Background and Organizational Analysis
Chesapeake Consulting Inc. is an Information Technology organization that helps other institutions with IT matters. The organization is based in Baltimore in Washington and specializes in offering IT services and solutions to organizations. Some of the services offered by the organization include Job Profiling, Customer Services, Enterprise Fitness, and Strategic Planning. Additionally, the organization has introduced a hiring system that would incorporate the improved Information Technology into practice in hiring, training, and retaining experienced employees suitable for the job in the organization. The hiring system would be named as “Career Website” that would incorporate every aspect of job specifications, job analysis, qualifications, and experience needed from an applicant. Furthermore, the organization has initiated programs that would help in the strategic use of technology as a platform in helping other organizations. The proposed information technology solution and recommendations would help improving company’s outcomes.
Organizational Strategy
The Chesapeake Organization is focused on introducing a new system that would improve the hiring process in the company. The Career Website is comprised in the Organizational Shared Strategy whereby communication would be the company’s preferred action plan (Steense, 2014). Therefore, the Career Website as the new hiring system would be seen as a platform for communicating the organizational goals, objectives, plans, policies, and employee database.
Components
People
The components of the new hiring system named as Career Website would be based on the people within the Human Resource Management. For instance, the website would help the CEO analyze the quality of the applicants. The CFO would analyze the costs of hiring based on the information from the website (Beadles et al., 2015). The CIO would have a database to access the information of every employee and applicants as well. Furthermore, the director would benefit from the hiring system by understanding his or her employees whereby the manager would have a platform that helps in keeping records of the applicants and realize what type of employee they need in the organization. Similarly, the Career Website would help the recruiters and hiring manager in analyzing the applicants before offering the chance for employment. The administrative assistant would as well benefit from the system through reading the profiles of the applicants.
Processes
The hiring process involves the receiving the applications, screening, checking for skills, and conducting an interview to asses, analyze, and hire in the effort of obtaining the best skilled employees.
Table 1: Processes
| As/Is Process | To/Be Process | Business Benefits | |
| Receiving Applications | The Career Website will receive applications after an advertisement made through electronic media by Chesapeake Company | The Career Website application will choose the qualified applicants from the massive emails and applications sent by the willing job seekers. | The Career Website saves time by reducing the bulkiness of hand-delivery applications as well as saving costs (Beadles et al., 2015). |
| Matching Applications | The Website application is matching the applicants with the job specifications and their qualifications based on the requirement for the job. | The website will arrange the applicants name in alphabetical order based on the jobs applied and minimize the number of applicants by sending feedback to the applicants that did not meet the qualification. | The website as well saves time by narrowing down the number of applicants. The few applicants who pass this stage would be moved to the next stage of resume screening. |
| Screening Resumes | The website is capable of selecting the remaining applicants’ resumes to identify the presence of references and their experience based on the job’s requirements. The resumes would be screened by the recruiters. | The resumes would be taken to the hiring manager for approval. | The screening process would be beneficial to the organization because of checking the competence and experience of the applicant before hiring. |
| Scheduling Interviews | The hiring manager will schedule interviews depending on the number of the remaining applicants to ensure that every applicant has being interviewed accordingly to avoid errors. | Interviews would be conducted in intervals by the hiring recruiters. | The interview would help the organization hire the best skilled applicants after checking for skills, physical tests, and communication skills. |
Data
Chesapeake IT Consultant Company would use the information fed in the software to access as many as possible applicants for the jobs advertised and the system would choose from the available applicants.
Table 2: Data/Information Requirement
| 1 | Names of Hiring department members |
| 2 | Vacancies available |
| 3 | Employer/Company’s details |
| 4 | Qualifications of every job |
| 5 | Interview and assessment questions |
| 6 | Talents of the applicant |
| 7 | Job experience |
| 8 | Referees/References |
| 9 | Personal profile of applicants |
| 10 | The chain of command in the company |
Conclusion
Chesapeake IT Consulting (CIC) is an organization that has initiated a program that would help the organization in the hiring process. The newly proposed hiring system is known as Career Website that can mobilize employment applicants to access information regarding their field of career. However, the implementation of the software is faced with the problem and can as well help the organization reduce costs of hiring and reduce time wasted. Similarly, the software would help the organization in achieving their strategic planning and maintain a flow of operations in the context of achieving organizational objectives. Therefore, the management team would access and analyze the available number of applicants to ascertain the competence and capability of the new employees based on the information obtained from the software.
References
Andersen, T. J. (2001). Information technology, strategic decision making approaches and organizational performance in different industrial settings. The Journal of Strategic Information Systems, 10(2), 101-119.
Beadles, I. I., Aston, N., Lowery, C. M., & Johns, K. (2015). The impact of human resource information systems: An exploratory study in the public sector. Communications of the IIMA, 5(4), 6.
Steensen, E. F. (2014). Five types of organizational strategy. Scandinavian Journal of Management, 30(3), 266-281.
