Introduction After reviewing the ABC Incorporated case of Carl Robin’s failure to successfully prepare the new employees for orientations, it is assessment that he does not appear fully trained or experienced enough to execute logistical and procedural requirements necessary to fully assimilate new hires into the company. While it could be argued that Carl is just a lethargic person and does not care about his responsibilities to the company. It is very clear that there is a lack of proper follow-up resulted in problems with mandatory pre-screening of new employees before the mandatory orientation, along with several logistical issues with scheduling of assets and availability of training material. Background Carl Robins is a new campus recruiter with less than six months of experience, was tasked to recruit new employees for ABC Incorporated on local campus. He is responsible for every aspect of bring new personnel on-board, to included: training schedules, orientation, manuals, policy booklets, physicals, drug tests, and a host of other issues. Key Problems Carl does not appear to be fully trained or experienced enough to completely execute the orientation of new employees with ABC Incorporated. It appears incomplete training led to Carl not for completely processing new employees, applications, drug test and preparing materials for the mandatory company orientation. Second, it is not apparent if Carl was supervised or not during the process of hiring new employees, allowing employees to be hired without completing required documents and drug test. Additionally, complete sets of required training material were not secured in a timely manner, which jeopardized the entire training process very close to the orientation date. Additionally, a lack of quality control in the construction of training materials within the company leading to complete sets of required training material not being secured in a timely manner. Third, it is undetermined at this time if the Company has policy and procedures set in place, requiring applications, transcripts, and drug testing for applicants applying for position be complete before being hired. This could cause bigger problems for the company if an employee is found not fit to work for ABC Incorporated According to Andy Brown, J.D. a labor and employment attorney in Alaska, ‘The legal protections for employers instituting a drug-testing policy make it far more advantageous than risking other liability that may arise without one. If an employee is impaired and causes harm while acting as a representative, the absence of a testing policy could be costly to your reputation and your bottom line.” (Nov 2011). Last, improper or outdated scheduling procedures for the training rooms caused the double booking of the room required for the orientation. The company is in danger of wasting resources and not acquiring the right quality and 15 of employees to meet its needs. In summary; this appears to be a company that does not have an established process to train, monitor, and most important, to mentor new employees through their initial phases of work. Alternatives Two possible alternatives are practical for the orientation of the new employees. The first alternative is to postpone the orientation another month, until Carl can secure the training room and training materials. He will have to contact the new employees and have them come in to complete their application. Then he would be able to contact the drug testing center to schedule employees’ drug test prior to the orientation date, saving the embarrassment of possibly having to turn an employee away at the orientation. May be the easiest approach for Carl, it does not follow the company’s timeline for it new employees. It would also severely hamper the ability of Monica Carrolls and indeed the entire company to operate at a level required to maintain their business position. Potential loss of revenue and also the loss of qualified recruits who make seek employment elsewhere when they are told that their employment will be delayed. “Employee turnover is expensive to an organization; being committed to a good orientation can help to reduce the rate of turnover, and to reduce the number of workplace accidents and injuries. In addition, during the first few days on the job, employees want to sense demonstrated commitment on the part of the organization. They want to know whether they should treat their new job as temporary employment, or as a long-lasting career.” (June 2011) Also affect the reputation of the company in the area in which they operate and provide ammunition for rival companies to profit from their inefficiencies. The second alternative is to keep orientation as currently scheduled and team Carl Robins with an experienced staff member, a season recruiter, and excellent at planning orientations. They will work together with the drug testing center to secure times for each employees drug test. Then they will work together to contact new employees and have them come in to review their file, complete anything missing, and schedule them for drug testing. They will contact one of the local hotels with conference rooms to see what is available for 15 June. Carl can check with all of the other recruiters to see if anyone has a complete copy of the training materials, so they can have sets for each recruit reproduce in time for the orientation. This may however be very costly as they will have to rent a room when they already have a room that is paid for. They may also have to pay for new drug testing times, and it will take more administrative time to contact each employee individually to ensure he or she can meet the new aggressive schedule. It is not clear how the new employees may react to not initially being told about all the requirements during the recruiting process and possibility some may even balk at having to take a drug test or other administrative requirements not identified to them by Carl. Even if they agree, this could plant a seed of doubt in their minds regarding the organization of the company at it is personnel policies. Recommendation The second option is the most advantageous for ABC Incorporated and its employees who have been involved. This is the most practical despite the potential loss of revenue related to having to rental of the offsite meeting room and losing potential recruits if the orientation is not conducted on time. The biggest gain from this is that Carl Robins will also be learning from the experienced staff member the proper way to conduct new employee orientation. He will also always have a master copy training materials and then can serve as a backup to his fellow recruiters, in case they run into the same problem in the future. He will also gain valuable knowledge into how to train properly and how to complete personnel files. He will also learn how to be more organized and to correctly analyze and find solutions when faced with situations that threaten the completion of a project. However, for option two to be most effective, the experience staff member will have to follow-up with Carl Robins to ensure he has mastered the material and can operate independently. Most important Monica Carrolls will receive her 15 new trainees in July; they can begin training in her area, and become productive members of ABC Incorporated. New employees will also feel comfortable because they have completed required preparatory material and had a thorough and productive orientation. This is key for new employees to develop an appreciation for a company that is interested in professionally integrating new employees into their workforce. ABC Incorporated may want to look into conducting additional case studies over different time spans, to check for other potential problem areas. Further case studies would also allow ABC to evaluate how new procedures put in place are working within the company and could suggest modifications to procedures to enhance their capabilities. Ensuring correct an function procedure are in place will help the company function efficiently and employee will have a clear understanding of what is expected of them. Through continual process improvement the company and its employees will become the best in the industry amongst their competitors. References Brown, Andy. "Employee drug testing: implement policy to save money, manage risk." Alaska Business Monthly Apr. 2010: 98+. General OneFile. Web. 4 Nov. 2011. Employee orientation. (2011, June 1). J. J. Keller's Human Resources ez Explanations®. Retrieved from http://go.galegroup.com.ezproxy.apollolibrary.com