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Maryland Technology Company (MTC) Case Study

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Maryland Technology Company (MTC)

Information Technology IT) has changed the dynamics of organizational functioning in the current global dispensation. In this case study, Maryland Technology Company (MTC) is used to showcase this reality by outlining various technological processes that can be used to predict the future recruitment of skilled employees. In this regard, the Human Resource Information System (HRIS) is used to analyze how MTC organization can use its IT in doing business analysis for its future growth and success. This report is to be represented to the Chief Information Officer (CIO) after critical business analysis and system recommendations (BA&SR) in line with the HRIS system of information technology. The study begins with the business strategy followed by the competitive levels. Further, the strategic objectives will be drawn thereby finishing with the decision-making processes and a conclusive statement. 

Stage 1: Strategic Use of Technology

The company’s business strategy involves offering very extraordinary consultation services to its customers. By adopting the Human Resource Information System (HRIS) model, Warren & Allen (2017) explains that the traditional methods of information relay at MTC will be replaced by new business models. As such, there will be the employment of highly skilled IT professionals who have transgressed many business models to ascertain the complete hiring of qualified staff. Without a doubt, best practices are available at MTC in the HR department. However, and for a good marketing strategy, the introduction of the HRIS system to retain and recruit new employees will be a good marketing strategy for better and increased profit margins. Furthermore, MTC’s strategic plan includes; winning new contracts in areas of consultation, internationalization of research and development in IT, and also offering quality services while attaining a competitive advantage. The latter idea can be boosted by the HRIS system to the core as a strategy. The reason being that by employing the HRIS system in hiring, Warren & Allen (2017) argues that it will provide HR professionals with opportunities to enhance their contributions in a strategic direction.

Firstly, there will be automation that leads to devolving of tasks in management. The MTC leadership is then capable to give tasks that improve HRM talents. Secondly and s suggested by Valcik et al. (2021) HRIS helps in the formulation of policies by simply analyzing consumer response data. There will be the production of a greater number of varieties of real-time HR reports. For example, HRIS components tell it all since it has input, data maintenance, and final output section. All personnel, product, and consumer information can be incorporated singularly without making any mistake. This ideology aid in good database management that in turn, gives easy time for both product sampling, consumer orders, inventory records, and finally, delivery to consumers.

Competitive Advantage

Strategic Goal (from case study)	Objective (clear, measurable and time-bound)	Explanation (2-3 sentences)
Increase MTC Business Development by winning new contracts in the areas of IT Consulting
Build a cadre of consultants internationally to provide remote research and analysis support to MTC’s onsite teams in the U. S.	Increase international recruiting efforts and employ 5 research analysts in the next 12 months.	The new hiring system would allow applicants from around the world to apply online, increasing the number of international applicants. It would enable the recruiters to carefully monitor the applications for these positions, identify the necessary research and analysis skills needed, and screen resumes for these key skills. Recruiters could quickly view the number of applicants and identify when additional recruiting efforts are needed to meet the objective.
Continue to increase MTC’s ability to quickly provide high quality consultants to awarded contracts to best serve the clients’ needs	By employing quality staffs proficient in IT.	This idea will put the organization on the verge of competition for referrals with other competitors hence getting large projects
Increase MTC’s competitive advantage in the IT consulting marketplace by increasing its reputation for having IT consultants who are highly skilled in leading edge technologies and innovative solutions for its clients	Currently, MTC offers online consultation to their clients through IT services.	By introducing an HRIS system, MTC can obtain competitive bidding and requests on proposals directly from the government and non-profit organizations without involving outsourcing services (Wirtz, 2021).

Fig 1.0. Strategies of MTC

With HRIS, the neglect of competitiveness is inevitable towards similar companies against MTC. For instance, HRIS provides the reengineering of the IT system such that human processes and functions become completely obsolete (Rafsanjani et al, 2019). There is the provision of comprehensive information in a single and integrated dataset. The organization is now capable of structuring its connectivity with its customers due to an increased speed in informational transactions. With these facts, it is worth mentioning that the HRIS system has changed the traditional HRM in organizations to the current Strategic HRM that is adopted at MTC for competitive advantage. Furthermore, and since MTC relies on the quality and expertise of employees, HRIS offers them a great chance of attaining these skilled workers by simply improving their IT database on online searches like Facebook, LinkedIn, and YouTube as examples. 

