Assistance completing IFSM 300 Reports Stage 2-4

6

Business Analysis and System Recommendation Report

Maryland Technology Consultants, Inc.

Section Two

IFSM 300

Date

Business Analysis and System Recommendation Report

Executives and staff at Maryland Technology Consultants (MTC) have recently raised the need for a hiring or application monitoring system. Understanding MTC's business background and the circumstances that led to the new resolution is essential before engaging in this subject. MTC's main goal is to help its clients achieve their goals by offering advice based on tried-and-true management and information technology (IT) approaches. Because of this goal and the competitive nature of the company's commercial environment, employees are the most valuable asset. The business will thrive in such a setting by delivering top-notch services and attracting outstanding personnel. However, MTC's manual hiring procedure makes recruitment sluggish and ineffectual. The circumstances persuaded every stakeholder to approve the acquisition of a hiring system. In light of this, the purpose of this paper is to evaluate how a technological hiring method will impact the business. The study will cover the company's strategic use of technology, workflow and procedures, stakeholder expectations and requirements for the system, and system recommendations in the conclusion.

Strategic Use of Technology

Business Strategy

MTC's approach is to offer its clients exceptional IT and business process consulting services. The company intends to hire highly qualified workers and stay current on new business concepts and technology because it offers information through consulting services. Additionally, MTC intends to expand by 7% a year over the next five years by hiring more consultants and making sure that its employees give clients high-quality services. Expanding its workforce will be necessary for MTC in order to increase the amount of contracts. In light of this, the business intends to enter international markets by employing a small number of consultants from different nations to help its on-site team with research and analysis from a distance (Maryland Technology, 2019). Nonetheless, there are several difficulties with the company's current manual hiring procedure that could prevent the established plan from being implemented.

One of these challenges is that the manual process's inefficiency will prevent it from meeting hiring and growth demands in the future. Furthermore, because the hiring process is entirely handled by human resource (HR) workers, it takes a long time, which causes top talent applicants to defect to other companies. The absence of highly qualified employees will result in the acquisition of fewer contracts than anticipated, which will have an impact on the strategy's accomplishment (Maryland Technology, 2019). Conversely, MTC will gain from and be supported by implementing a hiring or applicant tracking system in line with its stated objective. This is because an applicant tracking or recruiting system can accommodate foreign applications, promote collaborative hiring, and save time through automated processes (Costa, 2018). Instead of the HR department combing through each applicant's file, the system will, for example, screen all applications in a matter of minutes. Enhancing the hiring procedure will also allow HR to work with CEOs and line managers to choose the finest applicants.

Competitive Advantage

In order to fulfill its overarching business plan, MTC needs to take into account the competitive edge that comes with the new hiring procedure. However, because MTC competes with major corporations like Booz Allen Hamilton (BAH), Hewlett-Packard (HP), and Science Applications International Corporation (SAIC), the activity necessitates a close examination of the external business environment. There are also a plethora of other smaller competitors in the market that have established client marketplaces, diverse skill sets, or market niches (Maryland Technology, 2019). Despite this, MTC can take advantage of the new ATR system to obtain a competitive edge since integrating technology into the hiring process would boost the company's brand and improve the candidate experience, attracting top talent to apply. Furthermore, by choosing the best candidates, MTC can select high caliber personnel by leveraging the system's rating feature (Costa, 2020). The initiative will give the business a competitive edge because top-notch staff provide the best customer service.

Strategic Objectives

MTC has strategic goals, which are displayed in table 1 below, as part of its strategic plans. The table lists each goal's objectives along with an explanation of how the hiring system contributed to each one.

Table 1

Strategic Goals, Objectives, and Explanation

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.	“Increase the number of IT consulting contracts won within the next six months by 20 percent compared to the previous year.	Finding and choosing candidates qualified to handle the contracts will be made easier with the help of the new application tracking system. To obtain more contracts, MTC would also make use of the system to employ individuals with experience in creating requests for bids.
Build a cadre of consultants internationally to provide remote research and analysis support to MTC's on-site teams in the U. S.	Increase international recruiting efforts and employ 5 research analysts in the next 12 months.	International applications would rise as a result of the new employment system's ability to accept online applications from candidates anywhere in the world. The recruiters would be able to keep a close eye on the applications for these roles, determine which skills are essential for research and analysis, and review resumes for these critical competencies. Recruiters could easily see the quantity of applications and determine when more hiring is required to reach the goal.
Continue to increase MTC's ability to quickly provide high-quality consultants to awarded contracts to serve the clients' needs.	Allocate highly skilled consultants to a contract within 30 days after signing the contract.	Recruiters would find it easier to choose candidates with the finest qualifications to manage a certain contract with the help of the hiring system's ranking feature. Additionally, it would expedite the orientation and hiring process by allowing recruiters to send one-click calling messages.
Boost MTC's reputation as a provider of highly competent IT consultants with cutting-edge technologies and creative solutions for its clients to provide it a competitive advantage in the IT consulting market.	Immediately assign the best IT consultants to a client and identify 50 IT freelancing specialized consultants within the next 21 days.	HR and line managers would find workers with the desired skills by using the system's search feature. Additionally, the system would assist hiring managers in evaluating candidates' capabilities to determine which ones had the most in-demand abilities to work as independent consultants for the business.

Note: The table shows MTC’s strategic goals, objectives for each goal, and the contribution of the new hiring system.

Decision Making

Leaders in an organization can also make judgments with the aid of a hiring or applicant monitoring system. The role comes from the fact that managers at different levels assess and examine data gleaned from the system in order to obtain the knowledge required for making decisions. Table 2 below is an example of the decisions that managers at various levels of leadership can make based on the data that the hiring system provides.

Table 2: Decision and Example of Information Used to Make the Decision.

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.)”	“Senior Management (Laudon & Laudon, 2020)”	“Eliminate the manual hiring process and adopt a technological recruiting system.”	Since the hiring process works well, the CEO has the authority to make this choice. It scores the candidates and displays their skills, which improves hiring efficiency, makes assessments simpler, and lessens the labor-intensive nature of the manual hiring process.
Middle Managers “(Decisions made by the Director of HR and the Manager of Recruiting supported by the hiring system.)”	“Middle Management (Laudon & Laudon, 2020)”	“Prioritize applicants possessing both IT and business skills.”	Since the hiring process works well, the CEO has the authority to make this choice. It scores the candidates and displays their skills, which improves hiring efficiency, makes assessments simpler, and lessens the labor-intensive nature of the manual hiring process.
Operational Managers “(Decisions made by the line managers in the organization who are hiring for their projects supported by the hiring system.)”	Operational management (Laudon & Laudon, 2020)	“Assign employee A to the IT department and employee B to the business process-consulting department”.	Because the system provides organized and analyzed data that aids in identifying the best candidate for a given department, a line manager has the ability to make a decision.

References

Costa, D. (2020).  Applicant Tracking System: main advantages of using an ATS. Skeeled.com. Retrieved 23 January 2024, from https://www.skeeled.com/blog/applicant-tracking-system-main-advantages-of-using-an-ats.

Laudon, K., & Laudon, J. (2020).  Management information systems (16th ed., p. 19). Pearson Education Limited.

Maryland Technology Consultants, Inc. (2019, November 23). [PDF] (1st ver., pp. 1-7). Retrieved 23 January 2024.