Report: Stage 3 Requirements Analysis for Chesapeake IT Consulting

This report details the Stage 3 requirements for Chesapeake IT Consulting's new hiring system. It begins with an analysis of stakeholder interests, outlining the roles of the CEO, CFO, CIO, Director of HR, Manager of Recruiting, Recruiters, Administrative Assistant, and Hiring Manager, and how the new system addresses challenges within the hiring process. The report then defines both functional and non-functional requirements. Functional requirements include user actions like editing profiles, admin authority, sorting applicants, sending notifications, and creating job offers. Non-functional requirements address system performance (accommodating users, storing templates, maintaining data accuracy) and security (secure logins, password protection). The report references key stakeholders for each requirement, providing a comprehensive overview of the system's needs.

Stage 3: Requirements of Chesapeake IT Consulting
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Stage 3: Requirements
A. Stakeholder Interests
The new hiring system of Chesapeake IT consultants consists of various stakeholders into the
company. The objective of new hiring system is to make the recruitment and selection process of CIC
faster so that the business can gain a competitive advantage. The other objective of CIC organization is
having skilled employees in their business so that they can fulfill with current as well as future contracts.
The objectives aid the stakeholders into accomplishment of the roles into the firm. The hiring system
help CIC employees to collaborate perfectly as well as effectively as each of the employee’s role are
indicated into the system (Bourgeois, 2014). The main goal of the information technology solutions is to
meet with the customer’s requirements. The stakeholders of CIC and objectives of new hiring system aid
to achieve the roles which are discussed in the following table:
Role Specific challenge related to the
hiring process
How a technology solution to
support the hiring process could
address the challenge
i. CEO The role of CEO is to ensure that CIC
can run into line to set organizational
goals. The existing hiring process is a
challenge as the HR Manager is not
able to hire talented and new staffs
quickly to address requirements of
future contracts CIC can win.
New hiring system should aid CEO
by availing the competent
workforce which can deliver of
organizational goals. The new
employees are hired into timely
manner, obtained of correct
credentials along with educational
requirements for the position of job
(Yang, 2014). The current
employees can work properly with
assigned contracts.
ii. CFO CFO is focused on financial aspects of
CIC. The current hiring process is not
able to track certifications as well as
skills of their staffs such that CIC
knows the capability of right person
to perform into specific project.
With use of hiring system, CFO
ensures that HR department runs
into economical way. Therefore, the
new system will reduce hiring cost
of new staffs. The proposed hiring
system is cost effective with higher
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return of investment.
Implementation of proposed hiring
system should direct the employees
to right job position and at proper
time.
iii. CIO CIO is not able to manage the
organization’s information resources
along with IT architecture to hire of
new staffs (Bourgeois, 2014).
The system aids CIO to store and
backup data on the issues related to
hiring new employees. The system
also provides of security measures
when it is expanding internationally
in order to protect client’s data.
iv. Director of
Human Resources
HR is concerned that the current
hiring process will not allow the HR
department to become responsive to
the recruitment and hiring needs.
Director of Human Resource uses
the system to conduct proper as
well as sufficient staffing of
organization. The new hiring system
should achieve this function
throughout “Human Resource
Planning Module” which is
incorporated into the system.
v. Manager of
Recruiting
The current hiring process takes long
time to hire new staffs. There is long
process of hiring.
The system should aid in
recruitment and selection of IT
consultants. Manager of Recruiting
should reach larger number of
applicants throughout online
channel (Yang, 2014).
vi. Recruiters The recruiters are used of screening
and filtering process to recruit the
new staffs for CIC.
The new hiring system would enable
the recruiters to select best
applicants throughout screening
and also filtering.
vii. Administrative
Assistant
It is the challenge for administrative
assistant to coordinate the
paperwork for new hire and payroll.
There are possibilities of errors while
entering the data manually.
The new hiring system should
simplify roles of administrative
assistant by providing channel
throughout which he/she can able
to distribute information on
employee hiring.
viii. Hiring
Manager (Functional
supervisor the new
employee would be
working for.)
The current method to screen
applications, schedule interview,
identifies the best qualified
applicants and getting of new job
offers is not working.
The hiring manager would use the
system of decision making on whom
is to hire as new staff into the
organization. The manager is
looking for electronic dashboard to
see status of job openings,
information related to qualified
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candidates.
B. Defining Requirements
The information system of the organization is to be composed of various requirements. The
proposed new hiring system consists of two types of requirements such as functional and non-functional
requirements. Into the following table, five user requirements are stated which addressed the reporting
under the functional requirements (Bourgeois, 2014). Three system performance requirements and two
system security requirements are stated under the non-functional requirements. The requirement ID is
symbolized as follows:
1. User requirements is numbered into the table as UR-#
2. System Security requirements is numbered into the table as SR-#
3. System performance requirements is numbered into the table as SP-#
Requirement ID Requirement Statement Stakeholder
Functional
Requirements
1. UR-1 The system shall provide applicants to edit
their profile details.
Recruiter - Paul O’Brien
2. UR-2 The system shall allow admin to provide full
authority over the accounts of user.
Director of HR: William
Bradley
3. UR-3 The system shall allow admin to sort the
applicants based on specific criteria.
Director of HR: William
Bradley
4. UR-4 The system shall allow admin to send
notifications related to upcoming events.
Manager of Recruiting:
Suzanne Rodriguez
5. UR-5 The system shall create of job offer for chosen
applicants.
Manager of Recruiting:
Suzanne Rodriguez
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Non-Functional
Requirements
1. SP-1 The system shall accommodate extra users in
addition to records, transactions.
CFO: Marianne Cho
2. SP-2 The system shall store job postings templates
in order to simplify job process for the hiring
manager.
CIO: Fadil Abadi
3. SP-3 The system shall maintain, correct in addition
to update the employee’s hiring data
accurately to the HR manager.
Manager of Recruiting:
Suzanne Rodriguez
4. SR-1 The system shall provide secure login, logout
to the users as no other than user have access
to profile.
CIO: Fadil Abadi
5. SR-2 The system shall secure the profile by means
of confidential password.
CIO: Fadil Abadi
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References
Bourgeois, D. (2014). Information Systems for business and beyond. Chapter 6. The Saylor Foundation.
Yang, R. J. (2014). An investigation of stakeholder analysis in urban development projects: Empirical or
rationalistic perspectives. International Journal of Project Management, 32(5), 838-849.
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