Please see the attachment (Assignment) for the following question. Please see the rubric at the bottom and follow it. This is a compounded assignment. So i have attached my report that i have turned in along with the instructors remarks. You need to look
Michelle_Michy
ba_sr_1.docx
Chesapeake IT Consultants
Business Analysis and System Recommendation
12 October 2017
Contents Introduction 3 Organizational Strategy 3 Components of an Information System 3 People and Technology 3 Processes 4 Data 5 Strategic Use of Technology 5 Decision Making 5 Communication 6 Collaboration 6 Relationships 6 Structure 6 Competitive Advantage 6 Strategic and Operational Outcomes 7 Strategic Outcomes 7 Process Analysis 8 Requirements 9
Introduction
Chesapeake IT Consultants (CIC) is a small to mid-size Information Technology consulting service firm. CIC uses reliable IT and management methods to achieve quantifiable results for its customers, which includes small to mid-tier business, non-profit organizations, and government agencies. CIC provides services in the following areas; Business Process Consulting; IT Consulting; IT Outsourcing Consulting. CIC is expecting to win two contracts that will require the hiring of at least 75 to 150 additional employees in a three-month period. CIC cannot handle the manual process of hiring and will require an efficient system that will automate different process of the hiring process. This system will need to be compatible with existing architecture, expand with the company as CIC looks to expand in to global markets, and track the skills and certifications of the employees. Lastly, this system needs to be highly cost effective and easy to maintain. This purpose of this report is to conduct an analysis, develop system requirements, and propose an IT solution for CIC hiring process.
Organizational Strategy
The business strategy mentions providing extraordinary services and recommendations to CIC’s customers through highly skilled consultants. CIC is putting a focus on their employees as they should since their employees drive their business and reputation. A new hiring system that filters out the best employees with the correct qualifications will assist the hiring managers finding the precise applicants. With a new system, CIC’s HR department, can effectively manage future and current employee’s expertise and capabilities. Finding the right talent is important in a service driven company.
Components of an Information System
People and Technology
Understanding the connection between the stakeholders and technology is important to ensure the system is effective for everyone’s needs.
I. CEO – Alvin Morrison – The new hiring system for CIC will increase contracts that the CEO can secure because they can hire top performers. Top performers will increase revenue for the business and the confidence of the CEO that he has a capable staff.
II. CFO – Marianne Cho – The hiring system must simplify the payroll and timekeeping process for the CFO. The CFO should be able to see the employee salary, their effectiveness, and educational needs.
III. CIO - Fadil Abadi – For the CIC, a new hiring easily managed and adaptable for the IT department Comment by Diana Hill:
IV. Director of Human Resources – William Bradley – A new hiring system automates the hiring process to meet the demands of the expanding business. This system offers greater efficiency in finding the top performers and retaining them.
V. Manager of Recruiting – Suzanne Rodriguez – By having an automatic system that filters applicants through a series of steps and process the applications will cut down the recruiting time. Comment by Diana Hill: recruiting time?
VI. Recruiters - For the recruiters at CIC a new hiring will improve their positions by alerting applicants automatically about their status, filter applicants, and push the most talented applicants to the front.
VII. Administrative Assistant – The new hiring process will simplify the resume/record keeping process and facilitate interviews between the hiring managers and the applicants who reach the interview stage.
VIII. Hiring Managers – The new system will streamline the interview process by synchronizing the availability of the hiring manager and the applicant while also permitting the manager to filter candidates based upon education, certificates, qualification, etc.
Processes
To efficiently and effectively update the hiring system, it’s important to understand the current system and the exact areas that need to be corrected.
Data
It is crucially important to understand the needed data elements for the software system to run efficiently.
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Data Element Comment by Diana Hill: Need name and data on applicants to fill a position. |
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1. Education Requirement |
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2. Name of Applicant |
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3. Skills |
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4. Past work experience |
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5. Contact information |
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6. Calendar, schedule availability |
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7. Name of Hiring Manager |
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8. Job description |
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9. Certifications |
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10. Facts/information on Applicant |
Strategic Use of Technology
Decision Making
Information Systems purpose is to provide accurate and useful information to the appropriate people at the right time and place (Information Systems, n.d.).
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Role |
Level |
Example of Possible Decision Supported by Hiring System. |
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Senior/Executive Managers |
Strategic |
Pay Raise |
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Middle Managers |
Managerial |
Finding the applicants for the job |
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Operational Managers |
Operational |
Selected Candidate for the job |
Communication
A new hiring system will improve communication by offering an instant messaging system. This will archive messages to be referenced later. Managers can easily organize multiple conversations between applicants and others involved in the hiring process. Miscommunication is lessened because text assist in breaking down language barriers. Internal and external communication is improved because all parties will be informed of what’s happening and ensure that information is available and easily accessible.
