Fluent Essays

all stages should be compiled into one document with references for each stages separated on last page. I have attached all graded stages with suggestions (correction areas) from the professor.  The stage 4 attachments are highlighted and the brochure that has to be used.  Anthony Smith Jr - stage 1 edits (1).docx Anthony Smith Jr - Stage 2 edits (1).docx Anthony Smith Jr stage 3 edits.docx Needed for Stage 4 EZ-ATS Brochure.pdf Needed for Stage 4 Stage 4 Business Analysis and System Recommendation.docx Revised work (1) - is the Corrected Stage 1 but I was unable to resubmit. Casestudy -   a copy of the Case study all assignments were based off of 5 Stage 3 Anthony Smith 9/28/21 Stage 3 III. Requirements Stakeholder Interests Role Specific problem related to the current hiring process How a technology solution to support the hiring process could address the problem 1. CEO Currently, the CEO is raising concerns that the right people are not placed in their right specialty areas within the organization. The technology can identify an individual’s skills and competencies and match them with the department that requires such knowledge. 2. CFO The CFO is concerned that the manual hiring system is neither efficient not cost-effective. The proposed technology should support cut the overall costs associated with the hiring system and improve its efficiency by making it easier and more accurate. 3. CIO The CIO is raising issues associated with security breaches, overdependence on mobile computing, and low reliability. The technology is built on Software as a Service, which can be deployed relatively fast and leverage industry best practices at low costs. It must also encompass effective security control measures, such as physical, technical, and administrative control procedures. 4. Director of Human Resources The Director of Human Resources complains that the organization can no longer meet the recruiting and selection demands using the existing manual system. The existing system is not both user-unfriendly and tiring The technology will be user-friendly with an interface that conforms to the existing procedures. 5. Manager of Recruiting The existing manual system has the challenge of having to manually update the increased hiring process at MTC. The Recruiting staffs are overwhelmed with the paper work yet the company is not planning to hire new employees. The technology will recruit efficiently, use tracking systems that enable them to minimize their hiring time by approximately 15 to 20 percent. 6. Recruiters The current system does not allow recruiters to update job applicants about the progress and status of their applications. The system will promptly update applicants about the status of their application and ensure that the best candidate is hired. 7. Administrative Assistant The existing system is manual, and as such, fails to effectively screen the resumes speedily. The proposed technology will screen the resumes at a faster pace, route the applications and resumes through interoffice mail to the respective functional manager, and schedule the interviews based on the applicants’ availability. 8. Hiring Manager (Functional supervisor the new employee would be working for.) The existing manual system cannot effectively assess the applications automatically and filter the qualified candidates. The proposed technology will be able to screen applications, schedule interviews, and identify the best qualified applicants. B. Defining Requirements Requirement ID# only Requirement Statement Stakeholder (Position and Name from Case Study that identified this requirement) User Requirements – (What the user needs the system to do) EXAMPLE The system must store all information from the candidate’s application/resume in a central applicant database. EXAMPLE PROVIDED – (Retain text but remove this label and gray shading in your report) Recruiter – Peter O’Neil 1. User requirements- The technology must screen applications, schedule interviews, and identify the best qualified applicants Comment by Renee Macklin: CANNOT USE “AND” Hiring Manager 2. User requirements- The technology should must screen the resumes at a faster pace, route the applications and resumes through interoffice mail to the respective functional manager, and schedule the interviews based on the applicants’ availability. Administrative Assistant- Tom Arbuckle 3. User Requirements- The technology should must be easy to use (user-friendly) The Director of Human Resources - Joseph Cummings 4. User Requirements- The system should must update job candidates about the status of their applications Recruiters – Peter O’Neal 5. (Reporting-Output of organized information retrieved from the system—replace this statement with a specific reporting ????requirement)The system must generate a report of all applicants for the Virginia office. System Performance Requirements – (How the system will perform) EXAMPLE The system must be implemented as a Software as a Service solution. CIO – Raj Patel 6. System Requirement- The system should encompass effective security control measures, such as physical, technical, and administrative control procedures.The system must scalable for growth CIO – Raj Patel 7. System Requirement - The proposed technology should support cut the overall costs associated with the hiring system and improve its efficiency by making it easier and more accurateThe system must scalable for growth CFO – Evelyn Liu 8. System Requirement- Ability to identify individuals’ competencies and match them with the relevant jobs The system must operate on any device. CEO – Samuel Johnson 9. Security- The system should must have a mechanism for preventing unauthorized access such as hacking) CIO- RJ Patel 10. Security- The system should must have a firewall, support multifactor authentication, and protect the integrity of private data CIO – Raj - Patel No References Where is stage 1 and 2? 8 Maryland Technology Company (MTC) Case Study Anthony Smith JR. IFSM 300 9/14/21 Maryland Technology Company (MTC) Information Technology IT) has changed the dynamics of organizational functioning in the current global dispensation. In this case study, Maryland Technology Company (MTC) is used to showcase this reality by outlining various technological processes that can be used to predict the future recruitment of skilled employees. In this regard, the Human Resource Information System (HRIS) is used to analyze how MTC organization can use its IT in doing business analysis for its future growth and success. This report is to be represented to the Chief Information Officer (CIO) after critical business analysis and system recommendations (BA&SR) in line with the HRIS system of information technology. The study begins with the business strategy followed by the competitive levels. Further, the strategic objectives will be drawn thereby finishing with the decision-making processes and a conclusive statement.  Stage 1: Strategic Use of Technology The company’s business strategy involves offering very extraordinary consultation services to its customers. By adopting the Human Resource Information System (HRIS) model, Warren & Allen (2017) explains that the traditional methods of information relay at MTC will be replaced by new business models. As such, there will be the employment of highly skilled IT professionals who have transgressed many business models to ascertain the complete hiring of qualified staff. Without a doubt, best practices are available at MTC in the HR department. However, and for a good marketing strategy, the introduction of the HRIS system to retain and recruit new employees will be a good marketing strategy for better and increased profit margins. Furthermore, MTC’s strategic plan includes; winning new contracts in areas of consultation, internationalization of research and development in IT, and also offering quality services while attaining a competitive advantage. The latter idea can be boosted by the HRIS system to the core as a strategy. The reason being that by employing the HRIS system in hiring, Warren & Allen (2017) argues that it will provide HR professionals with opportunities to enhance their contributions in a strategic direction. Firstly, there will be automation that leads to devolving of tasks in management. The MTC leadership is then capable to give tasks that improve HRM talents. Secondly and s suggested by Valcik et al. (2021) HRIS helps in the formulation of policies by simply analyzing consumer response data. There will be the production of a greater number of varieties of real-time HR reports. For example, HRIS components tell it all since it