Maryland Technology Consultant’s business strategy entails offering its customers exceptional consulting services and recommendation to its clients by employing skilled consultants and keeping updated with the current business concepts or technology as well as developing new approaches for its own thus compete effectively with competitors such as SAICS, HP and BAH (MTC Case Study, 2019). However, the current manual hiring process at MTC is inefficient thus limits the firm’s ability to swiftly employ qualified workers to meet its plans. As Joseph Cummings (Director HR) poses, the current manual hiring process at Maryland Technology Consultants (MTC) hinders the firm from keeping up with the current growth and attaining its future plans. Therefore, the use of software in recruitment will help the firm reinforce its business strategy by enabling it to efficiently hire highly-qualified personnel with suitable experiences in the current business concepts as well as development of new ideas.
Competitive advantage involves the attributes which enable an organization to effectively undertake its activities and realize its mission as well as curb competition from its rivals. In the case of MTC, the competitive advantage involves the presence of highly-skilled workforce that can deliver products which meets clients’ expectations. Also, MTC has a competitive advantage over its firms by reducing the costs of its operation by minimization its number of workers. The use of hiring software will help in increasing MTC’s competitive advantage by enabling it to recruit highly-qualified workforce efficiently thus ensure that the firm serve its clients effectively. Furthermore, the use of off-shelf hiring software will aid in enhancing MTC’s competitive advantage by reducing the costs of operation by ensuring the firm does not incur substantial costs in employing a large workforce when the organization does not have many customers to serve.
When planning for changes in an organization, it is prudent that management aligns the new plans with the goals and objectives which the firm has (Raina, 2018). In the case of MTC, the changes concerning the use of technology in hiring process will reflect the goals and objectives of the firm as presented in the table below.
|Increase MTC Business Development by winning new contracts in the areas of IT Consulting.||Increase rates of work completion by 50% in the next 12 months.||The use of software will enable MTC to promptly recruit highly-qualified technicians and hence ensure there is adequate workers to work on contracts the firm has won thereby provide opportunities for bidding for other projects in IT Consulting.|
|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.||Reduce the period of providing high quality consultants to awarded contracts by 50%.||The new hiring approach will enable the firm to recruit adequate technicians who will promptly deliver high quality consultancy services which meet customers’ needs.|
|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.||Increase the ability to recruit the most qualified research analysts in the next six months.||Reliance on software to recruit workers exposes MTC to highly-qualified technicians globally thus enables the firm to increase the range of potential employees to choose from thereby creating a competitive advantage over its competitors in IT consulting industry.|
When making a decision, it is necessary for an individual to assess the available information to help in ensuring that the choices that one settles on are the most appropriate (Raina, 2018). As in the case of MTC, the decisions by different managerial levels require proper analysis of the available data regarding the new hiring approach as presented in the table below.
|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 managers||CFO decides to increase funds for the HR Department.||The hiring system require proper maintenance hence the need for funds to undertake the activity.|
|Middle managers||Director of HR reduces hiring period to 30 days.||The new hiring process will be efficient and hence require relatively less time to identify and recruit suitable workers compared to the manual system.|
|Operational managers||Recruiters plan to reduce the rate of loss of applications and resumes by 75%.||The use of software helps in keeping applicants’ details properly and enhances retrieval of the resumes.|
Stage II: Process Analysis
Intro opening sentence
|MTC Hiring Process|
|Responsible MTC Position
|To-Be Process – How the system Will Support and Improve the hiring process
|Business Benefits of Improved Process (Align with MTC’s overall business strategy and needs.)
|1. Recruiter receives application from job hunter via Postal Service Mail.
EXAMPLE PROVIDED – (Retain text as #1 but remove this label and gray shading in your report)
|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.|
|2. Recruiter screens resumes to identify top candidates by matching with job requirements from job description.|
|3. Recruiter forwards top candidates to Administrative Assistant via interoffice mail|
|4. Administrative Assistant forwards candidates’ resumes and applications to hiring manager for the position via interoffice mail.|
|5. Hiring Manager reviews applications and selects who he/she wants to interview.|
|6. Hiring Manager sends email to Administrative Assistant on who he/she has selected to interview and identifies members of the interview team.|
|7. AA schedules interviews by contacting interview team members and hiring manager to identify possible time slots|
|8. AA emails candidates to schedule interviews.|
|9. Interview is conducted with candidate, hiring manager and other members of the interview team.||Hiring Manager and Interview Team||Interview is conducted with candidate, hiring manager and other members of the interview team. (Hiring System is not used for this step.)||n/a|
|10. Hiring manager informs the AA on his top candidate for hiring|
|11. AA collects feedback from interviews and status of candidates|
|12. Administrative Assistant prepares offer letter based on information from recruiter and puts in the mail to the chosen candidate.
EXAMPLE PROVIDED – (Retain text as #12 but remove this label and gray shading in your report)
|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.||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.|
Clear 1-2 concise sentences
(from the Case Study)
(due to use of technology)
(Retain text but remove this label and gray shading in your report)
|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|
|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.|
|Relationships: Explain how implementing an enterprise hiring system could foster stronger relationships with applicants/potential employees.|
Maryland Technology Consultants (MTC) case study. (2019). In IFSM 300: Information Systems in Organizations: Summer 2020. Retrieved (2020 December 22) from http://learn.umgc.edu
Raina, R. (2018). Change management and organizational development. Thousand Oaks,California: SAGE Publications
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