Chesapeake IT Consultants Business Analysis and System Recommendation 12 October 2017 Contents Introduction 3 Organizational Strategy 3 Components of an Information System 3 People and Technology 3 Processes 4 Data 5 Strategic Use of Technology 5 Decision Making 5 Communication 6 Collaboration 6 Relationships 6 Structure 6 Competitive Advantage 6 Strategic and Operational Outcomes 7 Strategic Outcomes 7 Process Analysis 8 Requirements 9 Introduction Chesapeake IT Consultants (CIC) is a small to mid-size Information Technology consulting service firm. CIC uses reliable IT and management methods to achieve quantifiable results for its customers, which includes small to mid-tier business, non-profit organizations, and government agencies. CIC provides services in the following areas; Business Process Consulting; IT Consulting; IT Outsourcing Consulting. CIC is expecting to win two contracts that will require the hiring of at least 75 to 150 additional employees in a three-month period. CIC cannot handle the manual process of hiring and will require an efficient system that will automate different process of the hiring process. This system will need to be compatible with existing architecture, expand with the company as CIC looks to expand in to global markets, and track the skills and certifications of the employees. Lastly, this system needs to be highly cost effective and easy to maintain. This purpose of this report is to conduct an analysis, develop system requirements, and propose an IT solution for CIC hiring process. Organizational Strategy The business strategy mentions providing extraordinary services and recommendations to CIC’s customers through highly skilled consultants. CIC is putting a focus on their employees as they should since their employees drive their business and reputation. A new hiring system that filters out the best employees with the correct qualifications will assist the hiring managers finding the precise applicants. With a new system, CIC’s HR department, can effectively manage future and current employee’s expertise and capabilities. Finding the right talent is important in a service driven company. Components of an Information SystemPeople and Technology Understanding the connection between the stakeholders and technology is important to ensure the system is effective for everyone’s needs. I. CEO – Alvin Morrison – The new hiring system for CIC will increase contracts that the CEO can secure because they can hire top performers. Top performers will increase revenue for the business and the confidence of the CEO that he has a capable staff. II. CFO – Marianne Cho – The hiring system must simplify the payroll and timekeeping process for the CFO. The CFO should be able to see the employee salary, their effectiveness, and educational needs. III. CIO - Fadil Abadi – For the CIC, a new hiring easily managed and adaptable for the IT department Comment by Diana Hill: IV. Director of Human Resources – William ...

1. Chesapeake IT Consultants
Business Analysis and System Recommendation
12 October 2017
Contents
Introduction 3
Organizational Strategy 3
Components of an Information System 3
People and Technology 3
Processes 4
Data 5
Strategic Use of Technology 5
Decision Making 5
Communication 6
Collaboration 6
Relationships 6
Structure 6
Competitive Advantage 6
Strategic and Operational Outcomes 7
Strategic Outcomes 7
Process Analysis 8
Requirements 9
Introduction
Chesapeake IT Consultants (CIC) is a small to mid-size
Information Technology consulting service firm. CIC uses

2. reliable IT and management methods to achieve quantifiable
results for its customers, which includes small to mid-tier
business, non-profit organizations, and government agencies.
CIC provides services in the following areas; Business Process
Consulting; IT Consulting; IT Outsourcing Consulting. CIC is
expecting to win two contracts that will require the hiring of at
least 75 to 150 additional employees in a three-month period.
CIC cannot handle the manual process of hiring and will require
an efficient system that will automate different process of the
hiring process. This system will need to be compatible with
existing architecture, expand with the company as CIC looks to
expand in to global markets, and track the skills and
certifications of the employees. Lastly, this system needs to be
highly cost effective and easy to maintain. This purpose of this
report is to conduct an analysis, develop system requirements,
and propose an IT solution for CIC hiring process.
Organizational Strategy
The business strategy mentions providing extraordinary services
and recommendations to CIC’s customers through highly skilled
consultants. CIC is putting a focus on their employees as they
should since their employees drive their business and
reputation. A new hiring system that filters out the best
employees with the correct qualifications will assist the hiring
managers finding the precise applicants. With a new system,
CIC’s HR department, can effectively manage future and
current employee’s expertise and capabilities. Finding the right
talent is important in a service driven company. Components of
an Information SystemPeople and Technology
Understanding the connection between the stakeholders and
technology is important to ensure the system is effective for
everyone’s needs.
I. CEO – Alvin Morrison – The new hiring system for CIC will
increase contracts that the CEO can secure because they can
hire top performers. Top performers will increase revenue for
the business and the confidence of the CEO that he has a
capable staff.

