IFSM 300 Stage 4: System Recommendation and Final BA&SR Report Latest 2022

Chesapeake IT Consultants Stage 4: System Recommendation and Final BA&SR Report ##NAME## IFSM 300 Section 7384 #### ##, 2018 In order to facilitate the hiring of 75 new employees in the next three months, Chesapeake IT Consultants (CIC) needs to update the current hiring process. As it stands, the current recruiting team is working at capacity, and not able to handle this increased volume in such a short amount of time. In order to accommodate this immediate need, and future needs, a new recruiting system needs to be put in place to keep up with company growth. The new hiring system will need to work with CIC’s current IT structure so that it can be up to speed immediately, and to keep costs down. To continue CIC’s business strategy of providing extraordinary consulting services and recommendations to its customers, a new hiring system will need to be implemented. The new system will enable the current recruiting team and hiring manager to streamline the hiring process, thus increasing the number of new hires, with minimal expense to CIC. Since CIC’s software development staff is smaller, the new system will be a Software as a Service solution, so it can be deployed quickly. The new streamlined system will include an electronic dashboard that shows all open positions, along with a calendar showing scheduled interviews. For CIC to increase its competitive advantage; there is a need for the company to find qualified candidates quickly, and at a reasonable cost to our clients. The improved hiring process will allow our recruiting team to screen the candidates more quickly, and pass the information on to the hiring manager so interviews can be scheduled. With a streamlined, effective recruiting system in place, CIC can have an advantage over the competition by providing the benefit of quality candidates more quickly than our competitors (Amadeo, 2018). Below is a breakdown of CIC’s Strategic Goals, and how the new hiring system will help meet these goals: 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 follow-up with referrals and previously satisfied clients over the next 12 months to increase new contracts by 15- 20% while maintaining current bidding on Requests for Proposals. With a new hiring system in place, CIC will be able to provide potential clients with qualified consultants to meet their needs. CIC’s recruiting team will be able to provide clients with qualified talent in a short amount of time to meet urgent needs. This quick qualified talent delivery can put CIC at an advantage. 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, and screen resumes for these key skills. Recruiters could quickly view the number of applicants and identify when additional recruiting efforts are needed to meet the objective. Continue to increase CIC’s ability to quickly provide high quality consultants to awarded contracts to best serve the clients’ needs Implement new hiring system software to streamline recruiting process in the next 3 months. By updating the new hire system with an electronic dashboard so the entire recruiting team can see what positions are open; everyone can be kept up to speed on the latest recruiting developments. Additionally, an electronic calendar will keep everyone’s abreast of the status of candidates’ interview schedule. 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 Increase recruiting through professional networking, trade shows, universities, and internal referrals. The new hire system will allow for recruiters to work from the road at trade shows, and at professional networking and university recruiting events. Additionally, recruiters can reach out to current consultants for recommendations in their field. The electronic dashboard will allow those on the road to have up to the minute updates to meet recruitment needs. The following chart will show how the different management levels are involved in the decision making for the new hire process system at CIC (Laudon & Laudon, 2016, p. 17): 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 wants to increase company growth, and increase CIC’s international presence. The CFO can decide the amount of money allowed to be spent on the new hiring system, and the salary budget. The new hiring system can aid in recruiting international candidates with the electronic dashboard alerting HR to all openings. Middle Managers (Decisions made by the Director of HR and the Manager of Recruiting supported by the hiring system.) Managerial Level Recognizing the need for a new hiring system to keep up with increased demand for recruitment. The director of HR can advise what positions need to be filled, and when they need to be filled. The manager of recruiting can keep the system updated on the status of the candidates. Operational Managers (Decisions made by the line managers in the organization who are hiring for their projects supported by the hiring system.) Operational Level Recognizing a need for a new worker, and alerting HR to how many people will be needed to fulfill a contract. Managers will be able to contact HR regarding the status of the recruitment search, and the admin will be able to update them using the electronic database. Updates can be sent to each department as the candidate finding process progresses. References Amadeo, K. (2018, May 1). What is competitive advantage? Three strategies that work. The Balance. Retrieved from strategies-that-work- Laudon, K., & Laudon, J. (2006). Management Information Systems: Managing the Digital Firm,9th ed. Prentice Hall. Retrieved from