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  1. Question
  2. 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. 



    As the business analyst in the CIO’s 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 MTC’s needs.  The system, EZ-ATS, is described in the vendor brochure provided with this assignment.  EZ-ATS is a fictitious company/product 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 MTC’s 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 incorporating feedback from all earlier stages.


    Assignment – BA&SR Section IV. System Recommendation and Summary & Conclusion


    The first step is to incorporate the all previous feedback you received on your Stage 1, 2 and 3 assignments (if you haven’t already), making any needed corrections or adjustments.  Part of the grading criteria for this final stage includes addressing previous feedback to improve the final report. For this assignment, you will add Section IV as outlined below to Sections I, II and III.  


    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.  Review final report for incorporation of previous grading content feedback and any format changes needed.





    1. System Recommendation
    2. 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 Vendor Brochure, briefly describe the selected 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.  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.

    1. 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). Below the numbered heading, 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”.  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 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.
      1. What does the vendor require from MTC to be able to start using the system?
      2. How much will it cost to get access to and configure the system for MTC’s use?
      3. How much will it cost per month to support 60 system users?
      4. What option is offered for MTC to just try out the system to see how it works?


    1. 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:
      1. List the types of hardware MTC employees can use to access the system.
      2. Identify what kind of telecommunications will be used for the solution, including local connectivity inside MTC and Internet access from outside MTC.


    1. 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.
      1. What options does the vendor offer for configuring the off-the-shelf system to MTC’s needs?
      2. How will the configuration be done and by whom?


    1. Testing
      1. 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.)
      2. 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)


    1. Employee preparation and support – Identify what MTC should do in each of areas 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.)
      1. Leadership (2-3 sentences)
      2. Change Management (2-3 sentences)
      3. Training (2-3 sentences)
      4. User Support (2-3 sentences)


    1. 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.


    1. 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? Again, provide the information, but not the questions themselves.


    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.  Sections I, II and III should have been updated to reflect feedback received during the grading process.  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.
    1. System Recommendation
    2. System Justification
    3. Implementation Areas

                   Summary and Conclusion


    • Begin with Sections I, II and III, revised according to any feedback received, and add to it Section IV.
    • 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 quantityLength 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 company name, title of report, 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








    Far Above Standards




    Above Standards




    Meets Standards




    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 and/or is not original work for this class section.


    Implementation Steps

    An introduction and all areas (vendor agreement, hardware/ telecom, configuration, testing, employee preparation, data migration, and maintenance)

    Generally, 0-4 points each.

    27-30 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.

    24-26 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.

    21-23 Points

    Covered and included introduction and majority of areas and related to the Case Study and the vendor brochure.






    5 areas covered.

    18-20 Points

    All areas not covered, and/or are not related to the Case Study and/or the vendor brochure.







    4 areas covered.

    0-17 Points

    Content missing or extremely incomplete, did not reflect the assignment instructions, showed little or no originality, demonstrated little effort and/or is not original work for this class section.

    3 or fewer areas covered.




    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 and/or is not original work for this class section.



    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)

    9-10 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.

    8.5 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.

    7.5 Points

    Fewer than 3 resources properly incorporated, and/or reference(s) are not cited using APA style.

    6.5 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.

    0-5 Points

    No course content or external research incorporated; or reference listed is not cited within the text


    Complete BA&SR Report

    Including incorporation of feedback received during the grading process

    23-25 points

    Document is a very effective and cohesive assemblage of the four sections, addresses grading feedback from earlier stages, is well formatted and flows smoothly from one section to the next.

    20-22 Points

    Document is a good assemblage of the four sections with appropriate formatting and flow and addresses grading feedback from earlier stages.

    17-19 Points

    Lacks sufficient revisions based on feedback and/or lacks a cohesive presentation and flow.

    15-16 Points

    Lack of incorporated feedback, continuity of flow and presentation of final information.

    0-14 Points

    No incorporated feedback and/or not well compiled and presented as a cohesive document.



    Uses outline format provided; includes Title Page and Reference Page

    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 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 and presented in a professional format.

    7.5 Points

    Some organization; may have some errors in sentence structure, grammar and spelling. 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 and written in third person.


    0-5 Points

    Extremely poorly written, has many grammar and/or spelling errors, or does not convey the information.








