FINAL STAGE 4

Maryland Technology Consultants, Inc.

Stage IV Assignment

University of Maryland Global College Adelphi

IFSM 300 6982 Information Systems in Organizations

March 28, 2020

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Introduction

Maryland Technology Constantans is a highly successful Information Technology consulting

firm, which provides its customers with superior IT consultants who deliver the highest quality

IT experience. Challenges that MTC’s HR director is concerned with is, due to the increases in

business HR believes the current manual hiring process can no longer facilitate the “just in time”

process. Since MCT is expecting to hire an addition 75 consultants, there needs to be an

automated system introduced soon to reduce the time that manual hire would normally take. The

HR director is also looking to hire in other countries. There is a revolutionary Information

System that will allow your organization to provide potential employees of Maryland

Technology Consultants Inc. a link to a website which would assist your organizations HR

department with screening and hiring potential consultants for your organization. Thus,

automating the manual hiring process for MTC, due to increased business and the ever-pressing

need for additional IT consultants. The new system will also give customers the ability to request

consultants from MTC, assisting with company growth. With this unique Information System

MTC would also have the ability to hire globally, which would increase MTC’s competitive

advantage.

I. Strategic Use of Technology

A. Business Strategy – Provide extraordinary consulting services to its customers,

by ensuring they are hiring the most talented IT consultants. Also staying

informed of the most current and upcoming business technology and/or

developing new business concepts. MTC competitively bids on requests issued by

business, government, and non-profit organizations. A small portion of MTC’s

customers are obtained from referrals by satisfied clients. MTC relies on the HR

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department to recruit and hire new talented IT consultants utilizing a “just in

time” hiring situation whenever MTC wins contracts. MTC is expecting to win 2

new contracts very soon and plans to grow the company by 7% per year over the

next five years. MTC also wants to recruit and hire employees in other countries.

With the above dynamic business strategy and the unimaginable manpower this

would put on MTC’s HR department to rapidly hire the amount of personnel it

would take to bring MTC’s Business Strategy to life is simply astonishing. The

revolutionary system will assist MTC’s HR with meeting its Business Strategy by

removing the need for manual hires. Allowing MTC’s HR to rapidly hire only

highly qualified IT consultants that match the specific qualifications that MTC is

seeking, reducing wasted manhours spent on interviews with unqualified

individuals. The new system can also be utilized to hire IT consultants worldwide.

B. Competitive Advantage – MTC’s current competitive advantage is the use of

competitive bidding and through referrals from providing outstanding support to

satisfied customers. MTC is a small to mid-size business (SMB), to remain

competitive it has to carefully plan its future against larger firms like Hewlett-

Packard (HP), Booz Allen Hamilton (BAH), and Science Applications

International Corporation (SAIC). The new system is an automated HR

department assistant that will give MTC the “just in time” hiring that it so much

requires, increasing MTC’s competitive advantage.

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C. Strategic Objectives – The new system will assist the HR department with the

ability to rapidly hiring of highly qualified IT consultants worldwide.

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

Winning 2 new IT contracts within 60 days.

MTC plans on obtaining 2 new IT contracts within the 60 days. The need for qualified IT consultants increases with the expectation of these new contracts.

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.

Implement the new system within the next 60 days to assist hiring 5 additional personnel internationally.

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. -The new system will function worldwide to assist with hiring IT consultants internationally to support the onsite U.S. teams. The new hiring system is an automated system that will perform the manual task for HR department, then notify the HR when a potential consultant meets the pre-selected qualifications.

Continue to increase MTC’s ability to quickly provide high quality consultants to awarded contracts to best serve the clients’ needs

Continue to increase MTC’s qualified IT consultants by 7% over the next 5 years.

The new system is an automated custom designed system. MTC’s HR department can design the system to screen for only the top IT Canadettes that fit MTC’s business strategy.

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

Hire 2 qualified IT consultants in the next 12 months using the new system.

Since the new system will assist with selecting the top IT consultants, this will ensure MTC is maintains its competitive advantage.

