needed friday morning

Role

Specific problems related to the hiring process

How a technology solution to support the hiring process could address the challenge

i. CEO

The CEO requires an authorization from the Board of Directors and the company’s chairman as required by the Board. The go ahead given by the chairman or members of the board allows for a candidate to be brought onboard for the hiring process.

The CEO has the power to directly suggest or put forward the resumes of a candidate to the Board of directors. The chairman can also be sent a copy or addressed via the resume for all the relevant parties to follow and understand the process of hiring and contents of the resume.

Automated systems will be installed to allow automatic forwarding of resumes to relevant authorities such as the chairman and members of the Board (Directors).

ii. CFO

One of the roles of the CFO is to track down the amount of salaries that every candidate is offered and report or note down in the books of account. The information is very useful when carrying out audit reports in the company.

The relevant technology for such a process could be the automation of the update system for the accounts office for balances and checks. Once the salary for every candidate has been determined and agreed upon, the data is entered into the computer system and automatically updated.

iii. CIO

The CIO is responsible for several tasks involving information concerning candidates for security checks (Wright, & McMahan,2012). They will need a biometric scanning system for candidates, online testing using computer systems and a constant update of all the information relating to candidates after data entry at the interview stage.

Such information is required for a dependable register of tall candidates for specific tasks.

Secure technology will be provided to ensure the task of count generation and gathering of statistics belonging to candidates is successful. This will make the work of the CIO easier by simply working on the requirements at work.

iv. Director of Human Resources

The director of Human Resource Department has control over the number of shortlisted candidates as well as the maximum intake. Such requirements must be based on information clearly defining the number of available job offers in the company as well as the available budget to cater for the candidates shortlisted. Therefore good analysis should be done in order to avoid any jeopardizing of the books of accounts through profits as the exercise comes either quarterly or half yearly.

In order to provide a smooth transition without affecting the profits of the company, the Director of Human Resource Management will be provided with suitable algorithms to be implemented using the best and most applicable programming language with the activities of the organization. This will bring normalcy in the operation of business and a smooth transition in the hiring process.

v. Manager of Recruiting

After the Human Resource Department has successfully completed the hiring process, the Manager of Recruiting has to give the final confirmation of the successful candidates and send them to the board. There could be many application forms to be signed and the manager of recruiting can sometimes be overwhelmed therefore requiring technology to make the process easier.

An automated process will be provided in order to allow for automatic verification and signing of the application forms by the manager of recruiting. The work load will be reduced and faster process enhanced.

vi. Recruiters

Recruiters have the responsibility of going through every resume and sorting them out based on the relevancy of every resume.

A suitable technology to help in sorting out of resumes based on the qualifications will be provided (Noe,et al 2006).

vii. Administrative Assistant

Candidates that have newly recruited must be well recorded in the company register and systems by the administrative assistant. These includes all the background information relating to the candidate using available tools provided by computers such as spreadsheets or excel. Manual entries are tiring and time consuming.

Technology allows management to have a single and secure consolidated view of all information relating to candidates through the maintenance of a DB of recruited candidates.

viii. Hiring Manager (Functional supervisor the new employee would be working for.)

An online screening test for every candidate will be required before the hiring manager establishes the potential of the candidates

The company will have to design an online screening testing platform for all candidates for correct judgement

Requirement ID

Requirement Statement

Stakeholder

(Position and Name from Case Study that identified this requirement)

Functional Requirements

Example

The system shall store all information from the candidate’s application/resume in a central applicant database.

Recruiter - Paul O’Brien

1.

An auto approval of the applicants must be provided by the system before being confirmed by relevant authorities such as the Board of Directors

Manager of recruiting

2.

Any transactions relating to finances, such as salaries and any other logistics must be well captured and automatically updated by the system

CFO

3.

All resumes must be sort out properly y the system based in the required experiences and knowledge of technology.

Recruiters

4.

All new information relating to the hired persons must be well stored by the system. These includes the biometric analysis and tests

CIO-Fadil Abdi

5. (Reporting)

The system in place must be able to generate required reports as per the selection criteria of the candidates. The reports should be automatically sorted out as per the entry of the candidates for easier tracking.

Director of Human Resource management

Non-Functional Requirements

Example

The system shall be implemented as a Software as a Service solution.

CIO – Fadil Abadi

1.

Different applications within the company must be compatible with the system hence the system must be flexible enough for integration example Linux Servers (Kosnik, Wong-MingJi, , & Hoover, 2006)

CIO-Fadil Abdi

2.

An automatic generation of reports must be provided by the system within required time, quality and quantity

Director of Human Resource Management

3.

Resumes require sorting as per the data input through the recruitment process and the system should be able to ensure this

Recruiters

4. (Security)

Validation of the credentials relating to users in order to give permission for any access to premise or material facilities must be guaranteed by the system

CIO-Fadil Abdi

5. (Security)

Financial transactions must be done properly without errors in the final reflection for an accountable process.

CFO