has input, data maintenance, and final output section. All personnel, product, and consumer information can be incorporated singularly without making any mistake. This ideology aid in good database management that in turn, gives easy time for both product sampling, consumer orders, inventory records, and finally, delivery to consumers. Competitive Advantage 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 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 By employing quality staffs proficient in IT. This idea will put the organization on the verge of competition for referrals with other competitors hence getting large projects 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 Currently, MTC offers online consultation to their clients through IT services. By introducing an HRIS system, MTC can obtain competitive bidding and requests on proposals directly from the government and non-profit organizations without involving outsourcing services (Wirtz, 2021). Fig 1.0. Strategies of MTC With HRIS, the neglect of competitiveness is inevitable towards similar companies against MTC. For instance, HRIS provides the reengineering of the IT system such that human processes and functions become completely obsolete (Rafsanjani et al, 2019). There is the provision of comprehensive information in a single and integrated dataset. The organization is now capable of structuring its connectivity with its customers due to an increased speed in informational transactions. With these facts, it is worth mentioning that the HRIS system has changed the traditional HRM in organizations to the current Strategic HRM that is adopted at MTC for competitive advantage. Furthermore, and since MTC relies on the quality and expertise of employees, HRIS offers them a great chance of attaining these skilled workers by simply improving their IT database on online searches like Facebook, LinkedIn, and YouTube as examples.  Strategic Objectives Rafsanjani et al. (2019) explains that every company needs excellent strategies to compete successfully. To this end, MTC needs to react faster to contracts it gets from clients. This means that the company cannot keep many employees that are slow to win contracts. The HRIS in Baltimore can be used to integrate new software designs in the MTC satellite system (Warren & Allen, 2017). The reasoning here is that with an integration of the satellites and the IT professional can verify within Baltimore and the entire nation how many clients are expected within a given mile radius. 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.) CEO and CFO of MTC company HRIS can give MTC direct links to clients by simply continuously following client databases and performance . In doing so, HRIS is used to find research and assessment of the company’s different clients such that managers at MTC can do faster reviews of current top candidates in the market being sought for by similar operating organizations Middle Managers (Decisions made by the Director of HR and the Manager of Recruiting supported by the hiring system.) Director of MTC HR The leadership believe that most consultations are done within some respective locations making the HRIS system a probable application Since MTC has no international experience at the moment, the HRIS system can be used to consolidate consultations within few neighboring countries. As such, the decision to roll out plans in the U.S teams can be accrued by undertaking remote research analysis Operational Managers (Decisions made by the line managers in the organization who are hiring for their projects supported by the hiring system.) Operations Manager The Chief Information Officer should be agile in coordinating the tasks such that the HRM department is versatile to visit the global marketplace in a bid to expand (Valcik et al, 2021) The management is thus capable in attaining better chances of service delivery for the betterment of the future. Fig 2.0 Management Designs The objective here is to widen the client gap to gain more clients under consultancy. HRIS is also beneficial in analyzing documents, (Wirtz, 2021) employees, inventories, and emergencies of companies. MTC can keep accurate data that are completely updated thereby having the ability to verify and postulate information and also while retrieving lost data. Decision Making HRIS has brought a new dimension of strategy that aids in culminating all company problems in a single entity. With this narrative, Rafsanjani et al. (2019) argues that decision-making by management on hiring and outsourcing of professionals is thing of the past.. The international labor laws can be used to make the above decisions of hiring before venturing by simply adopting new HRIS systems at MTC. Due to many contracts that MTC is currently achieving, there is a need to hire more IT professionals for consultancy and that solution lies solely with HRIS adoption in recruitment considering they want to go global. Using HRIS in hiring is a cost-effective decision in that previously it was manually-based but with HRIS, the capability of the implementation process is too fast to remember.  In summary, the HRIS forms a good business analysis and system recommendation model. Since the CIO and other HRM recruiters are going for a change, the probable cause is to adopt the above model so that their consultancy prowess can be ascertained or rather developed. MTC’s success depends on new technology in HRIS that shall see human resource transition to high power zones locally and internationally. With experienced and qualified IT consultants, MTC will provide stiff competition in the new and current areas of function. So MTC needs to own the HRIS technology for a strategic business analysis while attaining their respective goals and objectives. Stage 2: Process Analysis MTC Hiring Process As-Is Process Responsible MTC Position To-Be Process – How the system Will Support and Improve the hiring process Business Benefits of Improved Process (Align with MTC’s overall business strategy and needs.) 1. Recruiter receives application from job hunter via Postal Service Mail. Recruiter System will receive application via on-line submission through MTC Employment Website and store in the applicant database within the hiring system. A more efficient 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. Recruiter screens resumes to identify top candidates by matching with job requirements from job description. Recruiter The system electronically performs reference checks, background checks, and documentation of all the details of the applicants The employment data is transferred to the employee master data application or system. If the recruitment forms part of the same system, then it is transferred between two modules of the same system. 3. Recruiter forwards top candidates to Administrative Assistant via interoffice mail Recruiter and Administrative Assistant The administrative assistant sifts and screens through the thousands of applications that are received to gather information that is needed. Automating the screening and sifting process eases the process of gathering data using pre0defined criteria. 4. Administrative Assistant forwards candidates’ resumes and applications to hiring manager for the position via interoffice mail. AA and Hiring manager The hiring manager runs through the applications in a database and identifies a group of applicants who meet the job-related requirements and competencies. This process uses artificial intelligence to quickly identify and select the applicants who meet the job-related standards for easy assessment. 5. Hiring Manager reviews applications and selects who he/she wants to interview. Hiring Manager The selected candidates are rapidly checked using an automated system that scans through their CVs resumes to determine their academic qualifications, work experience, and talents that meet the company’s requirements. Those who do not meet the standards are eliminated automatically This phase enables the hiring manager to accurately rank applicants’ qualifications before commencing the interview process 6. Hiring Manager sends email to Administrative Assistant on who he/she has selected to interview and identifies members of the interview team. HR and Administrative Assistant Compilation ofstores files for each applicant to be interviewed. Developing a database containing each applicant’s profile, work history, and academic qualifications and storing them in a secure database This system component is effective in arranging and sorting out the profiles for each candidate and printing them to the panel of interviewers before their names can be called out for interviews. 