Case Study Analysis Paper

Name

University of Phoenix

COMM/215 Essentials of College Writing

Instructor

June 21, 2012

Introduction

ABC, Inc., hired Carl Robins as the new campus recruiter. Carl was responsible for recruiting qualified candidates and administering them through new hire orientation class. Carl recruited fifteen new hires in six months. Carl wanted to have all new hires trained and ready for work by July 15 however; due to unforeseen circumstances he may fall short. ABC’s training program did not meet the standards that Carl was accustomed to. Carl now has to figure out how to smoothly transition the new hires into their new positions.
Background

Monica Carrol, the operations manager for ABC, Inc. hired Carl Robins to recruit new employees for the company. Carl recruited 15 new employees to start on July 15. Carl was undergoing obstacles that were preventing him for productively completing his job. Monica decided to follow-up with Carl and checks the status of his new hire training process. Carl had exactly one month to complete his expected tasks. His responsibilities include completing the employee's files; including completed applications and transcripts, and a mandatory drug screen. He is also responsible for providing the orientation manuals. He was only able to locate three, so he must locate more.
To add to Carl’s distress he’d just gained knowledge that Joe from technology had already reserved the conference room for the first day that he’d requested for his orientation class. Among the mist of all the distress Carl had to take a walk and process how he was going to fix the situation.
In order to show and prove to Monica that he was the right man for the job Carl, knew that he would have to work extra hard and put in a lot of overtime. Carl decided the first step was to have the new hires fully complete their applications and then obtain their transcripts. Lastly, he scheduled the dug screening for each employee.
Key Problems

ABC, Inc., had an unstructured and unmonitored new hire process that needed to be fixed. Carl was perhaps hired into a position that was already in turmoil. Carl was not given a proper turnover so that he would be aware of the new hire process’s need for repair. Carl should have familiarized himself more with ABC’s new hire process and he would have known of perhaps previous mistakes. Carl should have secured himself a possible date for the conference room and he would have not ran into the problem of double booking. Carl probably couldn’t do the job as he stated during his interview.
Alternatives

Carl should have made sure everything was in place regarding the new hires one at a time. This would have allowed him to keep up with each person’s paperwork. Carl should have secured his possible orientation dates before he hired the 15 employees or maybe reschedule his orientation date. Carl could speak with Joe in technology and compromise on the use of the conference room. He could look into off site locations that will allow him to have orientation. These alternatives would allow Carl to reach the deadline of June 15 to have the new employees working by July.
Proposed Solutions

ABC, Inc. needs to establish a welcome aboard new hire program to ensure each employee will be able to start work on the scheduled date. ABC Inc. should also ensure that each recruiter, supervisor and management team are efficient their job responsibilities. There should be a mandatory double-checking for new hire paperwork to ensure that it is completed. In order to prevent overbooking there should be designated days reserved for the conference room and orientation should have precedence over any non-essential bookings. Carl should come to realization that he may have needed some help when it came to quickly processing the new hires. The operations manager should get weekly updates on all new hires to ensure they being processed quickly but most importantly properly.
Recommendations

In order to have the new hires working by July the new hires need their applications filled out completely, transcripts need to be in files and drug screens need to be completed with results in within 24 hours. All employee manuals need to be printed and prepped so that when a room is available for orientation the employees will be ready to go. The operations manager could have each department manager or supervisor to double check behind Carl for quality to ensure that all new hire’s paperwork is completed. Carl should explain his chaos with his immediate manager in the case of something happening she would not be blindsided and he would have covered himself.

References

University of Phoenix, Case Study for Student Analysis. Electronically retrieved March 21,2015 from University of Phoenix, Week Two, Resource. COMM215 Essential of College Writing.