Solved by verified expert:This is the last stage of the 3-stage report that you helped me with. Attached is the instructions for this stage and the brochure. The last three stages are attached and the IFSM book. Please use two more references when completing this assignment. Please contact me if you’re missing something. Thanks
stages_1_2_and_3_report_ifsm_300.docx
ez_ats_brochure.pdf
stage_4___business_analysis_and_system_recommendation_instructions.docx
information_systems_for_business_and_beyond_text_book.pdf
chesapeake_it_consultants_case_study.pdf
Unformatted Attachment Preview
Chesapeake IT Consultants (CIC)
Future Plans for Expansion
IFSM 300
Professor:
16 February 2018
2
Introduction
Information technology is essential in the modern days, as it enables companies to store,
retrieve, manipulate and process data through the use of computers in order to aid the companies
to achieve their target requirements (Bourgeois, 2014, p 08). This analysis will focus on the
information technology that Chesapeake IT Consultants (CIC) will use to improve, manage and
deliver their results through an efficient installation of a system for hiring new employees to the
company quickly. The Chesapeake IT Consultants has a central office in Baltimore Maryland,
and has been an information consulting company since 2004. With the target to make the
company more efficient and able to contain future demands, it will need to hire 75 skilled
employees to work for the company. In order for the company to improve its hiring system and
to acquire contracts globally, its current hiring system must be changed. In order to make this
change the company will develop a set of system requirements, recommendations and IT
solutions to improve the hiring system for CIC (Chesapeake IT Consultants, 2017). First, the
company will analyze the strategic use of technology. Secondly, it will evaluate the current
process in order to improve the new process through a process analysis. Thirdly, the company
will make requirements for the new technology solution. Finally, system recommendations will
be discussed with a proposed solution.
Strategic Use of Technology
Organizational Strategy
Chesapeake IT Consultants has competitors in the market such as Hewlett-Packard (HP),
Booz Allen Hamilton (BAH) and Science Applications International Corporation (SAIC)
(Chesapeake IT Consultants, 2017). The company’s success depends on delivery of high-quality
services to their clients in the form of consulting services and recommendations. The company
3
maintains client satisfaction through implementing new business concepts and using house
practices. The company is growing, and a well-prepared plan is essential. The human resource of
the company will evaluate near-term solutions to secure two new contracts and the ability to hire
international consultants. This new plan will also position the company for future success by
continually providing high quality consulting service to its clients.
Competitive Advantage
Chesapeake IT Consultants’ new hiring system will enable the company to increase its
competitive advantage in the marketplace. The system will reduce the time taken to hire new
consultants to the firm by 20%, which will decrease the time taken currently on hiring new
consultants. The company will gain a competitive advantage with this new hiring process
through improving the strategic planning, through development of a robust recruiting process
and assessing the state of the company.
The company will use data from the system to select the best candidates for the job
through easy identification of those applicants with best skills that the company needs for their
clients’ needs (Schwalbe, 2015). The hiring system will lead to many advantages that include
ensuring that hiring is less intensive, consistency is followed always in hiring, it is easy to track
all the applicants and availability of the system any time it is required.
Strategic Objectives
The table below shows the Chesapeake IT Consultants strategic goals, objectives and
explanation for its business strategy.
Strategic Goal
(from case study)
Increase CIC Business
Development by winning new
contracts in the areas of IT
Consulting
Objective
Increase ways of winning 10
new contracts in IT consulting
in the next 12 months.
Explanation
The new hiring system
will enable the company
to select suitable
candidates that suit a
4
Build a cadre of consultants
Increase international recruiting
internationally to provide
efforts and employ 5 research
remote research and analysis
analysts in the next 12 months.
support to CIC’s onsite teams in
the U. S.
Continue to increase CIC’s
ability to quickly provide high
quality consultants to awarded
contracts to best serve the
clients’ needs
Increase 10 high quality
consultants to serve 6 client
needs in the next 12 months.
given contract that fulfils
the client purpose. It will
allow recruiters to match
the contracts correctly to
the candidates that satisfy
the contract requirements
quickly and efficiently.
The company will also
match employees to the
contact assigned, and
through this, it will
reduce its costs and
ensure appropriately
skilled consultants are
ready for the job they are
assigned.
