computer science

Running head: CHESAPEAKE IT CONSULTANT 1

CHESAPEAKE IT CONSULTANT 8

Business Analysis and System Recommendation

Introduction

Section 1: Background and organizational analysis

Chesapeake IT Consultants, Inc. (CIC) is an information Technology consulting service firm with its headquarters located in the Baltimore, Maryland. The company is specialized in consultancy services (Business Process Consulting, IT Consulting, and IT Outsourcing Consulting) and it has some satellite locations in Herdon, Virginia, Bethesda, and Maryland. To be competitive and competent in its field (specialty), and meet its service delivery in a timely manner, the company has trained, experienced, knowledge, and skilled or specialist employees who help and support their clients by providing adequate consultancy services. Because it is costing a lot of money to maintain a high number of employees, for that reason Chesapeake IT Consultants Inc. (CIC) decides to recruit employees only when there is a contract which needs attention.

Organizational strategy

In every business set-up, there are competitors, and therefore Chesapeake IT Consultants (CIC) is faced with a stiff competition from other consulting companies in the same industry like Allen Hamilton among others. For the company to create a competitive edge, there is a need to provide high-quality services and on time. This is possible through the acquisition of able to committed employees who have the necessary skills and knowledge of what they do. To be able to recruit the best employees, the company wishes to have a software responsible for hiring and recruitment of employees and do away with the manual process which may be ineffective and time consuming.

Components of an Information System

People and technology

Various stakeholders for the company have a different perception of the software system based on their organizational roles. They include the following:

CEO: for the CEO, he wishes to have a software which can effectively recruit and hire the right people at the required time hence he emphasizes on quick hiring to cope with the contract demands of the clients.

CFO: the CFO, the company, to adopt a system which is cost effective so as to enhance the easy functioning of other business programs. CFO also wishes the system to be a long-term investment so as to be used in future in hiring the best personnel at the right time.

CIO: as a member of the IT department he recommends that the system should be compatible with the current architecture and systems. He also recommends an easy to maintain software and also a one which is more secure keeping employees and clients details secret.

Director of HR: William recommends a system can be more efficient than the manual system of recruitment, a system which can interface with the current organizations system and also be easy to use, and lastly he recommends a system which will have a long-term impact on the company.

Manager of Recruiting: as part of recruiting team, Suzanne recommends a system which will be time efficient in that it can process applicants quickly and capture them before competitors hire them.

Recruiters: they describe the manual hiring process as time-consuming, tiresome and also less efficient and therefore they recommend system which helps in delivering world-class service hence creating a competitive edge.

Administrative Assistant: recommends that the system should conduct the entire process of hiring electronically so as to be time effective in hiring the right people for the job.

Hiring Manager: he recommends a system which is electronically based, easy to use and also effective tool for screening the best employees needed by the company.

Processes

The company has been using the manual system in the recruitment process of its employees, but since it has been less effective, tiresome and also time-consuming, the new software system is seen as the best replacement for the old system.

Hiring Process Below are sub-processes	As/Is Process	To/Be Process	Business Benefits of Improved Process
Receiving applications	Job advertised and applications are sent to the HR manager	Online internet search of the best employees	Reduces time-consuming and less costly
Matching applications with open job requisitions	Manual screening by recruiters teams	The software runs the matching process	An effective means of recruitment
Screening Resumes	Recruiters screen the resumes	The software screens the resumes	Faster and effectives
Scheduling Interviews	Administrative assistant schedules the interviews	No interviews since the system chooses the best of the best	Reduces time wastage, resources as well as an efficient way to recruiting employee.

Interview kits	Conduct better interviews	No needs of extra training	Relevant feedback
Holistic tracking	Provide valuable	Actionable insight	Track every facet of the recruiting process
Powerful sourcing tools	Optimize efforts	Track performance	Measure performance
Manage tasks	Track progress	Automated communications	Alerts
Monitor	Recruiting activity	Automate	Optimize the hiring process

Data / Information

The system needs to have some critical data / information items which aid in choosing best employee for the required job.

Data/Information Requirement

1. The name of the Company Recruiting

2. The vision and mission for the Company

3. Its core values

4. The job specifications

5. Period for the job/contract

6. Name of the applicant

7. Academic qualification

8. Current workplace

9. Work experience

10. Referees for the applicant

Section 2: Strategic use of Technology

The world is changing due to Technology advancements and therefore to remain competitive and efficient the company needs to employ and adopt various information technology systems which help it plan for the future. This is important because the company needs to plan on how to increase its competitive edge efficiently and therefore with the use of IT will be easy to plan on the necessary measures. IT is an important tool for cost management and human capital management and therefore CIC adopting these information technology systems, it will be able to plan for the future and also create a competitive edge over all its competitors.

Section 3: Strategic and Operational Outcomes.

