...Carl Robbins Case Analysis - Revision Bernard T. Mitchell II COMM/215 July 14, 2014 Apryl Motley Carl Robbins Case Analysis - Revision * Introduction * The inexperience skill set of the recruiter highlighted many areas within the ABC Inc. that need immediate attention. Drawbacks of communication within the organization are evident; however, there are other components that need to be considered. This case study analysis will provide the key components that contributed to the failure of Carl’s 1st recruitment effort. This case study will also review and provide recommendations of the key components: Communication, Organizational Culture, and Transparency. Background * In this case, Carl Robins is facing a few challenges reaching the goals, set by the company, during this process of hiring the most qualified candidates for available positions within the organization. Unfortunately, this is Carl’s first recruitment of new hires, and it has spiraled out of control causing the stalling in the hiring process. As a recruiter who does not have variety of experience with the operations and policies of the organization, this has remained a great challenge. * Research of the recruitment process shows that most personnel managers increase their standing within an organization by maintaining control over staffing procedures in the name of efficiency and fairness (Marsden, P. V. 1994). In most cases, the recruiters take the time to adapt to the new organizational...
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...Carl Robins and ABC Inc. Carl Robbins is the new campus recruiter for ABC, Inc. After being on the job for six months Carl recruited several new hires. Carl Robbins was given a big assignment by the Operations Supervisor, Monica Carrolls to schedule a new hire orientation on June 15; with intentions to have them all working by July. Carl gave Monica his word that everything would be taken care of in time. At the time Carl did not realize everything that was involved to proceed and get the job completed. It is obvious that Carl Robbins was not properly trained on how to proceed in the endeavor, thus he encountered some problems that prevented him from doing a good job. He panicked, and was trying to figure out what he was going to do about this, but instead of panicking he should have started thinking of ways to resolve the problem as quickly as possible. One of the things he could have done was to have called Monica right away to let her know of his dilemma. He should have asked for her help to get back on track so that he could get the assignment completed in a timely fashion. Monica Carrolls should have given Carl Robbins some specific guidelines to follow since he had only been working for ABC Inc. for six months; and this was his first time setting up a training session. Precautions should have been taken to ensure that the process would have worked more smoothly and that these situations do not occur in the future. Carl Robbins should have been provided training...
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...Case Study Analysis of ABC Inc. Hiring Process David Ireland Comm/215 April/12/2012 Razzan Zahra ABC Inc. has had a recent influx of 15 new trainees because of this the company wants to evaluate the process in which new trainees are qualified prior to new hire orientation. The purpose of the evaluation is to provide insight into how to better train and supervise new recruiters, so that they can in turn ensure new trainees are properly qualified. The evaluation found that a lack of supervision and training was provided to Carl Robbins, a new recruiter for ABC Inc. The evaluation found that a lack of supervision and training structure was provided to Carl Robbins. Checklists and guidelines were not provided to the new recruiter when qualifying new trainees prior to new hire orientation. Carl Robbins lacked the supervision and training to ensure he would be able to coordinate everything necessary for new hires to be qualified before the new hire orientation. With better training and supervision ABC Inc. can make hiring new trainees a smooth and seamless process. A more organized structure applied to the new hire process, will allow for new hires to qualify in a expedient manner, prior to new hire orientation Background This case study identifies key issues that have risen since the recent recruitment of 15 trainees. There was lack of supervision for Carl Robbins, a new recruiter for ABC Inc. The central problem is a lack in organization when qualifying new trainees...
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...Case Study Analysis - Prepared for ABC, Inc. Laurie Cavagnaro University of Phoenix: COMM 215 February 17, 2014 Case Study Analysis for ABC, Inc. Introduction The following is a case study analysis of the orientation and hiring processes at ABC, Inc. The new campus recruiter for ABC, Inc., Carl Robbins, was unable to plan, organize, and execute the employee orientation necessary for the 15 new trainees that were to begin working for Monica Carolls in July. Some of the problems that arose for Carl were due to poor communication and lack of attention to detail. There was also poor management skills involved. It is possible that Carl Robbins does not have the qualifications or skills that are required to be employed as a campus recruiter for ABC, Inc., or it is also possible that ABC, Inc., did not provide Carl with the proper training during his orientation. There also seems to be a lack of guidance and support for new hires that may be needed during the first few months of employment. Improvements need to be made to the orientation and training programs for all new employees at ABC, Inc. Background ABC, Inc. recently hired Carl Robbins as a new campus recruiter. Carl has been with the company for about six months. His first task as a campus recruiter was to hire 15 new trainees to work for Monica Carrolls, the operations supervisor. Monica was hoping to have all of the new hires working by July. The orientation was scheduled to take place on June...
