Requirements A. Stakeholder Interests - Identify the interest or objectives for

Question

Requirements

A.      Stakeholder Interests - Identify the interest or objectives for the new hiring system for each stakeholder listed below based on his or her organizational role and case study information. Include how the technology will improve how his/her job is done; that is, identify what each of the stakeholders needs the system to do. Use information from the stakeholder interviews and describe what they need, what challenges they have related to the hiring process and how a system could address their requirements; do not define what that position does. (Provide an introductory sentence for this section, copy the table below and complete the two columns with 1-2 complete sentences for each role in each column.)

Role

Specific challenge related to the hiring process

How a technology solution to support the hiring process could address the challenge

i.          CEO

ii.         CFO

iii.        CIO     

iv.        Director of Human Resources

v.         Manager of Recruiting

vi.        Recruiters

vii.        Administrative Assistant

viii.       Hiring Manager (Functional supervisor the new employee would be working for.)

B.         Defining Requirements - The next step is to identify the essential requirements for the information system. In addition to the stakeholder interests identified above, review the Case Study, especially the interviews, highlighting any statements that tell what the person expects the system to do. Functional requirements express specifically what the user needs the system to do. This can be in terms of tasks the users need to perform, data they need to input, what the system might do with that data input, and output required. Non-Functional requirements express how the system will perform in several performance areas and security. As a member of the CIO's organization, you will use your professional knowledge to Identify 5 Functional Requirements (including one specifically related to reporting) and 5 Non-Functional Requirements (including 2 security-related requirements). Refer to Week 6 content on requirements; security requirements are covered in Chapter 6 of the textbook. Additional research can expand your knowledge of these areas.

Once you have identified the 10 requirements, evaluate each one using the criteria below and create 10 well-written requirements for the new hiring system.

The requirement statement:

·         Is a complete sentence, with a subject (system) and predicate (intended result, action or condition)

·         Identifies only one requirement; does not include the words "and," "also," "with," and "or."

·         For Functional Requirements, states what tasks the system will support or perform

·         For Non-Functional Requirements, states how the system will perform.

·         Includes a measure or metric that can be used to determine whether the requirement is met (time or quantity), where appropriate

·         Is stated in positive terms and uses "shall" (not "may" or "should"); "the system shall xxxx" not "the system shall not xxx"

·         Avoids the use of terms that cannot be defined and measured, such as "approximately," "robust," "user friendly," etc.

·         Is achievable; avoids terms such as "100% uptime," or "no failures"

For a full requirement specification, there will be many requirements statements; you only need to provide the number of requirements identified for each category. Do not provide generic statements but relate to the needs of CIC to improve its hiring process.

(Provide an introductory sentence, copy the table, and complete the Requirements Statement and Stakeholder columns. Retain the examples but delete the word “example” and gray shading. No additional information should be entered into the first column, Requirement ID.)

Requirement ID

Requirement Statement

Stakeholder

(Name/Position from Case Study that identified this requirement)

Functional Requirements

Example

The system shall store all information from the candidate’s application/resume in a central applicant database.

Recruiter - Paul O’Brien

1.

2.

3.

4.

5. (Reporting)

Non-Functional Requirements

Example

The system shall be able to run on numerous platforms.

CIO – Fadil Abadi

1.

2.

3.

4. (Security)

5. (Security)

Requirements

A.      Stakeholder Interests - Identify the interest or objectives for the new hiring system for each stakeholder listed below based on his or her organizational role and case study information. Include how the technology will improve how his/her job is done; that is, identify what each of the stakeholders needs the system to do. Use information from the stakeholder interviews and describe what they need, what challenges they have related to the hiring process and how a system could address their requirements; do not define what that position does. (Provide an introductory sentence for this section, copy the table below and complete the two columns with 1-2 complete sentences for each role in each column.)

Role

Specific challenge related to the hiring process

How a technology solution to support the hiring process could address the challenge

i.          CEO

ii.         CFO

iii.        CIO     

iv.        Director of Human Resources

v.         Manager of Recruiting

vi.        Recruiters

vii.        Administrative Assistant

viii.       Hiring Manager (Functional supervisor the new employee would be working for.)

