Stage I Introduction To Business Analysis And System Recomme
Stage Iintroductionthis Business Analysis And System Recommendation I
Stage I: Introduction This Business Analysis and System Recommendation is to improve the hiring process for Chesapeake IT Consulting (CIC). CIC offers a wide variety of IT-related services. The case study states that, “main customers of CIC are small to mid-size businesses and state and federal level governmental agencies at the local”. It relies on the quality and expertise of its employees to provide on-site consultants to work with its clients. Chesapeake IT Consulting business determination is to provide extraordinary consulting services and recommendations to its customers by employing highly skilled consultants to develop or stay abreast of new business concepts.
However, CIC anticipates winning two contracts and the current manual process of recruiting and hiring employees will not allow the department to be receptive to the needs as well as the demands of future business growth. The current manual process faces many challenges such as placing the right people in current contracts and quickly hiring additional talented staff that will fulfill the needs of future contracts. In this report an analysis will be conducted, a set of system requirements and recommendations to the applicant tracking or hiring system will be developed. This analysis includes four stages and will provide an internal report of CIC. Organizational Strategy Chesapeake IT Consultants organizational plan is to develop an Employment Website that intends to achieve CIC’s long-term goals.
The anticipated new hiring system will support CIC organizational strategy by ensuring that applicants profiles are automated generated and screened for disqualifying elements. Only qualified personnel that meet all hiring requirements will be placed on the Qualified applicant’s phase. Each applicant’s profile will be analyzed electronically. Automatically matching the desirable candidate with the job profile will maximize efforts to ensure the right people can be in place to fulfill current contracts and additional talented staff can be quickly hired to address needs of future contracts which will simplify the recruitment needs of CIC. Competitive Advantage CIC will use the new hiring system to increase its competitive advantage by being able to recruit applicants, fill vacant positions, and schedule interviews within the new CIC Employment Website.
The case study states that, “CIC mostly competitively bidding on Requests for Proposals issued by business, government and non-profit organizations to win a contract, and to get a business”. Having the new hiring system will increase competitive advantage of CIC, because the Employment Website will allow applications to be screened thoroughly based upon the applicants’ qualifications and employment background ensuring highly-skilled employees are hired. Strategic Objectives This section reviews the four strategic goals addressed in the case study. An objective to meet each goal will explain how the newly proposed hiring system would help accomplish each objective. Objectives create guidelines that become the foundation for your business planning and should therefore be specific and measurable.
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.
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 will increase CIC reputation which will increase their competitive advantage Decision Making The decision-making process occurs at different levels management. The process should not be discriminatory but rather accommodate views from diverse backgrounds before making final judgments It is vital that every level of management is involved in the decision-making process. For example, in the management of Chesapeake IT consultants should to provide feedback their observations and concerns about the new recruiting system. 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.