7. AA schedules interviews by contacting interview team members and hiring manager to identify possible time slots Administrative Assistant An automated system that sends messages to all the candidates who have been shortlisted for interviewing. The system sends email, SMS, and phone calls to book appointments for interviews This system component eases the task of having to call all the candidates physically and design all the messages to them. It also saves the administrative assistant from error of failure to call one of the candidates 8. AA emails candidates to schedule interviews. Administrative Assistant The candidates are sent a confirmation email, which they are required to click and confirm their availability and time It ensures that all the selected candidates are given the opportunity to take part in the interview assessment 9. Interview is conducted with candidate, hiring manager and other members of the interview team. Hiring Manager and Interview Team Interview is conducted with candidate, hiring manager and other members of the interview team. (Hiring System is not used for this step.) n/a 10. AA collects feedback from interviews and status of candidates Administrative Assistant It has an automated ranking system that analyzes and interprets the scores of each applicant in order of interview performance stores feedback It eases the task of calculating and tallying of performance grades to assess the level of an individuals’ suitability for the work (Abdul et al., 2020). 11. Hiring manager informs the AA on his top candidate for hiring Hiring Manager The corporate members from each department are sent an email to inform them about the newly recruited candidates The integration of communication ensures that all departmental members are familiarized with the newly selected employees 12. Administrative Assistant prepares offer letter based on information from recruiter and puts in the mail to the chosen candidate. Administrative Assistant EXAMPLE PROVIDED – (Retain text as #12 but remove this label and gray shading in your report) 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 enablesMTC to hire in advance of the competition. B. Expected Improvements - As noted in the case study, there are a lot of manual processes, overwhelming paperwork, difficulty scheduling interviews, etc. related to MTC’s current manual hiring process. A technology solution can address many of these issues. For each of the areas listed in the table below, provide an example of an issue from the case study and how a technology solution could be used to improve that area. Issues and improvements should be addressed in 1-2 clear, complete sentences with information incorporated from the case study. The first one is provided as an example. Note: This is not about the stakeholders wishes or expectations for the new system but identifying the current issues they have. Some may be explicitly stated in the interviews and for others you may need to apply some critical thinking. (Provide an introductory sentence and copy the table and insert information within.) For explanations of these areas, refer to Week 4 content on analyzing process improvements.Additional research can expand your knowledge of these areas. Area Current Issues (from the Case Study) Improvements (due to use of technology) Collaboration: EXAMPLE PROVIDED (Retain text but remove this label and gray shading in your report) The Hiring Manager states that recruiting is only one area he is responsible for, and he isn’t as responsive to HR as he could be. Therefore, he counts on the Recruiters to help manage the process and keep him informed. Current manual system causes considerable communication breakdowns and takes additional effort and time to stay on top of the hiring process. An efficient system with all information in one place, easily accessible via a dashboard, and updated in real time could make his recruiting job easier; and he could devote time to effectively working collaboratively and proactively with HR on his staffing needs. Communications: Explain how a hiring system could improve internal and external communications Different departments are unable to effectively coordinate their functions and respond to each other in a timely fashion The system will have an integrated communication system with internet and intranet resources, which provide effective channels for different departments to enhance the process of internal and external communication. 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. A lack of proper structure of communication and coordination makes it difficult for managers to accomplish business-related goals. It will provide a consistent structure that assigns the correct number of qualified employees to the right task at the right time. Relationships: Explain how implementing an enterprise hiring system could foster stronger relationships with applicants/potential employees. Currently, the company lacks a cohesive system that can allow people to raise issues that affect them A stronger relationship is fostered when the system allows corporate members to provide their feedback and raise issues that affect them. This goes a long way in building trust among members (Dmour et al., 2015). Stage 1 References Rafsanjani, A. M., Pratami, D., Bay, A. F., & Bermano, A. R. (2019). Measurement of project risk management maturity level using project management maturity model (PMMM): Case research a telecommunication company in Indonesia. Proceedings of the 1st International Conference on Industrial Technology. https://doi.org/10.5220/0009405900760083 Valcik, N. A., Sabharwal, M., & Benavides, T. J. (2021). Management for Professionals, 145-153. https://doi.org/10.1007/978-3-030-75111-1_10 Warren, L., & Allen, P. (2017). Developing capacity for farm consultancy in New Zealand. Management Consultancy Insights and Real Consultancy Projects, 137-132. https://doi.org/10.4324/9781315593425-12 Wirtz, B. W. (2021). Digital business strategy. Springer Texts in Business and Economics, 399-469. https://doi.org/10.1007/978-3-030-63482-7_12 Stage 2 References Abdul, C., Wang, W., & Li, Y. (2020). The impact of technology on recruitment process. Issues in Information Systems, 21(4). Dmour, D., Hani, R., Obeidat, D., Yousef, B., Masadeh, R. E., Almajali, D., & Abdelkarim, D. (2015, September). The practice of HRIS applications in business organizations in Jordan: An empirical study. In Conference Proceedings (COES&RJ-CP2-5), ISBN (E) (pp. 978-969). 2 Maryland Technology Company (MTC) Case Study ANTHONY SMITH IFSM 300 9/3/21 HRIS does not EXIST!!!!!! Maryland Technology Company (MTC) Introduction Comment by Renee Macklin: What is the business purpose? What is the environment? What are the current challenges? Information Technology IT) has changed the dynamics of organizational functioning in the current global dispensation. In this case study, Maryland Technology Company (MTC) is used to showcase this reality by outlining various technological processes that can be used to predict the future recruitment of skilled employees. In this regard, the Human Resource Information System (HRIS) is used to analyze how MTC organization can use its IT in doing business analysis for its future growth and success. This report is to be represented to the Chief Information Officer (CIO) after critical business analysis and system recommendations (BA&SR) in line with the HRIS system of information technology. The study begins with the business strategy followed by the competitive levels. Further, the strategic objectives will be drawn thereby finishing with the decision-making processes and a conclusive statement.  