Chesapeake IT Consultants: Stage 1 Hiring System Analysis Report

This report analyzes the organizational strategy of Chesapeake IT Consultants (CIC), focusing on the implementation of a new hiring system to improve its IT consulting services. The report examines the company's business purpose, which is to deliver IT solutions to various clients. It then delves into CIC's organizational strategy, which involves providing consulting services and recommendations using skilled consultants. The report also explores the competitive advantages offered by the new hiring system, such as improved workforce and data security. Strategic objectives are defined with measurable and time-bound goals, including increasing business development, building an international consultant base, and improving operational efficiency. Finally, the report analyzes the decision-making processes supported by the new system, outlining the roles of senior/executive, middle, and operational managers and the information the system provides to aid their decisions. The goal is to highlight how the new system will improve the efficiency and effectiveness of the hiring process.

Stage 1: Background and organizational analysi
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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...................................................................................................................................................8

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Stage 1: Background and organizational analysis
Introduction
The business purpose of Chesapeake IT Consultants, Inc (CIC) is to deliver of IT solutions to the
customer that is included of small to mid tier businesses, governmental agencies as well as non-profit
organizations. 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. The business environment of CIC is to provide consulting
services, IT consulting and IT outsourcing services to the clients. CIC requires hiring additional of 75
consultants quickly, and for this purpose the organization requires a hiring system. The challenge is that
current hiring process of recruitment and hiring of employees are not allowed department to become
responsive.
A. Organizational strategy
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 allows CIC to meet with the business strategy. It is a
software application with centralized database that can run entire hiring operations of CIC. It provides
ability to search, hire of candidates those are coming from various parts of the country (Hill, Jones &
Schilling, 2014). The new hiring system would increase business development of CIC and assemble cadre
of consultants internationally.

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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. The proposed system can gain a competitive advantage by
allowing better support to operational activities as well as decision making. It can efficiently manage the
organizational resources and improve relation with the customers (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 respect to
identified goals:
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
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

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Consulting 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.
The management team believes
that using the new hiring system,
the consultants work is done on-
site at the locations of customers. 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
In other countries, the consultants
provide remote research support
towards the onsite teams. As the
proposed system is available online
services, therefore consultants
from other countries can access to
the document (Peteraf, Gamble &
Thompson, 2014). The system
should use such a language so that
everyone should understand and
make it easier to use. The
electronic routing as well as
communication helps to provide
efficiency into hiring process.
Increase CIC’s competitive
advantage in the IT consulting
marketplace by increasing its
reputation for having IT
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

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consultants who are highly
skilled in leading edge
technologies and innovative
solutions for its clients
use of new hiring system, CIC will
guarantee that they 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. CFO can take decisions
whether financial position of
company permits to
increase number of
employees along with pay.
3. Ensures that the right
person are hired to fulfill
organizational goals and
1. Monitoring of total payroll
expenses
2. Information on hiring
demands (Denrell & Powell,
2016).

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objectives
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. They rely on system to
indicate qualifications
needed for each job
4. They make final decision
on who to hire as the
system screen the
applicants and show most
qualified applicants
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. They are relied on
specifications of job to be
handled to new employees
3. Receive of feedback on
who they like to take
interview and who are
right for which position
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.

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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.