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D. Decision Making – The new system will allow all levels within MTC to receive

information about the company. It will provide information regarding the

number of applicants, allow the customers to request service from MTC

(assisting with business growth), as well as provide feedback regarding how

their IT consult performed.

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.)

Strategic Level

MTC will be winning 2 IT contracts, the company needs to hire additional IT consultants to handle the contracts.

The new hiring system could provide information such as the number of customers in need of MTC’s services, the amount of IT consultants applying for employment with MTC, as well as how well current MTC IT consults are performing based on customer reviews.

Middle Managers (Decisions made by the Director of HR and the Manager of Recruiting supported by the hiring system.)

Managerial Level

Employ a hiring system that will efficiently assist the HR department with the hiring process of highly qualified IT consultants.

The hiring system could show the HR department the amount of IT consultants applying employment at MTC. If the numbers are low in a specific region that MTC’s trying to recruit in, then the manager of recruiting knows they need to target that area more.

Operational Managers (Decisions made by the line managers in the organization who are hiring for their projects supported by the hiring system.)

Operational Level

Ensure all required inventory will be available to meet the needs of the current clients as well as the potential 2 new contracts.

The hiring system could be provide a report to show the amount of inventory required to start and maintain each customer.

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II. Process Analysis

A. Hiring Process

The current manual hiring process does not have the proper manpower to facilitate MTC’s

planned business strategy. Also, as an advanced IT company the current manual hiring process

does not appear organized or up to with technology as it should be. Interviewing direct personnel

involved in the hiring process to see where improvements should made and what the requests

are, then coming up with a system to incorporate into the company’s current systems, that

improve the current hiring process. By providing this detailed information, management and HR

will have all the information and knowledge to make a decision regarding whether to make

improvements to the current manual hire process or not.

MTC Hiring Process

As-Is Process Responsible MTC Position

To-Be Process – How the system Will Support and Improve the hiring process

Business Benefits of Improved Process (Align with MTC’s overall business strategy and needs.)

1. Recruiter receives application from job hunter via Postal Service Mail.

Recruiter System will receive application via on-line submission through MTC Employment Website and store in the applicant database within the hiring system.

A more efficient submission process decreases time needed to receive and begin processing applications. This will present a positive image to potential employees and help MTC compete for top IT talent.

2. Recruiter screens resumes to identify top candidates by matching

Recruiter System will select top candidates based on pre- selected data inputted

Reduces the number of resumes the recruiter screens for

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with job requirements from job description.

into the system by the recruiter for the job description that MTC is seeking (multiple positions can be submitted using this system). System will then notify the recruiter of the top candidates that meet the specific job descriptions. The recruiter will then electronically approve the top candidates.

accuracy, ensuring only the best candidates are being selected to match the job description. The recruiters are able to rapidly post opening when required.

3. Recruiter forwards top candidates to Administrative Assistant via interoffice mail

Recruiter and Administrative Assistant

The system notifies the Administrative Assistant of the new candidates. The top candidates will automatically be forwarded upon approval by the recruiter to the Administrative Assistant, and the next available respective functional/hiring manager for the job description is selected for the Administrative Assistant to select or change.

Everyone involved in the hiring process for their area is kept informed once the recruiter approves candidates. With the system notifying the Administrative Assistant and pre- selecting the next available appropriate person in the chain, the Administrative Assistant can quickly route the top candidates to the Hiring Manager for review.

4. Administrative Assistant forwards candidates’ resumes and applications to hiring manager for the position via interoffice mail.

Administrative Assistant and Hiring Manager

The Administrative Assistant confirms the appropriate Hiring Manager and the systems forwards the candidates, applications, and resumes to the Hiring Manager.

System prevents resumes from getting lost in interoffice mail, and simplifies forwarding process for Administrative Assistant.

5. Hiring Manager reviews applications and selects who he/she wants to interview.

Hiring Manager The system notifies the Hiring Manager of the new candidates, he/she also receives their applications and resumes electronically to review.

Notification of the new candidates gives the Hiring Manager the Ability to efficiently review the candidates resumes and applications, to select who should be interviewed.