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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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...Training and Pre-Planning Is Key Jason Rogers COMM/215 28 May 2012 Cecelia Weber Training and Pre-Planning Is Key Introduction In my case study, Carl Robbins, a campus recruiter for ABC, Inc., has been made aware of multiple issues a couple weeks before the new hire orientation that he scheduled. Given that the ABC campus recruiter, Carl Robbins, had six months of experience and was developing difficulties with the pre-planning for his new hire orientation, I conclude that the company ABC needs to provide better training to personnel, improve conference room reservation procedures, and provide a checklist to recruiters for new hire packets. Background In early April, Carl Robins successfully recruited 15 new hires to work for Monica Carrols. He has only been working for ABC, Inc. for six months, and this was his first recruitment mission. He scheduled a new hire orientation that would take place on June 15 because he wanted the new hires to start working by July. On May 15, Monica contacted him in reference to the training schedule, orientation manuals, and other issues that involved the recruits he hired in April. Carl reassured Monica that everything would be done on time in accordance with the planned schedule. After Memorial Day, Carl decided to look over the new trainee files to make sure all the paperwork was completed before orientation. He then realized that a couple of the recruits did not have their applications completed and their transcripts were not on...
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...crucial. In the case of Carl Robbins, it is important that he fixes the problems so that the hiring Orientation can happen on time or as soon as possible and with all the paperwork complete. If he does not fix the problems, this can make him look irresponsible and keep the people being hired waiting longer to get started. This case study analysis will explore ways this individual can correct a major time management issue. Carl Robbins has barely been at ABC, Inc. for six months but has a big task on hand. Mr. Robbins is in charge of putting together a hiring Orientation and has a date set and a time he wants the hirees to be starting work. There is plenty of time between when he recruited the hirees to the Orientation date for him to prepare. He has been asked about how the preparation is going by his superior and claims everything is in order. When the deadline is only two weeks away, that is when Carl starts checking applications and gets worried. Mr. Robbins notices some problems that can make the Orientation almost impossible to have by date they set and it is because he did not start by even looking at the applications he took from the hirees. If the Orientation has to be rescheduled, it shows people that he is had not prepared himself how he was supposed to. He ends up having issues that he would not have had if he started preparing sooner. He has only been on the job for six months, so if he messes this up he may not have another chance to fix it. Mr. Robbins has several...
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...This is a case study based on a young recruiter who hired new trainees to work for an Operations Supervisor at his firm. This was his first effort within the short period of time he has been employed, and felt that all of the requirements would be completed by the date of his choosing. As the deadline drew closer, he had discovered that the requirements had not been completed. Being pressed for time, he knew that he would have to rush to meet the deadline he had promised. In this case study, we will first evaluate the flaws within the recruiter’s plan and what preventative measures could have been implemented in order for Mr. Robins to stay on track with his deadline. Next, we will analyze how Mrs. Carroll, should have presented precise guidelines for Mr. Robins for this task. She also should have conducted monthly follow-ups ensuring that Mr. Robins, a fairly new employee himself, stayed within the allocated time period. Finally, we will question whether or not the firm has any Polices on the hiring process. The Case In April, six months into his campus recruiting job at ABC, Inc., Carl Robins successfully recruited new hires to work at the firm. This recruitment effort being his first, he assured the Operations Supervisor, Monica Carroll, everything would be in order by the orientation on June 15th. After Memorial Day, two weeks prior to the day of orientation, Mr. Robins decided to check the records of the recruits he hired and found out that most of the requirements had...
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...Case Study ABC Inc. Christopher DePasquale Essentials of College Writing/Comm 215 23 September 2013 Glenn Dayley Case Study ABC Inc. Carl Robbins is the campus recruiter for ABC Inc., and he is off to a quick start. Recently, he recruited new employees for Monica Carrolls, the operations supervisor. Some problems evolved quickly for Carl and in this case study we will examine those problems and offer solutions to to help him get back on track for his new job. Background Carl Robbins recently hired some fifteen new employees to work for ABC Inc.’s Operations Supervisor Monica Carrolls. He has scheduled his new employees to come in for an Orientation on June the 15th with the goal having all of the new staff to work by the beginning of July. Monica then contacted Carl to make sure a training schedule, orientation, manuals, policy booklets, physicals, drug tests, and all other issues would be taken care of. Carl assured Monica everything would be fine and that he would have everything arranged in time. Things began to fall apart quickly for Carl. While reviewing application, he noticed that some of the new employees had incomplete applications, their transcripts were not on file and none of them had gone to the mandatory drug testing at the clinic. A quick review was made of the orientation manuals, and he discovered several copies had pages missing from them. After A further review of the training room Carl had found that Joe in...
