IFSM 300 STAGE 4 IT COMPLETE STUDY GUIDE WITH REFERENCES QUALIFIED 100%, Study Guides, Projects, Research of Information Technology

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IFSM 300

University of Maryland Global Campus

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Introduction This report is written to conduct an analysis, develop a set of system requirements, evaluate a proposed solution, and develop an implementation plan for an IT solution to improve the hiring process for MTC corporation. The first step is to look at the organization and explain how an IT system could be used to support MTC's strategies and objectives and support its decision-making processes. Next is to evaluate current processes and workflow and explain how MTC can use IT to improve its processes and workflow. Then the next step is to identify key stakeholder expectations for the new technology solution to support MTC’s hiring process and develop a set of requirements. The final step is to review an applicant tracking or hiring system for a proposed applicant tracking system and explain how it meets the requirements and what needs to be done to implement the system within MTC. CHAPTER 1 Strategic Use of Technology A. Business Strategy MTC's business strategy is to supply exceptional consulting services and advices to its clients by hiring well adept consultants and staying updated and/or promoting on new business concepts and technology and carry out on its own best practices (UMGC, n.d.). A few of MTC’s goals for a strategic business plans are: (1) To increase development of the business by winning new contracts in the scope of IT consulting, (2) To hire highly qualified international consultants to administer distant support in analysis and research to MTC staff in the U.S., (3) To continually grow MTC’s performance to promptly supply well skilled consultants to new contracts to best aid the customer’s requirements, and (4) To boost MTC’s competitive advantage in the IT consulting business to expand its credibility for having expert IT advisors in cutting edge technologies and creative solutions for its customers

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C. Strategic Objectives The table below is a review of the four Strategic Business Plan which identifies some of MTC’s goals and example of an objective to assist in meeting each goal as well as how a new applicant tracking system aids in accomplishing each objective. Strategic Goal (from case study) Objective (clear, measurable and time-bound) Explanatio n (2- sentences) Increase MTC Business Development by winning new contracts in the areas of IT Consulting Increase aggressive marketing of MTC’s strengths and competitive advantage using advertisements and fliers to companies or clients over the next six months. Compile testimonies and reviews from satisfied customers and post on company’s website monthly. The increased marketing would allow promotion of company’s strengths worldwide. Differentiation of MTC from other consulting firm is a must to include testimonies and reviews from satisfied customers creating visibility. Clients could quickly locate the company through aggressive marketing with star ratings. Build a cadre of consultants internationally to provide remote research and analysis 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

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support to MTC’s onsite teams in the U. S. 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 Increase the time to recruit highly skilled and qualified employees based on current contracts and future projections by 40% over the next 4 months. Increase the time to review application forms and scheduling interviews by 35% over the next 5 months. The new hiring system would allow accurate employment of certified workers, increasing the number of knowledgeable candidates for MTC to stay competitive. Also, recruiters could quickly identify a client’s requirements and deploy proficient consultants on the spot. Increase MTC’s competitive advantage Start hiring personnel with experience in consulting and The addition of other key skills criteria needed

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reputation for having IT consultants who are highly skilled in leading edge technologies and innovative solutions for its clients solutions by implementing a SaaS applicant tracking and hiring system within three months. Include more criteria and qualifications in order to apply for the job in the next 6 months. more qualified applicants. This will result in a more smooth, thorough, specific and efficient hiring process. MTC will be able to show applicants that they can implement new internal technology themselves the same way they can offer it. C. Decision Making This section shows a table of different management roles in MTC and their respective levels in the organization. It also shows specific decisions to be made at each level as supported by the hiring system and what type of information would be needed from the hiring system to back each decision. Rol e Level as defined in Course Content Readin g Example of Possible Decision Supported by Hiring System Example of Information the Hiring System Could Provide to Support Your Example Decision Senior/Executive Strategic The CEO and The CFO The hiring system Managers decide to expand MTC’s provides information

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(Decisions made by the outreach using mobile about applicant’s CEO and the CFO at MTC applications and experiences, supported by the hiring establishing another geographical location system.) location. and qualifications or certifications that could be needed in a particular location. Middle Managers Managerial The Director of HR and the The hiring system (Decisions made by the Manager of Recruiting provides information of Director of HR and the decide to increase hiring which applicants have Manager of Recruiting personnel with experience experience or graduated supported by the hiring in current IT systems to in a degree that includes system.) meet increased demands operating or developing on consultants. current IT systems and infrastructures. Operational Managers Operational Line managers in the The hiring system (Decisions made by the organization who are hiring provides information on

