Chesapeake IT Consultants, Inc: Background and Organizational Analysis

This report provides a comprehensive background and organizational analysis of Chesapeake IT Consultants, Inc (CIC), an IT consulting firm. The analysis covers CIC's organizational strategy, which focuses on providing consulting services and recommendations through skilled consultants and innovative business practices. The report examines CIC's competitive advantages, highlighting how a new hiring system could improve the workforce and secure valuable candidates. Strategic objectives, including increasing business development, building an international consultant base, and improving operational efficiency, are outlined with measurable goals. The report also details the decision-making processes at different management levels within CIC, illustrating how the proposed hiring system would support these decisions. The report references several strategic management theories and frameworks to support its analysis, providing a detailed understanding of CIC's operations and strategic direction.

Running head: BACKGROUND AND ORGANIZATIONAL ANALYSIS
Stage 1: Background and organizational analysis
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1BACKGROUND AND ORGANIZATIONAL ANALYSIS
Table of Contents
Stage 1: Background and organizational analysis...........................................................................2
Introduction..................................................................................................................................2
A. Organizational strategy...........................................................................................................2
B. Competitive advantage............................................................................................................3
C. Strategic objectives.................................................................................................................3
D. Decision making.....................................................................................................................5
References........................................................................................................................................7

2BACKGROUND AND ORGANIZATIONAL ANALYSIS
Stage 1: Background and organizational analysis
Introduction
Chesapeake IT Consultants, Inc (CIC) delivers of IT solutions to the customer which is
included of small to mid tier businesses, governmental agencies as well as non-profit
organizations. CIC becomes an Information Technology consulting services firm founded in
May 2004 with headquarter in Baltimore, Maryland. The satellite locations of the consulting firm
are Herndon, Virginia; Bethesda, Maryland. The total annual gross revenue of the firm is
$80,000,000. In order to deliver of higher quality services to the existing along with new clients,
CIC acquires of new information system to replace its current process of hiring. IT consultants of
the company is expensive, therefore the organization lets the employees to sign contract during
the hiring process to prevent from quitting from job.
A. Organizational strategy
Chesapeake IT Consultants, Inc provides of consulting services in some of the areas such
as business process consulting, IT consulting and IT outsourcing consulting. The business
strategy of Chesapeake IT Consultants, Inc is providing of consulting services as well as
recommendations to the customers by employing of skilled consultants, new concepts on
business and technology along with development of new and best practices for the business.
Implementation of new information system in order to hire of IT consultants provides higher
quality consultants to increase the competitive advantage of Chesapeake IT Consultants (Hill,
Jones & Schilling, 2014). The new hiring system would increase business development of CIC
and assemble cadre of consultants internationally. The company recruits employees those are

3BACKGROUND AND ORGANIZATIONAL ANALYSIS
have technical knowledge. In order to hire of the best candidates, the organization is wished to
move their manual process into digital and software process.
B. Competitive advantage
The new hiring system should provide competitive advantage to CIC as successful
implementation of the system should improve the existing workforce and secure the candidates
those add long term value to the organization. In order to support the hiring process, the new
system will require to collect, store as well as process of the data. The obtained data are kept
secured into the systems as well as servers (Peppard & Ward, 2016). The data are aggregated and
processed into information for supporting the hiring process of CIC. The organization requires a
timekeeping in addition to payroll system so that it can focus on tracking the skills as well as
certificates of the staffs to place right person for the project work. Improvement over the hiring
process to hire of best candidates will help to achieve of competitive advantage for CIC. Hiring
of best and qualified technicians as their staff is the best way to ensure the client that new hiring
system would gain a competitive advantage in the market (Wheelen & Hunger, 2017). By
dispatch of right employees to the job help the organization to build trust as well as loyalty with
the clients.
C. Strategic objectives
CIC aims to hire skilled consultants for their organization to gain a competitive
advantage. The objective of the organization is to focus on new business concepts and
technology for developing the new hiring system. The organization is based on four goals to
develop the hiring system (Rothaermel, 2015). Following table shows the objective statement
with in-depth explanation with respective to identified goals:

4BACKGROUND AND ORGANIZATIONAL ANALYSIS
Strategic Goal
(from case study)
Objective
(clear, measurable and time-
bound)
Explanation
Increase CIC Business
Development by winning new
contracts in the areas of IT
Consulting
Hire of skilled consultants
within next 1 month
CIC is focused on quality as well
as expertise of their employees
by providing of required services
to the clients. When the
organization awarded a contract,
the customer is expected to
provide of best consultants those
are ready to work. CIC is
dependent on HR department to
hire personnel for the upcoming
contracts (Slack, 2015).
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 (Ethiraj,
Gambardella & Helfat, 2016).
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
Increase the operational
efficiency of CIC by 25%
within next 6 months
The proposed system should hire
the employees they require,
faster they are award more
contracts which keep the
company to grow (Peteraf,
Gamble & Thompson, 2014).
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
Increase the market share of
CIC by 20% in next 6 months
Employing of higher skilled
consultants and new business
concepts, technology to increase
business development of CIC.
With use of new hiring system,
CIC will guarantee that they

5BACKGROUND AND ORGANIZATIONAL ANALYSIS
technologies and innovative
solutions for its clients
would pick right person for their
project work. The system will
able to match the candidates
automatically to each
management team for appraisal
and faster the business process
of CIC (David David, 2015).
The hiring system should have
dashboard features which would
provide real time information to
manage the interview process.
D. Decision making
The management team of CIC decides that the proposed hiring system would conduct all
the hiring process, manage the payroll, provide real time information on the current employees
and electronically route the resumes or applications of the candidates. The hiring system would
assist to make decision in effective way at CIC IT consultants (Hill, Jones & Schilling, 2014).
Below is the table which shows the level of management in addition to respective decisions to
support the new hiring system.
Role Level Example of Possible
Decision Supported
by Hiring System
Example of Information the
Hiring System Could
Provide
Senior/Executive
Managers
(Decisions made by the
CEO and the CFO at CIC
supported by the hiring
system.)
Executive 1. The CEO will make
sure the growth as well
as capabilities of the
firm in future.
2. Builds the
architecture along with
strategy of CIC
3. Ensures that the
right person are hired
to fulfill organizational
goals and objectives
1. Monitoring of total payroll
expenses
2. Information on hiring
demands (Denrell & Powell,
2016).

6BACKGROUND AND ORGANIZATIONAL ANALYSIS
Middle Managers
(Decisions made by the
Director of HR and the
Manager of Recruiting
supported by the hiring
system.)
Middle 1. Submission of
resumes and
applications of
employees those fulfill
the requirement of HR
department (Hill,
Jones & Schilling,
2014).
2. Ensures for
screening applications,
scheduling of
interviews,
identification of best
applicants and getting
of job
3. The manager
decides if the
recruiters are properly
working by monitoring
the system’s
workflow.
1. Total employees recruited
2. Monitor the monthly
payroll expenses
Operational Managers
(Decisions made by the
line managers in the
organization who are
hiring for their projects
supported by the hiring
system.)
Low level 1. Route applications
and resumes via the
webmail of the
company to respective
hiring manager
2. Receive of feedback
on who they like to
take interview
3. Due to higher
turnover rates, the
manager can take
decisions on faster
hiring process
1. Schedule the interview
2. Determination of the hired
employees (Menon & Yao,
2017).
3. Screen resumes and the
manager decides the
candidates send to the
manager for the interview.

7BACKGROUND AND ORGANIZATIONAL ANALYSIS
References
David, F., & David, F. R. (2015). Strategic Management: A Competitive Advantage Approach,
Concepts and Cases.
Denrell, J., & Powell, T. C. (2016). Dynamic capability as a theory of competitive advantage:
contributions and scope conditions.
Ethiraj, S. K., Gambardella, A., & Helfat, C. E. (2016). Replication in strategic
management. Strategic Management Journal, 37(11), 2191-2192.
Hill, C. W., Jones, G. R., & Schilling, M. A. (2014). Strategic management: theory: an
integrated approach. Cengage Learning.
Menon, A. R., & Yao, D. A. (2017). Elevating Repositioning Costs: Strategy Dynamics and
Competitive Interactions. Strategic Management Journal.
Peppard, J., & Ward, J. (2016). The strategic management of information systems: Building a
digital strategy. John Wiley & Sons.
Peteraf, M., Gamble, J., & Thompson Jr, A. (2014). Essentials of strategic management: The
quest for competitive advantage. McGraw-Hill Education.
Rothaermel, F. T. (2015). Strategic management. McGraw-Hill Education.
Slack, N. (2015). Operations strategy. John Wiley & Sons, Ltd.
Wheelen, T. L., & Hunger, J. D. (2017). Strategic management and business policy. pearson.