Stage 3

Strategic Goal

(from case study)

Objective

(clear, measurable and time-bound)

Explanation

(2-3 sentences)

Increase CIC Business Development by winning new contracts in the areas of IT Consulting

Increase contract recruiting efforts and win 2 contracts within the next 12 months.

Ensuring that the Chesapeake IT win new contracts in the areas of IT Consulting will increase investments and directly cooperate the mission which will in turn contribute to the desired returns as per the company projections.

Build a cadre of consultants internationally to provide remote research and analysis support to CIC’s onsite teams in the U. S.

Increase international recruiting efforts and employ 5 research analysts in the next 12 months.

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

Continue to increase CIC’s ability to quickly provide high quality consultants to awarded contracts to best serve the clients’ needs

Implement CIC new hiring system and completely screen 75 qualified consultants within the next 6 months.

Digitally recruitment will allow Chesapeake IT consultant to quickly screen applicants and assist in picking only employees that match with the company profile at large

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

Hiring 75 highly skilled consultants that will leading edge technologies and innovative solutions for its clients for the duration of the contract

Hiring 75 highly skilled consultants that will leading edge technologies and innovative solutions for its clients will increase CIC reputation which will increase their competitive advantage

Role

Level as defined in IS Course Module

Example of Possible Decision Supported by Hiring System

Example of Information the Hiring System Could Provide to Support Your Example Decision

Senior/Executive Managers

(Decisions made by the CEO and the CFO at CIC supported by the hiring system.)

Strategic Level

The CEO choses the hiring system that follows the guidelines he implements to support CIC’s vision and business strategy.

CFO looks at CIC’s financial and whether or not it is a good time to hire new employees and their salary scale.

The CEO and CFO will see an increase in CIC’s productivity to acquire new contracts, advise more clients, and rise in the profit margin. Database will allow for more employees to be hired

Middle Managers

(Decisions made by the Director of HR and the Manager of Recruiting supported by the hiring system.)

Managerial

Level

Director of HR and the Manager of Recruiting will make hiring decision.

They will keep track of the general activity of the hiring system to know if the hiring activities reach the requirements of CIC.

The Director of HR and Manager of Recruiting will use the information provided from the database to requests for positions to fill more vacancies with the acquisition of new contracts. Database will permit a competitive hiring process among applicants and select only those who are qualified

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 line managers identify employees’ tasks and know how much work needs to be done, so they will help determine how many employees are needed to complete contracts

The hiring system will show more contracts available requesting for more employees to be given tasks to get the work completed. The database will select the employees for specific positions only.

CIC Hiring Process

As-Is Process

(Part 1)

Responsible CIC Position

(Part 1)

To-Be Process – How the System Will Support the New Process

(Part 2)

Business Benefits of Improved Process

(Part 2)

1. Recruiter receives application from job hunter via Postal Service Mail.

Recruiter

Receive application via online submission through CIC Employment Website and store an applicant database.

More efficient submission process decreases the 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.

2. Administrative assistant receives application letters and resume from recruiters and forward them to the hiring manager.

Administrative Assistant

Administrative assistant retrieves application letters and resume details from recruiters via CIC Employment Website applicant database. Database generates applicant’s profile. Candidates profiles are stored and forward electronically to the hiring manager.

Reduces the paper workload of the administrative assistance by storing candidate applicants in the database

3. Hiring manager receives the application letters and resumes of the job applicants and makes the selection of the applicants to be interviewed and make a list of members that constitute the interview panel. The information is then forwarded using the interoffice email to the administrative assistant

Hiring Manager

Electronically receives application details from candidates’ profile. Database allows Hiring manager to efficiently narrow down applicants profiles who meet position requirements and who will be interviewed.

High efficiency in determining the applicant who fits the vacant position

4. Administrative assistant receives feedback from the hiring manager and draws the interview timetable based on the availability of the members of the panel and the applicants. The details of the interview are collected and forwarded to the recruiters.

Administrative Assistant

Retrieve the application details from INTERVIEW phase and store them in NEW JOB phase of the applicant's database.

The data is kept safe and the system will provide ease of accessing required information.

5. Recruiter receives the details of the interviewed candidates and makes a job offer to the qualified candidates. The information is then routed to the hiring manager for payroll.

