IFSM 300 Stage 1- 4 Chesapeake IT Consultant, LLC. Case Study.

Background and Organizational Analysis Introduction Chesapeake IT Consultant, Inc. (CIC) has become a leading Information technology (IT) consulting firm that has created a name for itself by providing Information Technology solutions for the specific small to mid-tier businesses, non-profit organizations and governmental agencies at the local, state and federal levels that they support. CIC has total annual gross revenue of $80,000,000. The company has a main headquarter located in Baltimore, Md. that has 300 employees and two other remote satellite locations in Herndon, Va. as well as Bethesda, Md. that has a total of 100 employees combined. CIC’s President and CEO is Alvin Morris expects that the company will be awarded two new contracts in the coming months. This growth in the company will require the additional hiring of 75 new consultants to handle the contract requirements. Currently the concerns of the organizations manual hiring techniques utilized by the company has been identified as an inadequate system for reviewing, interviewing and hiring the upcoming large numbers of new employees. The decision has been made to identify a new near-term solution that will automate many of the manual hiring process steps and reduce the time it takes to hire new staff. As outlined in Porters generic strategies, “This process will optimally position CIC in the current industry and effectively generate superior returns.”(Strategic Management, 2010) This study will clarify the reasoning for procuring a new IT software hiring solution that will allow CIC to become a more effective consulting firm for years to come. Organizational Strategy The business environment that CIC operates in requires the need for hiring the most qualified personnel available. In order to maintain their successful business strategy and maintain the competitive edge in the IT industry, CIC acknowledges the need to adapt to current and future technological concepts to, “increase CIC’s ability to quickly provide high quality consultants to awarded contracts to best serve. the clients’ needs.” The adaptation of implementing new technology within the HR hiring scheme can only ensure the dedicated ideology that CIC will always strive to maintain the highest standards for hiring only the most qualified personnel for current and future awarded contracts. It is this organizational strategy of CIC that will ensure a strong reputation for quality of service within the IT community for decades to come. Components of an Information System People and Technology CEO – Alvin Morrison approves that the procurement of an automated hiring process within the company is critical to ensure that contractual obligations are met on time and staffing positions are filled with the highest capable personnel. CFO – Marianne Cho wants to ensure that the addition of any new hiring system technology that will be integrated within the CIC organization has multiple capabilities. Specifically she has requested a possible ability that could track skills and certifications of the current staff on hand. This added feature would streamline personnel placement in an effectively timely manner. CIO – Fadil Abadi has detailed that the solution requirements need to be compatible within the current architecture and system and has recommended that the adaptation of a Software as a Service (SaaS) is a more reasonable solution than doing a ground up development due to the current IT staffing limitations. In addition Mr. Abadi has noted that the solution will need to be viable globally due to overseas company expansion and that the solution must incorporate the highest standards of IT security protection of all electronic documentations. Director of Human Resources – William Bradley is eager to move forward with the addition of any automated software platform that will speed up the hiring process. His basic requirement is that the new platform is a user-friendly system that can be utilized within the current organizational IT system that he is comfortable using. Manager of Recruiting -Suzanne Rodriguez has expressed her support for a new hiring system stating that the ability to reduce the hiring time frame for qualified candidates before other competing companies do will be an added asset to assist the recruiting staffs recruiting process. She also has stated that the software should be able to perform on mobile devices to allow for on the spot offer letters to be produced. Recruiters – Paul O’Brien, Mac Thompson and Juliet Jacksons perspective from the,” boots on the ground” recruiters have mentioned that the software platform should be able to show job applicant hiring status to maintain a time sensitive timeline from interview to hire. This will ensure that no applicants are lost in the hiring process and always know that the company they are applying to work with is efficient and capable Administrative Assistant – Ted Anderson suggest that the software program is capable of minimizing the entire process from recruitment screening to the actual hiring process and that the candidates being hired are the best qualified for the positions within the CIC company. The ability to streamline the paperwork process, from screening resumes, interviews, and final hiring approval is a vital time sensitive process that needs to be accurate and trackable within the organizational hiring timeline. Hiring Manager - States that the ability to have a software program that can effectively screen applications, schedule interviews, identify the best qualified applicants, and get a job offer to the candidate is a valued asset. The hiring manager has also requested a key work finder that can quickly identify resumes that are tailored for specific jobs thus increasing the time effectiveness of the hiring process. Processes CIC has relied on a manual hiring system since the beginning of the company’s founding. This process has become antiquated and out of date with the reality of the fast passed IT hiring world process. CIC has recognized that it is time to invest into the company’s future and invest in an automated hiring system software platform that will fulfill the contractual obligations in the most time effective and cost effective manner. It will be the utilization of this, “Business process management (BPM) that can be thought of as an intentional effort to plan, document, implement, and distribute the organization’s business processes with the support of information technology.” (Bourgeois, 2014)