As a new employee in a business life can be sometimes stressful. Many businesses will first educate and train new hires before requiring them to take on complicated processes. This prior training can be crucial for the future success of the employees, and the company; enabling the employees to learn, and manage anticipated job that may be assigned to them in their future in the business, and know their job duties.

Case Study for Student Analysis:
Training in the Workplace - Carl Robin Case Study
Successful employment in society depends mainly on proper training, assignment of duties, and expectation. A well trained employee whose responsibility has been well defined, and expectation has been set, is more likely to succeed at his job. Whereas employees that have not received adequate training, and are required to perform essential tasks in the work force are more likely to omit crucial steps such as time management, task completion, company regulations. Such employees are less likely to perform well at their duties, and responsibilities, and more likely to feel stressed, discouraged, and potentially prone to accidents depending on the duties. This case study will focus on describing problems in training in the workplace, and preventive actions that could be used to fix them in the short term, and long term.
Background
Carl Robin’s first recruitment effort proved to be successful in hiring 15 new trainees in April to work for Monica Carrols the Operations Supervisor by July. As the July dead line came closer, he came to realize that many things were going wrong in the hiring process, and started panicking.
Key Problems Carl Robin lacked certain required information and resources: training plan, orientation manuals, policy booklets, physicals, mandatory drug test, incomplete applications, incomplete transcripts, and resource scheduling conflicts. The main cause for these problem could be defined as a lack of experience, and also to the lack of training from ABC, Inc.
Alternative Plan - Short-Term
Instead of getting frustrated and panicking Carl wants to contact all the new hires, and get them to complete their applications, and transcripts. As the new hires are completing these tasks, he wants to schedule a round of physicals, and drug screenings as soon as possible. Since he currently has three copies of the orientation manual with missing pages, analyze if the 3 manuals can be salvaged to make one full manual, and photocopying 15 copies would solve that problem. As to the training room now being reserved, he would have to find a new adequate location, train the new hires in small groups in his office if he has one, or attempt to coordinate with the technology services section, and possibly share the training room. This would still give him over a month to accomplish his task, and have the new hires ready by July.
Proposed Solution and Long-Term Goals
The problem in the hiring process is not a difficult one to solve, but it does show that the company has a lack of proper procedures in place. If the procedures had been correctly implemented, Carl would have been more apt to achieve the hiring process without significant issues.
Junior employees should seek the experience, and assistance of more senior recruiters, coaches.
“Coaching at work is sometimes regarded as the latest fad. Companies are falling over themselves to provide their senior and middle managers with personal coaches, and to train them in coaching skills.
However, coaching is not new: it has always been there. Think back to someone who made a difference in your life: someone who inspired you or brought about a new perspective. It might have been a parent or teacher. Now think about what this person did to make the difference.
The chances are that they built up your confidence, supported you, and inspired you to take action – key elements in both coaching and in managing successful teams in the workplace.” (Wilson, 2004)
With proper coaching Carl would have been better prepared. Carl must develop a proper checklist, and learn from this experience, if he wants to be ready for the next round of recruitment, and have perform the process without any problems.
He should talk to his coach about the problem he encountered so that ABC, Inc. can be informed of such problems, and develop an efficient procedure to follow the hiring process of new employees. Such improvements would go a long way to guarantee the new employees and the hiring managers / recruiters are aware of the expectations before and after the hiring process, and should cover not only the hiring process. Improved procedures would also be helpful for employees to learn about the business, culture, processing, and desired attitude of each and every employees. ABC, Inc. could also create a coaches’ coaching library. Such library could include: Company policies, orientation manuals, physical requirements, drugs testing policies, and any other manual that may be pertinent to one’s employment. Resources should be made available to all employees at all times electronically, but should also be available with physical copy upon request.
Considerations
Many books, articles, and web reference can be found on the subject of training, and the potential detriments that can occur by not having a proper plan in place, whereas other articles will show the tremendous benefits, and morale impact that a properly managed plan can have on the business, and the overall employee collective.
“New employees in Wales feel let down by a lack of training resources in the workplace, according to new research. The study, carried out by market researchers Opinion Matters among 25 to 34- year-olds and their families, reveals 100% of individuals in Wales recognize the importance of training and believe it facilitates career progression.
The study supports claims that many employers fail to acknowledge this and that they don't supply adequate training schemes.
Sixty-three per cent of 25 to 34- year-olds in the region expect to be provided with training upon securing employment but an increasing number of these recruits are left feeling frustrated when these needs are not supported.” (Lack of training chances frustrates new employees: [FIRST Edition], 2006).
The days of a business just getting by, and asking its employees to just deal with it are long gone. Tasks are more complex, business seek faster revenues in shorter amount of time. Such progress, and growth may only be expected by a business, if its management is willing to spend the time to properly train, coach, and mentor its work force. Studies have shown a direct correlation between successful companies, and employee training. These studies also prove that a well-trained employee is more likely to remain at the current company than to seek new employment at a company that is more likely to have a training a program in place; thus increasing employee retention, and lowering re-training cost. This being the case, many small companies still make the mistake to cut back on training budget, and focus on what they believe to be more pressing issues. It would seems that ABC, Inc. in its current growth, has fallen into this pitfall, and the lack of training is starting to represent itself in such matters has Carl Robin’s hiring practice, and lack of knowledge. Training programs in small to medium size companies are more likely to succeed if management is involved in the program, and gives its full backing to it. If management is not adequately proficient at creating such a program, many third party companies may assist, for a cost, at creating a focused training program, centered on the needs of the company. (Haller, 2013 & Quast, 2012 & Six Sigma Online, 2013)
Conclusion
While having been a great recruiter during his first six month of his employment, Carl Robin, lacked the necessary help, and training that he should have received if the ABC, Inc. management had properly maintained a hiring process. He also lacked the initiative to ask for help, and seek the knowledge of his peers, and mentors in the company. While many people are able to manage such expectations on their own, with proper time management, tracking, and self-motivation, others like Carl need more mentoring, and direction to properly focus on the tasks, and successfully achieve the required goals. Any business that seeks to grow and prosper in these current times should institute programs to mentor, coach, and educate their employees. Well trained employees are less likely to be stressed, and more productive; they are also less likely to switch employments, leading to less re-training cost.
References

Haller, G. (2013, October 27). Effective Training Boosts Employee Retention and Bottom-line Success. Retrieved from insideindianabusiness.com: http://www.insideindianabusiness.com/contributors.asp?id=1007
Lack of training chances frustrates new employees: [FIRST Edition]. (2006, Jan 19). Retrieved from http://search.proquest.com.ezproxy.apollolibrary.com/docview/341523993
Quast, L. (2012, May 14). Want Your Company To Succeed In The Future? Invest In Employee Skills Training Like Deloitte LLP. Retrieved from forbes.com: http://www.forbes.com/sites/lisaquast/2012/05/14/want-your-company-to-succeed-in-the-future-invest-in-employee-skills-training-like-deloitte-llp/ Six Sigma Online. (2013, October 27). Maximizing Employee Training. Retrieved from sixsigmaonline.org: http://www.sixsigmaonline.org/six-sigma-training-certification-information/maximizing-employee-training.html Wilson, C. (2004). "Coaching and coach training in the workplace". In C. Wilson, Industrial and Commercial Training (Vol. 36 Iss: 3, pp. 96 - 98).