Recruiter

Retrieve the application details from NEW JOB phase and store them in QUALIFIED APPLICANTS phase of the applicant’s database

Ease of determining the candidate that will be hired by the company

6. Hiring manager receives the list of qualified applicants. The new list is forwarded to the human resource manager (The manager of recruiting )

Hiring Manager

Retrieve the application details from the QUALIFIED APPLICANTS phase and electronically matching the desirable candidate with the job profile. Then digitally storing information in NEW EMPLOYEES phase where information can be electronically reviewed by to the human resource manager

Presents a clear comparison of the selected candidates with the job profile. Ease of matching the desirable candidate with the job profile

7. Human Resource Manager receives a new list of employees and uses it to update the number of employees in the company and forward the information to the Director of Human Resource

Human Resource Manager

Retrieve the applicant’s profiles from the NEW EMPLOYEES phase and digitally update the number of employees in the company and electronically forward the information to the Director of Human Resource

The convenient way of matching the employees' experiences with the new job profile that lead to the maximum satisfaction of the recruitment process

8. The Director of HR gets the information from the recruiting manager and update the records of the staff in the office. The staffing report is then submitted to the CEO

Director of Human Resource

Will use the CIC system in evaluating employee’s performance such as performance appraisals and data a will generate staffing report.

Staffing report will proficiently evaluate the performance as all employee’s sense of detail. Staffing report will be digitally kept in the database and are readily available (Javed, Luo, McNair, Jacob, Zhao, & Kang, 2015, March).

9. The CEO of the company will receive the updated list of staff members and use it to update the records of employees.

Chief Executive Officer

Will use the CIC Employment Website to monitor the operation of the business and ensure CIC has knowledgeable and capable staff to deliver the services clients are paying for and expect.

More effective hiring process and attempt to reduce errors and efforts to ensure the right people can be in place to fulfill current contracts and additional talented staff can be quickly be hired to address needs of future contracts

10. The CIO will receive a copy of the newly employed staff members for innovation, collaboration, motivation, and balancing of the IT budget due to addition in the number of employees

Chief Information Officer

Will use the CIC system to ensure there are no security breaches and globally communicate with employees through messaging and call on online chat.

Efficient mode of data security, and effective communication with the employees in the workplace.

11. The CFO will use the list of the newly employed workers for updating the financial obligation of the company due to total salary adjustments

Chief Financial Officer

Will use the applicant database that coincide with the current timekeeping and payroll system. Data retrieved from the data will allow the CFO to system to update the financial obligation of the company

High financial precision and accuracy when dealing with the large number of transactions in the CIC. Errors in financial budgeting are eliminated

12. Ted prepares offer letter based on information from the recruiter and puts in the mail to the chosen candidate.

EXAMPLE PROVIDED – (Retain text as #12 but remove this label and gray shading in your report)

Administrative Assistant

Prepares job offer letter by selecting information needed for the specific candidate; system completes the template with stored information and Ted reviews and emails to the candidate.

More efficient offer process presents the positive image to applicants and decreases the time needed to prepare offer letter and enable CIC to hire in advance of the competition.

Area

Current Issues

(from the Case Study)

Improvements

(due to use of technology)

Collaboration:

EXAMPLE PROVIDED

(Retain text but remove this label and gray shading in your report)

The Hiring Manager states that he isn’t as responsive to HR as he could be since 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.

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.

Communications: Explain how a hiring system could improve internal and external communications

The recruiter states that the applicants wait anxiously for the status of their applications. The use of emails does not provide timely communication messages could be received in the spam box, leaving the application unattended.

The hiring system is backed with sound notification. The notification will ensure that the message is received timely in the organization. It also has an online chat functionality which is 24/7 supportive to the applicants (Ghazzawi, & Accoumeh, 2014).

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.

According to the flow of the application process from the case study, some recruitment members are heavily burdened. The administrative assistant stated that the department is overwhelmed by the papers as the recruitment process crosses the department several times before the application is approved.

The hiring system will ensure consistency and distribute the work fairly among all the recruitment departments. Every department will have access to its role in the hiring process without passing through other departments. Responsible member of department login into the system and retrieve the required information from the database

Relationships: Explain how implementing an enterprise hiring system could foster stronger relationships with applicants/potential employees.

The recruiter stated that the applicants are waiting for so long time for their response. This because the email as means of communication does not foster an effective communication relationship.

The hiring system having an effective and real-time communication. This relationship will set the tone to foster a respectable company reputation and ensure a positive relationship between the CIC and the applicants.