3. II. CFO – Marianne Cho – The hiring system must simplify the
payroll and timekeeping process for the CFO. The CFO should
be able to see the employee salary, their effectiveness, and
educational needs.
III. CIO - Fadil Abadi – For the CIC, a new hiring easily
managed and adaptable for the IT department Comment by
Diana Hill:
IV. Director of Human Resources – William Bradley – A new
hiring system automates the hiring process to meet the demands
of the expanding business. This system offers greater efficiency
in finding the top performers and retaining them.
V. Manager of Recruiting – Suzanne Rodriguez – By having an
automatic system that filters applicants through a series of steps
and process the applications will cut down the recruiting time.
Comment by Diana Hill: recruiting time?
VI. Recruiters - For the recruiters at CIC a new hiring will
improve their positions by alerting applicants automatically
about their status, filter applicants, and push the most talented
applicants to the front.
VII. Administrative Assistant – The new hiring process will
simplify the resume/record keeping process and facilitate
interviews between the hiring managers and the applicants who
reach the interview stage.
VIII. Hiring Managers – The new system will streamline the
interview process by synchronizing the availability of the hiring
manager and the applicant while also permitting the manager to
filter candidates based upon education, certificates,
qualification, etc. Processes
To efficiently and effectively update the hiring system, it’s
important to understand the current system and the exact areas
that need to be corrected.
Hiring Process Step
Responsible CIC Position
1. Recruiter receives application from job hunter via Postal
Service Mail

4. Recruiter
2. Recruiter creates an evaluation process based upon
manager’s requirements
Recruiter
3. Complies all applications and presents all application based
upon a standard to the recruiter
Administrative Assistant
4. Evaluate and screen applicants based upon the criteria set in
step two
Recruiter
5. Present the top applicants to the manager for interview
selection
Hiring Manager
6. Alert the applicants of their status
Administrative Assistant
7. Create guidelines for the interview and a list of interview
questions
Recruiter/Hiring Manager
8. Coordinate between the hiring manager and interviewees
Administrative Assistant
9. Conduct the interviews
Hiring Manager
10. Select the candidates for the job and alert the
Administrative Assistant on the decision
Hiring Manager
11. Check References, background, qualifications Comment by
Diana Hill: This comes after decision and before offer.
Recruiter
12. Administrative Assistant prepares and sends Hiring Offer to
Selected Candidate by mailing offer letter
Administrative Assistant
Data
It is crucially important to understand the needed data elements
for the software system to run efficiently.
Data Element Comment by Diana Hill: Need name and data on

5. applicants to fill a position.
1. Education Requirement
2. Name of Applicant
3. Skills
4. Past work experience
5. Contact information
6. Calendar, schedule availability
7. Name of Hiring Manager
8. Job description
9. Certifications
10. Facts/information on Applicant
Strategic Use of TechnologyDecision Making
Information Systems purpose is to provide accurate and useful
information to the appropriate people at the right time and place
(Information Systems, n.d.).
Role
Level
Example of Possible Decision Supported by Hiring System.
Senior/Executive Managers
Strategic
Pay Raise
Middle Managers
Managerial
Finding the applicants for the job
Operational Managers
Operational
Selected Candidate for the job
Communication
A new hiring system will improve communication by offering
an instant messaging system. This will archive messages to be
referenced later. Managers can easily organize multiple
conversations between applicants and others involved in the
hiring process. Miscommunication is lessened because text
assist in breaking down language barriers. Internal and external

