Can someone please help me with completing stage 3 of my Chesapeake

IT Consultant, Analysis. I am stuck on part C below. Also, attached is the case study and Stage 4 (System Recommendations) which I am in need of assistance as well.

C.     Requirements – The next step is to identify the essential requirements for the information system. Refer to the Week 6 Content -Good Practices for Developing User Requirements. Here you are focusing on the Business Requirements and the Software Requirements. Each requirement is one sentence in length and addresses one thing the system must do. The requirements are documented in a table, as shown below. For a full requirement specification, there will be many requirements statements; you only need to provide the number of requirements identified for each category. The requirements should be derived from the Case Study; an analyst should not “invent” requirements.

For this assignment, you will identify:
·        4 user requirements (what users will be able to do with the product (functional) requirements (numbered in the table as U-#). requirement in this section
·        1 reporting requirement (UR-#)
·        5 software requirements related to security (SS-#)
·        3 software requirements related to system performance requirements (SP=-#)

Here’s an example of a business requirement:
Requirement Number
Requirement
Source (individual) from Case Study
U-1
Prepare job offer for chosen candidate
Recruiter – Paul O’Brien

First, insert an introductory opening sentence for this section. Then, for each of the rows listed below, complete the table with the requested information. (Provide an introductory sentence and copy the table and insert information within.

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CIC Case Study 3/18/20171Chesapeake IT ConsultantsChesapeake IT Consultants (CIC) is a successful Information Technology consulting services firmthat utilizes proven IT and management methodologies to achieve measurable results for itscustomers. Its customer base includes small to mid-tier businesses, non-profit organizationsand governmental agencies at the local, state and federal levels. CIC feels strongly that itssuccess is dependent on the combination of the talent of its IT consultants, the best practicesCIC employs, and a dedication to delivering truly beneficial IT solutions to their clients.Corporate ProfileCorporate Name:Chesapeake IT Consultants, Inc.Founded:May 2004Headquarters:Baltimore, MarylandSatellite Locations:Herndon, Virginia; Bethesda, MarylandNumber of Employees:400Total Annual Gross Revenue:$80,000,000President andChief Executive Officer (CEO): Alvin MorrisonBusiness AreasCIC provides consulting services in the following areas:Business Process Consulting – Business process redesign, process improvementIT Consulting – IT strategy, analysis, planning, system development, implementation,and network supportIT Outsourcing Consulting – Requirements analysis; vendor evaluation, due diligence,selection and performance management; Service Level AgreementsBusiness StrategyCIC’s business strategy is to provide extraordinary consulting services and recommendations toits customers by employing highly skilled consultants and staying abreast of new businessconcepts and technology and/or developing new business concepts and best practices of itsown.Current Business EnvironmentCIC provides consultants on-site to work with its clients, delivering a wide variety of IT-relatedservices. CIC obtains most of its business through competitively bidding on Requests forProposals issued by business, government and non-profit organizations. A small but growingportion of its business is through referrals and follow-on contracts from satisfied clients. CICanticipates it will win two large contracts in the near future and is preparing proposals forseveral other large projects.

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CIC Case Study 3/18/20172CIC, as a consulting company, relies on the quality and expertise of its employees to provide theservices needed by the clients. When it is awarded a contract, the customer expects CIC toquickly provide the consultants and begin work on the project. CIC, like other consultingcompanies, cannot afford to carry a large number of employees that are not assigned tocontracts. Therefore, they need to determine the likelihood of winning a new contract andensure the appropriately skilled consultants are ready to go to work when needed. CIC relieson its HR Department to find and hire the personnel that the line managers need for upcomingcontracts. It is very much a “just in time” hiring situation.The Headquarters in Baltimore, Maryland, houses approximately 300 employees. Satelliteoffices have been opened in the last two years in both Herndon, Virginia and Bethesda,Maryland to provide close proximity to existing clients. It is anticipated that new pendingcontracts would add staff to all locations. The management team believes there is capacity atall locations, as much of the consultants’ work is done on-site at the customers’ locations.Strategic DirectionAs a small to mid-size business (SMB), CIC recognizes that it needs to carefully plan its futurestrategy. Considering the competitive environment that contains many very large IT consultingfirms, such as Hewlett-Packard (HP), Booz Allen Hamilton (BAH), and Science ApplicationsInternational Corporation (SAIC), as well as numerous smaller companies with various skill sets,market niches, and established customer bases, CIC will be evaluating how best to positionitself for the future and recognizes that its ability to identify its core competencies, move withagility and flexibility, and deliver consistent high quality service to its clients is critical forcontinued success.One area that is critical to a consulting company is the ability to have employees who possessthe necessary knowledge and skills to fulfill current and future contracts. With all thecompetition in IT consulting services, CIC is planning to incorporate consultants in othercountries to provide remote research and analysis support to the on-site teams. Since CIC hasno experience in the global marketplace, the Director of HR has begun examining internationallabor laws to determine where CIC should recruit and hire employees.ChallengesThe two contracts that CIC expects to win very soon will require the hiring of an additional 75consultants very quickly. The Director of Human Resources (HR) is concerned that the currentmanual process of recruiting and hiring employees will not allow his department to beresponsive to these needs. He is looking for a near-term solution that will automate many ofthe manual hiring process steps and reduce the time it takes to hire new staff. He is alsolooking for a solution that will allow CIC to hire employees located in other countries aroundthe world.

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