Comment by Renee Macklin: Does not exist Stage 1: Strategic Use of Technology Comment by Renee Macklin: What are the current challenges that interfere with achieving the business strategy? The company’s business strategy involves offering very extraordinary consultation services to its customers. By adopting the Human Resource Information System (HRIS) model, Warren & Allen (2017) explains that the traditional methods of information relay at MTC will be replaced by new business models. As such, there will be the employment of highly skilled IT professionals who have transgressed many business models to ascertain the complete hiring of qualified staff. Without a doubt, best practices are available at MTC in the HR department. However, and for a good marketing strategy, the introduction of the HRIS system to retain and recruit new employees will be a good marketing strategy for better and increased profit margins. Furthermore, MTC’s strategic plan includes; winning new contracts in areas of consultation, internationalization of research and development in IT, and also offering quality services while attaining a competitive advantage. The latter idea can be boosted by the HRIS system to the core as a strategy. The reason being that by employing the HRIS system in hiring, Warren & Allen (2017) argues that it will provide HR professionals with opportunities to enhance their contributions in a strategic direction. Firstly, there will be automation that leads to devolving of tasks in management. The MTC leadership is then capable to give tasks that improve HRM talents. Secondly and s suggested by Valcik et al. (2021) HRIS helps in the formulation of policies by simply analyzing consumer response data. There will be the production of a greater number of varieties of real-time HR reports. For example, HRIS components tell it all since it has input, data maintenance, and final output section. All personnel, product, and consumer information can be incorporated singularly without making any mistake. This ideology aid in good database management that in turn, gives easy time for both product sampling, consumer orders, inventory records, and finally, delivery to consumers. Competitive Advantage Comment by Renee Macklin: What is the overview of the competitive environment? What type of data/information will be in the hiring system to improve competitive advantage? With HRIS, the neglect of competitiveness is inevitable towards similar companies against MTC. For instance, HRIS provides the reengineering of the IT system such that human processes and functions become completely obsolete (Rafsanjani et al, 2019). There is the provision of comprehensive information in a single and integrated dataset. The organization is now capable of structuring its connectivity with its customers due to an increased speed in informational transactions. With these facts, it is worth mentioning that the HRIS system has changed the traditional HRM in organizations to the current Strategic HRM that is adopted at MTC for competitive advantage. Currently, MTC offers online consultation to their clients through IT services. By introducing an HRIS system, MTC can obtain competitive bidding and requests on proposals directly from the government and non-profit organizations without involving outsourcing services (Wirtz, 2021). This idea will put the organization on the verge of competition for referrals with other competitors hence getting large projects. Furthermore, and since MTC relies on the quality and expertise of employees, HRIS offers them a great chance of attaining these skilled workers by simply improving their IT database on online searches like Facebook, LinkedIn, and YouTube as examples.  Strategic Objectives Comment by Renee Macklin: Did not follow instructions Rafsanjani et al. (2019) explains that every company needs excellent strategies to compete successfully. To this end, MTC needs to react faster to contracts it gets from clients. This means that the company cannot keep many employees that are slow to win contracts. HRIS can give MTC direct links to clients by simply continuously following client databases and performance. In doing so, HRIS is used to find research and assessment of the company’s different clients such that managers at MTC can do faster reviews of current top candidates in the market being sought for by similar operating organizations. The HRIS in Baltimore can be used to integrate new software designs in the MTC satellite system (Warren & Allen, 2017). The reasoning here is that with an integration of the satellites and the IT professional can verify within Baltimore and the entire nation how many clients are expected within a given mile radius. The leadership believe that most consultations are done within some respective locations making the HRIS system a probable application. The objective here is to widen the client gap to gain more clients under consultancy. HRIS is also beneficial in analyzing documents, (Wirtz, 2021) employees, inventories, and emergencies of companies. MTC can keep accurate data that are completely updated thereby having the ability to verify and postulate information and also while retrieving lost data. Decision Making Comment by Renee Macklin: Did not follow instructions HRIS has brought a new dimension of strategy that aids in culminating all company problems in a single entity. With this narrative, Rafsanjani et al. (2019) argues that decision-making by management on hiring and outsourcing of professionals is thing of the past. Since MTC has no international experience at the moment, the HRIS system can be used to consolidate consultations within few neighboring countries. As such, the decision to roll out plans in the U.S teams can be accrued by undertaking remote research analysis. The Chief Information Officer should be agile in coordinating the tasks such that the HRM department is versatile to visit the global marketplace in a bid to expand (Valcik et al, 2021). The international labor laws can be used to make the above decisions of hiring before venturing by simply adopting new HRIS systems at MTC. Due to many contracts that MTC is currently achieving, there is a need to hire more IT professionals for consultancy and that solution lies solely with HRIS adoption in recruitment considering they want to go global. Using HRIS in hiring is a cost-effective decision in that previously it was manually-based but with HRIS, the capability of the implementation process is too fast to remember.  In summary, the HRIS forms a good business analysis and system recommendation model. Since the CIO and other HRM recruiters are going for a change, the probable cause is to adopt the above model so that their consultancy prowess can be ascertained or rather developed. MTC’s success depends on new technology in HRIS that shall see human resource transition to high power zones locally and internationally. With experienced and qualified IT consultants, MTC will provide stiff competition in the new and current areas of function. So MTC needs to own the HRIS technology for a strategic business analysis while attaining their respective goals and objectives. References Comment by Renee Macklin: references are not related to the assignment Rafsanjani, A. M., Pratami, D., Bay, A. F., & Bermano, A. R. (2019). Measurement of project risk management maturity level using project management maturity model (PMMM): Case research a telecommunication company in Indonesia. Proceedings of the 1st International Conference on Industrial Technology. https://doi.org/10.5220/0009405900760083 Valcik, N. A., Sabharwal, M., & Benavides, T. J. (2021). Management for Professionals, 145-153. https://doi.org/10.1007/978-3-030-75111-1_10 Warren, L., & Allen, P. (2017). Developing capacity for farm consultancy in New Zealand. Management Consultancy Insights and Real Consultancy Projects, 137-132. https://doi.org/10.4324/9781315593425-12 Wirtz, B. W. (2021). Digital business strategy. Springer Texts in Business and Economics, 399-469. https://doi.org/10.1007/978-3-030-63482-7_12 UMGC Hiring Solutions, Inc. is a fictitious company designed for the UMGC IFSM 300 case study and its product, EZ-ATS is an applicant tracking system representative of typical SaaS products. (10/19/2019 ver. 1) EZ-ATS APPLICANT TRACKING SOFTWARE Page 1 EZ-ATS Br ought t o you by UM G C Hir ing Solut ions, Inc . Applicant Tracking Software that provides everything you need to create a high performing Hiring Process and a great Candidate Experience! More Efficient and Cost-Effective Hiring! Guaranteed! Easy to implement…..and Easy to use! EZ-ATS is a single platform for all of your applicant tracking needs. We guarantee that well improve your total hiring system results or your money back! With EZ-ATS youll see: • Increased Collaboration and Communication with Hiring Managers • Decreased Time to Fill Positions • Applicants Skills Highlighted • The Best Candidates Before Others Hire Them • Decreased Cost-per-Hire • Less work for HR to Manage and Report on the Hiring Process Do you need to replace your paper applications and spreadsheets, but dont have a big budget? We make it easy to get a hiring system without breaking the bank! 