6. communication is improved because all parties will be informed
of what’s happening and ensure that information is available
and easily accessible. Collaboration
Within the CIC this hiring system will improve collaboration
between the Hiring Managers, Administrative Assistant, and the
Recruiters by making information accessible. By making the
resumes, communication, job status, and interviews automated
everyone stays informed and updated. Keeping everyone
updated will increases efficiency and keep everyone on schedule
with the hiring processes.Relationships
Increased communication is important when creating stronger
relationships. By shortening the hiring time, letting applicants
know their status, facilitate easier communication between the
applicants and the company, being responsive and efficient
gives an optimistic view about their potential employer.
Structure
An automated hiring system will give consistency to the hiring
process that a manual system does not. This system will notify
the participant when it is their time to perform their part of the
hiring process and stay on top of them to ensure they complete
their part.Competitive Advantage
A new hiring system will increase CIC competitive advantage
by first shortening the hiring process/time because the system is
automated and secondly because the recruiters and hiring
managers can quickly determine the key skills of the applicants
and interview the top performers. By first shortening the hiring
time CIC can hire the best candidates before their competitors
and increase their advantage by having a stronger work force. A
stronger workforce will improve the clients CIC contracts
consequently improving CIC’s revenue.
Strategic and Operational OutcomesStrategic Outcomes
For the new hiring system to be effective for the company it is
important to first understand the objectives this system will
need to accomplish.
Strategic Goal (from case study)

7. Objective
(clear, measurable and time-bound)
Explanation
(2-3 sentences)
Increase CIC Business Development by winning new contracts
in the areas of IT consulting.
Secure five new IT consulting contracts within the next 12
months.
The new hiring system will allow the hiring managers the
ability to easily see and filter the qualifications and education
of the applicant. This will assist in finding top applicants who
are trained and/or educated in IT consulting promptly.
Relate to CIC
Build a cadre of consultants internationally to provide remote
research and analysis support to CIC’s onsite teams in the U. S.
Increase international awareness of CIC, increase recruiting
efforts, and hire ten remote research analysts in 18 months.
The new system will open the door for international applicants
to apply. Monitor the number of applications received and from
where. Evaluate where more visibly is needed. Cultivate open
commination between applicants and CIC.
Continue to increase CIC’s ability to quickly provide high
quality consultants to awarded contracts to best serve the
clients’ needs.
Within the next 6 months identify the needs and skill set
requirement for each client and assign the appropriate
consultant based upon their qualifications.
The new hiring system will also be a management system. By
monitoring and allowing for easy access of employees’
qualifications CIC can provide the most trained and qualified
employee for each contract. This will avoid the mismatch of
skill set.
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.

8. Within the next 12 months increase education and certifications
for all employees and create a consistent education pl an for
employees
This system will track the education, skill/qualification gain,
and education for all employees. CIC will be able to track their
employees’ growth and development to ensure their employees
are knowledgeable about any new theories or techniques. CIC
will also create a retainment plan to keep the employees they
are investing in.
Process Analysis
CIC Hiring Process
As/Is Process
To/Be Process
Business Benefits of Improved Process
1. Recruiter receives application from job hunter via Postal
Service Mail.
Receive application via on-line submission through CIC
Employment Website and files in applicant database.
More efficient submission process presents positive image to
applicants and decreases time needed to receive and begin
processing applications.
2. Recruiter creates an evaluation process based upon manager’s
requirements
Inputs the evaluation process for the job requirement.
Inputting the evaluation methods has two benefits: saves the
requirements and screen methods for future job posting; by
inputting the requirements the employment system can pre-
screen the applicants based upon the requirements. Relate to
CIC

9. 3. Complies all applications and presents all application based
upon a standard to the recruiter
The Employment system will filter applicants based upon
education requirements and relevant experience.
Saves the recruiter time from sorting through unqualified
applicants. Relate to CIC
4. Evaluate and screen applicants based upon the criteria set in
step two
The Employment system will screen applicants based upon an
algorithm that compares skills, qualifications, and personality
test to the requirements of the hiring manger.
This saves the recruiter time by not going through each
application individually, but reviewing the systems
rejected/accepted applicants. Relate to CIC
5. Present the top applicants to the manager for interview
selection
The hiring system with send an email communication notifying
the hiring manager of the top applicants for interview selection.
The hiring manager is automatically forward the resume and
applications and they are easily accessible. Managers can
review the applicants and select the ones for an interview.
Relate to CIC
6. Alert the applicants of their status
Once the recruiter updates application statuses in the system
and hits submit, the system will send out communication to the
applicants.
Saves the recruiter time from calling each applicant Relate to
CIC
7. Create guidelines for the interview and a list of interview
questions
Input interview questions in the hiring system and assign
specific questions to a specific candidate.
By preassigning question, hiring managers will not forget the
questions they want to discuss with the applicant Relate to CIC
8. Coordinate between the hiring manager and interviewees
The Employment system will have a calendar in which