B.         Defining Requirements - The next step is to identify the essential requirements for the information system. In addition to the stakeholder interests identified above, review the Case Study, especially the interviews, highlighting any statements that tell what the person expects the system to do. Functional requirements express specifically what the user needs the system to do. This can be in terms of tasks the users need to perform, data they need to input, what the system might do with that data input, and output required. Non-Functional requirements express how the system will perform in several performance areas and security. As a member of the CIO's organization, you will use your professional knowledge to Identify 5 Functional Requirements (including one specifically related to reporting) and 5 Non-Functional Requirements (including 2 security-related requirements). Refer to Week 6 content on requirements; security requirements are covered in Chapter 6 of the textbook. Additional research can expand your knowledge of these areas.

Once you have identified the 10 requirements, evaluate each one using the criteria below and create 10 well-written requirements for the new hiring system.

The requirement statement:

·         Is a complete sentence, with a subject (system) and predicate (intended result, action or condition)

·         Identifies only one requirement; does not include the words "and," "also," "with," and "or."

·         For Functional Requirements, states what tasks the system will support or perform

·         For Non-Functional Requirements, states how the system will perform.

·         Includes a measure or metric that can be used to determine whether the requirement is met (time or quantity), where appropriate

·         Is stated in positive terms and uses "shall" (not "may" or "should"); "the system shall xxxx" not "the system shall not xxx"

·         Avoids the use of terms that cannot be defined and measured, such as "approximately," "robust," "user friendly," etc.

·         Is achievable; avoids terms such as "100% uptime," or "no failures"

For a full requirement specification, there will be many requirements statements; you only need to provide the number of requirements identified for each category. Do not provide generic statements but relate to the needs of CIC to improve its hiring process.

(Provide an introductory sentence, copy the table, and complete the Requirements Statement and Stakeholder columns. Retain the examples but delete the word “example” and gray shading. No additional information should be entered into the first column, Requirement ID.)

Requirement ID

Requirement Statement

Stakeholder

(Name/Position from Case Study that identified this requirement)

Functional Requirements

Example

The system shall store all information from the candidate’s application/resume in a central applicant database.

Recruiter - Paul O’Brien

1.

2.

3.

4.

5. (Reporting)

Non-Functional Requirements

Example

The system shall be able to run on numerous platforms.

CIO – Fadil Abadi

1.

2.

3.

4. (Security)

5. (Security)

Requirements

A.      Stakeholder Interests - Identify the interest or objectives for the new hiring system for each stakeholder listed below based on his or her organizational role and case study information. Include how the technology will improve how his/her job is done; that is, identify what each of the stakeholders needs the system to do. Use information from the stakeholder interviews and describe what they need, what challenges they have related to the hiring process and how a system could address their requirements; do not define what that position does. (Provide an introductory sentence for this section, copy the table below and complete the two columns with 1-2 complete sentences for each role in each column.)

Role

Specific challenge related to the hiring process

How a technology solution to support the hiring process could address the challenge

i.          CEO

ii.         CFO

iii.        CIO     

iv.        Director of Human Resources

v.         Manager of Recruiting

vi.        Recruiters

vii.        Administrative Assistant

viii.       Hiring Manager (Functional supervisor the new employee would be working for.)

B.         Defining Requirements - The next step is to identify the essential requirements for the information system. In addition to the stakeholder interests identified above, review the Case Study, especially the interviews, highlighting any statements that tell what the person expects the system to do. Functional requirements express specifically what the user needs the system to do. This can be in terms of tasks the users need to perform, data they need to input, what the system might do with that data input, and output required. Non-Functional requirements express how the system will perform in several performance areas and security. As a member of the CIO's organization, you will use your professional knowledge to Identify 5 Functional Requirements (including one specifically related to reporting) and 5 Non-Functional Requirements (including 2 security-related requirements). Refer to Week 6 content on requirements; security requirements are covered in Chapter 6 of the textbook. Additional research can expand your knowledge of these areas.

