As the business analyst in the CIO’s department of Maryland Technology Consulting (MTC), your next task in developing your Business Analysis and System Recommendation (BA&SR) Report is to develop a set of requirements for the hiring system.

Assignment – BA&SR Section III. Requirements

The first step is to review any feedback from previous stages to help improve the effectiveness of your overall report and then add the new section to your report. Only content for Stage 3 will be graded for this submission. Part of the grading criteria for Stage 4 includes evaluating if the document is a very effective and cohesive assemblage of the four sections, is well formatted and flows smoothly from one section to the next. For this assignment, you will add Section III of the Business Analysis and System Recommendation (BA&SR) Report to your Sections I and II. In this section you will identify requirements for the new hiring system. This analysis leads into Section IV. System Recommendation of the BA&SR (Stage 4 assignment) that will analyze a proposed IT solution to ensure it meets MTC’s organizational strategy and fulfills its operational needs.

Using the case study, assignment instructions, Content readings, and external research, develop your Section III. Requirements. The case study tells you that the executives and employees at Maryland Technology Consultants (MTC) have identified a need for an effective and efficient applicant tracking or hiring system.As you review the case study, use the assignment instructions to take notes to assist in your analysis. In particular, look for information in the interviews to provide stakeholder interests and needs.

Use the outline format, headings and tables provided and follow all formatting instructions below.

III.Requirements

A. Stakeholder Interests – Review 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. Consider how the technology will improve how his/her job is done; that is, identify what each of the stakeholders needs the hiring system to do. Then to complete the table below, use information from the stakeholder interviews and identify one significant challenge or problem for each stakeholder related to the current hiring process (not their future expectations). Then explain how a system could address their problems. Do not define what that position does in the organization. (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 problem related to the current hiring process

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

1.CEO

2. CFO

3. CIO

4. Director of Human Resources

5.Manager of Recruiting

6. Recruiters

7.Administrative Assistant

8. 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 or needs the system to do. User requirementsexpress 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. System performance 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 User Requirements (including one specifically related to reporting) and 5 System Performance Requirements (including 2 security-related requirements). Refer to Week 5 content on requirements; security requirements are covered in Week 6. 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 statements 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 User Requirements, states what tasks the system will support or perform.

• For System Performance 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 “must” (not “shall,” “may” or “should”); “the system must xxxx” not “the system must not xxx”.

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

• Is achievable and realistic; avoids terms such as “100% uptime,” or “no failures”.

For a full requirements document, there will be many requirement 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 MTC to improve its hiring process.

(Provide an introductory sentence, copy the table, and complete the Requirements Statement and Stakeholder columns. No additional information should be entered into the first column, Requirement ID.)

Requirement ID# only

Requirement Statement

Stakeholder

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

User Requirements – (What the user needs the system to do)

EXAMPLE

The system must store all information from the candidate’s application/resume in a central applicant database. EXAMPLE PROVIDED – (Retain text but remove this label and gray shading in your report)

Recruiter – Peter O’Neil

1.