...Workplace Violence Case Study 01 Supervised by Dr. Hesham Sadek Prepared by Amr Mohamed Anwar (52 F) Workplace Violence Case Study 01 1 1- Problem Definition 1 2- Justification of the Problem 2 3- List of Alternatives 2 4- Evaluate Alternatives 2 a- Develop a violence Prevention Program. 2 b- Provide a policy on workplace violence and weapons 3 c- Implement Physical Security 3 d- Background Screening 4 5- Recommendations 4 1- Problem Definition Violence at workplace is the Violence against coworkers, supervisors, or managers by a present or former employee. It happens in the form of physical abuse and threat, that causes the murder of three supervisors with clear intentions from the murdered. 2- Justification of the Problem Violence at work may come from: a- Unfair treatment. b- Unfair termination. c- Lack of justice. d- Persecution of supervisors or Managers. e- Workplace not safe and healthy enough. 3- List of Alternatives a- Develop a violence Prevention Program. b- Provide a policy on workplace violence and weapons. c- Implement Physical Security. d- Background Screening. 4- Evaluate Alternatives a- Develop a violence Prevention Program. Violence Prevention Program should provide the following: Develop and promote an incident reporting structure so employees have a mechanism for reporting incidents and threats of violence. The system should include a way for employees to give confidential information concerning threats...
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...landscape of background investigation in hr | OBJECTIVE: To know the need for background investigation in hiring a candidate. Through this paper, we bring out the logic behind the investigations and discuss some cases to corroborate that logic. Laws and rules governing the investigations will also be looked into. Some of the best practices will then be discussed as a practical approach to the issue. DEFINITION: A background check or background investigation is the process of looking up and compiling criminal records, commercial records and financial records of an individual or an organization. REASON: Litigation problems can arise if employees have an incorrect background to them. Every employer has a legal duty to exercise due diligence in hiring and protecting its employees and assets. Estimates are that 30%-40% of job resumes includes some false or inflated facts. Additionally, some Federal and State Laws require background checks be conducted for certain positions. Background checks are often requested by employers on job candidates for employment screening, especially on candidates seeking a position that requires high security or a position of trust, such as in a school, hospital, financial institution, airport, and government. These checks are traditionally administered by a government agency for a nominal fee, but can also be administered by private companies. Background checks can be expensive depending on the information requested. Results of a background check typically...
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...An Article Critique - Mammography Screening for Breast Cancer Yao Luo University of San Francisco BACKGROUND Despite the high incidence rates, in Western countries, 89% of women diagnosed with breast cancer are still alive 5 years after their diagnosis, which is due to detection and treatment (Parkin, D., & Pisani, 1999). Mammography is such a widespread screening in most developed countries, with the aim of reducing breast cancer mortality through early detection of the disease. However, the organization and delivery vary across geographic regions in ways that may influence its effectiveness (Domingo et al., 2015). In this article critique paper, I choose two relevant peer-reviewed articles using case-control study design to explore the effect of mammography screening on breast cancer survival. The first one is Mammography Screening and Risk of Breast Cancer Death: A Population-Based Case–Control Study (Suzie et al., 2011). STUDY AIMS The authors conducted a case–control study to assess the effectiveness of the Dutch population–based program of mammography screening. The hypothesis of this study was that mammography screening was associated with a decreased risk of dying from breast cancer. METHODS A. What was the main outcome of interest? The main outcome was the breast cancer. Data on breast cancer were obtained from the Comprehensive Cancer Center Rotterdam. Causes of death were obtained through linkage with Statistics Netherlands. B. What was the main...
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...The threat within A study on insider threat by DSCI in collaboration with PwC About Data Security Council of India (DSCI) Data Security Council of India (DSCI) is a focal body on data protection in India, setup as an independent Self-Regulatory Organisation (SRO) by NASSCOM®, to promote data protection, develop security and privacy best practices & standards and encourage the Indian industries to implement the same. DSCI is engaged with the Indian IT/BPO industry, their clients worldwide, Banking and Telecom sectors, industry associations, Data Protection Authorities and other Government agencies in different countries. It conducts industry wide surveys and publishes reports, organizes data protection awareness seminars, workshops, projects, interactions and other necessary initiatives for outreach and public advocacy. DSCI is focused on capacity building of Law Enforcement Agencies for combating cyber crimes in the country and towards this, it operates several Cyber labs across India to train police officers, prosecutors and judicial officers in cyber forensics. Public Advocacy, Thought Leadership, Awareness and Outreach and Capacity Building are the key words to continue to promote and enhance trust in India as a secure global sourcing hub, and also to promote data protection in the country. For more information about DSCI or this report, please contact: Data Security Council of India Niryat Bhawan, 3rd Floor Rao Tula Ram Marg New Delhi – 110057 ...