6. Hiring Manager sends Hiring Manager, The Hiring Manager By allowing the

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email to Administrative Assistant on who he/she has selected to interview and identifies members of the interview team.

Administrative Assistant, and Interview Team

using the system forwards his/her choices to the Administrative Assistant by selecting candidates for interview by name, identifies members of the interview team utilizing a drop-down box, and propose a date and time for interview, as well as an alternate date and time. The system automatically sends this information to the interview team selected and notifies them.

Hiring Manager to select a proposed date and time as well as alternate, and forwarding this information automatically to Interviewing Team. The interview process is expedited.

7. AA schedules interviews by contacting interview team members and hiring manager to identify possible time slots

Administrative Assistant, Interview Team, and Hiring Manager

All members of the Interview Team will confirm with the Hiring Managers proposed date and time, or the alternate one utilizing the system. Any date or time changes will occur utilizing the system. All parties associated will automatically be notified of any date and/or time changes.

The Administrative Assistant and Hiring Manager receives confirmation or change notification from the Interviewing Team. Any date/time changes will notify all parties involved in this process so information remains accurate.

8. AA emails candidates to schedule interviews.

Administrative Assistant

Administrative Assistant uses the system to notify the candidates of interviews dates and times. If candidates require alternate dates or times the Hiring Manager and Interview team are immediately notified to confirm the date/time change.

This will ensure the candidates receives an interview date and time that facilitates everyone’s schedule.

9. Interview is conducted with candidate, hiring manager and other members of the interview team.

Hiring Manager and Interview Team

Interview is conducted with candidate, hiring manager and other members of the interview team. (Hiring System is not used for this step.)

n/a

10. Hiring manager Hiring Manager and The hiring Manager This simplified

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informs the AA on his top candidate for hiring

Administrative Assistant

reviews Interview Teams feedback and makes his/her final feedback inputs for the top candidates of interest, and selects hire next to the candidates names in the system, which automatically forwards the candidates to the Administrative Assistant.

process will ensure the Hiring Manager effectively input feedback and hire top candidates quickly, to meet MTC’s projected personnel increased.

11. AA collects feedback from interviews and status of candidates

Administrative Assistant

The system notifies the Administrative Assistant of the receipt of the candidates of interest and the feedback information. The system also automatically notifies the recruiter of the interview process and status of the candidates

Notifying the Administrative Assistant and Recruiter, as well as already having the feedback in the system eliminates valuable hiring time. Allowing the recruiter to begin the process of providing information for the hiring letter.

12. Administrative Assistant prepares offer letter based on information from recruiter and puts in the mail to the chosen candidate.

Administrative Assistant System enables AA to prepare job offer letter by storing the offer letter template and information on each candidate; allows AA to select information to go into letter and put it into the template, which can then be reviewed and emailed to the candidate.

More efficient offer process presents positive image to applicants and decreases time needed to prepare offer letter, and enables MTC to hire in advance of the competition.

A. Expected Improvements

With the use of technology MTC’s hiring process can become more efficient and allow the HR

department to ensure the business strategy is met, by hiring top consultants for the growing IT

company.

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Area Current Issues (from the Case Study)

Improvements (due to use of technology)

Collaboration: The Hiring Manager states that recruiting is only one area he is responsible for and he isn’t as responsive to HR as he could be. Therefore, he counts on the Recruiters to help manage the process and keep him informed. Current manual system causes considerable communication breakdowns and takes additional effort and time to stay on top of the hiring process.

An efficient system with all information in one place, easily accessible via a dashboard, and updated in real time could make his recruiting job easier; and he could devote time to effectively working collaboratively and proactively with HR on his staffing needs.

Communications: Explain how a hiring system could improve internal and external communications

Recruiters are not able to provide a status of where an applicant’s resume is when submitted throughout each step. There is not a tracking process, so no one seems aware of the candidates resume location throughout the process including the candidate.

Technology could provide a step by step process for everyone involved in the hiring process to include the candidate, to be able to track what step the candidate is at, keeping everyone informed.

Workflow: Explain how a hiring system could improve the MTC hiring process by providing a consistent structure for each participant to perform his/her part in the hiring process.