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(10/19/2019 ver. 1) EZ-ATS APPLICANT TRACKING SOFTWARE Page 2 Use EZ-ATS to: • Attract top talent with a responsive, professional interaction with applicants. • Retain and motivate top HR talent with a flexible, workflow- driven applicant tracking system. • Align hiring goals with corporate goals with clear visibility into how efficiently hiring the right talent contributes to the success of the organization. • Drive a strategic, end-to-end hiring strategy with a single, integrated system for all hiring-related activities. Customers love our: • Configurability: Arrange your dashboards and workflows however you like, to meet your needs. • Custom Reports: Create customizable reports to track performance and recruit more effectively. • Workflow: Expedite approval processes for job openings, candidates, and formal offers. • Customer Support: Our mission is your success — our customers are our top priority. Cloud-Based Software as a Service (SaaS) √ Connect Anywhere – Just connect with Internet or WIFI √ Use Any Device – PC, laptop, mobile devices √ No New Hardware – Systems at our data centers √ Unlimited data storage – Online and archived data √ Secure Your Data – Professional protection UMGC Hiring Solutions, Inc. is a fictitious company designed for the UMGC IFSM 300 case study and its product, EZ-ATS is an applicant tracking system representative of typical SaaS products. (10/19/2019 ver. 1) EZ-ATS APPLICANT TRACKING SOFTWARE Page 3 Everything You Need to Track and Manage Applications Preparation: Work seamlessly with hiring managers to develop job requisitions that will allow automatic screening. Advertise: Post your job to hundreds of job boards, social media sites, workforce services, colleges, and associations with a click of the mouse. Screening: Automate your screening of new applicants by having the system compare the application to the requisition and highlight resumes with requisite expertise and/or experience. Evaluation: Easily review and evaluate candidates to ensure minimum qualifications are met. Workflow: Use the system to automate your companys steps in the hiring procedure workflow from recruiter to reviewer to hiring manager as tasks are completed – working the way your company already works. Dashboards: All authorized stakeholders in the organization can have a custom dashboard with relevant information and notices of actions that need to be taken in the system. Collaboration: Quickly coordinate actions while maintaining transparency and security in the hiring process. Interview Scheduling: Coordinate electronic calendars to schedule interviews to include all participants. Selection: Obtain the best candidates before they are hired by others by using a streamlined hiring process. Communication: Efficiently and effectively communicate with job seekers and hiring managers throughout the hiring process using our integrated email and QuickText communication inbox. Metrics: Generate real time hiring metrics to help you identify opportunities for improvement in your process and job requirements. Integration: Easy integration with your corporate email, existing systems, website, and social media sites. Impress the Candidates: Impress applicants with the efficiency of the process and professional communication, including offer letters. Capture Skills of New Hires: As applicants are hired, their information and skills can be exported to your employee management system. Try EZ-ATS for FREE! FREE 30-day trial No obligation, no credit card needed. Getting started is as easy as 1-2-3! Test drive EZ-ATS and when you have decided it is the system for you, visit our website and sign up! UMGC Hiring Solutions, Inc. is a fictitious company designed for the UMGC IFSM 300 case study and its product, EZ-ATS is an applicant tracking system representative of typical SaaS products. (10/19/2019 ver. 1) EZ-ATS APPLICANT TRACKING SOFTWARE Page 4 Launching EZ-ATS 1. Select the services you need at a price that fits your budget ➢ Up to 25 system users $50 per month ➢ 25-100 system users $100 per month ➢ 101-1000 system users $200 per month ➢ Over 1000 system users $500 per month ➢ One-time system setup fee $1,000 to initialize system connections ➢ One-time configuration fee $2,500 to individualize system for your company ➢ Web-based training $295 for Train the Trainers course ➢ Unlimited data storage Included in licensing fees ➢ Comprehensive security Included in licensing fees ➢ System maintenance Included in licensing fees ➢ Regular updates Included in licensing fees ➢ Offsite backup and recovery Included in licensing fees 2. Sign the User Agreement with the vendor and provide credit card or purchase order information. 3. When your User Agreement and payment are received, your dedicated Account Manager will contact you to help you with the configuration steps and preparation to go live. ➢ Use your company name and logo ➢ Link to your corporate email and social media sites ➢ Link to the LinkedIn and job boards you use to post job announcements ➢ Show you how to ▪ Set up custom reports ▪ Set up user accounts for your employees ▪ Set up your custom workflow ▪ Redesign and upload your job requisitions to use the automated screening function ▪ Test each function to ensure it is working as intended Deploying EZ-ATS is just as simple! 1. Train your employees ➢ Using free EZ-ATS website videos ➢ Using EZ-ATS training resources to develop on-site training to meet your needs 2. Provide users with account and login information, including one-time password 3. Identify user support resources provided by your company Using the system is even easier! 1. Authorized users can access EZ-ATS ➢ From any device ➢ From any location ➢ At any time 2. System maintenance does not interrupt user experience 3. Security and other updates are automatically installed – with no action on your part required! UMGC Hiring Solutions, Inc. is a fictitious company designed for the UMGC IFSM 300 case study and its product, EZ-ATS is an applicant tracking system representative of typical SaaS products. (10/19/2019 ver. 1) EZ-ATS APPLICANT TRACKING SOFTWARE Page 5 About Software as a Service (SaaS) What is Software-as-a-Service? • Available to customers over the Internet; available from anywhere • Application is hosted by a third-party provider; typically no additional IT infrastructure or expertise required for customer; low startup costs for customer • Updates and data backups automatically available • Subscription services available; cost based on number of users; predictable scheduled payments Key Benefits of EZ-ATS Cloud-based SaaS to Your Organization • Cost efficiency and fixed payment schedule • Saves time and money on implementing a solution; low up-front costs • No disruption due to product installation • Frees staff to focus on key business activities • Greater flexibility – available anywhere, anytime, from any device • More efficient support – controlled environment managed by experts • Safety and security of systems and data through access control, network security using firewalls, and data encryption • Easy scalability as business grows • Free upgrades and enhancements Reference Listing and Citation for this Brochure UMGC Hiring Solutions, Inc. (2019). EZ-ATS Brochure [Course Resources]. In IFSM 300: Information Systems in Organizations. Retrieved from http://learn.umgc.edu In-text citation (UMGC Hiring Solutions, 2019) http://learn.umgc.edu/ Stage 4: System Recommendation and Final BA&SR Report Before you begin work on this assignment, be sure you have read the Case Study and reviewed the feedback received on your Stage 1, 2 and 3 assignments. Overview As the business analyst in the CIOs department of Maryland Technology Consulting (MTC), your next task in working towards an IT solution to improve the hiring process at MTC is to write a justification and implementation plan for a system that the CIO has decided will meet MTCs needs. The system, EZ-ATS, is described in the vendor brochure provided with this assignment. The vendor, UMUC Hiring Solutions, Inc., and EZ-ATS are fictitious names created for use with this case study but based on real-world SaaS application information. In this Stage 4 assignment, you will explain how the selected system meets MTCs requirements, and what needs to be done to implement the system within MTC. You will combine Stages 1-4 to provide a complete final BA&SR Report. Assignment – BA&SR Section IV. System Recommendation and Summary & Conclusion The first step is to review any feedback from previous stages to help improve the effectiveness of your overall report and then add the new section to your report. In addition to the Stage 4 content, part of the grading criteria for this final stage includes evaluating if the document is a very effective and cohesive assemblage of the four sections, is well formatted and flows smoothly from one section to the next Section IV of the Business Analysis and System Recommendation Report will explain how the selected system