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...Case Study Analysis Lisa Tavarez COMM/215 March 17th, 2013 Mrs. Mary Cagney-Carrington Case Study Analysis Introduction Carl Robins, the new campus recruiter for ABC, Inc., has successfully recruited several new employees for the company despite being recently employed himself with ABC, Inc. He has employed 15 new trainees to work under the Operations Supervisor, Monica Carrolls. Carl is inexperienced and does not realize what his responsibilities fully entail, nor does he realize how to utilize effective management skills. Carl is about to endure a professional nightmare as the target date for orientation approaches, and he is regretfully unaware of certain areas of non-compliance in the applications process, transcripts and mandatory drug screenings required of all new employees. While going through his files, Carl becomes painfully aware of the above and panics. What is he going to do? Will Carl be able to rise to the occasion and deliver what is expected of him, as per the demands of his position, and as outlined in his job description, or will Carl stand to lose his newly acquired position due to his lack of initiative and inexperience. Carl has been newly employed at ABC, Inc., for a period of six months. This is Carl’s first position as a recruiting officer. The role of a Recruitment Officer is to develop and manage the implementation of a recruiting strategy that fulfills all current and future staffing needs of an organization...
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...grandfathered insurance plans. This preventive services provision applies only to people enrolled in job-related health plans or individual health insurance policies created after March 23, 2010 (Preventive Care). This law is supposed to improve quality healthcare and lower costs for patients. This paper will discuss what effect the new law may have on the United States healthcare system. What is Preventive Care? The definition of preventive care is "a pattern of nursing and medical care that focuses on disease prevention and health maintenance. It includes early diagnosis of disease, discovery and identification of people at risk of development of specific problems, counseling, and other necessary intervention to avert a health problem. Screening tests, health education, and immunization...
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...Case Study: New Hire Mismanagement Timothy Keegan COMM/215 April 12, 2013 Anthony DeVeto Case Study: New Hire Mismanagement Introduction When accepting the position of a Campus Recruiter for ABC, Inc., there were specific tasks and expectations that go along with the job title. The specific tasks were explained however, due to the improper planning and poor execution, the individual failed to deliver what was outlined in the job title. This paper will explain the failures due to improper planning, lack of experience and poor time management skills. Furthermore, areas that will be outlined from this case study will include various detailed causes as well as; different solutions to strengthen the recruiting department and prevent any further weaknesses. Background In early April, Carl Robins, was new to the human resources department of ABC, Inc. “The Corporate Human Resources Recruiter will play a critical role in ensuring we are hiring the best possible talent” (Nourse, 2013). Mr. Robbins had taken on the needed task of hiring 15 individuals, which would work for the Operations Supervisor, Monica Carrolls. This recruiting position is responsible for selecting proper candidates, collecting proper identification and various paperwork such as; a resume, application, transcripts and payroll processing information. A background check, drug screen and a new hire physical must also be performed prior to anyone starting. In addition to the proper processing of the...
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...| Case Study Analysis | Case Study Analysis Paper | | | | COMM/215 | INTRODUCTION: This case study analysis will cover the many problems that Carl Robins, a newly hired campus recruiter for the ABC, Inc., will face in his attempt to recruit and hire new employees to work for Monica Carroll the operations supervisor. Carl is relatively new to his position only working on the job for six months, and successfully recruited fifteen new employees. After our review of the issues, we will discuss all available solutions to address the challenges, and how Carl may overcome these challenges. BACKGROUND: In early April, Carl Robins had successfully recruited fifteen new employees to work in the operations department. His plain was to complete the new employee’s orientation June 15, and have them working by the start of July. One month before the start of the orientation the operations supervisor Monica Carroll contacted Carl to check on the status of the fifteen new hires, at this point Carl was confident that everything was in order and assured Monica that everything was going smoothly. After their conversation Carl decided to check on the status of the new employees and realized that there were significant problems,...
