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Maryland Technology Company (MTC) Case Study
Anthony Smith JR.
IFSM 300
9/14/21
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
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Strategic Goal (from case study) |
Objective (clear, measurable and time-bound) |
Explanation (2-3 sentences) |
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Increase MTC Business Development by winning new contracts in the areas of IT Consulting |
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Build a cadre of consultants internationally to provide remote research and analysis support to MTC’s onsite teams in the U. S.
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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. |
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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 |
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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
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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.
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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 |
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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 |
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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 |
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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.
Stage 2: Process Analysis
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MTC Hiring Process |
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As-Is Process
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Responsible MTC Position
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To-Be Process – How the system Will Support and Improve the hiring process
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Business Benefits of Improved Process (Align with MTC’s overall business strategy and needs.)
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1. Recruiter receives application from job hunter via Postal Service Mail.
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Recruiter
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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. |
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2. Recruiter screens resumes to identify top candidates by matching with job requirements from job description. |
Recruiter |
The system electronically performs reference checks, background checks, and documentation of all the details of the applicants |
The employment data is transferred to the employee master data application or system. If the recruitment forms part of the same system, then it is transferred between two modules of the same system. |
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3. Recruiter forwards top candidates to Administrative Assistant via interoffice mail |
Recruiter and Administrative Assistant |
The administrative assistant sifts and screens through the thousands of applications that are received to gather information that is needed. |
Automating the screening and sifting process eases the process of gathering data using pre0defined criteria. |
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4. Administrative Assistant forwards candidates’ resumes and applications to hiring manager for the position via interoffice mail. |
AA and Hiring manager |
The hiring manager runs through the applications in a database and identifies a group of applicants who meet the job-related requirements and competencies. |
This process uses artificial intelligence to quickly identify and select the applicants who meet the job-related standards for easy assessment. |
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5. Hiring Manager reviews applications and selects who he/she wants to interview. |
Hiring Manager |
The selected candidates are rapidly checked using an automated system that scans through their CVs resumes to determine their academic qualifications, work experience, and talents that meet the company’s requirements. Those who do not meet the standards are eliminated automatically |
This phase enables the hiring manager to accurately rank applicants’ qualifications before commencing the interview process |
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6. Hiring Manager sends email to Administrative Assistant on who he/she has selected to interview and identifies members of the interview team. |
HR and Administrative Assistant |
Compilation ofstores files for each applicant to be interviewed. Developing a database containing each applicant’s profile, work history, and academic qualifications and storing them in a secure database |
This system component is effective in arranging and sorting out the profiles for each candidate and printing them to the panel of interviewers before their names can be called out for interviews. |
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7. AA schedules interviews by contacting interview team members and hiring manager to identify possible time slots |
Administrative Assistant |
An automated system that sends messages to all the candidates who have been shortlisted for interviewing. The system sends email, SMS, and phone calls to book appointments for interviews |
This system component eases the task of having to call all the candidates physically and design all the messages to them. It also saves the administrative assistant from error of failure to call one of the candidates |
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8. AA emails candidates to schedule interviews. |
Administrative Assistant |
The candidates are sent a confirmation email, which they are required to click and confirm their availability and time |
It ensures that all the selected candidates are given the opportunity to take part in the interview assessment |
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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 |
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10. AA collects feedback from interviews and status of candidates |
Administrative Assistant |
It has an automated ranking system that analyzes and interprets the scores of each applicant in order of interview performance stores feedback |
It eases the task of calculating and tallying of performance grades to assess the level of an individuals’ suitability for the work (Abdul et al., 2020). |
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11. Hiring manager informs the AA on his top candidate for hiring |
Hiring Manager |
The corporate members from each department are sent an email to inform them about the newly recruited candidates |
The integration of communication ensures that all departmental members are familiarized with the newly selected employees |
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12. Administrative Assistant prepares offer letter based on information from recruiter and puts in the mail to the chosen candidate.
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Administrative Assistant
EXAMPLE PROVIDED – (Retain text as #12 but remove this label and gray shading in your report) |
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 enablesMTC to hire in advance of the competition. |
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Area |
Current Issues (from the Case Study) |
Improvements (due to use of technology) |
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Collaboration:
EXAMPLE PROVIDED (Retain text but remove this label and gray shading in your report)
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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. |
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Communications: Explain how a hiring system could improve internal and external communications |
Different departments are unable to effectively coordinate their functions and respond to each other in a timely fashion |
The system will have an integrated communication system with internet and intranet resources, which provide effective channels for different departments to enhance the process of internal and external communication. |
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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. |
A lack of proper structure of communication and coordination makes it difficult for managers to accomplish business-related goals. |
It will provide a consistent structure that assigns the correct number of qualified employees to the right task at the right time. |
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Relationships: Explain how implementing an enterprise hiring system could foster stronger relationships with applicants/potential employees. |
Currently, the company lacks a cohesive system that can allow people to raise issues that affect them |
A stronger relationship is fostered when the system allows corporate members to provide their feedback and raise issues that affect them. This goes a long way in building trust among members (Dmour et al., 2015). |
Stage 1 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
Stage 2 References
Abdul, C., Wang, W., & Li, Y. (2020). The impact of technology on recruitment process. Issues
in Information Systems, 21(4).
Dmour, D., Hani, R., Obeidat, D., Yousef, B., Masa'deh, R. E., Almajali, D., & Abdelkarim, D.
(2015, September). The practice of HRIS applications in business organizations in
Jordan: An empirical study. In Conference Proceedings (COES&RJ-CP2-5), ISBN
(E) (pp. 978-969).
