Case Study Analysis

Numerous problems have arisen throughout the current employment process. As a result, This Study is an effort to analyze and determine methods to enhancement this complex procedure. From the facts gained, its believe that an absence of experience and proper planning, followed by inability to complete the entire task essential to hire new personnel in an appropriate manner.
Carl Robins, a recruiter for ABC, Inc. with the company for six months, successfully hired fifteen write out 15 employees. He arranged orientation for new employee in June with the intent of having all the employees working by July. On May 15, Carl’s Supervisor, Monica Carrolls, informed him about organizing the employment issues, for example, training schedule, policy booklets, orientation, manuals, policy booklets, drug tests, and a host of other issues. He guaranteed all arrangements were complete in a timely manner. When reviewing the new trainee’s records numerous problems surfaced. For example, Robins witnessed incomplete paperwork was unfinished, not one trainee went to the clinic for mandatory drug test, and the trainee orientation manuals were piecemeal or had pages missing. Discouraged, Carl took a quick walk, returns to work, checks the scheduling of the training facility for use in trainee orientation, and discovered that Joe had reserved the room for the entire month of June from technology services. He comes back to his office astonished and puts his head down on his desk thinking what he was going to do now.
Carl Robins’ first recruitment effort, Carl faced many difficulties that needed addressing to decide the new hire orientation scheduled to occur June 15. These difficulties were incomplete trainee applications and transcripts. None of the trainees went to the clinic for mandatory drug screening tests; there was a shortage of trainee’s orientation manuals with several pages missing. Carl had nowhere to seat his 15 new trainees because Joe reserved training rooms from the technology services for the entire month of June. ABC has a significance problem with communication. Higher management has check with Carl only [place “only” before the word it modifies ( after “once” or later in the sentence)]once through the entire process. Monica, his supervisor, made only one phone call to see how the progress is going. She may not be in a rush to get[try removing get or replace it with another word ie. Obtain, arrive at, can, could, or grow the new personnel working, or she has great confidence in Carl's ability to accomplish his assignment. Where is Carl's supervisor during this entire time? In lieu of Carl's first large recruitment project, someone should be observing to give direction. Carl does not give the impression his training is complete, has Carl talked to anyone for assistance? Some of the responsibilities needing accomplished can be delegated pertaining with scheduling. Without further investigation, analysis is mere speculation. Based on the facts in the case study, this author has determined many factors, which may have contributed to this mishap. These stem from two fonts, Carl Robins and ABC, Inc., Carl could have exaggerated his qualifications prior to hiring, which rendered a hiring decision, or does he have poor work ethics. Further, based on the timeline offered, it look as if Carl is disorganized, found deficient in attention to detail, poor planning, and lacking in time management skills. ABC Inc., there are various difficult problems behind the scenes, in regards to employee orientation, such as, time management, as well as the current situation that has created some serious issues concerning Carl Robins, his boss Monica Carrols, and the new hires. The more serious fundamental organizational issues are poor company communication, weak procedural structure, and lack of departmental culpability. The company should handle future situations more effectively.
With more than one problem a major focus on a number of different Solutions, such as, Prior planning, and time management by Carl could have eliminated some of the issues; however, his experience would probably still have resulted in there being some problems. Carl should first make a check off list of all the new employees and write down what is required before the date of the orientation. If a file is completed, it should be separated and focus should now be on the employees with incomplete records. Carl then needs to contact the employees with incomplete paperwork and set up a time to meet with them, or help them fill out the paperwork or he can fax it to them. It is important for Carl to follow up, as the paperwork is of great importance. Secondly, it is required for all employees to go to the clinic for their mandatory drug tests and physicals, as well as making sure that they have the right documents needed to place in their records with their other information. Carl Robins also needs to reserve somewhere for his new trainees orientation, at a minimum of a month or maybe a week or two in advance; he must ensure that the trainees need to be ready to work. Leadership, sought in order to set the tone for what is to expect in order to prevent needless failure. Carl Robins also needs to make a list of priorities, and make sure that there accomplished in a practical amount of time. SOLUTIONS
Here are four likely solutions that could help Carl in meeting the July time limit:
1. Acquire appropriate job qualifications for Carl Robins at ABC, Inc.
2. Collect the proper resources in a reasonable amount of time.
3. Organize an attainable plan through gathering resources
4. Leadership
RECCOMENDATIONS
The Key problems with ABC, Inc., Recruiter Carl Robbins, relate to lack of proper resources, incomplete drug screening tests, and physicals, unfinished applications, and inadequate orientations manuals. Carl has a month to add the 15 employees to the roster with their correct paperwork and tests completed. Carl must collect the proper information and contact human resources for assistance if necessary. Carl should constantly have a backup facility in case something happens with the previous facility. He should also schedule a day that the trainees are available to take their physicals and drug tests. He should also create a checklist of all the significant documents needed in the trainee’s records prior to their first day of work. He should also collect the correct amount of manuals, policy booklets and any other vital information needed for the orientation to run efficiently, while addressing all the important basic factors at the same time.
This way each trainee attended and successfully completed orientation with all their correct information. As well as, complete physicals and drug tests prior to the orientation. The most important factor in this case study is that the requirements are meet and followed through, as well as leadership.