The new hiring system
would allow applicants
from around the world to
apply online, increasing
the number of
international applicants.
It would enable the
recruiters to carefully
monitor the applications
for these positions,
identify the necessary
research and analysis
skills needed, and screen
resumes for these key
skills. Recruiters could
quickly view the number
of applicants and identify
when additional
recruiting efforts are
needed to meet the
objective.
The hiring system will
enable the company to
match consultants to the
contracts that is awarded
with ease. Recruiters will
review the suitable skills
required through the
system to recruit
consultants that suit the
5
Increase CIC’s competitive
advantage in the IT consulting
marketplace by increasing its
reputation for having IT
consultants who are highly
skilled in leading edge
technologies and innovative
solutions for its clients
Increase competitive advantage
in the market in the next 12
months and employing 100 IT
consultants who are skilled to
the company for various clients’
specifications.
customer needs. The
company will minimize
the time required to select
consultants that match the
skills of client needs.
The hiring system will
enable the company to
employ skilled
consultants that suit the
client needs. The
company will rank
number one in the region
through its high-quality
service delivery to the
clients. The recruiter will
analyze the value,
imitability and
organization candidates to
hire will bring to the
company for the specific
client.
Decision Making
The hiring system will assist significantly in making critical decisions in an efficient and
effective manner within Chesapeake IT consultants.
The table below shows the level of management, examples of decision supported by
hiring system and examples of information supported by hiring system.
Role
Senior/Executive
Managers
Level as
defined in IS
Course
Module
Strategic
Example of Possible
Decision Supported by
Hiring System
Example of
Information the
Hiring System
Could Provide to
Support Your
Example Decision
The CEO of the company
will ensure that capabilities
and growth in the future of
the firm. He will mend the
strategy of the firm. The
The managers
should specify job
specifications for
their recruits.
6
Middle Managers
Managerial
Operational Managers
Operational
CEO will ensure that
standards and reputation of
the company are upheld.
The CEO will ensure that
the IT consultants that are
hired are in the right place
and they will fulfil the
management mission, goals
and objectives.
The director will submit
resumes of new consultants
that can fulfil the need of
human resource in the
organization. The manager
of recruiting will ensure
that screening of
applications, scheduling of
interviews, identification of
best-qualified consultants
and getting the job in offers
depending on the clients’
specifications.
The managers will route
the applications and
resumes through the
interoffice mail through
various hiring managers,
receiving their feedback on
the candidates they
interview and who should
be interviewed. The
managers discover work
applicants quickly and
make faster screening of
the applicants.
The hiring system will lead
to the most minimal
conceivable number of
consultants meetings to
arrive at a decision.
The senior managers
can relocate and
other concerns like
on board selection
shall be
implemented.
The managers shall
identify the need for
hiring. They shall
perform recruitment
activities using the
hiring system. The
managers will
evaluate the
selection process by
the hiring system.
The operational
managers will
characterize the
rules and tools for
the set job
descriptions. They
can open the
opportunity utilizing
the correct channels.
They can also
measure execution
of recruitment
procedures and
actualize grades.
7
Process Analysis
Hiring Process
The hiring process at the CIC Company is generally important as it provides employees
to the organization who can work easily for the clients. The hiring process in the company will
be vital in ensuring that proper and timely hiring process is done. The table below shows how the
system will support the new process and the business benefits from the improved process.
CIC Hiring Process
As-Is Process
Responsible CIC
Position
(Part 1)
(Part 1)
1. Recruiter receives
application from job
hunter via Postal
Service Mail.
Recruiter
EXAMPLE
PROVIDED – Retain
as #1
2. The hiring
manager who
issues job
requisition
The hiring manager
To-Be Process –
How the System Will
Support the New
Process
(Part 2)
Business Benefits
of Improved
Process
Receive application
via on-line
submission through
CIC Employment
Website and store in
applicant database.
More efficient
submission
process decreases
time needed to
receive and begin
processing
applications. This
will present a
positive image to
potential
employees and
help CIC compete
for top IT talent.