10. applicants can select their interview time based upon the hiring
managers availability.
Saves the Administrative Assistant time by not calling and
waiting to hear back to schedule a time. Relate to CIC
9. Conduct the interviews
Conduct the interview with the most qualified candidate
How, What would an electronic interview look like?
Assuming all other steps are successful, the hiring manager is
only interviewing the top performers and best fit for the
company. Relate to CIC
10. Select the candidates for the job and alert the
Administrative Assistant on the decision
The hiring manager will go into the system and select the
applicant and reject the others
How, will he crawl inside (lol) Create a report that shows
qualified applicatns.
This saves the hiring managers time by not making a phone call
or sending an email. It reduces and back and forth
communication. Relate to CIC
11. Check References, background, qualifications
The administrative assistant submits the selected applicant
profile to be verified
By having the step contracted out, it will free the administrative
assistant time to complete another task. Relate to CIC
12. Administrative Assistant prepares and sends Hiring Offer
to Selected Candidate by mailing offer letter
Ted prepares job offer letter by selecting information needed
for specific candidate; system completes the template with
stored information and Ted reviews and emails to candidate.
Recruiter selects offer information for candidate and
electronically routes to Ted for processing and electronic
mailing to candidate. Relate to CIC
Requirements
Understanding the functional and performance requirements
CIC needs is important to build the software appropriately.
Requirement Number

11. Requirement
Source (individual) from Case Study – name and title
U-1
Screen resumes for relevant skills and education against the job
description and inputted skills
Recruiter – Paul O’Brien
U-2
Schedule interviews based upon availability of the hiring
manager, by using a calendar scheduling system.
Administrative Assistant - Ted Anderson
U-3
Stores resumes and application for easy retrieval
Administrative Assistant - Ted Anderson
U-4
Automate the paperwork involved after the job offer such as tax
information and payroll
Administrative Assistant - Ted Anderson
UR-1
Track the skills, education and certifications of the current
staff. Report the staff capabilities, expertise, and education
CFO – Marianne Cho
SS-1
Strong firewall to protect client’s and applicant information.
CIO – Fadil Abadi
SS-2
Create a strong login platform
CIO – Fadil Abadi
SP-1
Portability – Mobile platform
CIO – Fadil Abadi
SP-2
Compatibility – built around the existing architecture
CIO – Fadil Abadi
SP-3
Usability – Easy to use interface
Director Of HR – William Bradley, Hiring Manager

12. (Bourgeois, n.d.) (Johnson, n.d.).
References
Bourgeois, D. (n.d.). Chapter 1: What is an Information System?
In Information Systems for Business and Beyond. The Saylor
Foundation.
Bourgeois, D. (n.d.). Chapter 10: Information Systems
Development. In Information Systems for Business and Beyond.
The Saylor Foundation.
Heathfield, S. M. (n.d.). What Does a Human Resources
Manager Do, Anyway? Retrieved September 16, 2017, from
https://www.thebalance.com/what-does-a-human-resources-
manager-do-1918551
Information Systems. (n.d.). Retrieved September 16, 2017,
from https://umuc.equella.ecollege.com/file/86676687-c3fd-
4176-92e0-ad8f73fc49ee/1/Mod2Topic_2.html
Johnson, D. (n.d.). The distinction between functional versus
performance requirements. Retrieved October 01, 2017, from
http://searchsoftwarequality.techtarget.com/tip/The-distinction-
between-functional-versus-performance-requirements
OFFICE OF INSTITUTIONAL EQUIT. (n.d.). STAFF
RECRUITMENT AND SELECTION procedures manual for
hiring managers and supervisors. Retrieved September 3, 2017,
from
https://www.purdue.edu/ethics/Search_Screen/StaffRecruitment
Manual.pdf
Sullivan, D. J. (2015, July 23). Show Me the Money — the Top
10 Revenue Impacts of a Great Hiring Process. Retrieved
September 03, 2017, from https://www.ere.net/show-me-the-
money-the-top-10-revenue-impacts-of-a-great-hiring-process/
4 | Page