Recruiters are competing for time to ensure the right consultants get interviewed and hired quickly, the administrative assistant is overwhelmed with paperwork and has to route applications and resumes, coordinate and schedule interviews, inform the recruiter of the candidates status, prepare job offer letters, and coordinate paperwork for the new hire with HR and Payroll. Hiring Manager submits the job request, then has to wait throughout the process to receive the candidates resumes as they arrive. Then choose the best ones, and wait to interview them.

Automated some of these steps and keeping everyone informed throughout the hiring process will eliminate redundant steps and speed up the hiring process.

Relationships: Explain how implementing an enterprise hiring system could foster stronger relationships with applicants/potential employees.

Since everyone is waiting for everyone to complete steps, teams can not perform efficiently as they could be and individuals are being overwhelmed.

Technology will reduce the workload by automating and simplify the hiring process, allowing a notification system, eliminating unnecessary steps. Creating a much tracking system, ensuring required personnel are notified and completed their portion of the hiring steps, and the next person

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in the chain is notified.

III. Requirements

A. Stakeholder Interests – Each stakeholder within MTC has a different role to play

throughout the hiring process, while ultimately striving for the same outcome. To hire the

best IT consultants who will deliver the utmost service to current and future contracts, to

assist the MTC’s future success and sustainability.

Role Specific problem related to the current hiring process

How a technology solution to support the

hiring process could address the problem

1. CEO Concern with competent staff being hired fast enough to fulfill current and future contracts.

An Applicant Tacking System (ATS) to automatically prescreen and qualify/disqualify candidates based on custom questions chosen by MTC, increasing the hiring process.

2. CFO It’s inefficient and not cost- effective.

Selecting a custom ATS with free monthly software upgrades, instead of an off the shelf system ensures MTC is only paying for what they need. Effectively saving MTC during initial setup and overtime.

3. CIO Data and security cannot be protected using the current manual hiring process.

Choosing an ATS with role-based security that can provide customized user access roles to need to know information, which contains potential candidates PII. Will ensure MTC’s data and security remains protected.

4. Director of Human Resources Recruiting staff can no longer By obtaining an ATS

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meet hiring and staffing demands with current manual hiring processes.

many of the manual tasks are automated by the system reducing much of the strain the manual process placed on everyone in the process.

5. Manager of Recruiting Concerns that current team of recruiters cannot hiring 75-150 staff in a 2-month period in an efficient and effective manner, as well as handle the demands of future company growth using the current hiring processes.

An ATS that provides an audit function to ensure to the recruiting is performing at the highest level it can, in order to assist MTC with current and future goals. Also have the ability to build a passive applicant data base, bulk upload resumes, and forward via email for cataloging by automatic resume parser.

6. Recruiters Frustration with trying to handle an extremely time sensitive hiring process with an inefficient method.

Having an ATS that automatically adds items to a To Do-List to keep applications and resumes being handled efficiently will ensure candidates are not being lost or forgotten about.

7. Administrative Assistant Concerns with keeping track of all the potential candidate’s paperwork and the ability to provide everyone in the hiring process all the information they need.

Having an ATS that can automatically send emails to co-workers and candidates. As well as real time appointments scheduled for candidates based on preselected calendars that are synced with the ATS, and have the ability to attached unlimited documents automatically.

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

Doesn’t have time to look at paperwork, due to other responsibilities within the company.

An ATS would automatically notify user of new task and assign a to do list to ensure urgent tasks were

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completed in a timely manner.

B. Defining Requirements – Each user agrees the manual process is obsolete and

is not working for the current or future staffing goals of MTC. They would all

like to see a more technological system that can securely interface with their

current systems, with little to no training.

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.

