Stage 1: Strategic Use of Technology
The Business Analysis and System Recommendation (BA&SR) is a report indicating how to revolutionize the hiring system that is currently used by the MCT account. The current hiring system has seen the company go through a cumbersome process of obtaining new employees. The process can only manage to hire a small number of applicants over a given period. Given that the company anticipates more businesses, a modern hiring system will be more efficient. It will reduce the time taken to process an applicant through a pipeline, make information about an applicant readily available to any concerned parties, and maintain more applications in the pipeline for future considerations. The process also simplifies the ability to hire members from different countries. As a result, the company would have the required number of human resources with appropriate skills at any given time and thus manage to satisfy the needs of clients in time, provide quality services, build a pool of potential employees, and also boosts its competitive advantage. This report contains information that will be used to prepare the new system. It aims to develop the set requirements of the company, evaluate possible solutions to the issues facing the hiring process in the organization, and develop an implementation plan which will be the actual installation of the applicant tracking system.
The system will support the organization strategy in several ways. First, the company’s strategy is to offer extraordinary consulting services and recommendations. The company also needs to employ highly skilled consultants. An applicant tracking system will assist the company in communicating the advertisement of the job across several media channels, including various platforms of social media. As a result, the company would manage to attract a large number of applicants with diverse qualifications across the globe. The system then helps to pick on the most qualified applicants who are then called for an interview. During the meeting, the system keeps track of the applicants who have already been interviewed and calculates their scores, which can easily be accessed by the stakeholders electronically. By obtaining the system, the company will have shifted from manual hiring systems to a digital one, which aligns with the company’s strategy of staying abreast of new concepts and technology. The other company strategy entails developing business concepts and best practices for its own. Since the company is a technology firm, all its operations should at least be digitalized, the applicant tracking system is modern software which is arguably the best in the market and suitable for an IT firm like MTC.
Competitive advantage refers to an attribute that gives an organization an advantage over its competitors, and the advantage is gained by providing consumers with a higher value. It best achieved by offering lower prices to the consumers or significant benefits that make the high prices justifiable (Khera & Gulati, 2012). MTC’s current competitive environment is not conducive. The industry has other huge companies with strong financial muscles and customer base, which enable them to acquire products in large volume and thus get substantial discounts from suppliers. As a result, companies can offer services at relatively lower prices.
On the other hand, MTC is still growing, and thus, its financial base cannot allow it to sell at meager prices without making losses. Moreover, the company’s hiring method is both time-consuming and expensive. As a result, the companies cost of production increases forcing the prices offered for services to be also higher. Besides, currently, the company would incur a considerable charge to serve clients in other countries. The company’s competitive advantage is, therefore, limited. However, with the applicant tracking system, the company stands to benefit a lot. First, the system is both time and cost effective. It reduces the average amount of time used to process a single applicant remarkably. The fee also goes down substantially, and it is therefore expected that since the cost of production will be lower, the price of the end product will also be more economical. According to the law of demand, the lower prices are likely to attract more clients to the firm and thus an increase in business (Khera & Gulati, 2012). The system will also enable the firm to hire workers from other states and countries. By having employees in neighboring countries, it will be cheaper to provide remote research and analysis support to MTC’s onsite teams in the U. S. or even attend to clients regardless of their geographical location as opposed to when the company has to send an employee from Maryland.
The table below illustrates some of the objectives that the company intends to implement and the respective goals that the objectives will help to achieve.
|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||Hire 75 skilled consultants within the next 3 months to help deliver quality consultancy services to 2 clients within a short time.||The new hiring system would enable the company to have the right people who can help to fulfill current and future contracts within the set time frame. As a result, the company would be in a good position to solicit and win more contracts in the areas of IT consultancy. Satisfying customers’ wants will encourage the customers to come again and again and even recommend the company to their business partners and friends (Greening & Turban, 2000).|
|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 hiring time by 20% to enable the hiring of 75 best consultants in the market within three months||The new hiring system will recruit employees efficiently, and ensure that only the best of the applicants get the job. The system will also reduce the hiring process significantly and thus enable the company to obtain new qualified clients whenever needed within a short period.|
|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 improve the level of skills among employees in the company within the next 2 months who will help offer superior product quality to the market.||The applicant tracking system helps to shorten the period used to process applicants for hiring. The system also simplifies hiring of international applicants. Implementing the system will, therefore, result in having applicants from different regions with diverse qualifications from where the company can select the most suitable candidates (Arora & Athreye, 2002). Having an adequate number of highly skilled employees will enable the company to provide quality services and also become reliable in the market which is likely to give them an advantage over other companies in the industry.|
The table below illustrates the roles of different stakeholders in the company, their levels of operation in the hierarchy, examples of decisions they make in an organization and how the new hiring system will provide information to be applied to arrive in the decision.
|Role||Level as defined in IS Course Reading||Example of Possible DecisionSupported by Hiring System||Example of Informationthe 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.)||Managerial||The company must have the seventy five additional employees by the end of the month. Among the seventy five, at least five must come from abroad.||The company received six hundred and fifty applicants for the consultancy positions. Six hundred and twenty of them were from the United States while the other thirty came from abroad. So far, seven employees have been processed and should report to work in the before Thursday 18th 2019. Another twenty have passed the interview and were sent mails but are yet to confirm whether they accept the offer. The last interviews will be conducted on Friday 19th 2019.|
|Middle Managers(Decisions made by the Director of HR and the Manager of Recruiting supported by the hiring system.)||Strategic||The company is behind schedule due to the increasing number or contracts and therefore there is need to work a little harder if we are to achieve this month’s targets. All the respective managers should meet before tomorrow evening and formulate ideas on how to achieve our targets. The key agenda should be the frequency of interviews.||There are twenty more applicants in the pipeline who are yet to be interviewed.|
|Operational Managers(Decisions made by the line managers in the organization who are hiring for their projects supported by the hiring system.)||Operational||This week all recruiters have to report to work before 7am and the closing hours will be at 6 pm. All the overtime payments will be paid at the end of the week.||Twenty members have passed the qualification tests but are yet to receive their job offers.|
Arora, A., & Athreye, S. (2002). The software industry and India’s economic development. Information economics and policy, 14(2), 253-273.
Greening, D. W., & Turban, D. B. (2000). Corporate social performance as a competitive advantage in attracting a quality workforce. Business & Society, 39(3), 254-280.Khera, S. N., & Gulati, K. (2012). Human resource information system and its impact on human resource planning: A perceptual analysis of information technology companies. IOSR Journal of Business and Management, 3(6), 6-13.
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