Information Systems In Organizations Project Due In 36 Hours
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Stage1Drafttoberevised.docxRunning head: STRATEGIC USE OF TECHNOLOGY 1
STRATEGIC USE OF TECHNOLOGY 7
Maryland Technology Consultants (MTC)
Stage 1-Strategic Use of Technology
Corey Mason
IFSM 300
Marshciene Moor
31 March 2019
Maryland Technology Consultants (MTC)
Stage 1-Strategic Use of Technology
Introduction
Information System Technology has now become one of the core areas in the organization due to the automation with the wave of technological advancement. The Information System Technology enables to use the technological devices like computers, telecommunication devices and etc. to store and manipulate the data according to the business requirements. Almost every organization has adapted Information System Technology because of its efficiency in the business processes. The Maryland Technology Consultants (MTC) also aims to acquire Information System Technology which will help the management to achieve its goals by employing the strategies. The Maryland Technology Consultants (MTC) management has decided to use the Information System Technology to improve the hiring process which also affects their decision making power. The report aims to explore how the Information System will be used to hire 75 new employees with the help of Information System Technology by developing a solution by improving applicant tracking and hiring system.
I. Strategic Use of Technology
A. Organizational Strategy
The MTC is planning to revise its organizational strategy by setting the long-term goals of capturing more clients and increasing their client's base and become one of the leading Technology Consultant in Maryland. For this, the management has decided to hire 75 new skilled consultants who are experienced and skillful who will be catering to the new clients efficiently. The MTC has been hiring employees manually but its time consuming and not cost effective urging the company to shift to automated hiring process because it is faster and efficient (Cappeli, 2013). The MTC will post the ad online and the applicant will answer all the assessment areas and with the information system, the computer will itself shortlist the potential candidates saving time and resources (Dans, 2014).
B. Competitive Advantage
The use of Information System Technology will give a competitive advantage to MTC because the hiring process will be automated which will be cost-effective and save the time of the Human Resource Department. The system will find a suitable candidate as per the key areas needed for the highly skilled technology consultant. Once the company has employed qualified and skilled technology consultant the clients will be satisfied with the service which will contribute positively as the confidence of clients will be gained (Tinline, 2017). This means more projects and consequently more clients leading to a larger market share giving a competitive advantage.
C. Strategic Objectives
The Strategic Objectives are the goals that MTC has envisioned to achieve by designing a strategy for corresponding objectives as shown below:
|
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 new automated process will result in suitable applicants who are qualified and skillful who can handle the technology consultancy well and provide their clients with detailed information ensuring their satisfaction means more projects. |
|
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 |
Increase high-quality consultants by 15 to 7 clients in the next 12 months |
The high-quality consultants will best serve the client's needs because they understand the nature of work and clients interests which will increase the client relationship resulting in more 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
|
Increasing the hiring of IT consultants by 100 in the next 12 months |
The hiring of 100 qualified IT consultants will enable to win the contracts consequently more clients which will give the competitive advantage to MTC as their market share will increase. |
D. Decision Making
The decision-making process has to be efficient to avoid delays and with Information System Technology the MTC can improve their decision making power regarding the hiring process resulting in a potential candidate. The different levels of management and their decisions regarding the hiring process are as shown below:
|
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. |
Managers will create parameters like key access areas to gain information like about the skill sets, past projects to evaluate their efficiency. |
|
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 filter the resumes and shortlist by accessing the key areas and providing the list of potential candidates with their availability for interviews.
|
|
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 |
The job description will help in the selection process |
References
Cappeli, P. (2013, Dec 12). We Can Now Automate Hiring. Is that Good? Retrieved March 31, 2019, from HBR: https://hbr.org/2013/12/we-can-now-automate-hiring-is-that-good
Dans, E. (2014, September 14). The Importance of a Dynamic Information Management Strategy in Your Company. Retrieved March 31, 2019, from Forbes: https://www.forbes.com/sites/enriquedans/2014/07/15/the-importance-of-a-dynamic-information-management-strategy-in-your-business/#707698322a56
Tinline, G. (2017, May 18). Want to improve customer service and satisfaction? Invest in employee wellbeing. Retrieved March 31, 2019, from Social Hays: https://social.hays.com/2017/05/18/improve-customer-satisfaction-by-investing-in-employee-wellbeing/