The company’s strategy is to have a system which will help in the hiring process since the need to have the right people for the contract glaring at them. Through the adoption of the new information technology system for hiring employees, the company will be able to save the time of hiring which has been tiresome and non-effective. It will also be able to get the right employees at the right time and also enhance cost-effective management since through the system, it will be easy to hire employees with less cost as compared to the manual process. The new system needs to be secure, easy to operate, be accessible to both laptops and smartphones, which can interface with the current system, time efficient, less costly as well as a system which can improve employee communication.

Section 4: System recommendation

The best system for the CIC company to adopt is known as I Smart Recruit Software which is designed for staffing business needs. The reason to recommend this type of system is that it has all the characteristics and fulfill all the requirements for the company. The reason system is easy to use online recruitment solution which is effective in strengthening business processes. The system is also secure, reduces the time to market as well as it aims at improving the stakeholder’s relationship. It also monitors employee’s easy to track action items as well as an effective tool which is compatible with the CIC company systems.

References:

Orlikowski, W. J., & Baroudi, J. (1991). Studying Information Technology in Organizations: Research Approaches and Assumption. Information Systems Research, 2(1):1-28.

Searle, R. (2009). Recruitment and selection: Human Ressource Management. A Critical Approach, 151-168.

Singh, P., & Finn, D. (2003). The Effects of Information Technology on Recruitment. Journal of Labor Research, 395-408.

Business Analysis and System Recommendation

SECTION 2: Strategic Use of Technology

Business analyst is a profile in IT companies in which information for the clients are gathered and understood what are clients requirement according to which the give solution and system feature recommend for that kind of work. Business analyst should have the knowledge of both management, client communication and technical also. It can take information and then tell the developers to develop the same project for the client within the limited period of time with customer satisfaction.

Decision making

Implementation of the hiring system would assist in making in an effective and efficient manner at the Chesapeake IT consultants. In the table below the level of management and respective possible example that will be supported by the hiring system have been listed. The hiring process and decision making based of the software would incorporate a process line. This process line helps decision-makers to build their decision process (Badampudi, et al., 2018)

Role	Level	Example of Possible Decision Supported by Hiring System
Senior/Executive Managers (Decisions made by the CEO and CFO at CIC supported by the hiring system.)	Strategic Level	The hiring system will be responsible for providing the CEO with information about jobs that are hard to fill or jobs that require a lengthy recruitment processes thereby influencing the decisions made on which contracts to bid on.
Middle Managers (Decisions made by the director of HR and Manager of Recruiting supported by the hiring system.)	Managerial Level	Information from the system that will result in better decision making for the HR director is information on different potential employees all over the world. This will influence the decision made who the right people are to hire in order to fill the vacant positions quickly.
Operational Managers (Decisions made by the line managers in the organization who are hiring for their projects supported by the hiring system.)	Operational Level	The decision to hire an employee who is fully qualified in order to handle specific projects within their functional areas in a manner which is quick supported by information about the number of individuals qualified for the job from this system

Communication

A new hiring system at CIC will improve both internal and external communication. This is so since the various department within the organization will easily communicate to the HR department who they want the HR department to hire via the system. Additionally, the response from the HR department will be spot on since that will be relying on the system thereby eliminating mistakes brought about by human error. External communication will improve since though the new hiring system the firm will easily advertise job openings for applicants to apply.

Collaboration

The new hiring system will improve collaboration since it will result in the different departments within CIC working together towards the common goal of bringing into the firm efficient employees. This is the case since each department within CIC will have to collaborate with other departments in order to arrive at right information that the system should have to facilitate efficient hiring process (Abramowicz & Kokkinaki, 2014).

Relationship

The implementation of the enterprise hiring system will result in relationships with potential employees that are stronger since, the applicants will be treated equally as well as fairly by the new hiring system unlike the older system that relied on individuals within the firm who may be biased. With a system that will not discriminate applicants based on issues outside the requirements of a certain job, the relationship with potential employees will become stronger.

Structure

The hiring process at CIC will be improved by the new system that will result in provision of a structure which is consistent for each participant to play in the hiring process. This is so since the implementation of the new system will result in information being organized in one place with workflow as well as was timelines being defined. With the workflow being defined by the new system each participant will be fully aware of their roles and responsibilities in the hiring process (Abramowicz & Kokkinaki, 2014).

Competitive advantage

The new hiring system can be utilized by the CIC to increase its competitive advantage since it will enable the firm to hire the best as well as most qualified employees from the job market who will be skilled and knowledgeable enough to consistently deliver excellent services to the firm’s clients. Additionally, the new hiring system will be able to store employee’s data, thereby facilitating tracking of their skills. This in turn will be beneficial to the firm since the will be no need to recruit more employees whenever a new project comes across thereby saving on time and cost. Because of the above reasons the company will end up having a competitive advantage.

References Abramowicz, W., & Kokkinaki, A. (2014). Business Information Systems. Larnaca: International Publishing. Badampudi, D., Wnuk, K., Franke, C., Franke, U., Smite, D., & Cicchetti, A. (2018, January 20). A decision-making process-line for selection of software asset origins and components. The Journal of Systems & Software , pp. 88-104.