The process of
requesting specific
job applicants will
be easy as the
system will select
those applicants
that are required
for specific jobs.it
always enable
recruiters to
manage the
applicants faster as
Provides the job
requisitions based on
the type of job that is
available and requires
that best applicants
are selected to match
clients’ requirements.
(Part 2)
8
3. Recruiters screen
resumes and
forward the best
applicants
Recruiters
4. The recruiters
screen the best
candidates and
shortlist the
names for further
processing.
Hiring managers
5. The
administrative
assistants
schedule the
interviews that
will accommodate
all the hirers and
managers
Administrative
assistants
6. Human resource
conduct face to
face interview
Human resource
managers
data is ready
available.
The resumes for
The system will
applicants are well
enable efficient
sorted out and those
selection process
that match to specific for the suitable
job are selected and
applicants and will
forwarded to the
reduce the time
administrative
taken to select the
assistant.
applicants. This
advantage of
reduction of time
taken will enable
recruiters to focus
on other jobs.
The applicants that
The hiring system
are suitable for the job will enable better
are selected and
selection process
further process of
that is faster,
contacting starts.
efficient and
They are stored in the effective. This will
applicant database and improve time for
final selections are
selection by almost
made.
half of time
currently that the
company is taking
to hire.
Scheduling of the
The system will
interviews for the
enable faster
suitable applicants is
dissemination of
done. The applicants
information about
are informed on the
the scheduled
interview through
interviews for
personal contact
various applicants.
details.
The face to face
interview is conducted
by the human
resource managers.
The system will
enable better
scheduling depending
on the appropriate
time.
The hiring system
will enable faster,
efficient
scheduling of
interviews that will
create more time
for other tasks.
9
7. Conducting an
interview
Human resource
managers
The system enables
interviews to be
conducted based on
the time allocated.
8. Selecting the
candidate
Hiring managers
The hiring managers
select the appropriate
applicants based on
the criteria set.
9. Performing
background checks
Hiring managers
The hiring managers
will look for any
missing information
that was not used to
avoid making bad
decisions.
10. Making an offer
Hiring managers
The applicants can
either take the offer
depending on set
wages through
negotiations.
11. Onboarding the hire
Hiring managers
The system will
enable the new
recruits to get
directions on the job
requirements and
benefits summation.
12. Ted prepares offer letter Administrative
based on information from Assistant
recruiter and puts in the
mail to the chosen
candidate.
EXAMPLE PROVIDED
– Retain as #12.
Prepares job offer
letter by selecting
information needed
for specific candidate;
system completes the
template with stored
information, and Ted
reviews and emails to
candidate.
Better decisions
will enable to be
made as the system
will enable
interview questions
related to job
requirements.
The system will
enable better
selection criteria.
This will ensure
that qualified
candidates are
selected.
The system will
provide all
additional
requirements that
are required based
on clients such that
nothing is left to
chance.
The system will
keep better records
of the applicants
which can be used
for future
reference.
The system will
enable efficient
directions that
match the client’s
specifications and
will ensure better
record keeping.
More efficient
offer process
presents positive
image to applicants
and decreases time
needed to prepare
offer letter, and
enable CIC to hire
in advance of the
competition.
10
Expected Improvements
The table below shows current issues from the case study and improvements that the
hiring system will provide to the company.
Area
Collaboration:
EXAMPLE PROVIDED:
Communications: Explain
how a hiring system could
improve internal and external
communications
Workflow: Explain how a
hiring system could improve
the CIC hiring process by
providing a consistent
structure for each participant
to perform his/her part in the
hiring process.
Current Issues
(from the Case Study)
The Hiring Manager states
that he isn’t as responsive to
HR as he could be as
recruiting is only one of the
many areas he is responsible
for. Therefore, he depends on
Recruiters to stay on top of
the recruiting process.
Improvements
(due to use of technology)
An efficient system with all
information in one place,
easily accessible and updated
in real time could make his
recruiting job easier; and he
could devote time to
effectively working
collaboratively and
proactively with HR on his
staffing needs.
