The MTC Firm’s Strategic Use of Technology

The provision of consulting services by MIT to its clients, which are expected in a wide range of information technology services, is ongoing. Its manual hiring practices, use of untrained labor in the adoption of technological innovation, and insufficient contracts due to competition from other businesses have all presented significant operational challenges. As a result, this report aims to perform an analysis, construct a system, evaluate the requirements and the solutions, and strategize on how information technology may be used to address the problem.

Business Strategy

The current business strategy of MTC is to offer highly qualified advisors to growing or new companies that need suggestions for novel business procedures or technological advancements. MTC is a growing corporation, and it needs to understand that expanding brings challenges in line with the expansion process. The Human Resource Director has determined that 75 consultants must be employed before MTC enters into new client contracts (Cartwright et al., 2021). MTC is now operating manually, which takes up more time than the business has before finalizing the contracts. MTC risks losing the contracts if it does not hire 75 consultants as planned. Without the agreements, MTC will not be able to grow its company (Cartwright et al., 2021). First, achieving its objective of hiring 75 consultants on time aids MTC in attaining its business expansion goal. Secondly, if MTC succeeds in its pursuit of growth, it will be able to outcompete its rivals in the market and expand globally.

Competitive Advantage

First off, MTC faces a severe challenge in the market. Borges et al. (2021) define competitive advantage as offering a service or product of equivalent value at a cheaper cost than your rivals. There are more giant corporations and smaller businesses with a range of skill sets. Second, signing as many agreements as possible is the primary goal of hiring new personnel. By employing 75 new consultants by the deadline and securing the new contracts as soon as possible, MTC’s new employment program will assist the company in achieving the goal more quickly (Cartwright et al., 2021). The hiring staff might use three elements to entice candidates for open positions, including simplifying application.

Strategic Objectives

The management team of MTC has established the following objectives in the table below:

Strategic Goal (from case study)	Objective (transparent, measurable and time-bound)	Explanation (2-3 sentences)
Boost MTC Business Development by securing new IT consulting contracts.	Boost competitive edge by using technological innovation throughout the employment process.	By offering better services, the MTC hopes to gain a competitive edge. They have included technological innovation into their business practices to accomplish this goal, guaranteeing client delight.
Create a global network of consultants to support MTC’s onsite staff in the United States with remote research and analysis.	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 monitor the applications for these positions carefully, identify the necessary research and analysis skills, and screen resumes for these critical skills. Recruiters could easily see how many people applied and determine when more work is required to reach the goal.
Keep improving MTC’s capacity to deliver top-notch consultants to granted contracts in a timely manner to best meet the needs of the clients.	Expand the investment market and successfully compete with current IT service providers.	This would guarantee they can attract more clientele in various places Borges et al. (2021. They will experience an increase in financial gain, leading to a better strategy for future development.
Boost MTC’s standing as a provider of highly qualified IT consultants with cutting-edge technology and creative solutions for its clients to provide it a competitive edge in the IT consulting market.	To boost the number of clients for their business. Because they offer the best consulting services, their solution is regarded as the best.	The introduction of technology will increase customers. Better markets will be available going forward, ensuring growth and development.

Decision Making

Examples of decisions adaptable to each firm leadership level for the future are provided in the table below:

Role	Level based on Course Content Reading	Example: Possible Decision Supported in Hiring System	Example: Information in Hiring System with an Example Decision
Senior/Executive Managers	Strategic Level	The CEO decides to take the business globally.	Job seekers can apply using the new hiring process application and check their qualifications based on their scores to see if they qualify for the post.
Middle Managers	Managerial Level	The director of recruiting department chooses to bring on 15 fresh consultants.	The new hiring algorithm will rank each applicant according to how well-suited they are to the job. To beat out the competitors entails employing more quickly.
Operational Managers	Operational Level	Line Managers choose to distribute the newly obtained contracts to the new consultants.	The relevant information regarding the new consultants might be obtained through the hiring process. For instance, based on prior experience, one of the positive working relationships is best suited for a specific contract.

References

Borges, A. F., Laurindo, F. J., Spínola, M. M., Gonçalves, R. F., & Mattos, C. A. (2021). The strategic use of artificial intelligence in the digital era: Systematic literature review and future research directions. International Journal of Information Management, 57, 102225.

Cartwright, S., Liu, H., & Raddats, C. (2021). Strategic use of social media within business-to-business (B2B) marketing: A systematic literature review. Industrial Marketing Management, 97, 35-58.