Once you have identified the 10 requirements, evaluate each one using the criteria below and create 10 well-written requirements for the new hiring system.

The requirement statement:

·         Is a complete sentence, with a subject (system) and predicate (intended result, action or condition)

·         Identifies only one requirement; does not include the words "and," "also," "with," and "or."

·         For Functional Requirements, states what tasks the system will support or perform

·         For Non-Functional Requirements, states how the system will perform.

·         Includes a measure or metric that can be used to determine whether the requirement is met (time or quantity), where appropriate

·         Is stated in positive terms and uses "shall" (not "may" or "should"); "the system shall xxxx" not "the system shall not xxx"

·         Avoids the use of terms that cannot be defined and measured, such as "approximately," "robust," "user friendly," etc.

·         Is achievable; avoids terms such as "100% uptime," or "no failures"

For a full requirement specification, there will be many requirements statements; you only need to provide the number of requirements identified for each category. Do not provide generic statements but relate to the needs of CIC to improve its hiring process.

(Provide an introductory sentence, copy the table, and complete the Requirements Statement and Stakeholder columns. Retain the examples but delete the word “example” and gray shading. No additional information should be entered into the first column, Requirement ID.)

Requirement ID

Requirement Statement

Stakeholder

(Name/Position from Case Study that identified this requirement)

Functional Requirements

Example

The system shall store all information from the candidate’s application/resume in a central applicant database.

Recruiter - Paul O’Brien

1.

2.

3.

4.

5. (Reporting)

Non-Functional Requirements

Example

The system shall be able to run on numerous platforms.

CIO – Fadil Abadi

1.

2.

3.

4. (Security)

5. (Security)

Role

Specific challenge related to the hiring process

How a technology solution to support the hiring process could address the challenge

i.          CEO

ii.         CFO

iii.        CIO     

iv.        Director of Human Resources

v.         Manager of Recruiting

vi.        Recruiters

vii.        Administrative Assistant

viii.       Hiring Manager (Functional supervisor the new employee would be working for.)

Explanation / Answer

PART A - Stakeholder Interests - Identify the interest or objectives for the new hiring system for each stakeholder listed below based on his or her organizational role and case study information

Role

Specific challenge related to the hiring process

How a technology solution to support the hiring process could address the challenge

i.          CEO

Needs Authorization from Board of Directors and The Chairman of the company to onboard a candidate in the Hiring Process

Can auto-forward the candidate resume to the Board of Directors and CC the Chairman of the group so that everyone stays updated on the candidate's resume

ii.         CFO

The CFO needs to track down the salary package offered to a candidate and update the same in this books, which is very crutial at the time of Audits

Auto Updation of Company's Account and Balances and all other financial balances once the salary package has been decided for the candidate

iii.        CIO     

Need to decide on the count and availability of the Computer systems required for online test, biometric scanning of candidates, providing newly updated system to candidates for Registration process during the interview.

This count can be generated by the use of Technology which can gather all the statistics and data and hand over to the CIO so that he/she can work upon the requirements.

iv.        Director of Human Resources

Need to put an upper limit on the number of intakes required based on budget and openings available as this can impact the Quarterly Analysis of the firm.

Need to design Algorithm which can be implemented in Programming Language which can find the best fit for the number of intakes without distrubing the Quaterly Profit of the Firm.

v.         Manager of Recruiting

Needs to give a final Sign-off after all recruitment and HR related process is done and the firm has finally selected a candidate for onboarding. If the count increases/ mass recruiting happends the Manager of Recruiting will be over burdened signing each application form

Automate this process of signing the Applicant's form when he/she gets selected by the firm so that Recruiting Manager's burden can be reduced.

vi.        Recruiters

Need to sort Resumes based on relevant experiences and the Technology expertise of all candidates received from various sources that can be called for interview

If any technology can filter out those resumes based on experience and Technology domain for them.

vii.        Administrative Assistant

Need to have a count of newly recruited candidates and manintain all background info of the newly boarded candidates. May use excel for maintaining these pieces of information but is quite hectic and time consuming

Technology can maintain a DB of all newly recruited candidates will all these pieces of information stored securely so that Administrative Assistant can get a single consolidated view.

viii.       Hiring Manager(Functional supervisor the new employee would be working for.)