helps MTC achieve its strategy, improve its hiring process, and meet its system requirements, and you will explain how each implementation area might be addressed to help ensure a successful implementation of the technology solution. Using the case study, assignment instructions, vendor brochure, Course readings (in particular, Implementing a SaaS Solution and Developing a System Proposal) and external research, develop your Section IV. System Recommendation. Approximate lengths for each section are provided as a guideline; be sure to provide all pertinent information. As you review the case study, use the assignment instructions to take notes to assist in your analysis; in addition, review information provided in earlier stages of this report to identify where the proposed solution can address the needs and requirements. Use the outline format and headings provided and follow all formatting instructions below. IV. System Recommendation A. System Justification Provided with the Stage 4 Assignment Instructions is a brochure that describes an IT solution that the CIO has selected, with the HR Director’s endorsement, to meet the needs of improving MTC’s hiring process. In Stage 1, you analyzed the strategy and objectives for MTC and how a technology solution to improve the hiring process would contribute. In Stage 2, you analyzed how to improve the hiring process with a technology solution, and in Stage 3 you identified specific requirements. After reviewing the EZ-ATS Brochure, briefly describe the recommended solution. Then, describe how that selected solution aligns with achieving the strategy, improves the process, and meets the requirements. Write two to three clear, concise, well-organized paragraphs to summarize this assessment. Don’t just repeat information from previous stages but synthesize this information and provide strong information and justification to explain why this proposed solution is a good fit for MTC. Don’t describe details of the functionality but address overall how this solution will address the current issues with the manual hiring process and benefit MTC. Remember you are writing a report to your boss, the CIO of MTC, that he can use to convince the leadership team why this is the best solution based on your analysis. B. Implementation Areas To successfully implement this technology solution, MTC will need to develop an Implementation Plan and below is a list of key implementation areas that should be included. First, provide a brief introduction to this section – what it contains and why an Implementation Plan is so important for MTC. Then address each of the seven (7) areas below to explain what MTC needs to do (with support by the vendor). Provide the numbered heading and then write one to two paragraphs to address the area. The sub-areas (a,b,c, etc.) contain questions and areas to help guide your thinking about what should be covered and should be incorporated within your response to the major category. For an explanation of the implementation areas, refer to the Week 7 Reading Implementing a SaaS Solution as well as conduct additional external research. The vendor brochure provides information for some of these areas, but you need to include what MTC must do as well. Remember you are writing this section to help MTC plan for a successful implementation. It is not sufficient to just indicate “Vendor provides” or “employees need to be trained. In addition to incorporating course content, external research on implementation areas will strengthen your understanding and explanation. The goal for this section is to help MTC know what needs to happen in each area and who might be responsible for given activities to help support a successful implementation of EZ-ATS. 1. Vendor agreement (MTC must enter into a contractual agreement with the vendor before full implementation. This identifies responsibilities as well as costs.) Incorporate answers to the following questions in your paragraph – do not include the questions themselves. a. What does the vendor require from MTC to be able to start using the system? b. How much will it cost to get access to and configure the system for MTCs use? c. How much will it cost per month to support 60 system users? d. What option is offered for MTC to just try out the system to see how it works? 2. Hardware and telecommunications (Although this is a SaaS solution, MTC must ensure that its IT infrastructure can support the use of the system and that its employees can correctly access the system.) Include the following: a. List the types of hardware MTC employees can use to access the system. b. Identify what kind of telecommunications will be used for the solution, including local connectivity inside MTC and Internet access from outside MTC. c. List any other considerations related to ensuring employees can access the applicant tracking system. 3. Configuration (Even SaaS solutions require a degree of configuration for each client. What needs to be done to implement the MTC job requisitions, workflow, reports, terminology and/or logo/graphics?) (Include the answers to the questions below, but not the questions themselves.) a. What options does the vendor offer for configuring the off-the-shelf system to MTCs needs? b. How will the configuration be done and by whom? 4. Testing a. Once MTC has signed up and configured the system, how will it test the system to see if it is working properly for its needs? Describe how MTC will conduct User Acceptance Testing. (This would be a good area for you to research.) b. Choose one of the user requirements (listed in Section III of your BA&SR Report) and explain how that requirement will be specifically tested to ensure it is working properly and the requirement is met. (Note: A free trial period does not suffice as software testing) 5. Employee preparation and support – Identify what MTC should do in each area below to prepare the employees (including the hiring managers in the various departments) for the introduction and use of the new applicant tracking system. Identify who (by their title or role) should do what in each area. (Incorporate information from Course readings on Leadership and Change Management.) a. Leadership (2-3 sentences) b. Change Management (2-3 sentences) c. Training (2-3 sentences) d. User Support (2-3 sentences) 6. Data Migration – Consider what existing data (applications in process with the manual process) would need to be entered into the system to get started and how this might be accomplished. 7. Maintenance – How will updates and enhancements to the EZ-ATS system be made? What will the vendor be responsible for and what should MTC address? Summary and Conclusion: Close your Business Analysis and System Recommendation Report with a summary of the key points including the benefits MTC can expect to gain from this solution and the alignment with strategic objectives. (One well-written paragraph). Don’t just repeat information presented earlier but put it in context of a conclusion to provide a strong finish to this report. Just as your introduction informed your reader about why you’re writing and what’s to come, the conclusion should provide a clear and concise final paragraph to reinforce/emphasize key points and a compelling argument for the chosen solution – and it should urge the reader to take action. Formatting Your Assignment NOTE: This final submission should be a cohesive Business Analysis and Systems Recommendation Report for the CIO of Maryland Technology Consulting. The formatting should be consistent throughout the document, and the writing should flow well from beginning to end. Headings, section and page numbering should be correct for a final submission. Although you prepared this in stages, the final product should not seem to be piecemeal or disconnected. Any track changes or feedback from previous versions should be removed once addressed. Consider your audience – you are writing in the role of a MTC business analyst and your audience is MTC and your boss, the CIO. Don’t discuss MTC as if the reader has no knowledge of the organization. Use third person consistently throughout the report. In third person, the writer avoids the pronouns I, we, my, and ours. The third person is used to make the writing more objective by taking the individual, the “self,” out of the writing. This method is very helpful for effective business writing, a form in which facts, not opinion, drive the tone of the text. Writing in the third person allows the writer to come across as unbiased and thus more informed. · In Stage 4, you are preparing the final part of a 4-stage report. Use the structure, headings, and