Maryland Technology Consultants is an established world-class technological firm attributed to providing legitimate Information Technology and management techniques to attain measurable goals for its clients. The firm was established in May 2008 in Baltimore, Maryland. The firm has other stations in Virginia, Herndon, and Bethesda, Maryland. Maryland Technology Consultants has an estimated gross revenue of $95,000,000. The firm has managed to employ 450 workers, with Samuel Johnson as the chief executive officer or president. At the moment, MTC is expecting to win two multi-billion contracts that come along with several projects. To this effect, the firm requires an extra 75 consultants to aid successful operations for the contracts to be won. The hiring process for the 75 consultants needs to be as fast as possible. The human resources manager believes that an automated hiring system is the only way to hasten the recruitment. Apart from a speedy hiring process, the firm aims at hiring across the globe.
Currently, the firm faces various challenges in its operations in information technology and as it aims to improve the services offered to its clients. As the firm expands on a global scope, there is a need to recruit information consultants faster than has been the norm under the current manual hiring system. Generally, the personnel in charge of human resources management is worried that the current in-use manual system of hiring and recruiting new employees will deny the HR department an opportunity to quickly respond to the needs of future developments and increased recruitment requirements. Currently, the technology consultants firm expects to be awarded two contracts that need the firm to increase its workforce by hiring additional 75 technology consultants. The director of human resources is searching for a solution to the manual hiring system's delays. The new solution is expected to address the problem of time wastage and the costs involved with the subsequent hiring processes. He aims at coming up with a system that will enable his firm to hire employees from across the world.
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This analysis aims to develop comprehensive details on a digital system that will make the hiring process efficient and enhance the general human resource experience. The analysis paper contents are; Strategic application of technology, Process Analysis, Requirements, and System Analysis.
Strategic Use of Technology
I. Business Strategy
Maryland Technology Consultants' business strategy is to offer exceptional consultation services as well as recommendations in a reliable manner to its clients. The provision of these services relies on the availability of competent employees in the line of information technology consultations. Additionally, the firm aims to stay woke to identify new business ideas and technological concepts to help in coming up with exceptional business ideas for its practices.
The hiring process for the 75 consultants needs to be done within a brief period in order to save sufficient time for the hoped-for contracts. In facilitating a speedy hiring process, there is a need for an automated recruitment system to help do away with several steps involved with manual hiring. Accordingly, Maryland Technology Consultants is "to provide extraordinary consulting services and recommendations to its customers by employing highly skilled consultants and staying abreast of new business concepts and technology or developing new business concepts and best practices of its own." ("Maryland Technology Consultants Case Study"). Therefore, investing in an automated hiring process is worth and in line with the objectives of MTC.
ii. Competitive Advantage
Maryland Technology Consultants is a reliable firm for providing expert service in government, private businesses, and non-governmental organizations ("Maryland Technology Consultants Case Study"). MTC will deploy an automatic recruitment system that will boost its competitive advantage in hiring to replace vacant positions on a single human resource management platform. With the proposed automated hiring system, MTC stands a chance to retain a competitive advantage through a balanced end-to-end recruitment process that would reduce cost and the time required to bring in new consultants. According to Kelly (2018), an automated system will help overcome the current manual and outdated hiring system's sluggishness, thus bolstering MTC's competitive advantage.
iii. Strategic Objective
In order to meet the strategic objectives of Maryland Technology consultants, it is necessary to hire a team of qualified and competent employees.
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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 |
It aims at securing at least five contracts within a year. |
The automated hiring system will facilitate hiring the most qualified, right, and competent workers for the work. The automatic system will select the eligible candidates automatically and forward them the human resource for scrutiny. The system is relatively fast and will ensure that MTC is ahead of competitors in this field. |
|
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 five 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 these positions' applications, identify the necessary research and analysis skills needed, and screen resumes for these critical skills. Recruiters could quickly view the number of applicants and identify when additional recruiting efforts are needed to meet the objective. |
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Continue to increase MTC's ability to quickly provide high-quality consultants to awarded contracts to serve the clients' needs best |
Within the next year, the firm will hire at least 20 new consultants to help support the firm's current and projected contracts. |
The automated system will allow the management and the recruitment personnel to scrutinize applicants based on their qualifications and skills to hire the candidates that best suit their customers' needs. With the streamlined hiring process, the recruitment team will no longer have to analyze resumes. The candidates will have to be filtered based on certifications, their skills, and their respective experience. |
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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 |
Within the next year, Maryland Technology Consultants will deploy a network Subject Matter Expert abbreviated as SME and a Business Process Improvement SME. |
Having deployed the new hiring system, the recruitment team will be flexible enough and have the ability to analyze resumes by categorizing them in line with set guidelines that will help identify which candidate is a Subject Matter Expert in a specific field. The automated system will enable the firm to quickly spot competent and skilled workers and recruit them based on their competitors' skills. |
iv. Decision Making
Deploying a digital hiring system would aid in making effective and strategic decisions within the ranks of Maryland Technology Consultants management. The following table presents the current hiring process and its new appearance with the recent hiring system.
|
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/Executive Managers (Decisions made by the CEO and the CFO at MTC supported by the hiring system.) |
Strategic |
The Chief executive Officer will spearhead the positive growth of the firm. The CEO will work towards ensuring that the new team of IT consultants are where they are needed and are working towards realizing the firm's objectives. |
The automated hiring system will facilitate employees' recruitment based on their respective qualifications, such as cloud engineers and architects. |
|
Middle Managers (Decisions made by the Director of HR and the Manager of Recruiting supported by the hiring system.) |
Managerial |
Human Resources personnel will largely depend on the new hiring system to filter out the less qualified candidates. The system will also help the human resources manager hire according to the need for every vacant position. This assistance will positively set the pace in line with Maryland Technology Consultants' business strategy. |
The human resources manager will receive a considerably increased number of applications for various positions that will be vacant as a result of the looming contracts that will need a new team of employees. The current hiring system will facilitate competition among the applicants for the vacant positions. The system will finally select the most qualified candidates. |
|
Operational Managers (Decisions made by the line managers in the organization who are hiring for their projects supported by the hiring system.) |
Operational |
The Operational manager will make a decision on which candidate is best suited for any open position in the organization. |
The new and automated hiring system will give the hiring manager an opportunity and the freedom to provide an offer for any vacant position via the recruitment team. |
References
Kelly, A. (2018). 5 ways technology can help your hiring process. Retrieved from
https://notes.jazzhr.com/2018/06/13/5-ways-technology-can-help-hiring-process/
Maryland Technology Consultants Case Study. (2018). Retrieved from https://learn.umuc.edu/d2l/le/content/420538/viewContent/16241030/View.
