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BUSINESS ANALYSIS AND SYSTEMS RECOMMENDATIONS REPORT 8

Business Analysis and Systems Recommendations Report

Maryland Technology Consultants, Inc.

Tahira Longus

IFSM 300 6380

January 23, 2021

Business Analysis and Systems Recommendations Report

Started in May 2008, Maryland Technology Consultants (MTC), Inc. (MTC) is one of the fastest growing middle sized companies in the information technology industry. In addition to the head office in Baltimore, Maryland, the company boasts of other satellites in Herndon, Virginia and Bethesda, Maryland. Currently, the organization has 450 employees under the leadership of Samuel Johnson-the chief executive officer. The organization’s annual revenue stands at $95 million. Recently, the company has focused on two contracts in information consulting to increase and expand its business operations. To do so, it must hire additional 75 consultants within a short time. This management direction has exposed concerns in current recruitment and hiring process by the director of human resources. The MTC’s manual recruitment and hiring process hinders the hHuman rResources (HR) dDepartment’s response to these needs and future demands of employee development. The human resourceHR director believes that automated employee recruitment and hiring process would reduce hiring turnaround time. In addition, the company requires a solution that would enable recruitment of employees from around the globe (MTC, 2019). The purpose of this report is to propose a suitable solution that will enhance efficient and productive employee recruitment and hiring process.

The Maryland Technology Consultants, Inc, orporation’s business strategy is to provide high quality consulting services, as well as, recommendations to its clients. The company can only meet its business strategy by having efficient and successful consultants. These individuals must strive toward innovative technology as well as development of new business concepts. An automated recruitment and hiring system will support the company’s business strategy by enhancing productivity and efficiency in the human resource management. It will also reduce the amount of time wasted engaging in manual hiring process. In essence, it will speed up recruitment and hiring of highly qualified individuals, which will enable the organization realize its short term and long term targets.

Maryland Technology Consultants, Inc. faces stiff competition from established IT consulting organizations such as Booz Allen Hamilton, Science Applications International Corporation, and Hewlett-Packard. As a small-medium organization, the organization recognizes the need to use an automated recruitment and hiring process to schedule interviews and fill vacant position with talented workforce. A probable solution is the enterprise resource planning system as it covers an entire company including human resource management. According to Bourgeois et al., Mortati, Wang, and Smith (2019), an enterprise resource planning system can increase productivity and efficiency in human resource management process. By using this information system, Maryland Technology Consultant, Inc. orporation can easily review and filter online applications to relevant areas.

Maryland Technology Consultants, Inc. must employ talented IT professionals, who are committed for the delivery of high quality services to customers and adherence to industry standards. Table 1 shows the company’s strategic goals, strategic objectives and their roles in employee recruitment and hiring process.

Table 1: Maryland Technology Consultants Strategic Goal and Objectives

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	To increase the number of contracts by 20 percent in the next 9 months	Recruiters will use the enterprise resource planning to increase productivity and centralize contracts, thereby decreasing man hours as well as overhead costs. With an increase in the number of contracts, the company will hire new employees to work on customers’ 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	Use enterprise resource planning system for the next 10 years to hire talented workers to fulfill vacancies in different departments.	Recruitment team can use the enterprise resource planning system to filter and select workers best qualified to attain company objectives by meeting the customers’ requirements. The system will also enable recruiters rapidly share information throughout the company to enhance efficiency of business process.
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	To increase the company’s market share by 10 percent in the next 5 months by hiring employees who can use embrace virtual conferencing	The new hiring system will help the company employ individuals who can embrace leading edge technologies such as SharePoint application for virtual conferencing with customers. Recruiters can identify individuals who can offer high quality services to customers in a low cost effective manner. These are employees who can troubleshoot virtually and decrease travelling costs.

Decision Making

Managers, from executive level to operational level, must emphasize a culture that complements Maryland Technology Consultant, Inc. orporation’s to become ing the desired technological solution provider. Koçi (2014) asserts that culture plays a critical role in sustaining employees’ excitement around an organization’s vision. Hence, Ttable 2 shows the roles to be played by different managers in realizing the company’s goals and objectives.

Table 2: Decision Making

Role	Level as defined in Course Content Reading	Example of Possible Decision Supported by Hiring System	Example of Information the Hiring System Could Provides 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 chief executive expects compatibility between employees and the organization’s vision. The chief finance officer focuses on an information system that is cost effective.	The chief executive officer can make the decision because the application provides information about employees’ skills, experience, and certification. The chief finance officer can make the decision because the system will have a long shelf life, integrate with existing system, and improve payroll system
Middle Managers (Decisions made by the Director of HR and the Manager of Recruiting supported by the hiring system.)	Managerial	The director of human resource decides to automate recruitment and hiring process with an easy to use solution that can interface with existing systems and processes. The recruitment manager focuses on reducing hiring time rather than increasing recruiting personnel.	The director of human resources can make the decision because the application will provide vital information such as compatibility with other systems and ease of use. The system will provide vital information about candidate tracking and processing of job applications.
Operational Managers (Decisions made by the line managers in the organization who are hiring for their projects supported by the hiring system.)	Operational	The recruiters decide to have a system that enables employees assess their suitability to an advertised position	The recruiters can make the decision because the enterprise resource planning system can make distinction between employee, tasks, as well as function (SPHINX IT, 2019).