outline format provided here for your report. Use the numbering/lettering in the assignment instructions as shown below. IV. System Recommendation A. System Justification B. Implementation Areas 1. Vendor Agreement 2. Hardware and telecommunications 3. Configuration 4. Testing 5. Employee preparation and support 6. Data migration 7. Maintenance Summary and Conclusion · Begin with Sections I, II and III, considering any feedback received, and add Section IV to your final report. · Write a complete, well organized paper that includes the four sections of the Business Analysis and System Recommendations (BA&SR) report. Use the recommendations provided in each area for length of response. It’s important to value quality over quantity. Length for Section IV should not exceed five (5) pages in addition to Sections I, II and III. · Content areas should be double spaced; table entries should be single-spaced. · Ensure that each of the tables in the final report is preceded by an introductory sentence that explains what is contained in the table, so the reader understands why the table has been included. · Continue to use the title page created in Stage 1 that includes: The title of report, company name, your name, Course and Section Number, and date of this submission. · For Section IV, use at least three resources with APA formatted citation and reference. One reference must be from an external source, one must be the EZ-ATS Brochure, and one must be another reference from the IFSM 300 course content. Course content should be from the class reading content, not the assignment instructions or case study itself. For information on APA format, refer to Content>Course Resources>Writing Resources. · Finalize the Reference Page for resources required for all sections of the report. The final document should contain all references from all stages appropriately formatted and alphabetized. · Running headers are not required for this report. · Compare your work to the Grading Rubric below to be sure you have met content and quality criteria. · Submit your paper as a Word document, or a document that can be read in Word. Keep tables in Word format – do not paste in graphics. Your submission should include your last name first in the filename: Lastname_firstname_Stage_4 GRADING RUBRIC: Criteria 90-100\% Far Above Standards 80-89\% Above Standards 70-79\% Meets Standards 60-69\% Below Standards < 60\% Well Below Standards Possible Points How the Proposed IT Solution Meets the Requirements How the IT solution aligns with achieving the strategy, improves the process, and meets the requirements 14-15 Points Clear, complete, compelling and related to the Case Study and Vendor Brochure; demonstrates sophisticated analysis and writing. 12-13 Points Complete and related to the Case Study and Vendor Brochure; demonstrates effective analysis. 10-11 Points Provided and related to the Case Study. 9 Points Incomplete, inaccurate and/or not related to the Case Study. 0-8 Points Content missing or extremely incomplete, did not reflect the assignment instructions, showed little or no originality, demonstrated little effort, is not supported with information from the Case Study; and/or is not original work for this class section. 15 Implementation Steps An introduction and all areas (vendor agreement, hardware/ telecom, configuration, testing, employee preparation, data migration, and maintenance) Generally, 0-5 points each. Both quantity and quality evaluated. 31.5-35 Points Clearly and thoroughly included introduction and covered all areas, strongly derived from the Case Study and vendor brochure, and demonstrates sophisticated analysis and writing. All 7 areas well done. 28-31 Points Clearly covered and included introduction and all areas, derived from the Case Study and vendor brochure, and demonstrates effective analysis and writing. 6 areas covered. 24.5-27 Points Covered and included introduction and majority of areas and related to the Case Study and the vendor brochure. 5 areas covered. 21-24 Points All areas not covered, and/or are not related to the Case Study and/or the vendor brochure. 4 areas covered. 0-20 Points Content missing or extremely incomplete, did not reflect the assignment instructions, showed little or no originality, demonstrated little effort, is not supported with information from the Case Study; and/or is not original work for this class section. 3 or fewer areas covered. 35 Summary and Conclusion Summarizes the BA&SR and provides a compelling explanation of benefits to be gained 9-10 Points Provides strong, clear and concise summary; demonstrates sophisticated analysis and writing. 8.5 Points Provides clear summary; demonstrates effective analysis and writing. 7.5 Points Provides summary. 6.5 Points Lacks sufficient information to provide adequate summary. 0-5 Point Content missing or extremely incomplete, did not reflect the assignment instructions, showed little or no originality, demonstrated little effort, is not supported with information from the Case Study; and/or is not original work for this class section. 10 Research Three or more sources—one is the vendor brochure, one from within the IFSM 300 course content, and one external (other than the course materials) 14-15 Points Required resources are incorporated and used effectively. Sources used are relevant and timely and contribute strongly to the analysis. References are appropriately incorporated and cited using APA style. 12-13 Points At least three sources are incorporated (vendor, course content and external) and are relevant and somewhat support the analysis. References are appropriately incorporated and cited using APA style. 10-11 Points Fewer than 3 resources properly incorporated, and/or reference(s) are not cited using APA style. 9 Points A source may be used, but is not properly incorporated or used, and/or is not effective or appropriate; and/or does not follow APA style for references and citations. 0-8 Points No course content or external research incorporated; or reference listed is not cited within the text 15 Complete BA&SR Report Well organized and clearly presented information for all four stages. ` 14-15 points Document is a very effective and cohesive assemblage of the four sections, is well formatted and flows smoothly from one section to the next. 12-13 Points Document is a good assemblage of the four sections with appropriate formatting and flow. 10-11 Points Document includes content for all four stages; lacks a cohesive presentation and flow. 9 Points Incomplete stages; lack of continuity of flow and presentation of final information. 0-8 Points Incomplete report, missing stages, is not supported with information from the Case Study; and/or not well compiled and presented as a cohesive document. 15 Format Uses outline format provided; includes Title Page and complete Reference Page including sources for all 4 stages. 9-10 Points Very well organized and is easy to read. Very few or no errors in sentence structure, grammar, and spelling; double-spaced, written in third person, contains all required references, and presented in a professional format. 8.5 Points Effective organization; has few errors in sentence structure, grammar, and spelling; double-spaced, written in third person, contains all required references, and presented in a professional format. 7.5 Points Some organization; may have some errors in sentence structure, grammar, and spelling; missing some required references. Report is double spaced, and written in third person. 6.5 Points Not well organized, and/or contains several grammar and/or spelling errors; and/or is not double-spaced, missing several required references, and written in third person.   0-5 Points Extremely poorly written, has many grammar and/or spelling errors, missing required references, or does not convey the information. 10 TOTAL Possible Points 100 Stage 4: System Recommendation 03/17/2020 7 8 Maryland Technology Company (MTC) Case Study Name Department, Institutional Affiliation Course Instructor Date Maryland Technology Company (MTC) Information Technology IT) has changed the dynamics of organizational functioning in the current global dispensation. In this case study, Maryland Technology Company (MTC) is used to showcase this reality by outlining various technological processes that can be used to predict the future recruitment of skilled employees. In this regard, the Human Resource Information System (HRIS) is used to analyze how MTC organization can use its IT in doing business analysis for its future growth and success. This report is to be represented to the Chief Information Officer (CIO) after critical business analysis and system recommendations (BA&SR) in line with the HRIS system of information technology. The study begins with the business strategy followed by the competitive levels. Further, the strategic objectives will be drawn thereby finishing with the decision-making processes and a conclusive statement.  