    TOTAL Possible Points



Subject Report Writing Pages 37 Style APA


Strategic use of Technology: A case of Maryland Technology Consultants (MTC)                                                     

Advances in technology occur within close intervals in contemporary settings. Therefore, all systems, practices, or operations that utilize it have to frequently analyze new features and carry out change management that will lead to the use of current and more efficient technological applications. Being a small-mid sized business, Maryland Technology Consulting (MTC) focuses on utilizing proven management and IT techniques to attain measurable outcomes for its clients. Mainly, their customer base comprises of non-profit formations, government agencies, and small to mid-tier businesses. The industry of operation is competitive making MTC concentrate on serving clients in the best way possible using highly effective techniques. Primarily, the process of incorporating new technology in an organization occurs in various stages. As such, there is need to analyse the current functions of the target organization, come up with crucial system requirements, select a suitable solution and evaluate it based on the needs of the organization and suitability, and lastly, develop an implementation plan that will facilitate easy adoption of the proposed solution into standard organizational practices. Primarily, the focus area at MTC is the hiring process. In this regard, the system evaluation will center on analyzing the current hiring practices and coming up with technological solutions to improve the practice for the company. Principally, it is vital that the proposed implementation resonates with other organizational features such as the available physical infrastructure, the ability of the workers to use new technology, and the firm’s ability to acquire and maintain the proposed changes. Ideally, failure to consider these factors could cause problems in the change implementation process. As such, this Business Analysis and System Recommendation (BA&SR) will consider all organizational resources and operations at MTC with a view of evaluating how a new information technology (IT) system can support the firm’s objectives and strategies, how a new IT system can enhance workflow at the company, expectations about the new technology by stakeholders, and how the new system meets the company IT requirements.

Stage 1: Strategic Use of Technology

  1. Business Process

MTC’s business strategy is offering unique consulting and recommendations of IT to the clients. The approach is achieved through the employment of highly skilled individuals to work as consultants and ensuring that the organization remains informed of any new technology as well as business ideas. Moreover, part of the strategy involves coming up with new and unique business practices and ideas for the company (Ansoff et al., 2019). Currently, MTC uses a “just in time” hiring system which focuses on bringing in skilled consultants just before the company embarks on a new project. Ideally, even though the firm believes that it has enough capacity in the headquarters and satellite offices, it expects to win two new contracts, which will require more staff. Therefore, it is ideal that they hire attest 75 more consultants before the projects begin. Given the timeframe, the current manual hiring system at the organization will not be able to acquire all the new, highly competent staff within that period. Therefore, it is ideal that the organization adopts a new IT system that will fasten the recruitment process while remaining within the budgeted amount. Primarily, the new system will support the company’s business strategy by ensuring that only competitive individuals are hired. Moreover, it will ensure that the firm manages to have all the required staff to manage future projects in time. Consequently, the company will be able to achieve business growth without challenges in available skill sets in the future.



  1. Competitive Advantage

MTC operates in a highly competitive sector with both large corporations and small enterprises forming part of its competition. Therefore, it is vital to achieve a unique competitive advantage to win projects in the phase of competition from large players such as Hewlett-Packard (HP). Currently, the company’s competitive edge is having highly skilled IT consultants who offer timely services. Moreover, having a less number of consultants allows it to utilize little running cost in its operations. 

The company can use the new IT system to enhance its competitive advantage in two ways. First, it will be able to acquire highly skilled individuals who will enhance the firm’s ability to meet the needs of their clients. Secondly, the new hiring system will be fast thereby enabling the organization to provide timely consultation services. The approach will result in significant time saving for both the client and the company. Strategically, the new hiring system will mean that the company maintains data on all professional consultants. According to Kumar and Pansari (2016), the data will be used to differentiate rightly qualified individuals from others. The approach will prevent the organization from hiring the wrong people and realizing later. Therefore, they will have a strategic edge over their competitors in acquiring skilled labor in their sector.

  1. Strategic Objectives

MTC has four primary strategic goals aimed at enhancing its business strategy. However, to realize each goal, it is vital to develop specific objectives that will align the goals with the proposed IT changes at the company.



Strategic Goal

 (from the case study)


(clear, measurable and time-bound)


(2-3 sentences)

Enhance the company’s Business growth by winning new contracts  and projects in IT Consulting

Enhance MTC’s competitive advantage as a reputable IT consulting firm which offers quality, timely, and innovative technological business solutions.

The new hiring system will enable the company to acquire highly qualified consultants who will improve the quality of service offered.

The short time taken to recruit new staff will transform into quick response time to client needs.

Establish an international cadre of consultants to offer remote analysis support and research to

Continually enhance MTC’s capability to quickly offer high-quality consultants for all the awarded contracts in a way which properly serves the needs of the customers.