Recruiter – Peter O’Neil

1. The system must display MTC applications to candidates on mobile devices.

CEO – Samuel Johnson

2. The system must automatically prescreen candidate’s application for qualifying/disqualifying markers.

Recruiters – Peter O’Neil (along with Mike Thomas and Jennifer Blackwell)

3. The system must automatically notify each user of new tasks for new candidates.

Administrative Assistant – Tom Arbuckle

4. The system must track the status of all candidate’s application/resume in real time on a cloud-based server.

Hiring Manager

5. The system must calculate the total number of active candidate applications on the cloud-based server.

Manager of Recruiting – Sophia Perez

System Performance Requirements – (How the system will perform)

EXAMPLE The system must be implemented as a Software as a Service solution. CIO – Raj Patel

6. The system must maintain separate security levels for users/system administrators.

CIO – Raj Patel

7. The system must be implemented as an upgradable Software.

Director of HR – Joseph Cummings

8. The system must support 5000 users online simultaneously. The system total cost must be cost- effective.

CFO – Evelyn Liu

9. The system must create audit trails for all user log- ons.

CIO – Raj Patel

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10. Employee records must be added, changed, deleted by users in human resources department only.

Director of HR – Joseph Cummings

IV. System Recommendation

A. System Justification

EZ-ATS is the type of SaaS system that MTC is very accustom to, it provides all of

the key features of mobility, availability, and portability that the HR director and the

must have security as well as scalability that is a must have in a new software hiring

system for MTC.

MTC cannot afford to take risks by implementing any SaaS system, paying costly

fees, and being stuck in a long-term relationship. EZ-ATS is the best SaaS system for

MTC because there is no concern about dealing with a subscription service if you

don’t want one, it’s there if needed, but no pressure to use it. The system is

customizable to fit what MTC needs, there is no hardware to setup since it’s all

located at the EZ-ATS data centers. The EZ-ATS SaaS system will provide MTC with

everything to meet the needs of the hiring team’s requests to make the hire process

more effective and efficient. (UMGC Hiring Solutions, 2019)

B. Implementation Areas

The implementation areas will cover the process and the steps of the implementation

of the new hiring system into MTC’s systems. This section will go over what you can

expect and an estimated time of how long MTC’s servers are expected to be off line,

as well as when they will return on line. This process is extremely important because

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it informs key MTC personal of what their responsibilities are during this process,

details are being provided to make this a smooth and successful implementation.

1. Vendor agreement: needs to be completed before implementation can begin. The

CIO needs to determine the number of users MTC will need, he must then sign the

User Agreement, then the CFO needs to provide the purchase order information to

EZ-ATS. Once EZ-ATS receives the purchase order, MTC will receive their own

dedicated EZ-ATZ account manager, who will contact the CIO to assist with

configuration steps and preparation for “launch”.

a. The vendor requires a user agreement and purchase order or credit card.

b. It will cost a one-time system setup fee of: $1,000.00 to initialize system

connections, and a one-time configuration fee of: $2,500.00 to individualize system

for your company.

c. It would cost $100.00 a month to support 25-100 system users.

d. EZ-ATZ offers a free 30-day trial with no obligations, no credit card information

required.

2. Hardware and telecommunications: It is imperative that the new hiring system can

be accessed by all required MTC users and potential candidates. It is also important

that MTC servers can support the new EZ-ATZ system.

a. MTC employees can use PC, laptop, and mobile devices to access the cloud-based

hiring system.

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b. Local MTC internet will be used and WIFI can also can be used. User can connect

from practically anywhere in the world.

c. The CIO wants to ensure the new hiring system availability and reliability will not

be an issue to the users once it’s up and running and paper applications have been

uploaded into the new hiring system.

3. Configuration: This needs to occur to make EZ-ATZ SaaS system MTC’s personal

system and tailor it to MTC’s hiring process. Make the SaaS feel like MTC’s very

own by customizing it to fit the company’s needs.

a. The configuration options that EZ-ATZ offers are: Link corporate email and social

media sites, setup custom workflow, create user accounts, setup reports, link the

application to hiring sites and social media, design the company’s name and logo,

redesign and upload job requisitions to use the automated screening function, and test

each function to ensure proper functionality (UMGC Hiring, 2019).

b. EZ-ATZ will assist MTC’s IT department with the configuration of the SaaS

system.

