Stage 3 Business Analysis And Systems Recommendation
Stage 3 Business Analysis And Systems Recommendation
Develop a set of requirements for the new hiring system at Chesapeake IT Consulting (CIC), incorporating previous feedback. Identify stakeholder interests and objectives based on their roles and case study information, focusing on how the technology will improve their job functions and address current challenges. Use the outline format with tables for stakeholder interests, listing each role, specific challenges, and how a technological solution can support their needs.
Next, define the essential requirements for the system, including five functional requirements—one specifically related to reporting—and five non-functional requirements, including two security-related requirements. Each requirement should be a clear, complete sentence, formulated as a positive statement, and include measurable criteria where applicable. Functional requirements should specify what tasks the system will perform or support, and non-functional requirements should describe how the system will perform, including performance and security standards.
Use the provided table formats, with an introductory sentence explaining the content of each table, to ensure clarity. Ensure the report remains concise, ideally not exceeding four pages, with double-spaced content and single-spaced tables. Write in third person throughout, avoiding personal pronouns to maintain objectivity. Incorporate at least two references—one from course content and one external—cited appropriately in APA format. The report should include a title page with the company name, report title, your name, course details, and submission date. Also, include a reference page at the end.
Paper For Above instruction
Introduction
Effective recruitment is vital to organizational success, especially within a technology consulting firm like Chesapeake IT Consulting (CIC). As part of the business analysis process, developing comprehensive system requirements ensures that the new hiring system will meet stakeholder needs, enhance operational efficiency, and support strategic goals. This report delineates stakeholder interests and specifies detailed functional and non-functional requirements for the proposed system, grounded in case study insights and best practices.
Stakeholder Interests
The following table summarizes the key interests and objectives of each stakeholder involved in the hiring process at CIC, alongside the specific challenges they face and how technological solutions can address these issues:
| Role | Specific challenge related to the hiring process | How a technology solution to support the hiring process could address the challenge |
|---|---|---|
| CEO (Fadil Abadi) | Limited visibility into recruitment metrics and overall hiring efficiency. | The system shall generate real-time dashboards reflecting key recruitment metrics such as time-to-fill, applicant sources, and hire quality. |
| CFO (Jane Smith) | Difficulty in budgeting for recruitment activities and tracking associated costs. | The system shall include budgeting modules that track recruitment expenses and provide reports for financial analysis. |
| CIO (Fadil Abadi) | Need for an integrated, scalable, and secure hiring system aligned with IT infrastructure. | The system shall be implemented as a cloud-based solution supporting scalability and security protocols. |
| Director of Human Resources (Laura Johnson) | Challenges in managing candidate data efficiently and ensuring compliance. | The system shall store all candidate information securely and support compliance reporting requirements. |
| Manager of Recruiting (Michael Lee) | Difficulty in tracking applicant status and coordinating communication. | The system shall provide real-time applicant tracking features and automated communication tools. |
| Recruiters (Multiple staff) | Manual data entry and disorganized applicant data delay the recruitment process. | The system shall allow electronic application submissions and input directly into a centralized database with search capabilities. |
| Administrative Assistant (Sara Adams) | Trouble managing interview schedules and document processing manually. | The system shall support automated scheduling and document management functionalities. |
| Hiring Manager (Functional supervisor) | Limited visibility into candidate progress and lack of decision-making data. | The system shall provide detailed applicant profiles and interview feedback tools to facilitate decision-making. |
Defining Requirements
The requirements for the new hiring system are categorized into functional and non-functional, addressing both operational capabilities and system performance/security standards. Each requirement is crafted to be measurable and clear, supporting the development of an effective solution.
Functional Requirements
| Requirement ID | Requirement Statement | Stakeholder |
|---|---|---|
| FR1 | The system shall allow applicants to submit applications through an online portal. | Recruiters |
| FR2 | The system shall automatically screen applications based on predefined criteria. | Manager of Recruiting |
| FR3 | The system shall store all applicant data securely in a centralized database. | Director of Human Resources |
| FR4 | The system shall generate reports on recruitment metrics such as time-to-hire and source effectiveness. | CEO |
| FR5 | The system shall support scheduling and tracking interviews with candidates. | Administrative Assistant |
Non-Functional Requirements
| Requirement ID | Requirement Statement | System Performance / Security |
|---|---|---|
| NFR1 | The system shall be available 99.9% of the time to ensure accessibility during recruitment cycles. | Performance |
| NFR2 | The system shall respond to user queries within 2 seconds 95% of the time. | Performance |
| SFR1 | The system shall enforce role-based access control to restrict data access based on user roles. | Security |
| SFR2 | The system shall encrypt candidate data at rest and in transit using industry-standard protocols. | Security |
| SFR3 | The system shall include audit logging for all user activities related to candidate data access and modifications. | Security |
Conclusion
The outlined stakeholder interests and detailed requirements will guide the development of a robust, efficient, and secure hiring system that meets CIC’s organizational needs. Incorporating these specifications ensures alignment with strategic objectives, enhances operational workflows, and fosters compliance and data security. Future stages will analyze the proposed IT solutions against these requirements to recommend the optimal system architecture.
References
- Laudon, K. C., & Laudon, J. P. (2020). Management Information Systems: Managing the Digital Firm (15th ed.). Pearson.
- Shankar, R., & Balakrishnan, R. (2019). Enhancing recruitment processes through technological integration: A review. Journal of Business and Technology, 45(3), 210-225.
- U.S. Department of Homeland Security. (2020). Security standards for applicant data. Federal Security Regulations. https://www.dhs.gov/security-standards