Business Analysis of the Mission Technology Consulting

📄 Words:	1606
📝 Subject:	Company Analysis
📑 Pages:	5
✍️ Type:	Essay

Introduction

The Mission Technology Consulting (MTC) team offers IT consulting services to businesses, nonprofits, and government entities. MTC has recognized the need to streamline its employment process to accomplish its strategic objectives, which include providing high-quality services to clients, maintaining and growing a highly qualified staff, and enhancing operational efficiency. This report serves as the Business Analysis and System Recommendation (BA&SR) for the Chief Information Officer (CIO) of Maryland Technology Consulting (MTC) to help the company find a better way to track and hire potential employees. This report aims to analyze MTC’s present hiring practices, pinpoint problem areas, and propose solutions to those problems. The study is broken down into four sections, covering the following topics: strategic technology use, process analysis, requirements, and system recommendation. The report will progress from an in-depth examination of the present hiring procedure to specific recommendations for improvement.

Strategic Use of Technology

Business Strategy

Business-wise, MTC aims to do well by doing excellent; that is, offering excellent IT consulting services to customers, training employees to be competent and efficient, and enhancing the company overall. This method may have obstacles, such as a lack of uniformity, insufficient data tracking, and lengthy response times, in MTC’s current manual employment process (Zehir, 2020). MTC can improve the quality of its services, the speed with which it fills open positions, and the number of highly qualified applicants it receives by focusing on streamlining its hiring procedures.

Competitive Advantage

MTC understands the importance of strategic planning as a small to medium-sized business (SMB). Hewlett-Packard (HP), Booz Allen Hamilton (BAH), and Science Applications International Corporation (SAIC) are just a few of the many large IT consulting firms with which MTC will be competing in the future. Clients of MTCs expect top-notch service at affordable costs; therefore, the company must adapt to a ferociously competitive market. To stay ahead of the competition, MTC must consistently deliver high-quality services that satisfy and delight their customers. A new hiring system may give MTC a competitive edge against their competition on the competition by speeding up the process of filling positions, enhancing the caliber of its hires, and offering access to data that can be utilized to make educated hiring decisions (Gilch & Sieweke, 2021). MTC also recognizes that many smaller companies have unique skill sets, market niches, and established customer bases. MTC can improve the quality of service the company provides customers by changing its hiring methods if it increases employee enthusiasm and loyalty.

Strategic Objectives

Included below are MTC’s four strategic goals from their Strategic Business Plan, along with an illustrative aim and an explanation of how implementing a new hiring method will assist the company in reaching those goals.

Strategic Goal (from case study)	Objective (clear, measurable and time-bound)	Explanation (2-3 sentences)
Maintain and improve the company’s level of expertise.	Maximize employee retention by doubling the current percentage of new hires that stay with the organization for at least two years. From	With the help of a new hiring system, MTC can find employees who will thrive in the company’s unique environment. Providing workers with the right and just working environment will ensure that the workers are loyal to their firm.
Improve Operational Efficiency	Reduce the time to fill open positions by 25%.	A new hiring system can streamline the hiring process, reduce the need for manual processes, and provide access to data that can be used to make informed hiring decisions, resulting in a faster time to fill open positions. These will ensure that the organization’s intended activities are executed on time.
Provide High-Quality Services to Clients	Increase the percentage of new hires that meet or exceed performance expectations by 15%.	A new hiring system can help MTC identify candidates with the skills and experience needed to meet or exceed client expectations, resulting in higher-quality services. Fresh talent is essential in boosting a company’s success as the workers come with new energy and are creative and innovative.
Increase Revenue and Profitability	Reduce the cost per hire by 10%.	A new hiring system can streamline the hiring process. Reducing the cost per hire will ensure the hiring process is less cumbersome.

