Stage 4 Assignment
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151708-749395--Feb2320191010AM-Stage_3.docx1
Running Head: Stage 3: Requirements
2
Stage 3: Requirements
Maryland Technology Consulting
Course: IFSM 300 Information Systems in Organizations
Date: 02-23-2019
Stage 3: Requirements
Strategic Outcomes
Every organization sets up its goals which they expect to attain at the end with either the current system or a fresh system which the management intends to implement. The following are the goals that Maryland Technology Consulting prospect that the new system will assist in achieving.
a. To have the right candidates to achieve the present contracts and have more employees employed within the shortest time possible to cater for probable deals. The new recruitment system will be able to hire staffs more quickly. It will also determine the best applicant to take up the position using the documents presented.
b. To possess cost-effective tools to solve the issues with the present processes and assist in future operations to ensure that the organization remains successful. The idea of cost-effectiveness will be archived by the system being able to operate for many years; thus Maryland Technology Consulting will benefit from its implementation. The system will as well boost the organization’s future.
c. To have a hiring method well-suited to the present organization design and operations. Having the new recruiting system which shall be a software as a service the organization will not require structuring it from zero. The system will be well suited to the present organization system.having a well suited system is one major goal in every organization (Ekwoaba, Ikeije & Ufoma, 2015).
In every organization, system implementation is a crucial step. Prior to implementing a system, it is essential to understand the key stakeholders take about the old system. This will entail how the old system operates and what they expect of the new system (Huff-Eibl, Voyles & Brewer, 2011). In the case of Maryland Technology Consulting, the following info is crucial based on every stakeholder’s expectations. The following table shows the current system issues and how the key stakeholders expect the new hiring system to sought them out.
|
Role |
Specific problem related to the current hiring process. |
How a technology solution to support the hiring process could address the problem. |
|
1.CEO |
Uncertainty on the number of staff to employ. Comment by Unknown Author: This is true. The challenge is to solicit business, but without knowing or having the confidence in the hiring process is accurate. |
The system will select the best candidates based on the organization needs. |
|
2. CFO |
The system does not promise to be well operating in the future. Comment by Unknown Author: Not sure what the challenge is outlining as its written. The CFO is worried about the future, however it pertains to cost and its inefficiency
|
The system will be in operation for an extended period of time. |
|
3. CIO |
The data access is not restricted. Comment by Unknown Author: Security is definitely a concern with the CIO. |
The system will be able to encrypt all data thus preventing unauthorized persons. |
|
4. Director of Human Resources |
Manually Apprising the Human Resource system with fresh recruitment info. |
The system will be able to automatically update the candidate and the staff details once a submission is made. |
|
5. Manager of Recruiting |
Manually analyses candidates who should be invited for an interview. |
The system will automatically pick and forward the qualified applicants. |
|
6. Recruiters |
Manually Receive application from applicants. Comment by Unknown Author: Correct. |
The system will be able to receive applications from job seekers automatically. |
|
7. Administrative Assistant |
Update the recruiter on the status of interviewees |
The system will be able to show the state of the candidates after the interview whether they qualify or not. |
|
8. Hiring Manager (Functional supervisor the new employee would be working for.) |
Manually pick the best candidates. |
The system will utilize the documents submitted by the candidates or use keywords to pick the best candidate without any bias. |
The following are the Maryland Technology Consulting System requirements as presented in the case study. The needs range from user, reporting, performance as well as the security requirements. Each and every porganization need to involve all the stakeholders in any system in order to ensure attainment of the expected system results (Pohl, 2010).
|
Requirement ID
|
Requirement Statement |
Stakeholder (Position and Name from Case Study that identified this requirement) |
|
User Requirements – (What the user needs the system to do) |
|
|
|
1. |
The system must store all information from the candidate’s application/resume in a central applicant database. |
Recruiter – Peter O’Neil Comment by Unknown Author: Correct |
|
2. |
The system must Prepare job offer for the chosen applicant. |
Recruiter-Peter O’Neil |
|
3. |
The system must Process presentations and resumes. Comment by Unknown Author: Correct |
Recruiter- Peter O’Neil |
|
4. |
The system must be able to quickly identify critical skills and experience of current and future employees. |
Hiring Manager- (in the functional area) |
|
5. |
The system must Schedule interviews. Comment by Unknown Author: Correct |
Admin Assistant |
|
5. (Reporting-Output of organized information retrieved from the system) |
The system must be Reliable in terms of sending and receiving messages. |
Recruiter- Peter O’Neil |
|
System Performance Requirements – (How the system will perform) |
|
|
|
EXAMPLE PROVIDED |
The system must be implemented as a Software as a Service solution. |
CIO – Raj Patel |
|
1. |
The system must have an Electronic dashboard to see the status of any job opening, info on qualified applicants. |
Hiring Manager- (in the functional area) |
|
2. |
The system must perform Electronic scheduling. This relates to scheduling interviews for qualified applicants. |
Hiring Manager- (in the functional area) |
|
3. |
The system must be Compatible with existing architecture and systems. |
CIO- Raj Patel |
|
4. (Security) |
The system must Encrypt the clients. data. This will ensure the organization data is secure. |
CIO- Raj Patel |
|
5. (Security) |
The system must ensure the payroll is safe. |
Admin Assistant |
References
Pohl, K. (2010). Requirements engineering: fundamentals, principles, and techniques. Springer Publishing Company, Incorporated.
Ekwoaba, J. O., Ikeije, U. U., & Ufoma, N. (2015). The Impact of Recruitment and Selection Criteria on Organizational Performance.
Huff-Eibl, R., Voyles, J. F., & Brewer, M. M. (2011). Competency-based hiring, job description, and performance goals: The value of an integrated system. Journal of Library Administration, 51(7-8), 673-691.