Recruit at least one new experienced consultant per month as permanent staff of the company.

The new IT system will provide data on the qualification of available consultants in the market.

Having qualified consultants at the company enables MTC to offer services quickly than using the conventional ‘just in time’ manual hiring system.

Enhance the firm’s competitive advantage in the area of IT consulting by enhancing its reputation for having highly skilled IT consultants in providing innovative solutions.

Recruit at least five highly qualified IT consultants in the market per each project.

Based on the project requirements, the new hiring system will clarify the qualification of each person to be hired.

The labor market analysis data will allow the organization to identify top quality candidates for recruitment and only contact them.


  1. Decision making

Proper organizational management thrives on effective decision-making. However, this can only be achieved if appropriate crucial information is available to individuals in leadership positions.


Level as

Decision Supported by the Hiring System

Information Provided by the Hiring System

Senior/Executive Managers



Establish a research and development section of the company.

Most recruits expressed interest in supporting the company objectives through research on new and innovative technological solutions.


Continually enhance MTC’s capability to quickly offer high-quality consultants for all the awarded contracts in a way which properly serves the needs of the customers.

Recruit at least one new experienced consultant per month as permanent staff of the company.

The new IT system will provide data on the qualification of available consultants in the market.

Having qualified consultants at the company enables MTC to offer services quickly than using the conventional ‘just in time’ manual hiring system.

Enhance the firm’s competitive advantage in the area of IT consulting by enhancing its reputation for having highly skilled IT consultants in providing innovative solutions.

Recruit at least five highly qualified IT consultants in the market per each project.

Based on the project requirements, the new hiring system will clarify the qualification of each person to be hired.

The labor market analysis data will allow the organization to identify top quality candidates for recruitment and only contact them.


  1. Decision making

Proper organizational management thrives on effective decision-making. However, this can only be achieved if appropriate crucial information is available to individuals in leadership positions.


Level as

Decision Supported by the Hiring System

Information Provided by the Hiring System

Senior/Executive Managers

Middle Managers



Include short-term training during orientation.

Most recruits need guidance to adapt to MTC’s systems.

Operational Managers



Assign specific consultants to handle particular projects only a time.

Areas of proficiency of most qualified consultants vary enabling them to suit to particular roles only.





Stage 2: Process Analysis

  1. Hiring Process

Process analysis is vital for organizational activities as it leads to the identification of issues within the existing practices. Consequently, the identified issues determine the kind of change to incorporate, which should meet the needs of the organization, provide business, and cater to the stakeholders’ expectations.

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 application from job hunter via Postal Service Mail.




The system will receive an application via online submission through MTC Employment Website and store in the applicant database within the hiring system.

A more efficient submission process decreases the time needed to receive and begin processing applications. The change will present a positive image to potential employees and help MTC compete for top IT talent.

3. Evaluation of all the applications to select those qualified.


The new technological system will use queries to identify individuals with all the required skills then propose them to the human resource for approval and counterchecking only.

Automatic sorting will ensure that only qualified candidates are acquired and none is omitted. The approach will also allow the company to never miss top talent in IT that may be available on the market.

4. The project committee hands in a report about the number of new workers required and the nature of skills needed.

Hiring manager

The system will automatically compare the available skills as detailed in the employees’ database with required skills based on a new project and automatically update the recruitment sections.

Effectively filling the skill gap at the company will lead to fast delivery of services to clients. Therefore, the company will manage to maintain its duty of providing quality, timely consultancy services to its clients.

5. Recruiter sends out letters via post inviting selecting applicants for interviews

Administrative Assistant: Tom

Interview invitations will be sent via an online portal on MTC Employment Website

The time taken to respond to applications of potential employees will be less. Consequently, there will be a general good feeling among the candidates, which will enhance the public image hence the competitive advantage of MTC.

7. Human resource personnel evaluate the interviewees and determine those who have the necessary skills to meet the company needs.

Recruitment committee

The system will provide work experience and educational qualifications to the interviewers for evaluation in real time.

Will help confirm the identity of the applicants, their qualifications, and experiences thereby leading to avoidance of errors. The technique will contribute to ensuring that only top talent in IT individuals is recruited.

8.  The management requests interview reports from the HR to determine if qualified individuals were found.

The Chief executive officer (CEO)

The interview outcomes will be updated in the company database within the new technology system; hence, the CEO will be able to access the reports autonomously.