Strategic Objectives

Rafsanjani et al. (2019) explains that every company needs excellent strategies to compete successfully. To this end, MTC needs to react faster to contracts it gets from clients. This means that the company cannot keep many employees that are slow to win contracts. The HRIS in Baltimore can be used to integrate new software designs in the MTC satellite system (Warren & Allen, 2017). The reasoning here is that with an integration of the satellites and the IT professional can verify within Baltimore and the entire nation how many clients are expected within a given mile radius.

Role	Level as defined in Course Content Reading	Example of Possible Decision Supported by Hiring System	Example of Information the Hiring System Could Provide to Support Your Example Decision
Senior/Executive Managers (Decisions made by the CEO and the CFO at MTC supported by the hiring system.)	CEO and CFO of MTC company	HRIS can give MTC direct links to clients by simply continuously following client databases and performance	. In doing so, HRIS is used to find research and assessment of the company’s different clients such that managers at MTC can do faster reviews of current top candidates in the market being sought for by similar operating organizations
Middle Managers (Decisions made by the Director of HR and the Manager of Recruiting supported by the hiring system.)	Director of MTC HR	The leadership believe that most consultations are done within some respective locations making the HRIS system a probable application	Since MTC has no international experience at the moment, the HRIS system can be used to consolidate consultations within few neighboring countries. As such, the decision to roll out plans in the U.S teams can be accrued by undertaking remote research analysis
Operational Managers (Decisions made by the line managers in the organization who are hiring for their projects supported by the hiring system.)	Operations Manager	The Chief Information Officer should be agile in coordinating the tasks such that the HRM department is versatile to visit the global marketplace in a bid to expand (Valcik et al, 2021)	The management is thus capable in attaining better chances of service delivery for the betterment of the future.

Fig 2.0 Management Designs

The objective here is to widen the client gap to gain more clients under consultancy. HRIS is also beneficial in analyzing documents, (Wirtz, 2021) employees, inventories, and emergencies of companies. MTC can keep accurate data that are completely updated thereby having the ability to verify and postulate information and also while retrieving lost data.

Decision Making

HRIS has brought a new dimension of strategy that aids in culminating all company problems in a single entity. With this narrative, Rafsanjani et al. (2019) argues that decision-making by management on hiring and outsourcing of professionals is thing of the past.. The international labor laws can be used to make the above decisions of hiring before venturing by simply adopting new HRIS systems at MTC. Due to many contracts that MTC is currently achieving, there is a need to hire more IT professionals for consultancy and that solution lies solely with HRIS adoption in recruitment considering they want to go global. Using HRIS in hiring is a cost-effective decision in that previously it was manually-based but with HRIS, the capability of the implementation process is too fast to remember. 

In summary, the HRIS forms a good business analysis and system recommendation model. Since the CIO and other HRM recruiters are going for a change, the probable cause is to adopt the above model so that their consultancy prowess can be ascertained or rather developed. MTC’s success depends on new technology in HRIS that shall see human resource transition to high power zones locally and internationally. With experienced and qualified IT consultants, MTC will provide stiff competition in the new and current areas of function. So MTC needs to own the HRIS technology for a strategic business analysis while attaining their respective goals and objectives.

References

Rafsanjani, A. M., Pratami, D., Bay, A. F., & Bermano, A. R. (2019). Measurement of project risk management maturity level using project management maturity model (PMMM): Case research a telecommunication company in Indonesia. Proceedings of the 1st International Conference on Industrial Technology. https://doi.org/10.5220/0009405900760083

Valcik, N. A., Sabharwal, M., & Benavides, T. J. (2021). Management for Professionals, 145-153. https://doi.org/10.1007/978-3-030-75111-1_10

Warren, L., & Allen, P. (2017). Developing capacity for farm consultancy in New Zealand. Management Consultancy Insights and Real Consultancy Projects, 137-132. https://doi.org/10.4324/9781315593425-12

Wirtz, B. W. (2021). Digital business strategy. Springer Texts in Business and Economics, 399-469. https://doi.org/10.1007/978-3-030-63482-7_12