Collaboration
Within the CIC this hiring system will improve collaboration between the Hiring Managers, Administrative Assistant, and the Recruiters by making information accessible. By making the resumes, communication, job status, and interviews automated everyone stays informed and updated. Keeping everyone updated will increases efficiency and keep everyone on schedule with the hiring processes.
Relationships
Increased communication is important when creating stronger relationships. By shortening the hiring time, letting applicants know their status, facilitate easier communication between the applicants and the company, being responsive and efficient gives an optimistic view about their potential employer.
Structure
An automated hiring system will give consistency to the hiring process that a manual system does not. This system will notify the participant when it is their time to perform their part of the hiring process and stay on top of them to ensure they complete their part.
Competitive Advantage
A new hiring system will increase CIC competitive advantage by first shortening the hiring process/time because the system is automated and secondly because the recruiters and hiring managers can quickly determine the key skills of the applicants and interview the top performers. By first shortening the hiring time CIC can hire the best candidates before their competitors and increase their advantage by having a stronger work force. A stronger workforce will improve the clients CIC contracts consequently improving CIC’s revenue.
Strategic and Operational Outcomes
Strategic Outcomes
For the new hiring system to be effective for the company it is important to first understand the objectives this system will need to accomplish.
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Strategic Goal (from case study) |
Objective (clear, measurable and time-bound) |
Explanation (2-3 sentences) |
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Increase CIC Business Development by winning new contracts in the areas of IT consulting. |
Secure five new IT consulting contracts within the next 12 months. |
The new hiring system will allow the hiring managers the ability to easily see and filter the qualifications and education of the applicant. This will assist in finding top applicants who are trained and/or educated in IT consulting promptly. Relate to CIC |
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Build a cadre of consultants internationally to provide remote research and analysis support to CIC’s onsite teams in the U. S. |
Increase international awareness of CIC, increase recruiting efforts, and hire ten remote research analysts in 18 months. |
The new system will open the door for international applicants to apply. Monitor the number of applications received and from where. Evaluate where more visibly is needed. Cultivate open commination between applicants and CIC. |
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Continue to increase CIC’s ability to quickly provide high quality consultants to awarded contracts to best serve the clients’ needs. |
Within the next 6 months identify the needs and skill set requirement for each client and assign the appropriate consultant based upon their qualifications. |
The new hiring system will also be a management system. By monitoring and allowing for easy access of employees’ qualifications CIC can provide the most trained and qualified employee for each contract. This will avoid the mismatch of skill set. |
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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. |
Within the next 12 months increase education and certifications for all employees and create a consistent education plan for employees |
This system will track the education, skill/qualification gain, and education for all employees. CIC will be able to track their employees’ growth and development to ensure their employees are knowledgeable about any new theories or techniques. CIC will also create a retainment plan to keep the employees they are investing in. |
Process Analysis
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CIC Hiring Process |
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As/Is Process |
To/Be Process |
Business Benefits of Improved Process |
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1. Recruiter receives application from job hunter via Postal Service Mail. |
Receive application via on-line submission through CIC Employment Website and files in applicant database. |
More efficient submission process presents positive image to applicants and decreases time needed to receive and begin processing applications. |
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2. Recruiter creates an evaluation process based upon manager’s requirements |
Inputs the evaluation process for the job requirement. |
Inputting the evaluation methods has two benefits: saves the requirements and screen methods for future job posting; by inputting the requirements the employment system can pre-screen the applicants based upon the requirements. Relate to CIC |
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3. Complies all applications and presents all application based upon a standard to the recruiter |
The Employment system will filter applicants based upon education requirements and relevant experience. |
Saves the recruiter time from sorting through unqualified applicants. Relate to CIC |
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4. Evaluate and screen applicants based upon the criteria set in step two |
The Employment system will screen applicants based upon an algorithm that compares skills, qualifications, and personality test to the requirements of the hiring manger. |
This saves the recruiter time by not going through each application individually, but reviewing the systems rejected/accepted applicants. Relate to CIC |
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5. Present the top applicants to the manager for interview selection |