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supported by the hiring system.) timely manner and getting more information and updated status about the hiring process. qualified candidates who have applied and where they are in the pipeline. The system could also electronically schedule interviews on a calendar. II. Process Analysis A. Hiring Process The table below is a review of MTC “as-is” process to understand how a process is presently conducted (Analyzing Process Improvements Supported by IT, 2019) and who is responsible for that process. Next is how a “to-be” process “should be defined before seeking a technology solution” (Analyzing Process Improvements Supported by IT, 2019) and the business benefits of improved process to align with MTC’s overall business strategy. MTC Hiring Process As-Is Process (Part 1) Responsible MTC Position (Part 1) To-Be Process – How the System Will Support and Improve the hiring process (Part 2) Business Benefits of Improved Process (Align with MTC’s overall business strategy and needs.) (Part 2)

1. Recruiter receives Recruiter System will receive A more efficient

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application from job hunter via Postal Service Mail. application via on- line submission through MTC Employment Website and store in the applicant database within the hiring system. 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. Screen resumes and select the best candidates for a position. Recruiter System will help in screening and dividing the candidates into selected and non- selected pools and record them in the database. A more efficient screening and recording process helps in determining the best candidates and improves the quality of selections for MTC. 3. Provide the status of where an applicant is in the process to hiring managers. Recruiter System enables to record and capture the status of applicants in the process and More efficient status update process presents hiring manager the ability

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in the interviews. availability by getting the input from hiring managers in the system as well as applicant and the company’s schedule information stored in the system. interview members are notified of their interview schedules and mark those days on their calendars. This will help MTC to reduce and electronically track their re-scheduling time.

6. Schedule the interviews based on availability of applicants and the interview team members. Administrative Assistant System will route the interview schedule to each applicant and interview member, and each will decide if that schedule is good for them or not. System would automatically mark their calendars once they accept the invite. A more efficient interview scheduling process reduces the amount of time for the interview process to start. It also prevents too many re-scheduled interviews helping MTC interview the best qualified candidates in less time. 7. Collect the feedback from the interview team. Administrative Assistant System allows AA to retrieve feedback from the interview team via database storage. The More effective interview team feedback retrieval process allows a faster way to

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interviewers can input their feedback right away after each interview into the system. retrieve and AA to receive feedbacks from the interview. It will help MTC process applicant’s interview results more quickly.

8. Inform the assigned recruiter of the status of each candidate who was interviewed. Administrative Assistant System will compile results from the interview and route them to each recruiter simultaneously. A more effective interview status update process lessens the time it takes to route the status of each candidate who was interviewed to each recruiter. MTC will be able to recruit more efficiently.

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Payroll. new hire with the current HR and Payroll systems integrated without any other requirements or modifications in the hiring system. process with HR and Payroll systems aligns with the CFO’s vision to help support MTC’s bottom line financially and for any new solution to effectively integrate with, but not replace, the current system.

12. Administrative Assistant prepares offer letter based on information from recruiter and puts in the mail to the chosen candidate. Administrative Assistant 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. B. Expected Improvements This section shows a table of four different general areas of concern that MTC needs assistance and current issues that prevents a smooth and efficient management and execution

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of their roles and responsibilities. It also provides suggestions to improve and solve these issues using technology because information systems can assist interpret the flow of data and workflow, contributing to uniformity and boosting effectiveness (Analyzing Process Improvements Supported by IT, 2019).

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immediately provide the status of where an applicant is in the process. an applicant’s status for hiring managers to see. 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. The Administrative Assistant states that he supports the recruiters in the hiring process, from routing applications and resumes via interoffice mail to hiring managers and then receiving feedback on who to interview up to scheduling the interview and then getting results of the interview. When hiring volume is up, the AA is buried in paperwork and trying to keep all the applicants and their resumes straight, track their status in the process, and ensure everyone has what they need. A dynamic system where every step such as routing applications and resumes to hiring managers, receiving feedback on who to interview, scheduling and tracking the interview and getting results faster are all electronically managed and tracked by the system and reported to the Administrative Assistant helps him/her keep all the applicants and their resumes stored in the database, track their status in real-time and has an electronic checklist to ensure everyone has what they need. Developing an efficient workflow will aid the team to finish more taskings in less time and consistently perform these taskings (Vanguard Systems, 2017). Relationships : Explain how implementing an enterprise hiring system could foster Recruiters states that they have job applicants that are anxious to know the status of A productive and competent system where the applicants are automatically updated

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stronger relationships with applicants/potential employees. his/her application and fit for the advertised position and they want the best applicants to want to come to work for MTC. They are always competing for time with other job responsibilities and it is their task to get the job offers presented to the candidates. with statuses of their applications or job offers through automatic e-mail, phone calls or through a mobile application via inputs by respective departments could make the recruiters job easier. This can provide the necessary output in less time and recruiters can effectively manage their other job responsibilities. III. Requirements A. Stakeholder Interests