The hiring managers
The hiring system will enable
emphasizes there is no proper faster communication from
communication from hiring
recruiters to the hiring
team as the hiring process
managers that require
takes time. A lot of paper
employees with specific
work, tracking of the
requirement for the given
applicants’ process is hectic
clients. The external
and communicating internally communication with the
and externally is a problem.
applicants will enable faster
Presently, the hiring process
feedback to the clients
is not working as expected as regarding their applications.
there is a lot of work to be
The problem of
done.
communication due to delays
in the hiring process will be
eliminated as the applicant’s
progress will be assessed
clearly.
The hiring manager clarifies
The hiring system will
that currently there is a
improve various areas such as
problem with the CIC hiring
screening of applicants,
process. The current method
scheduling interviews and
of screening applications,
identification of best qualified
scheduling interviews is not
candidates. There will be
appropriate including
efficiency and faster delivery
identification of best qualified of all activities that involve
applicants. This is causing a
hiring in CIC company. For
problem in the organization
example, the hiring managers
11
Relationships: Explain how
implementing an enterprise
hiring system could foster
stronger relationships with
applicants/potential
employees.
as currently there are two
contracts where employees
are required as soon as
possible. Training and using
the manual processes for
interviews is hectic and
efficiency is lacking in the
company.
Currently, the hiring
managers emphasizes there is
no proper communication
from hiring team as the hiring
process takes time. A lot of
paper work, tracking of the
applicants’ process is hectic
and communicating internally
and externally is a problem.
The Hiring manager states
that he isn’t as responsive to
human resource as he could
be as recruiting is only one of
the many areas he is
responsible for. Therefore,
he depends on Recruiters to
stay on top of the recruiting
process.
will be able to use electronic
manuals for their assessments
of applicants in their
interviews. The system will
also provide faster retrieval of
information when required.
The hiring system will
provide a conductive working
relation with applicants as
they will get feedback faster,
employees will have easy
time as their work will be
easy and the hiring managers
will provide feedback to their
clients about the employees
that will work on their
projects. Better collaboration
with other staff members
such as human resource will
be easier as the system will
provide all the requirements
needed.
Requirements
The table below shows stakeholders interests, specific challenge related to hiring process
and how technology solution will support to the hiring process could address the challenge.
Role
i.
CEO
Specific challenge related
to the hiring process
There is a challenge of
matching the right people
to contracts that clients are
paying for.
How a technology
solution to support
the hiring process
could address the
challenge
The hiring system will
ensure that matching
of the right applicants
to the specific jobs is
12
ii.
CFO
done faster and in an
efficient manner.
The current technology in The new hiring system
place has a short life and is will ensure that it
not cost effective.
integrates bookkeeping
There is a problem with
and payroll system and
the payroll and
it will be cost effective
bookkeeping system that
to the CIC Company.
needs integration with new
staff which is not possible.
iii. CIO
There exists a challenge
where the CIC Company
depends on mobile
computing which
comprises challenges of
maintenance, compatibility
and solutions of mobile
devices.
The challenge of breach of
the clients’ data and
compatibility of hiring
system and existing
architecture is not
appropriate.
The hiring system will
eliminate challenges
associated with
maintenance and
compatibility of
systems in the
organization dealing
with hiring of staff.
The system will ensure
that clients’ data is safe
and information of the
applicants is readily
available when
required.
iv.
Director of Human Resources
There is a problem as the
company cannot meet the
staffing and hiring
demands due to the usage
of manual processes.
v.
Manager of Recruiting
The process of processing
applicants is a problem
and a lot of time is taken
in the hiring process in the
company.
The hiring system will
automate the hiring
and staffing demands
as easy data will be
stored and the system
will make hiring faster
and efficient.
The new hiring system
will enable processing
of applicants is easy
and the time taken in
hiring process will
reduce by 20%. The
system will ensure
efficiency and faster
sorting out of
applicants and hiring
will be simplified in
the CIC Company.
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vi. Recruiters
The problem with delayed
feedback to the job
applicants exists in the
company.
The problem with
communication with the
hiring manager as hiring
process is slow.
There is the problem of
slow screening of
applicants and forwarding
the best candidates is slow
and hectic process as some
applications get lost in the
office or buried in email.
There is a problem with
scheduling interviews as it
interferes with interviews
schedule.
vii. Administrative Assistant
There is problem with
paperwork of ensuring that
resumes are matched
correctly with applicants
and providing feedback is
hectic.
…
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