Business Analysis and System Recommendation for Hiring Porcess

1611 words (6 pages) Essay in Information Systems

18/05/20 Information Systems Reference this

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INTRODUCTION

Maryland Technology Consultants Inc. (MTC), was founded in May 2008, and is headquartered in Baltimore, Maryland. Two additional satellite locations are present in Herndon, Virginia and Bethesda, Maryland. The company presently employs 450 individuals and has an annual revenue of $95,000,000. The standing Chief Operating Officer (CEO) of Maryland Technology Consultants, Inc. is Samuel Johnson. In recent efforts, MTC has been working to increase and expand business development by winning two new contracts in the areas of IT consulting – this proposal requires hiring an additional seventy-five consultants, in a rather short period of time.  This endeavor has uncovered concerns in the current process for recruiting and hiring employees from the Director of Human Resources. The manual process of recruiting and hiring employees prohibits the department to be responsive to these needs, in addition to the demands of future development and increased hiring requirements. The HR Director believes an automated process in the hiring system would lessen the time spent for a new hire to be in processed.  Additionally, there is a request for a solution that would allow MTC to hire employees from other countries around the world.

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The intent of this Business Analysis and System Recommendation (BA&SR) report is to highlight and propose a solution that will improve productivity and efficiency in the hiring process in four stages; Background and Organizational Analysis, Strategic Use of Technology, Strategic and Operational Outcomes, and System Recommendations.

 

 

ORGANIZATIONAL STRATEGY

The active business strategy by Maryland Technology Consultants, Inc. is to provide quality and professional consulting services and recommendations to its customers. These services are only made available to customers if MTC is efficient and successful in employing highly skilled consultants – who are driven by innovative technology and development of business concepts. A new automated hiring system would support this organizational strategy by increasing productivity and efficiency, in addition to lessening the amount of time employees spend manually completing steps in the hiring process.  This strategy will decrease the amount of time it takes for a new employee to be hired and guarantee that highly skilled employees are brought into the organization in a timely manner, thus fulfilling long-term and short-term goals.

COMPETITIVE ADVANTAGE

Maryland Technology Consultants, Inc. will apply the automated hiring system to increase its competitive advantage by having capabilities to recruit applicants, fill vacant positions, and schedule interviews within an automatic Human Resource Information System.

The HRIS will increase productivity and create a more efficient process within Human Resources A probable system that MTC could implement would be applying the Enterprise Resource Planning (ERP) system, that provides organizations with a centralized database with an automated platform for every aspect of the hiring process, which will help MTC compete and win the top talent world-wide (Bourgeois, 2014).

STRATEGIC OBJECTIVES

To justify its strategic objectives, MTC must develop a combination and balance of brilliant and gifted IT consultants, perseverance and commitment to deliver results to its clients, and the standard in its industry.

Strategic Goal

(from case study)

Objective

(clear, measurable and time-bound)

Explanation

(2-3 sentences)

Increase and expand MTC Business Development by winning new contracts in the areas of IT Consulting

Increase the number of contracts to win by 15 percent in 6 to 8 months

The Information System increase productivity/ efficiency and centralize all contracts up for bid decreasing the overhead and man hours in a database or Enterprise Resource Planner (ERP).  With the number of contracts increased, more employees will need to be hired to quickly begin work on the client’s project.

Execute and expand the number of international consultants in order to deliver remote research and analysis to support 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 give capabilities to applicants from around the world to apply online, which will in turn increase the number of international applicants.  It would allow 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 the Human Resource Information System (HRIS) to hire the most talented employees to fulfill the vacancies in each department

The HRIS can categorize and select the employees best qualified to complete the contract based upon the clients’ requirements

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

Incorporate the use technology, such as SharePoint and/or GoToMeeting applications – in order to provide capabilities of virtual conferencing online to current and prospective clients.

SharePoint and GoToMeeting are low-cost and user friendly alternatives to reach clients or capture prospective clients.

The consultant has capabilities to teach or troubleshoot virtually, which decreases travel costs.

DECISION MAKING

All managers from operations to senior/executive level create a culture that follow the MTC’s vision to lead their teams for the company to be successful.  According to Proulx (2014), “When times get tough and people work long days, culture plays a huge role in sustaining excitement around your vision”.

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 Level

The CEO choses the hiring system that follows the guidelines he implements to support MTC’s vision and business strategy.

CFO looks at MTC’s financial and whether it is a good time to hire new employees and their salary scale.  The CEO will require employees to multi-task on contracts to stay within the timeframe of completion, and the CFO will see a reduction in expenses as it pertains to payroll.

The CEO and CFO will see an increase in MTC’s productivity to acquire new contracts, advise more clients, and rise in the profit margin.  The IS system will allow for more employees to be hired, and the CFO will decide on raises and increases in salaries.

Middle Managers

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

Managerial Level

The Director of HR and Manager of Recruiting will rely heavily on the IS to sift through qualified applicants’ resumes and applications.   They will also use it to fill the priority vacancies to assist in achieving MTC’s business strategy.

The Director of HR and Manager of Recruiting will see in the IS an increase in raises, applicants, and requests for positions to fill more vacancies with the acquisition of new contracts.  The IS will show a competitive hiring process among applicants and select solely those who are qualified.

Operational Managers

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

Operational Level

The line managers will identify what the employees’ tasks will be from the hiring system and in order to complete the contracts.  Knowing how much work needs to be done will help determine how many employees are needed to complete it.

The hiring system will show more contracts available requesting for more employees to be given tasks to get the work completed.  The HRIS will select the employees for specific positions only.  Employees will work on more than one contract at a time.

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