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...Case Study Analysis Sierra Davis 11/20/2013 Introduction Carl Robbins is not able to give his new hire orientation. Background Carl Robbins is the new campus recruiter for ABC Inc. He needs to hire 15 new trainees by June 15th and have them start by the beginning of July. On May 15th his Operations Supervisor, Monica Corrolls contacted Carl about the drug screens, physicals manuals, and Policy booklets. After Memorial Day Carl realized that he only had a few booklets available with several pages missing from each, and none of the new hire trainees went to their doctors for physicals and drug screenings. Some of the new hires have not completed their applications or submitted their transcripts. To make matters worse, when Carl checked for the availability of the orientation room, he noticed that his coworker Joe booked the room for the entire month of June. Key Problems Carl could not to start the new hire orientation because none of the trainees were sent to the doctors for their physicals and a drug test. There are only a few booklets available with several pages missing from each, and there is no orientation room for the whole month of June. Alternatives First Carl can contact his Operations Supervisor Monica, and see if she can assist with the scheduling of the orientation room. Since Monica has more power than Carl, it is possible that she can get Joe to let Carl use the orientation room for one day. Meanwhile, Carl can finish the booklets by seeing which...
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...Case Study Analysis Paper – Week 2 Sonia Cardenas University of Phoenix Essential of College Writing Comm 215 Gloria Wadsworth Doucette, MA May 11, 2011 Case Study Analysis Paper INTRODUCTION The analysis of this case study will identify the key problems associated with the recruiting process completed by Carl Robbins. This case study is an attempt to identify and recommend ways to improve this process for recruiting new trainees for ABC, Inc. As a campus recruiter this person is the one who is hands on process of hiring new trainees. The recruiter is responsible for the time efficient process of hiring, orientation, physicals, documents, and drug screening in order to complete a successful new hire process. Background In early April, Carl Robins was hired as the new campus recruiter for ABC, Inc. he had great success recruiting several new hires in spite of having been at his new job for only six months. This was Carl’s first recruitment, and he had scheduled a new orientation to take place June 15, and hoping the new trainees will be working by July. Carl had assured Monica Carrols, who is the Operations Supervisor that everything would be arranged on time. However after Memorial Day, Carl returned to work and realized that all the new trainee applications were not fully completed, and none of them had been sent to the clinic for drug testing. Carl then reviewed the orientation manuals and found there were a few pages that were missing. He also realized that the...
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...Case Study for Student Analysis By Comm 215 Instructor: Introduction Carl Robbins is a new campus recruiter for ABC, Inc. Carl has been at his new job for only six months. This is the first time that he has run a recruitment effort. He was very successful and recruited 15 new employees in early April. The purpose of this analysis is to determine what issues could be improved and create an easier process for the new hire orientation. Background The research suggests that the main issue taking place is a lack of proper planning. There were many aspects of preparation process for the orientation that were overlooked or the amount of time required to completing the tasks was unknown or ignored. It would also appear that the fact that Mr. Robbins is new in his position as recruiter. His lack of “real world” experience could have caused him to under-estimate the amount of time that is required to prepare for orientation. Another issue that this analysis discovered is that Mr. Robbins was not aware of what condition his orientation manuals and that many were missing pages. This also caused Mr. Robbins added stress because he had to take time, which he didn’t have, to locate the missing pages and create new pages to be included in the manuals. Lack of experience and improper planning appears to be the main issues in this case. Key Problems There are some key issues that this case analysis will focus on. A large portion of the problem is a lack of experience...
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...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...
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...Essentials of College Writing Case Analysis COMM 215 Essentials of College Writing Case Analysis In this case study analysis of Carl Robins a number of problems related with the recruiting process transpired. To obtain a clear understanding of what went wrong and the best way to solve these problems, a case study analysis is the way to go in an attempt to identify and recommend ways to improve this process for recruiting new trainees for ABC, Inc. Furthermore, ABC Inc., made the incorrect assessment by appointing Carl Robins to the job of enlisting new hires. Mr. Robins’ had this position for only six months and was put on his own. He should have known that he needed to put more preparation and on-the-job training into this job. As a recruiter is accountable for the course of action of hiring, induction, medical screenings, and record filing to complete the hiring in many companies. With two to three weeks until orientation is to start, Carl has too much going on. This mishap causing a lack of organization, planning, scheduling, and there is a good chance the training will not be able to happen until at least the beginning of July, because the computer room was double booked. To see how this started lets go back to early April, Carl Robins was hired for ABC, Inc., to recruit new hires for the company. He had enormous strides in his efforts, in spite of employment at his new job for only six months. Robins hired 15 new trainees for Ms. Carrolls in the operations department...
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... Comm/215 Version 10 Virginia Peralta 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...
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