Decision Making

The new hiring system will ensure that the decision-making process in the firm is streamlined and smooth. The CEO, HR manager, administrative assistant, and departmental managers will have a shorter decision-making chain as supported by the new 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
CEO &CFO	Senior/Executive Managers	Overview of the hiring process Status updates on the progress of hiring activities Reports on the cost and efficiency of the hiring process Identification of potential candidates for high-level positions Monitoring of compliance with legal and regulatory requirements related to hiring	The new hiring system can provide executive management with real-time updates on the status of the hiring process and reports on the cost and efficiency of the process. The system can also provide access to candidate profiles, resumes, and other relevant information to help identify potential candidates for high-level positions. Additionally, the system can help ensure compliance with legal and regulatory requirements by providing automated tracking and reporting of key hiring metrics.
HR officer	Middle management	Identification of staffing needs within their departments Monitoring of the progress of hiring activities within their departments Status updates on the availability of candidates Access to candidate profiles and resumes Coordination of interviews and feedback on candidate suitability	The new system can make tools for determining personnel needs and keeping tabs on hiring activities available to middle management. The system can make candidate profiles and resumes available help schedule interviews, and compile and organize comments on each candidate’s performance. Additionally, the system can alert managers in real-time on the availability of candidates, allowing for the necessary adjustments to be made to staffing plans.
Administrative Assistant	Operational Managers	Input on candidate qualifications and suitability for specific positions Monitoring of progress in hiring for their teams Coordination of candidate interviews and feedback Access to candidate profiles and resumes	The new hiring system can provide operational managers with implements to provide input on candidate qualifications and suitability for specific positions. The system can also facilitate monitoring progress in hiring for their teams and coordinating candidate interviews and feedback. Additionally, the system can provide access to candidate profiles and resumes to help supervisors make informed decisions.
Department Managers	Middle Managers	Detailed information on the qualifications and experience of candidates Access to candidate screening tools and assessments Monitoring of candidate progress through the hiring process Coordination of candidate interviews and feedback	With the resources made available by the new hiring system, managers can provide feedback on potential employees’ skills and fit for open roles. The technology can also help keep tabs on how far along the hiring process is, coordinate interviews and provide feedback to candidates. The technology can also access candidate profiles and resumes to aid hiring.

Process Analysis

The time it takes to receive applications and start processing them can be reduced by streamlining the submission procedure. MTC’s image will be enhanced, and the company’s ability to compete for the best IT professionals will be enhanced. AA could become a bottleneck in the current setup if many people try to get in. By putting the system in place, MTC can offer more consultation services and give first-hand accounts of how IT solutions can streamline time-consuming, error-prone processes.

Requirements

Certain requirements should be in place for all programs. Safety must be a top priority when a potential answer involves storing private information. When a program allows users to access it on a wide range of devices, including mobile computers, it can have far-reaching consequences. The system needs to let HR review resumes without having to download and open them in a third-party program. The HR department must be able to share applications easily. The system needs to routinely arrange interviews according to the availability of interview team members. After each interview, the system should alert team members to fill out feedback forms. The system is expected to provide a report on the current state of available jobs and a graphical summary of the data.

Further Recommendations

Establish a diverse hiring committee: To ensure that MTC hires candidates from a diverse pool of applicants, it is important to establish a hiring committee that includes individuals from different backgrounds and perspectives. This will help eliminate unconscious biases and ensure that the best candidates are selected based on their qualifications and experience.
Utilize technology to improve the hiring process: MTC can leverage technology to streamline the hiring process and make it more efficient. This includes using applicant tracking systems to manage job postings and resumes, conducting video interviews to save time and reduce travel costs, and using assessment tools to evaluate candidates objectively.
Training hiring managers: It is important to provide training to hiring managers to ensure they are equipped with the necessary skills to conduct effective interviews and make informed hiring decisions. This includes training on unconscious bias, effective communication, and compliance with labor laws.
Implement a feedback system: MTC can implement a feedback system to gather input from new hires and hiring managers about the effectiveness of the hiring process. This feedback can improve the process and ensure it meets the organization’s and the candidate’s needs.
Monitor and evaluate the effectiveness of the hiring process: MTC should regularly monitor and evaluate the effectiveness of the hiring process to identify areas for improvement. This includes tracking key performance indicators such as time-to-fill, cost-per-hire, and candidate experience. MTC can ensure it attracts and retains top talent by continuously improving the hiring process.

References

Gilch, P. M., & Sieweke, J. (2021). Recruiting digital talent: The strategic role of recruitment in organizations’ digital transformation. German Journal of Human Resource Management, 35(1), 53-82. Web.

Zehir, C., Karaboğa, T., & Başar, D. (2020). The transformation of human resource management and its impact on overall business performance: Big Data analytics and ai technologies in strategic HRM. Digital Business Strategies in Blockchain Ecosystems: Transformational Design and Future of Global Business, 265-279.