The hiring system with send an email communication notifying the hiring manager of the top applicants for interview selection. |
The hiring manager is automatically forward the resume and applications and they are easily accessible. Managers can review the applicants and select the ones for an interview. Relate to CIC |
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6. Alert the applicants of their status |
Once the recruiter updates application statuses in the system and hits submit, the system will send out communication to the applicants. |
Saves the recruiter time from calling each applicant Relate to CIC |
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7. Create guidelines for the interview and a list of interview questions |
Input interview questions in the hiring system and assign specific questions to a specific candidate. |
By preassigning question, hiring managers will not forget the questions they want to discuss with the applicant Relate to CIC |
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8. Coordinate between the hiring manager and interviewees |
The Employment system will have a calendar in which applicants can select their interview time based upon the hiring managers availability. |
Saves the Administrative Assistant time by not calling and waiting to hear back to schedule a time. Relate to CIC |
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9. Conduct the interviews |
Conduct the interview with the most qualified candidate How, What would an electronic interview look like? |
Assuming all other steps are successful, the hiring manager is only interviewing the top performers and best fit for the company. Relate to CIC |
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10. Select the candidates for the job and alert the Administrative Assistant on the decision |
The hiring manager will go into the system and select the applicant and reject the others How, will he crawl inside (lol) Create a report that shows qualified applicatns. |
This saves the hiring managers time by not making a phone call or sending an email. It reduces and back and forth communication. Relate to CIC |
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11. Check References, background, qualifications |
The administrative assistant submits the selected applicant profile to be verified |
By having the step contracted out, it will free the administrative assistant time to complete another task. Relate to CIC |
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12. Administrative Assistant prepares and sends Hiring Offer to Selected Candidate by mailing offer letter |
Ted 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. |
Recruiter selects offer information for candidate and electronically routes to Ted for processing and electronic mailing to candidate. Relate to CIC |
Requirements
Understanding the functional and performance requirements CIC needs is important to build the software appropriately.
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Requirement Number |
Requirement |
Source (individual) from Case Study – name and title |
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U-1 |
Screen resumes for relevant skills and education against the job description and inputted skills |
Recruiter – Paul O’Brien |
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U-2 |
Schedule interviews based upon availability of the hiring manager, by using a calendar scheduling system. |
Administrative Assistant - Ted Anderson |
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U-3 |
Stores resumes and application for easy retrieval |
Administrative Assistant - Ted Anderson |
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U-4 |
Automate the paperwork involved after the job offer such as tax information and payroll |
Administrative Assistant - Ted Anderson |
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UR-1 |
Track the skills, education and certifications of the current staff. Report the staff capabilities, expertise, and education |
CFO – Marianne Cho |
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SS-1 |
Strong firewall to protect client’s and applicant information. |
CIO – Fadil Abadi |
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SS-2 |
Create a strong login platform |
CIO – Fadil Abadi |
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SP-1 |
Portability – Mobile platform |
CIO – Fadil Abadi |
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SP-2 |
Compatibility – built around the existing architecture |
CIO – Fadil Abadi |
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SP-3 |
Usability – Easy to use interface |
Director Of HR – William Bradley, Hiring Manager |
(Bourgeois, n.d.) (Johnson, n.d.).
References
Bourgeois, D. (n.d.). Chapter 1: What is an Information System? In Information Systems for Business and Beyond. The Saylor Foundation.
Bourgeois, D. (n.d.). Chapter 10: Information Systems Development. In Information Systems for Business and Beyond. The Saylor Foundation.
Heathfield, S. M. (n.d.). What Does a Human Resources Manager Do, Anyway? Retrieved September 16, 2017, from https://www.thebalance.com/what-does-a-human-resources-manager-do-1918551
Information Systems. (n.d.). Retrieved September 16, 2017, from https://umuc.equella.ecollege.com/file/86676687-c3fd-4176-92e0-ad8f73fc49ee/1/Mod2Topic_2.html
Johnson, D. (n.d.). The distinction between functional versus performance requirements. Retrieved October 01, 2017, from http://searchsoftwarequality.techtarget.com/tip/The-distinction-between-functional-versus-performance-requirements
OFFICE OF INSTITUTIONAL EQUIT. (n.d.). STAFF RECRUITMENT AND SELECTION procedures manual for hiring managers and supervisors. Retrieved September 3, 2017, from https://www.purdue.edu/ethics/Search_Screen/StaffRecruitmentManual.pdf
Sullivan, D. J. (2015, July 23). Show Me the Money — the Top 10 Revenue Impacts of a Great Hiring Process. Retrieved September 03, 2017, from https://www.ere.net/show-me-the-money-the-top-10-revenue-impacts-of-a-great-hiring-process/
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