The system will ensure that all skill gaps in the organization are filled on time. The approach will expand the number of professionals at the company thereby allowing it to handle more projects at once.

10. The finance section provides a report on the maximum and minimum remuneration levels that can be offered by the company.

The chief finance officer (CFO)

The system will incorporate the timekeeping and
payroll system and indicate budget projection that the HR department will be able to access.

The new employees will be adequately remunerated in a way that promotes organizational growth. Well-paid employees will have high engagement levels thereby leading to the provision of quality services to the company’s clients.

11. Recruiter engages in a face to face negotiations  with the selected candidates and agrees on a contract

Manager of Recruiting (Sofia)

Contract negotiations will be done over online platforms such as conferencing since all personal negations are complete. The approach suits potential employees from foreign nations.

Agreement with potential employees will be timely allowing them to join the organization as early as possible. Consequently, the firm can engage in existing projects early thereby realizing the goal of providing onsite consultancy services.

2.     CFO          

The manual system is not cost effective

The new technological system will eliminate postage, traveling, and phone costs as all communications and interactions will be done via online techniques such as conferencing. Moreover, the number of intermediaries involved in communicating with the potential candidates will be reduced, as communication will be direct with the applicants. Consequently, the expenses involved in paying these people will be salvaged.

More efficient offer process presents a positive image to applicants and decreases the time needed to prepare an offer letter, and enables MTC to hire in advance of the competition.

3.     CIO          

The use of mobile computing elicits challenges of portability and maintenance.

The new technology works across all digital platforms such as computers, mobile phones, and tablets. Therefore, it will be portable, and security protocols are enhanced.

4.     Director of Human Resources

The current system and staff cannot meet the needs of the hiring requirements at MTC based on the rapid growth rate.

The new system will do the majority of the work involved in the hiring process such as resume screening, communicating with the involved parties, and suggesting qualified candidates. Therefore, the employees will be left with few duties to carry out.

5.     Manager

6.     Recruiters

The manual system presents communication challenges, as resumes can get lost in the process of transmitting them between applicants and the HR staff.

Communication in the new system will be fast and efficient as it allows users to communicate via multiple channels such as email, text messages, and internet calls. Moreover, it will allow for flexible sharing of documents such as resumes.

7.     Administrative Assistant

There is a lot of paperwork involved, which is bulky thereby requiring more time and storage space.

The new technology is electronic. Therefore, no paperwork will be involved. The approach will save the time involved in reviewing applicant information and eliminate the need for more physical space.

8.     Hiring Manager (Functional supervisor the new employee would be working for.)

There is a problem in accessing information from recruiters about the selected candidates, as the manual system is slow.

The new technological system will allow sharing of multimedia files such as resumes. Consequently, all interested stakeholders can acquire the necessary files from a central portal.


  1. Defining Requirements

Incorporation of new technology in an organization has to achieve a balance between user and system requirements (Lientz & Rea, 2016). The two aspects help solve problems in the organization and make the new adoption to be suitable and acceptable to all the stakeholders.

Requirement ID


Requirement Statement



User Requirements


The system must store all information from the candidate’s application/resume in a central applicant database.

Recruiter – Peter O’Neil


The system must be able to facilitate the hiring of new and talented staff within a very short time.

CEO-Samuel Johnson


The system must be able to replace the paperwork involved in the hiring process with electronic techniques that streamline workflow.

Administrative Assistant-Tom Arbuckle


The system must be easy to use by all the recruiting and HR staff currently at MTC

Director of HR- Joseph Cumming


The system must contain an electronic dashboard that indicates all job openings in IT and information specific to all applicants.

Hiring manager.

5. (Reporting-Output of organized information retrieved from the system)

The system must be able to screen resumes and suggest the best candidate for hiring.

Recruiters-Peter O’Neil


System Performance Requirements


The system must be implemented as a Software as a Service solution.

CIO – Raj Patel


The system must successfully integrate with the payroll and timekeeping  system currently at MTC

CFO-Evelyn Liu


The system must be portable for use on both mobile and fixed computing devices.

CIO-Raj Patel


The system should be basic but possess the ability to grow as the needs of the organization increase.

Director of HR-Joseph Cummings

4. (Security)

The system must protect all applicants’ data and information against any potential breach

CIO-Raj Patel

5. (Security)

The system must protect against loss of applicant information and documents such as resumes.

