MTC Hiring System: BA&SR Report on Stakeholder Needs & Requirements

This report outlines the stakeholder interests and system requirements for a new hiring system at Maryland Technology Consultants (MTC). It identifies key stakeholders such as the CEO, CFO, CIO, HR Director, Recruiting Manager, Recruiters, Administrative Assistant, and Hiring Managers, detailing their specific problems with the current hiring process and how a technology solution could address these issues. The report also defines essential user and system performance requirements, including streamlining candidate data flow, automating candidate sourcing, scheduling interviews, process customization, resume analysis, minimum response time, workload management, scalability, and security. References to relevant research and literature are provided to support the analysis and recommendations. The overall goal is to provide a comprehensive understanding of the needs and expectations for a new hiring system at MTC.

Running head: INFORMATION SYSTEM
Information System
Name of the Student
Name of the University
Author Note:

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Stakeholders Interest
The following tables highlights the objectives of new hiring system for various
stakeholders provided below. In the table below, the organizational role and information related
to case study. One significant problem for each of the stakeholder in present hiring system in
MTC has been provided:
Role Specific problem related to
the current hiring process
How a technology
solution to support the
hiring process could
address the problem
1. CEO As per the CEO, Samuel
Johnson the right people need
to be appointed so that they can
fill up present contracts (Noe et
al., 2017).
After the implementation
of efficient system, all the
required information can
be placed properly. It is
mainly done so that the
given information is
accessible in much better
way.
2. CFO As per CFO, Evelyn Liu the
present hiring process in MTC
(Maryland Technology
Consultant) is efficient and not
cost effective nature (Laudon &
Laudon, 2016).
The issues in the hiring
process of MTC can be
overcome by the help of
technology. It will be
helpful in functioning
which is required for the
success of MTC.
3. CIO As per CIO, Raj Patel any kind
of solution is required for
meeting the needs to present
architecture and system which
are very much appropriate.
MTC should not create
large development staff
which is required for
brining solution.

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4. Director of Human Resources Joseph Cumming, director of
HR, recognizes that MTC has
failed to meet needs of hiring
and staffing demands (Benitez,
Cruz-Castro & Sanz-
Menéndez, 2016). It is because
they are following manual
process.
The director of HR is very
much interested in
providing solution which is
easy to use. It can
interface with present
system along with
improving the whole
process.
5. Manager of Recruiting As per, Sofia Perez two- three
recruiters are busy in keeping
up with the increased hiring at
MTC (Oke, 2016).
By the help of this new
system, overall reduced
time will be reduced by 15-
20%.
6. Recruiters Peter O’Neil states that the
current recruitment process is
not efficient.
By the help of new hiring
system, MTC can deliver
world class services in both
the domains that are
recruitment and hiring.
7. Administrative Assistant As stated by Tom Arbuckle,
with increase in the hiring
volume, the number of paper
works have increased a lot
(Kerzner & Kerzner, 2017).
Hiring system will help in
understanding the
workflow along with
enabling the process to be
electronically done.
8. Hiring Manager (Functional
supervisor the new employee would
be working for.)
Hiring Manager states that the
present system for screening
application is not efficient.
By the help of new hiring
system, an electric
dashboard will be there for
understanding status of job
opening.

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Defining Requirements
In the table below, the essential needs of information system in MTC has been provided.
User requirements tends to express the needs of the hiring system. System performance
highlights how the system will perform in certain areas like security.
Requirement ID Requirement Statement Stakeholder
(Position and Name from
Case Study that identified this
requirement)
User
Requirements –
(What the user
needs the system
to do)
As present, MTC requires a hiring system for
achieving requirements like
 Hiring system should improve the
employee productivity at MTC.
 This new hiring system should provide
social reach to its employees (Kerzner
& Kerzner, 2017).
 Hiring system should provide easy
access to the employees through the
applciation process that is from job
posting to its selction.
CEO: Samuel Johnson
EXAMPLE PROVIDED
– (Retain text but
remove this label and
grey shading in your
report)
The system must store all information from the
candidate’s application/resume in a central
applicant database (Noe et al., 2017).
Recruiter – Peter O’Neil
1. The new hiring system at MTC should
streamline the flow of candidate data.
CFO: Evelyn Liu
2. Hiring system at MTC should provide
automation of candidate sourcing (Laudon &
Laudon, 2016).
Director of HR: Joseph
Cummings
3. Hiring system should schedule the
appointments and interviews for top
candidates. It is required for job campaign in
MTC.
Manager of recruiting:
Sofia Perez
4. Hiring system should focus on process
customization in MTC. The implemented
system should automate the process of
Administrative Assistant
– Tom Arbuckle

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business choice and its flexibility.
5. (Reporting-
Output of
organized
information
retrieved from the
system)
The hiring system should review the resume
for analyzing some of the key data of
employees (Van Aken et al., 2017).
Hiring Manager
System
Performance
Requirements –
(How the system
will perform)
EXAMPLE PROVIDED
– (Retain text but
remove this label and
grey shading in your
report)
The system must be implemented as a
Software as a Service solution. CIO – Raj Patel
1. The new hiring system should have minimum
response time. As delay in response will result
in inconvenience.
Director of HR: Joseph
Cummings
2. At the time of completing a workload a proper
check needs to be done on the covered
function. The workload should be specific in
nature that is up to date for supporting the
hardware without any kind of upgradation.
Manager of Recruiting:
Sofia Perez
3. Scalability can be defined as the increase in the
overall system workload which the new hiring
system should process (Oke, 2016).
Administrative
Assistant: Tom Arbuckle
4. (Security) Hiring system is considered to be more secure
in comparison to traditional system (paper
based). The applicant records can be stored on
online cloud which is a part of recruitment
process. Thus, new hiring system will provide
security to the applicant’s data.
CEO: Samuel Johnson
5. (Security) Recruitment of employee is considered to be
important for business (Laudon & Laudon,
2016). In the process of recruitment there are
many applications which might be lost or
misplaced. Hiring system will be required for
keeping a track of the applicant’s data.
CFO: Evelyn Liu

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References
Benitez, A., Cruz-Castro, L., & Sanz-Menéndez, L. (2016). Human Resources Management in
Higher Education: the influence of the policies of regions on hiring and promotion
practices at universities. Human Resources, 13, 15.
Kerzner, H., & Kerzner, H. R. (2017). Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
Laudon, K. C., & Laudon, J. P. (2016). Management information system. Pearson Education
India.
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.
Oke, L. (2016). Human resources management. International Journal of Humanities and
Cultural Studies (IJHCS) ISSN 2356-5926, 1(4), 376-387.
Van Aken, D., Pavlo, A., Gordon, G. J., & Zhang, B. (2017, May). Automatic database
management system tuning through large-scale machine learning. In Proceedings of the
2017 ACM International Conference on Management of Data(pp. 1009-1024). ACM.