High-level system components

The main components of online recruitment systems are computer hardware and software, telecommunications, databases, human resources, and procedures. The hardware, software, and telecommunications constitute information technology (IT), which is now ingrained in the operations and management of organizations.

Performance

Online recruitment system has 24*7 availability. It can be accessed for 24 hours a day.

Availability

It means the extent to which program performs with required precision.

Reliability

The website should be user friendly and should require least effort to operate.

Usability

The website should be user friendly and should require least effort to operate.

Portability

The website is made using HTML, PHP etc which are platform independent and can be transported to other servers with minimum effort.

Flexibility

It is effort required to modify operational program.

Extensibility

This software is extended in ways that its original developers may not except.

Robustness

Its method is robust if it does not fail even if it receives improper parameters.

Understandability

A method is understandable if someone other than the creator of the method understand the code.

1.6 List of optional functional units

·         Backup Server for recovery in case of any disaster

·         UPS for power failure

·         Generator for power supply

·          

1.7   Exclusions

·         GUI is only in English.

·         Login and password is used for identification of authorized persons.

·         Limited to HTTPS/HTTP.

·         The static and the dynamic content should be synchronized.

·         No checks of time line are being implemented.

1.8   Application Architecture

The architecture used here is 3-tier architecture

1.9 Hardware and Software Specification

Software requirements:

·         Windows XP/ Vista/Windows 7 operating system

·         MS-SQL server

·         Any Browser

·         Web Server

Hardware requirements:

• Pentium machine with 466 Mhz processor speed
• 512 MB RAM
• 10.2 GB Hard Disk

1.10 Tools and technologies used with reasoning

TOOLS/PLATFORMUSED:

Front End                                     PHP

·         User friendly

·         GUI

·         Separation of work (designing &coding)

·         Written once run anywhere

 Middle-Tier                                                               

·         Java Scripts

Back EndMy SQL

·         Security

·         Performance

·         Scalability

·         Reliability

·         Support RDMS concepts