13. IT Project Management
In this course, we will briefly introduce project management. To
become a good
project manager, you should complete further study in this area.
Project
management certificates are offered by universities such as
UMUC, and there is at
least one recognized certification authority—the Project
Management Institute
(PMI). PMI evaluates both your experience as well as your
knowledge before a
certification is awarded, because project management is best
learned from a
combination of classroom study and real world experiences.
You should be familiar
with the following definitions:
• Project: temporary endeavor undertaken to create a unique
product,
service, or result
• Project management: the application of knowledge, skills,
tools, and
techniques to project activities to meet project requirements.
What is the role of a project manager? Is the role of an IT
project manager
different? A project manager must control the four key variables
associated with

14. any project: time (schedule), resources (human and financial),
scope of work, and
quality. The project manager leads the development of a project
plan that takes all
of these into consideration. Frequently, trade-offs are required.
For instance, the
budget may be limited, which can restrict the scope of the work
and the number of
people who can work on the project. Or, the project may have a
firm deadline,
which can drive costs up since more people would have to be
hired to complete the
project on time. When any one of the four variables changes, it
will have an impact
on at least one (and often more than one) other variable. A
strong project manager
pays close attention to the project plan and the progress of the
project against the
plan, and manages the variables appropriately to ensure
successful completion of
the project. Successful completion is accomplished if the
project is delivered on
time, stays within the allocated budget, and performs the
required functions
correctly. This role is the same for any project manager,
including an IT project
manager.
The four variables are interdependent: You cannot change one
without

15. affecting the others.
For example
the cost of the
project or decreasing the scope of the project to meet the new
deadline.
a project's scope means either increasing the
project's time
frame or increasing the project's cost (or both) to meet the
increased scope
changes.
will necessitate a
reevaluation of the scope and/or the quality. The scope may
need to be
reduced to avoid decreasing the quality. If the scope must
remain
unchanged, quality will suffer.
time and
money to incorporate more perfection and test all possible
outcomes for
correctness.

16. Project management is the science of making intelligent trade-
offs. As things
change, the project manager must adjust the four variables to
keep them in
balance.
The first step is the selection of strategic projects. Now, the
project manager does
not select the projects alone; usually that is done by senior
management after the
presentation of a business case that outlines the project plan,
stating the objectives
(how the project supports the corporate strategy), cost,
schedule, functionality, and
risk associated with the proposed project. Once senior
management allocates
resources, the project manager ensures the project plan is
executed according to
plan. A smart project manager makes sure that his or her plan
has SMART criteria.
The SMART criteria will help to ensure that the project has
created understandable
and measurable objectives:
• Specific
• Measurable
• Agreed upon

17. • Realistic
• Time framed
These objectives are documented in the project plan and used
throughout the
project's life to help keep the project on track. The project
manager monitors
progress against the plan, managing any changes and mitigating
risks as they
become known. Project risk management involves identifying
potential events or
conditions that could have a negative effect on the project,
estimating the impact if
the risk occurs, determining a mitigation strategy to reduce the
likelihood of the
risk occurring, and identifying what will be done if the event or
condition actually
arises.
Since almost no project goes exactly according to plan, the
project manager needs
a tool to detect and manage the changes. The process of change
management is
this tool. The project manager documents all approved changes,
revises the project
plan accordingly, and then continues managing and monitoring
the project.

18. Keep in mind that the job of the project manager is to stay on
top of all the
variables and manage the cost, schedule (time), scope, and
quality. He or she must
seek additional resources (money or people) or a schedule
change (time) when the
scope increases, and must be able to articulate the effect on
quality if additional
resources or a schedule change are not authorized. The project
manager is
responsible to senior leaders to monitor the variables, keep
leadership informed,
and propose solutions for changes as they occur.