Stage 1: Strategic Use of Technology The company’s business strategy involves offering very extraordinary consultation services to its customers. By adopting the Human Resource Information System (HRIS) model, Warren & Allen (2017) explains that the traditional methods of information relay at MTC will be replaced by new business models. As such, there will be the employment of highly skilled IT professionals who have transgressed many business models to ascertain the complete hiring of qualified staff. Without a doubt, best practices are available at MTC in the HR department. However, and for a good marketing strategy, the introduction of the HRIS system to retain and recruit new employees will be a good marketing strategy for better and increased profit margins. Furthermore, MTC’s strategic plan includes; winning new contracts in areas of consultation, internationalization of research and development in IT, and also offering quality services while attaining a competitive advantage. The latter idea can be boosted by the HRIS system to the core as a strategy. The reason being that by employing the HRIS system in hiring, Warren & Allen (2017) argues that it will provide HR professionals with opportunities to enhance their contributions in a strategic direction. Firstly, there will be automation that leads to devolving of tasks in management. The MTC leadership is then capable to give tasks that improve HRM talents. Secondly and s suggested by Valcik et al. (2021) HRIS helps in the formulation of policies by simply analyzing consumer response data. There will be the production of a greater number of varieties of real-time HR reports. For example, HRIS components tell it all since it has input, data maintenance, and final output section. All personnel, product, and consumer information can be incorporated singularly without making any mistake. This ideology aid in good database management that in turn, gives easy time for both product sampling, consumer orders, inventory records, and finally, delivery to consumers. Competitive Advantage 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 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 By employing quality staffs proficient in IT. This idea will put the organization on the verge of competition for referrals with other competitors hence getting large projects 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 Currently, MTC offers online consultation to their clients through IT services. By introducing an HRIS system, MTC can obtain competitive bidding and requests on proposals directly from the government and non-profit organizations without involving outsourcing services (Wirtz, 2021). Fig 1.0. Strategies of MTC With HRIS, the neglect of competitiveness is inevitable towards similar companies against MTC. For instance, HRIS provides the reengineering of the IT system such that human processes and functions become completely obsolete (Rafsanjani et al, 2019). There is the provision of comprehensive information in a single and integrated dataset. The organization is now capable of structuring its connectivity with its customers due to an increased speed in informational transactions. With these facts, it is worth mentioning that the HRIS system has changed the traditional HRM in organizations to the current Strategic HRM that is adopted at MTC for competitive advantage. Furthermore, and since MTC relies on the quality and expertise of employees, HRIS offers them a great chance of attaining these skilled workers by simply improving their IT database on online searches like Facebook, LinkedIn, and YouTube as examples.  Strategic Objectives Rafsanjani et al. (2019) explains that every company needs excellent strategies to compete successfully. To this end, MTC needs to react faster to contracts it gets from clients. This means that the company cannot keep many employees that are slow to win contracts. The HRIS in Baltimore can be used to integrate new software designs in the MTC satellite system (Warren & Allen, 2017). The reasoning here is that with an integration of the satellites and the IT professional can verify within Baltimore and the entire nation how many clients are expected within a given mile radius. 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.) CEO and CFO of MTC company HRIS can give MTC direct links to clients by simply continuously following client databases and performance . In doing so, HRIS is used to find research and assessment of the company’s different clients such that managers at MTC can do faster reviews of current top candidates in the market being sought for by similar operating organizations Middle Managers (Decisions made by the Director of HR and the Manager of Recruiting supported by the hiring system.) Director of MTC HR The leadership believe that most consultations are done within some respective locations making the HRIS system a probable application Since MTC has no international experience at the moment, the HRIS system can be used to consolidate consultations within few neighboring countries. As such, the decision to roll out plans in the U.S teams can be accrued by undertaking remote research analysis Operational Managers (Decisions made by the line managers in the organization who are hiring for their projects supported by the hiring system.) Operations Manager The Chief Information Officer should be agile in coordinating the tasks such that the HRM department is versatile to visit the global marketplace in a bid to expand (Valcik et al, 2021) The management is thus capable in attaining better chances of service delivery for the betterment of the future. Fig 2.0 Management Designs The objective here is to widen the client gap to gain more clients under consultancy. HRIS is also beneficial in analyzing documents, (Wirtz, 2021) employees, inventories, and emergencies of companies. MTC can keep accurate data that are completely updated thereby having the ability to verify and postulate information and also while retrieving lost data. Decision Making HRIS has brought a new dimension of strategy that aids in culminating all company problems in a single entity. With this narrative, Rafsanjani et al. (2019) argues that decision-making by management on hiring and outsourcing of professionals is thing of the past.. The international labor laws can be used to make the above decisions of hiring before venturing by simply adopting new HRIS systems at MTC. Due to many contracts that MTC is currently achieving, there is a need to hire more IT professionals for consultancy and that solution lies solely with HRIS adoption in recruitment considering they want to go global. Using HRIS in hiring is a cost-effective decision in that previously it was manually-based but with HRIS, the capability of the implementation process is too fast to remember.  In summary, the HRIS forms a good business analysis and system recommendation model. Since the CIO and other HRM recruiters are going for a change, the probable cause is to adopt the above model so that their consultancy prowess can be ascertained or rather developed. MTC’s success depends on new technology in HRIS that shall see human resource transition to high power zones locally and internationally. With experienced and qualified IT consultants, MTC will provide stiff competition in the new and current areas of function. So MTC needs to own the HRIS technology for a strategic business analysis while attaining their respective goals and objectives. References Rafsanjani, A. M., Pratami, D., Bay, A. F., & Bermano, A. R. (2019). Measurement of project risk management maturity level using project management maturity model (PMMM): Case research a telecommunication company in Indonesia. Proceedings of the 1st International Conference on Industrial Technology. https://doi.org/10.5220/0009405900760083 Valcik, N. A., Sabharwal, M., & Benavides, T. J. (2021). Management for Professionals, 145-153. https://doi.org/10.1007/978-3-030-75111-1_10 Warren, L., & Allen, P. (2017). Developing capacity for farm consultancy in New Zealand. Management Consultancy Insights and Real Consultancy Projects, 137-132. https://doi.org/10.4324/9781315593425-12 Wirtz, B. W. (2021). Digital business strategy. Springer Texts in Business and Economics, 399-469. https://doi.org/10.1007/978-3-030-63482-7_12