Recruiters – Peter O’Neil


Section 4: System Recommendation

  1. System Justification

EZ-ATS is a single system providing all application tracking requirements and needs. As an off-the-shelf product, it can be customized through configuration to cater to the specific needs of each organization. The primary advantages of the system comprise enhanced communication and collaboration among organization members such as the hiring managers, reduced hiring time, promoting recruiting of highly skilled employees, and cost reduction. Additionally, the vendor provides a 30 –day free trial period with configuration services that include security management, mobile access, and free unlimited support.

The EZ-ATS system alights with the MTC strategy of providing extraordinary consulting services by promoting the hiring of highly skilled lanner force only as it attracts top talent. Consequently, the company will have the necessary skilled labor to offer quality services and slow stay abreast of new business and technology techniques (Ansoff et al., 2019). Furthermore, the system meets the company needs regarding hiring as it tracks all the applicants and enhances collaboration among the hiring managers. The approach helps hire more people at the same time. As such, it meets the requirements of the organization as it saves time, it is cost-effective and simplifies the hiring process by eliminating the tedious sorting process associated with the system.

  1. Implementation Areas

Incorporation of technology at MTC is a change process. According to Noe et al., (2017), change adoption becomes successfully if it is backed by an effective implementation plan. The plan guides the organization’s management, especially the implementing team to ensure that all areas requiring change are considered. Moreover, it provides the timeline, specific roles to be performed by each stakeholder, and guides on how to manage possible risks. In this section, an explanation of seven critical sections to be considered during the incorporation of technology at MTC is provided.

  1. Vendor Agreement

An agreement with the vendor is crucial for MTC because it will ensure that the vendor meets the entire responsibilities specific to him in implementing the technology. Consequently, it helps establish a commitment by both the vendor and the company in installing EZ-ATS at the company (Lientz & Rea, 2016). The agreement will explain what the vendor needs from the MTC to start using the system, and under the guidance of the vendor, MTC will know that they need to have staffs with proper awareness of the technology to be adopted. Moreover, the company will have to create a physical infrastructure in the form of a network topology to support the system.

The agreement will guide on the cost of implementation to be funded by MTC. In this regard, it will cost the organization a maximum of $500 a month to configure and assesses the EZ-ATS for daily use. However, in the initial implementation stages, MTC has the option of trying out the system and see how it works. Primarily, the available option will be a 30 days free trial period.




  1. Hardware and Telecommunications

EZ-ATS incorporation at MTC will depend on the availability of specific hardware and software systems. Therefore, the organization should have an efficient plan to ensure that both the hardware and software components adopted are easy to manage.

The primary hardware components that will be required to use the EZ-ATS by MTC employees and access the system will include computers, tablets, internet phones, and warlike talkies. The devices listed are vital for obtaining output from the EZ-ATS system and inputting data. Mobile phones and Willkie talkies will be essential in communication. Based on this focus, the communication that will exist in the new system will include local connectivity especially at the premises of MTC where computers will be linked to each other. On the other hand, internet and phone communications will be used for interaction with people who are not within MTC premises.

  1. Configuration

The specific configuration of the EZ-ATS system will be required to ensure that each stakeholder using it utilizes it maximally within minimum ease. Moreover, the different roles of individuals at the organization mean that each staff will use only specific affordances of the system. The initial configuration provided by the vendor is to customize EZ-ATS system to embody the identity of MTC. After that, the system will be connected to the database of the organization to ensure that it has all the organizational records. Security is also considered because the system could be accessible by undesired individuals. Principally, the vendor considers creating different permission levels in a way that limits each employee regarding the amount or nature of the information they access within the system (EZ-ATS Vendor Brochure, n.d). Primarily, vendor-approved professionals will configure the system based on the preferences and needs of MTC.


  1. Testing

Testing is crucial for ascertaining the functionality of EZ-ATS system. Therefore, the company will test the system by carrying out a pilot recruitment program. In this regard, the company will seek to recruit a few employees using the system. In the pilot recruitment exercise, the technological system will be backed by a manual system making them run concurrently. As such, the company will compare the efficiency and advantages of using the system. If it meets the needs in a better way as compared to the manual system, it will be considered right and ready for use. 

Primarily, it will be ideal for evaluating user acceptance of the system. In this regard, a survey will be done to assess the responses and opinions of the EZ-ATS system. Based on the outcomes, if they like it, it will mean that they accept it. On the other hand, during the pilot study, a comparison of the rates of applications received via the manual system and the new technological system will be made. As per Lientz and Rea (2016), if many applications are received via the tech system, it will mean that the users have accepted it. Regarding internal staffs, a survey on their satisfaction levels with the EZ-ATS system will indicate if they have accepted it or not. On the other hand, the reduced time of hiring will be tested by comparing how long the new technological system takes to complete the hiring process for a single individual as compared to the manual approach.

