Chesapeake IT Consultants strives to provide the most beneficial IT solutions possible for their clients (UMUC, 2017). To do this CIC must have a knowledgeable and technologically diverse staff. In the past CIC has used Manual processes in their HR departments for reaching out to, receiving, screening, and hiring potential employees (UMUC, 2017). In order to prosper in such a fast growing and competitive market, CIC must integrate new technology to simplify these processes.
B. Organizational Strategy
A new hiring system will support the CIC business strategy by allowing the HR staff to screen applicants more effectively. It will also significantly reduce the amount of lost data between HR and other departments (Bourgeois, 2014). An information system will create a centralized place for information to be accessed and uploaded by all involved departments.
C. Components of an Information System
1. People and Technology
i. CEO: The CEO’s main concern is to insure all contracts can be staffed appropriately. The selected staff must be knowledgeable and dependable to insure the company’s reputation be upheld.
ii. CFO: The IS will increase the bottom line for the CFO. It will decrease processing time for each new hire as well as decrease time to find suitable applicants.
iii. CIO: Data must be more secure for each applicant and reduce the risk of lost PII in transit to each destination. Information must also be accessible from multiple locations.
iv. Director of Human Resources:
The system must be user friendly. It should also be adaptable for future company growth.
v. Manager of Recruiting: The IS must reduce hiring time of well qualified applicants. It also must be able to handle an influx of applicants at any given time.
vi. Recruiters: The IS must have information on application statuses as well as a central location for information managers need for the hiring process. Information must have a way of being tracked as well.
vii. Administrative Assistant:
The IS must contain information on interviewers and their schedules to make appointments. Contact information should also be available for the applicants.
viii. Hiring Manager: There must be a dashboard telling the application statues and the job openings in the area. An electronic calendar for interviews is also a necessity.
2. Processes
As shown below, the current recruitment process is time consuming and tedious. Therefore, the system should be changed in order to improve on service delivery and save on time.
Hiring Process Step
Responsible CIC Position
1. Recruiter receives application from job hunter via Postal Service Mail
Recruiter
2. Recruiter evaluates application
Recruiter
3.Recruiter sends top applications to line manager via interoffice mail
Recruiter
4. mail is taken to designated office/ department
Mail carrier
5. Admin Assistant receives Top Applications
Admin Assistant
6. Admin assistant delivers to Line Manager
Admin Assistant
7. Line Manager Screens Top Applications
Management
8. Management gives Admin list of Interviewees
Management
9. Admin Assistant sets up interviews
Admin Assistant
10. Manager conducts interviews
Manager
11. Manager makes decision on candidates
Manager
12. Administrative Assistant prepares and sends Hiring Offer to Selected Candidate by mailing offer letter
Administrative Assistant
3. Data
The new system should offer reliability, efficiency and safety of the stored data. Therefore, the system should be able to collect, store and process the data. The data which will be stored in the new system are listed in the table below.
Data Element
1. Designated Hiring Manager
2. Street Address
3. Applicants Name
4. Applicants Phone Number
5. Applicants Email Address
6. Skills and Certifications
7. Education Level
8. Previous Work Experience
9. Resume
10. Applicants References
References
Bourgeois, D. T. (2014). In D.T Bourgeois, Information System for Business and Beyond. Creative Commons Attribution 3.0 Unported License.
UMUC. (2017). Chesapeake IT Consultants Case Study. University College MD: UMUC.