4. Testing:

a. MTC’s CIO can request that EZ-ATZ along with MTC’s IT department conducts

the User Acceptance Testing (UAT) early on during implementation and configuration

to ensure there are no discrepancies, if there are issues, they can be corrected

immediately, instead of at the end. This will reduce the amount of troubleshooting

time performed during the testing stage, as well as keep UAT troubleshooting cost

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low. To save UAT for the end is an. optional default that many users are not aware of.

It’s much better to Perform the UAT early, preferable at each stage to catch issues and

deal with them immediately (User acceptance, n.d).

b. The User Requirement that will be tested is, the system must store all applicant

information from an applicant’s resume/application in a central database. MTC’s IT

staff will upload paper documents with the assistance of EZ-ATZ to ensure the

documents are able to upload to the EZ-ATZ server and MTC’s users can login and

access the documents from their systems and devices. The HR department will also

try to access the system to apply for a job that’s posted to see if their test

resume/application goes to the central database, and if it can be accessed by MTC

required users.

5. Employee preparation and support:

a. Leadership- The Manager of recruiting and the recruiters should be the early

adopters who influence and motivate the other staff to be excited about the new hiring

system. (UMGC The people, 2020).

b. Change Management- MTC’s CIO should make sure that everyone who has

anything to do with the hiring process is notified prior to implementation and after, to

make the process as smooth as possible (UMGC Information, 2020).

c. Training- Each function is tested during configuration. EZ-ATZ provides easy to

use training resources to develop on-site training, free website videos, or Web-based

training can be provided by EZ-ATZ for $295.00 to “Train the Trainers” (UMGC

Hiring, 2019).

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d. User Support- Continue to use current MTC IT support. Contact EZ-ATZ if there

are issues that MTC IT department can not resolve. Customer support is available

(UMGC Hiring, 2019).

6. Data Migration: The applications/Resumes that are currently in the process of being

routed need to uploaded into the new hiring system. There needs to be a simplified

way to scan and upload that data to the SaaS to immediately have them reviewed.

7. Maintenance: The EZ-ATZ system includes system maintenance, regular updates, as

well as offsite backup and recovery (UMGC Hiring, 2019). MTC should ensure their

IT department are able to perform their own backups, know how often the backups

are conducted, when the system maintenance and upgrades are performed, and know

when the system is off line and unavailable. Also, if there is a message posted on the

company’s website stating system maintenance is being performed so the users know

what’s going on.

Summary and Conclusion: MTC’s manual hiring process can longer keep up with the

future competitive strategic growth plan of the company. In order for the HR department

to provide the company with the best most talented IT consultants available to fulfill the

contracts that the company works very hard to win, MTC must acquire a technological

hiring system. This will make the hiring process for the company a much more efficient

and effective way for all parties involved to quickly get the best IT consulted screened

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and hired, before the competition does. Thus, ensuring MTC’s Strategic direction of

growing the company and expanding worldwide.

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References

UMGC Learning Resource Requirements. March 4, 2020. Retrieved from https://learn.umuc.edu/d2l/le/content/448773/viewContent/17091172/View

The HR Manager LLC. (n.d.). Applicant Tracking Systems for Small and Medium-Sized Businesses (SMB’s). Retrieved from https://www.tamrecruiting.com/applicant-tracking-systems-for-small-businesses

The HR Manager LLC. (n.d.). Employee Onboarding Software, Staffing Agency Software, Job Board Software. Retrieved from https://www.tamrecruiting.com/features-page

UMGC Hiring Solutions, Inc. (2019). EZ-ATS Brochure [Course Resources]. In IFSM 300: Information Systems in Organizations. Retrieved from http://learn.umgc.edu

UMGC Implementing a SaaS solution. (2020). Retrieved from https://learn.umgc.edu/d2l/le/content/448773/viewContent/17091245/View

User acceptance testing process: 5 well-defined phases. (n.d.). Retrieved from https://www.getzephyr.com/resources/whitepapers/science-running-effective-user-acceptance-testing- cycles

UMGC The people in information systems. (2020). Retrieved from https://learn.umgc.edu/d2l/le/content/448773/viewContent/17091173/View

UMGC Information systems development. (2020). Retrieved from https://learn.umgc.edu/d2l/le/content/448773/viewContent/17091171/View