  1. Employee Preparation and Support

The new EZ-ATS system will succeed if MTC’s staff will be in a position to support the change. As such, they have to possess particular attributes to help in the implementation. Therefore, in ensuring that this occurs, MTC management should engage in employee enhancing exercises before and during the implementation. Regarding leadership, the CEO should enrol for a ‘competency in technology’ course to help him understand the EZ-ATS system. For departmental managers, Thramboulidis (2015) suggests that the CEO should develop a training program on the use of technology for them while hiring new IT professionals to complement the current CIO. Regarding change management, MTC will have to include all the staff in the change process as a means of helping them understand the relevance of change and the specific roles each one will play. As such, the director of the human resource who will be responsible for guiding the duties of all other individuals. Training will be done by the hiring manager on the specific skills required to operate the new system. Vendors, especially regarding EZ-ATS specific information, will complement the hiring manager with more training needs. The Chief information officer will offer user support because he has sufficient IT knowledge. Moreover, other organizational individuals will be required to contact him for any system concerns.

  1. Data Migration

The new EZ-ATS system will begin to function only after it has been installed and consists of vital data relating to the organization. The first information to input into the system will be employee information. In this regard, all current workers at the organization and their qualification as well as roles will be imputed. After that, the nature of engagements and job needs by the company will be inputted. Another vital input will be the financial information of the company. In this regard, the current payroll and timekeeping system will have to be incorporated into the EZ-ATS system.

  1. Maintenance

The new EZ-ATS system will require frequent system updates for software’s while hardware components will require physical maintained (Thramboulidis, 2015). In this regard, the organization will subcontract the vendor to provide periodic software updates to complete the automatic updating feature. On the other hands, vendor-approved technicians will maintain hardware components. The selection of professionals linked to the vendor is aimed at ensuring that only credible and qualified individuals deal with the system to avoid any incidences of malfunctioning due to poor repair or maintenance.

Summary and Conclusion

The implementation of the EZ-ATS system at MTC is a right move as it will help the company improve its hiring process. Ideally, the current business environment will benefit significantly the incorporation of EZ-ATS system as it simplifies activities; it is cost-effective and saves time. Therefore, adapting the EZ-ATS system by MTC will lower the cost of recruiting and hiring new employees, save time, and ensure that MTC acquires top skills in the consultation sector. Moreover, the limitless aspect offered by the technology especially in communication will help MTC to acquire foreign consultants who will help improve the company’s reputation on the international market. The benefits realized will help meet the company’s goal of enhancing its competitive advantage especially since it will have highly skilled employees. On the other hand, the advantage of EZ-ATS system to felicitate fast hiring of workers will mean that the company can handle their client’s jobs in the shortest time possible. Consequently, the company will realize its objectives of achieving high customer satisfaction.


of Recruiting

The current system takes longer to complete the hiring process.

The new system will lead to fast communication, easy employee tracking, and reduced workload. Consequently, the total time required for hiring will reduce.


Establish a research and development section of the company.

Most recruits expressed interest in supporting the company objectives through research on new and innovative technological solutions.

e firm’s U.S onsite teams.

Increase international recruiting efforts and employ five research analysts in the next 12 months.

The new hiring system will enable interested applicants, irrespective of their location to apply through provided online platforms, which will, in turn, increase the number of international applicants. Similarly, it will allow all the applicants to monitor emerging applications for these positions in addition to identifying vital analysis and research skills required. On the other hand, recruiters will manage to view the total number of those who applied and know if there is a need for more recruiting.


Ansoff, H. I., Kipley, D., Lewis, A. O., Helm-Stevens, R., & Ansoff, R. (2019). Strategic dimensions of technology. In Implanting Strategic Management (pp. 255-283). Palgrave Macmillan, Cham.

Cloutier, O., Felusiak, L., Hill, C., & Pemberton-Jones, E. J. (2015). The Importance of Developing Strategies for Employee Retention. Journal of Leadership, Accountability & Ethics12(2).

Kumar, V., & Pansari, A. (2016). Competitive advantage through engagement. Journal of Marketing Research53(4), 497-514.

Lientz, B., & Rea, K. (2016). Breakthrough technology project management. Routledge.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

Thramboulidis, K. (2015). A cyber-physical system-based approach for industrial automation systems. Computers in Industry72, 92-102.



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