Background and Organizational Analysis of Chesapeake IT Consultants

This report offers a comprehensive background and organizational analysis of Chesapeake IT Consultants (CIC), a Maryland-based IT consulting firm. The report delves into CIC's founding, business strategy, which focuses on providing outstanding consulting services, and its customer base, including small to medium-sized businesses and government agencies. It examines the components of CIC's information system, highlighting key personnel such as the CEO, CFO, CIO, Director of HR, and others, along with their respective roles and perspectives on the hiring process. The report also details both the current (As/Is) and proposed (To/Be) hiring processes, outlining sub-processes like application receiving, matching, screening, and interview scheduling, and the business benefits of improving the hiring process through technology. Furthermore, it specifies the data and information requirements for implementing a new system, including candidate details, job vacancies, and interview schedules. The analysis underscores the importance of technology in streamlining the hiring process, reducing time, and improving overall efficiency for CIC.

Running head: BACKGROUND AND ORGANIZATIONAL ANALYSIS
Background and Organizational Analysis
Stage -1

BACKGROUND AND ORGANIZATIONAL ANALYSIS 1
I. Background and Organizational Analysis
A. Introduction
Chesapeake IT Consultants were founded in May 2004, and it's headquartered in Baltimore,
Maryland. Chesapeake IT Consultants is a fortunate consulting services firm of Information
Technology that employ the methodologies of management and validate Information Technology
to get the desired results for its clients. The customer base of this firm is small and the middle
tier businesses, an organization which is non-profit and the agencies of the government at all
levels including local, state and federal level. Chesapeake IT Consultants eagerly believes that
their success wholly depends on the combination of the IT consultant's talent, best methods
employed by CIC and their allegiance of delivery of solutions to their IT concerned customers.
Organizational Strategy
The business strategy of the CIC is to administer the outstanding services of consulting
and advice to its clients with the help of employing consultants having a highly skilled
and residing alongside new concepts of business and technologies or to develop new
concepts of business and developing best practices for the business by their own. There is
s software by the name of commercial off the shelf which is recommended by Chief
Information Officer (CIO) that will improve the process of hiring, and CIC can easily
hire highly qualified employees in short time as from manual hiring it required lots of
time.

BACKGROUND AND ORGANIZATIONAL ANALYSIS 2
C. Components of an Information System
1. People and technology:
i. CEO- Mr. Alvin Morrison a CEO of the CIC Company. He is the main person in
the company they have more interest in the company as he the owner of the
company he has more concern over the hiring process. The main objective of
CEO with respect to information system is that he wants that right person should
be in a right place so that required result will come and satisfy the customers of
CIC according to their needs or to fulfill the current contracts and hired an
additional talented or highly qualified staff to meet the requirement of future
contracts.
ii. CFO: As CFO he is more concerned with the bottom line. He believes that it is
important to invest in the cost effective technology, but that improves the process
of today and to cater the need of the future but he also suggest that it is not only
important to have a cost effective technology as it does not measure the capability
of the staff so it is important to measure the capability according to which hiring
system can be developed as capability of the staff (skill and certification data)will
suggest the further requirement of staff for the success of the CIS.
iii. CIO: Fadil Abadi is a member of the department of IT, and he has a knowledge
of architecture and the strategy of the CIS. He believes that strategy should be as
per the strategy and the architecture of the CIS and for strategy matching the
strategy of the CIS, current strategy has been developed to adapt the Software as a
Service (SAAS) solution that can be redistributed comparatively quickly and

BACKGROUND AND ORGANIZATIONAL ANALYSIS 3
influence the best practices of the industry. As CIS is expanding internationally so
that type of solution should be chosen which globally acceptable.
iv. Director of human resource: William Bradley is the director of the HR, he is
more interested in the hiring process as he is the concerned person of hiring staff
or recruiting staff for the company. he also believes that for the success of the CIS
it is important to develop the technology for hiring staff as doing it manually will
not help the CIS to grow in the future or to date as it requires lots of time so by
having in solution it is easy to use and can combine with the existing system and
boost the process of hiring.
v. Manager of Recruiting: Suzanne Rodriguez is a manager of the recruiter he is
the one who handles all this hiring system. He also believe that it is important to
have a technology for hiring an employee for the company as it is easy to hire
staff from the technology as it will reduce the hiring time by 15-20% as in near
future they have to be recruit 75 more people in a 3 months he wants to give this
opportunity as soon as possible to the capable candidates.
vi. Recruiters: He stated that recruiters are the main person who recruits staff for the
company and not all the time recruiters will so recruiting they have all other job
responsibility that has to be follow but the time consume in the recruiting is very
much that they do not have time left to do other things, and the manager are only
managed all things they are only the persons in the company who do all these
things so it will consume lots of time so he is in favor of developing technology
for hiring staff as it will reduce time and recruiting is done effectively.

BACKGROUND AND ORGANIZATIONAL ANALYSIS 4
vii. Administrative Assistant: Ted Anderson is an Administrative Assistant his job is
to do routing that application after which resumes are screened by recruiters and
selected the best applicants through interoffice mail to the manager of hiring after
receiving the feedback on to whom they would like to interviewed and give a
report to the recruiter the status of interview.
viii. Hiring manager: As a hiring manager he is more concerned with the hiring
system as he is responsible for many things, so it requires lots of time from every
level starts from screening application to the job letter. So with the help of
technology, it is easy to do all task easily and timely. (Engineers, T. C. 2002).
2. Processes: The process is done currently (As/Is Process) and the process will be done
after the technology (To/process)
Hiring Process
Below are sub-processes that
are part of the overall hiring
process
As/Is Process To/Be Process Business Benefits of
Improved Process
Receiving applications Manually by
recruiter
It will be done
with
electronic
device
Reduce time and
recruitment will
be done
effectively
Matching applications with
open job requisitions
Manually by
recruiter
It will be done with
electronic
device
Reduce time and
recruitment will
be done
effectively
Screening Resumes Manually by
recruiter
It will be done with
electronic
device
Reduce time and
recruitment will
be done
effectively
Scheduling Interviews manually by an
administrative
assistant
It will be done by
electronically
It will reduce the
paperwork and
the time
3. Data/Information: information required to fill in the system which is to be developed.
Data/Information Requirement

BACKGROUND AND ORGANIZATIONAL ANALYSIS 5
1. Name of the hiring manager
2. Name of the recruiter
3. Post for hiring
4. Number of candidates available
5. Resumes of the candidates
6. Total application available for the job
7. Interview schedule
8. Capabilities require for the job
9. Vacancies available
10. Names of the candidates
References
Engineers, T. C. (2002). October 2002. Drawing titled “Site Plan, Chesapeake Park, LMC
Properties. Inc.”(Revision C.
Scheinkopf, L. J. (1999). Thinking for a change: putting the TOC thinking processes to use. CRC
Press.