The Hiring Manager cannot determine the potential of the newly recruited candidate until he/she undergoes a online screening Test to prove their worth

Design an online Screening Test to judge the best possible candidate among the others.

PART B - Defining Requirements

Requirement ID

Requirement Statement

Stakeholder

(Name/Position from Case Study that identified this requirement)

Functional Requirements

Example

The system shall store all information from the candidate’s application/resume in a central applicant database.

Recruiter - Paul O’Brien

1.

The System should auto approve applicants form after having confirmed for onboarding

Manager of Recruiting

2.

The system should auto update all Financial Transactions wrt to salary packages being offered to the new Hires

CFO

3.

The System should be able to sort resumes based on the Technologies and Years of Experience

Recruiters

4.

The System should be able to store all new hires information, their bio metric details and test scores taken by them

CIO

5. (Reporting)

The System should be able to generate reports based on newly selected Candidates and filter them based on Date of Joining

Director of Human Resources

Non-Functional Requirements

Example

The system shall be able to run on numerous platforms.

CIO – Fadil Abadi

1.

The System should be able to integrate smoothly with different applications like DBMS, Linux Servers etc

CIO - Fadil Abadi

2.

The System should be able to generate reports for large volumes of data stored in central DB

Director of Human Resources

3.

The System should be able to sort resumes based on inputs provided in a given amount of time to enhance recruitment process

Recruiters

4. (Security)

The system should validate user credentials before granting access to the system and officials

CIO - Fadil Abadi

5. (Security)

The System should conduct all transactions relating to any Finances with proper validation and checks so that there are no mismatches in Transaction Amounts

CFO

Please let me know in case of any clarifications required. Thanks!

Role

Specific challenge related to the hiring process

How a technology solution to support the hiring process could address the challenge

i.          CEO

Needs Authorization from Board of Directors and The Chairman of the company to onboard a candidate in the Hiring Process

Can auto-forward the candidate resume to the Board of Directors and CC the Chairman of the group so that everyone stays updated on the candidate's resume

ii.         CFO

The CFO needs to track down the salary package offered to a candidate and update the same in this books, which is very crutial at the time of Audits

Auto Updation of Company's Account and Balances and all other financial balances once the salary package has been decided for the candidate

iii.        CIO     

Need to decide on the count and availability of the Computer systems required for online test, biometric scanning of candidates, providing newly updated system to candidates for Registration process during the interview.

This count can be generated by the use of Technology which can gather all the statistics and data and hand over to the CIO so that he/she can work upon the requirements.

iv.        Director of Human Resources

Need to put an upper limit on the number of intakes required based on budget and openings available as this can impact the Quarterly Analysis of the firm.

Need to design Algorithm which can be implemented in Programming Language which can find the best fit for the number of intakes without distrubing the Quaterly Profit of the Firm.

v.         Manager of Recruiting

Needs to give a final Sign-off after all recruitment and HR related process is done and the firm has finally selected a candidate for onboarding. If the count increases/ mass recruiting happends the Manager of Recruiting will be over burdened signing each application form

Automate this process of signing the Applicant's form when he/she gets selected by the firm so that Recruiting Manager's burden can be reduced.

vi.        Recruiters

Need to sort Resumes based on relevant experiences and the Technology expertise of all candidates received from various sources that can be called for interview

If any technology can filter out those resumes based on experience and Technology domain for them.

vii.        Administrative Assistant

Need to have a count of newly recruited candidates and manintain all background info of the newly boarded candidates. May use excel for maintaining these pieces of information but is quite hectic and time consuming

Technology can maintain a DB of all newly recruited candidates will all these pieces of information stored securely so that Administrative Assistant can get a single consolidated view.

viii.       Hiring Manager(Functional supervisor the new employee would be working for.)

The Hiring Manager cannot determine the potential of the newly recruited candidate until he/she undergoes a online screening Test to prove their worth

Design an online Screening Test to judge the best possible candidate among the others.

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