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...ABC Incorporated Case Study Randy Carlson COMM/215 December 10, 2012 Kimberly Mitchell ABC Incorporated Case Study ABC Incorporated has hired 15 new trainees. These trainees were hired in early April by campus recruiter Carl Robins. The trainees will report to Operations Supervisor Monica Carrolls. Monica expects Carl to handle all of the necessary onboarding arrangements. She expects the trainees will be working by July 1st. Several problems have been identified that will prevent this from happening. Solutions to these problems have been identified by this case study. Carl must act immediately and carry out the proposed solutions, if he wants the trainees to start work on or before the July 1st deadline. This study indicates that Carl Robins was not proactive enough during the onboarding process of 15 new recruits. Background Operations Supervisor Monica Carrolls is expecting 15 new employees to be working in her organization by July 1st. Monica is counting on recruiter Carl Robins to make all the arrangements for onboarding the trainees. The central issue is onboarding 15 new trainees by a July 1st deadline. This case study addresses several problems associated with the onboarding process for these 15 trainees. If left unresolved, these problems will prevent the successful onboarding of the trainees by the desired July 1st date. The problems are: * Incomplete applications for some trainees * Missing transcripts for some trainees * None of the trainees...
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...The Boys and Girls Club of Metro Atlanta. From past experience until this very day there needs to be more strict background checks implemented when it comes to the basis of hiring volunteers and employees. If a stronger hiring process is not implemented I really feel that this location of the Boys and Girls in Metro Atlanta will be in a crisis because the wrong individual(s) were perhaps mentoring young adolescents that shouldn’t be. If this continues this could ultimately crush the dreams and aspirations of young mind. Today in 2014 there is a new generation when it comes to technology, and it’s improving each and every day of our lives. So it wouldn’t be a bad idea to take opinions and suggestions from the public within the community area of Metro Atlanta. Atlanta isn’t really a big place for the most part, and everybody knows everybody as it may seem scarily strange. These surveys could deliver information about the needs of The Boys and Girls Club of Metro Atlanta, a comments section for the public, and ideas and information that they can share to better the individuals that mentor the young adolescents within the community. So the question is are the children safe and can parents put trust in the organization when it comes to their children. Discussing the analysis portions of my paper I want to touch basis on not only implementing a firmer background check but also implementing stress tests as well as psychological test as well to be aware if an individual actually...
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...Hiring Process Case Study for ABC, Inc. Comm. 215 January 23, 2012 Hiring Process Case Study for ABC, Inc. INTRODUCTION This case study will identify and recommend solutions to a faulty process. The information provided brings to light the lack of employee experience and time management, resulting in a failure to accomplish the necessary tasks to fulfill the hiring process in a timely fashion. Because of Mr. Robins’ inexperience and poor time management, several other problems arose that needed to be handled immediately. BACKGROUND Carl Robins, a new recruiter for ABC, Inc. hired 15 new trainees in early April to work for Operations Supervisor Monica Carrolls. Mr. Robins could not accomplish the necessary procedures for the new hires to begin work, including drug screenings, completing applications, providing materials and scheduling a facility in which to hold the new hires’ training. Monica Carrolls did contact Mr. Robins May 15 in regard to his responsibility in the hiring process, without verifying if he fully understood his duties, Mr. Robins did not give any indication he was having trouble completing the tasks either. Mr. Robins failed to have a current orientation manual on hand himself and previous employees had failed to keep a current master copy. KEY PROBLEMS Mr. Robins needs to address several problems to resolve the issue in order to meet his goal of having the new hires working by July. The key problems needed to be overcome before the...
