Information Systems In Organizations final Project Due In 72 Hours

Strategic Goal

(from a 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 Technology consultant contracts by a minimum of 10 and maximum of 15 contracts in the next 12 month

MTC offers IT consultation to its clients, and if MTC has to increase the number of contracts they are receiving, they need to add more work force to their organization. And the new employees should be technical enough to understand the complexities of the work. For better selection, better IT system need to be used for checking the eligibility level of the employees.

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.

As the MTC is planning to get more contracts from different regions of the world. It has become essential for the MTC to hire consultants outside the USA. They will provide their services on the basis of their experience. The consultants will be recruited with the usage of new IT system, which allows the organization to get diverse range of the consultants, through the testing and interviewing of candidates.

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

Increase high-quality consultants by 15 to 7 clients in the next 12 months

For a consultation firm like MTC, it is necessary for them to keep their work up to mark. For that they have to hire professionally skilled consultants who can provide superior values to their clients. The selection of the consultants will be valued through the integration of selection activities.

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

Increasing the hiring of IT consultants by 100 in the next 12 months

It has become objective of the MTC to expand their business to different horizons, for which they will be going to need experts in IT consultation. The selection process is to be designed in such a that just address the client’s problems but it should also enough to compete the other competitors in the market. For this, MTC designed a selection procedure which also judges the applicants upon their level of innovation in personality.

Role

Level as defined in IS Course 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

The CEO will ensure that hired IT consultant comply with the MTC standards, goals and objectives and have the skills to perform the assigned tasks efficiently.

The selection system will contain the contemporary features of the personality, an applicant should in him/her. To meet the goals of MTC, the qualities in the personalities of the candidates will need to be tested with the online test and interviews. For example, using question to identify the level of innovation in the candidate.

Middle Managers

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

Managerial

HR is responsible to hire so HR will shortlist the potential candidates as per their resume and submit it. The Recruiting Manager will ensure the screening process and make sure the potential candidate is chosen.

The Hiring System can provide with the information that what personality related skills a person should have? It describes the parameters on which the person needs to be judged by the Director of HR. Manager of recruiting will get information from the hiring system that where to place the newly appointed consultant.

Operational Managers

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

Operational

The will screen the resumes and cover letters and take feedback which one is suitable

In the hiring system, the questions are added in the interviews through which the manager can identify the required skills in the applicant. The hiring system will be having full identification of the skills required to perform in the field.

As-Is Process

(Part 1)

Responsible MTC Position

(Part 1)

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

(Part 2)

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

(Part 2)

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.

1. Track the application of the person applied for the given post. This step involves the collection of the job applications of the candidates.

Data entry operators.

The application which was received by the MTC Employment websites, need to be tracked that whether the applicant matches the basic requirements of the job which was demanded. The eligible candidates with respect to their capabilities and the expertise, will be short listed.

The goals of this step which is very beneficial for organization is, effectiveness and efficiency. Effective in the sense that those candidates will be short listed who can perform the job and their qualification should also match the requirements of the job. And efficiency in the sense that if this task is done in manual way, it would cost a lot of time.

1. When the all applications are collected from the candidates. At this step the focus is on reviewing the capabilities and the qualifications which have been made by the applicants. It also includes the process in which the past experience of the applicants is also considered.

Data entry operator

When there are large amount of applicants for a single job, then it is hard to short list upon reviewing of the application. To keep things going upon the abilities (Noe R., 2017)

The benefit of this function is the identification of the true and serious candidates. This saves the time of the upper management who have to involve in the hiring process.

1. Telephonic interviews will be conducted at this stage.

Hiring manager

Telephonic interviews also serves the time saving purpose. The filtration among the candidates is being done on small scale from the telephonic interviews. For the research on the candidates, the half job is done on the phone.

It is very beneficial for organization. Because the time saving policy of the organization become real through this process. For any good organization time is considered to be a big resource. The organizations never want their employee and their facility to be so much obsessed with the work load, that’s why the telephonic interviews are the best option for the MTC to do shortlisting on the applicants.

1. Test for merit will be conducted on this stage that can be online in nature. Applicants can attempt either from home or at the companies location (Kavanagh, & Johnson 2017)

Hiring manager

The written test will be conducted of the applicants, in which the applicants can be judged upon their IQ level, academic knowledge, and past professional experience.

The benefit of the test purpose will allow the organization to shortlist the applicants upon their variables of the knowledge. Because our organization is in need to find experts, then in this way their past experience can also be known.

1. After the test, the qualifiers will be call for the competencies interviews. This interview totally based upon the requirements of the job which can be satisfied by the applicant.

Recruiter

This interview will give insight of the personal qualitative skills of the candidates. This will give detail about the skills of the person other than academics, which are worthy at work place.

Questions regarding soft skills, personal life, and hobbies will give insight about the personality of the candidate.

1. After competencies interviews, the next step is to more shortlisting of the applicants who have passed the competencies interviews.

Administrative assistant

Qualifiers of the competency interviews will be shortlisted for further procedure.

Proper documentation allows to maintain record of the applicants, which gives idea about the future that what kind of applicants are present in the market.

1. Feedback at this stage is to be given. Feedbacks will be taken from the applicants regarding the questions which were asked to answer.

Manager of recruiting

At this stage the interview and test processes will be overlooked, on the basis of the information developed and also in some case talking to interviews.

This gives detail critics about the selection process. This is being done to check the standards of the selection procedure. This will also notify that the selection procedure should be unbiased and in the interest of MTC.

1. The reports on the applicants are generated at this stage. The report summarizes the response level or eligibility level of each of the applicant.

Manager of recruiting

The number of applicants left and their level of eligibility is recorded at this stage.

To show the higher management of the organization, regarding the selection process, reporting provides best way to convey the information.

1. At this stage, the applicant is required to check for his/her reference checks. In reference checks, the past record of the candidate is checked, that in which terms he had left the job. The integrity and loyalty of the candidates get to known.

Manager of recruiting

The investigation stage proposes the facts about individual.

It is important for the organization to know about the past working history of the candidate. It serves the questions, like why person left the job.

1. Final reports are generated of the applicants who are to be called for the job. It describes the priority of the selection level of the individual candidates.

Director of HR

Final report will identify the finalized persons who have been selected for the job (Noe, et al. 2017)

The reports are required to send to the upper management for the approval of the hiring. At this stage organization examines the budget and related variables.

1. Tom 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 (Masri,& Jaaron 2017)

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.

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

Due to the communication through the posts, or mail, the speed of the communication gets affected. Inter-departmental communication is also effecting the operations of the organization.

Now the information sharing has become more efficient and secure. The data being kept on the data basis can easily be accessed. It helps to reduce requesting to other party to share relevant information.

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.

The activities are not specified for the each of the designation in the hiring process. The processes do also changes because of no rigid system available (McMurray et al. 2016)

The hiring process has identified the flow of the activities in accordance with their importance in the hiring process.

Now, each person knows his/her responsibilities very well in the process, this will improve dedication of the responsible personalities.

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

The workload on the people responsible for hiring creates rigidity in their attitude towards applicants. Who seems to be ineligible?

Now every person has been defined with the responsibilities and the roles which they have to perform in the hiring process. This makes them mentally prepare for the work load they could have in the whole process.