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...Case Study Analysis Ethan Edgell COMM215 Glenn Daylay Case Study Analysis Executive Summary ABC Inc. hired 15 new employees with the intention of starting the orientation on June 15. Carl has only six months experience and has made several critical errors. This may have been created due to lack of qualifications, training, or overstating of qualification on Carl’s resume. Due to this, certain tasks were not addressed in a timely manner. Four problems are readily apparent; employee applications are incomplete or missing documentation, lack of training manuals, no drug screenings have been administered, and the training room intended for the orientation is book for the entire month of June. Introduction Carl Robins, a newly hired campus recruiter for ABC, Inc, hired 15 new employees within his first six months on the job. These newly hired employees will be working for Monica Carrolls, the Operations Supervisor. The new employees require an orientation on company policy, manuals to learn such policies, physicals, and drug screening. Carl is behind on preparation for the orientation and has not completed the required processing for the new employees. Some of the new hires do not have completed applications or their transcripts on file, and none of them had the required drug screening. The orientation manuals were also missing pages and Carl could only locate a total of three. Carl also...
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...depression in primary health care: a case–control study Lena Flyckta1 c1, Ejda Hasslera2, Louise Lotfia2, Ingvar Krakaua2 and Gunnar H. Nilssona2 a1 Department of Clinical Neuroscience, Stockholm Centre for Psychiatric Research, Karolinska Institutet, Stockholm, Sweden a2 Department of Neurobiology, Care Science and Society, Centre for Family and Community Medicine, Karolinska Institutet, Stockholm, Sweden Abstract Aim To identify clinical cues indicative of depression in medical records of cases in primary care with undetected depression. Background Depressive disorders are common; the lifetime risk for men and women is 27% and 45%, respectively. Despite effective treatment methods such as antidepressants and cognitive behavioural therapy, depression often remains undiscovered in primary care, with great implications both on the individual and societal level. Methods Clinical cues indicating depression were sought in medical records the year before an opportunistic screening for depression in primary care. In a previous study of 221 patients in the waiting room of a primary care centre during 10 randomly selected days, 45 (20%) showed signs of depression (MADRS-S ≥ 12) and 60% of these were verified as having depressive disorders (Prime-MD). These 45 patients constitute the cases in the present study. Age- and gender-matched controls were selected among those who scored below the chosen cut-off level. Findings Seventeen (38%) of the 45 cases compared with eight (18%) of the...
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...August 30, 2011 Introduction: The case study of Carl Robbins reveals how a company and one of its employees who was unprepared to welcome new employees properly into the companies environment in spite of having been on the job for only less than six months. Background: This case study shows the obstacles that will pose a threat with the new campus recruiter Carl Robins. Most of which Carl Robins can only blame himself for. He failed to pay attention to important details and follow up on things in a timely manner which placed him in a bind. Although he was in a difficult situation, he should have taken his time and not rush which made things worse for him. He should have allowed himself enough time to examine the problems first. He never took interest in the important information and the views of the other employees. Carl Robins recruited fifteen new trainees for Monica Carroll. Monica served as one of the Operation Supervisor for ABC, Inc. This case study focused on Carl's main issues, his poor planning, and his inexperience on how to hire new recruits. Carl was not aware of the length of time it was going to take in order for him to complete his task. Carl’s main goal was to schedule another orientation set for June 15, in order for the new employees to start working in the month of July. Sadly, the process of the new trainees had to suddenly stop because of some incomplete files, conflicts in scheduling, drug screenings that were not set up and the lack of...
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...| ABC Case Study | Phoenix University | | Brenda Deyo | 6/16/2012 | | This is a case study that will cover the issue of Carl Robbins as a recruiter. The fact that he was poorly trained prevented him from successfully doing his job. The case study will examine why it happened in only as far as to prevent it happening in the future. Background Carl is hired, by ABC, as a recruiter and it is something he is ill equipped to do. He is not experienced in the field of recruiting. ABC has hired him and put him in the position without the proper training and no assistance. Carl did very well in that he did as well as he did, he is a good talker and was able to recruit 15 people for them. The 15 employees were hired for the operations supervisor Monica Carroll’s, in early April. He arranged the new-hire training to take place in July in the training room. He thought everything was going great. Monica was assured, when she contacted him on June 15th, that everything was going according to plan and he would have the new hire ready and completed on time. Carl came back to work after Memorial Day Checked to be sure that things were still on schedule and discovered that some of the new trainees did not have the applications completed and not all their transcripts were on file. The other problem was that none of the trainees had been sent to the clinic to have their drug screening done. Then he noticed that he had only three orientation manuals and there were some sheets...
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