...Case Analysis Comm 215 October 15, 2013 – November 18, 2013 Executive Summary Introduction Carl Robbins is a recruiter who needed to hire 15 people. He hires them; however, he does not check to make sure everything has been done correctly. The new applicants did not complete the drug test, training guides were not prepared, and Carl did not have free space for orientation. Background Carl has steps that need to be followed in the complex process of hiring. There are job postings, checking, selecting the prospective employees. Interviewing and hiring take necessary steps to follow. Drug testing and background information must take place as well. Proposed Solution In this situation, the best way is to address each question separately, and coordinate actions in the full and extended plan that will determine the type of action for each day before the deadline. Introduction Carl Robbins was charged with the hiring of 15 people as a new campus recruiter of ABC, Inc., and he completed his mission in the defined term. Inexperienced and maybe, not remembering his training, he did not complete the appropriate actions for hiring these people. Carl failed to prepare for the people to be working by July because he forgot about different supporting materials, which go together with hiring. His boss Monica Carroll, the Operations supervisor...
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...Introduction Mr. Robins, a new recruiter of ABC, Inc. hired several new trainees with the intentions that they will start working at the organization within a month. With the start date quickly approaching, Mr. Robins discovers that the new hires are not prepared to begin employment. Most of them do not have all required documentation and none of them completed the mandatory drug test. Mr. Robins needs to contact all new hires immediately, in order to complete all prerequisites needed to finalize their application process, on time for their start date at ABC Inc. Additionally, Mr. Robins should seek extra training on the new hire application and training process. Background Mr. Carl Robins is a new recruiter to ABC Inc. and has been employed with the company for about six months and just experienced his first recruiting attempt. Mr. Robins hired 15 applicants with the intentions that they would start training on June 15 and start working some time in July. Right after the Memorial Day weekend, Mr. Robins discovers that the new hires are not ready to start on June 15 after looking through their files. Some applicants did not have applications completely filled out and some had their transcripts and all but three orientation manuals missing. He also noticed that all applicants did not take the mandatory drug test. Additionally, he finds that the orientation room is booked throughout June. Key Problems Key problems are that the new employees are unprepared for the June 15 start date...
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...his attempt for a smooth transitional orientation, was hoping to have the15 newly hired trainees working for the Operations Supervisor Monica Carrolls by July. But because of his inexperience his first recruitment went wrong. ABC Inc. extended the offer of employment to 15 individuals. The orientation for the new employees is set for June 15, which gives the recruiter, Carl, two weeks to ensure everything is prepared and ready for their arrival. Carl discovered several major roadblocks barring the individuals from beginning work on time. To identify the key problems and establish potential solutions, Carl must begin by analyzing what must be done, what date it must be done by, and who will be responsible for completing the task. To obtain employment with ABC Inc., the new associates must have proper applications and transcripts, a successfully completed drug test and physical examination, and a full company orientation. If the employees are to begin orientation on June 15 as scheduled, all documentation and medical examinations must be completed prior to or no later than the 15th. As the recruiter, Carl is responsible for ensuring these steps are completed. With the stipulations of what, when, and by whom each requirement of employment is to be completed, the key problems are next to be analyzed. Carl and the new employees face a short amount of time to correct four categories of key problems. The key problem’s Carl needs a solution to are; competed documentation...
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...mirror. In consequences, I reflected on the message I intended to send through this case analysis study. The peer review comments helped me mostly in accepting and to be open to other’s suggestions and feedback. Another positive aspect of this exercise is also acquiring the possibility to read and reflect on my peers work also and learn from their strength and weaknesses, so it is beneficial in both ways. The least helpful aspect in this review is that I wished that my peers gave me more palpable examples regarding what I should avoid and what I should reinforce. Carl the new campus recruiter for ABC, Inc., has promised Monica, the operations supervisor that he will deliver 15 new hires by June 15. Assuming that the process of hiring is as simple as he made it sound. These employees, according to Carl will be ready and capable to fulfill the company’s orientations. Carl is unrealistic and unprepared about his plan, as he found that he would not be able to deliver what he has promised. Principally because the candidate he hired were not properly screened for drug tests, nor completed their applications and their transcripts were not on file. This clearly demonstrates Carl’s lack of management skills. Carl is overly confident that everything will fall in place as...
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...Adunni Easton University of Phoenix 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...
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...SNCM Case: The Mumbai Job It was a cloudy day in Bangalore when I got the email. The weather was cool and pleasant and I had just finished my lunch. The email changed the complacence and deep satisfaction in my mind. The mail was sent via the most popular online professional network which had become the most used website by headhunters and job hunters. September 2010 was not exactly the peak hiring season as the global economy was still showing no signs of recovery from the recession; and I was not actively looking for a job. So, I was pleasantly surprised to see an email from a big firm in India which sought to talk to me about an open position they had in Mumbai. Little did I know how much that one email would change the next few years of my life! I thought for a while about the invite and decided to “give it a try”. After all, I had nothing to lose if I didn’t make it through the first round of interviews. But secretly, I knew I would go all the way to the final round because I was an expert in a proprietary technology which was used in just 3 companies across India and I was the best trainer in that field. This was cemented by a line in the job description which required “training experience is a must”. So, at the back of the mind, I was just curious to know “what am I worth in the market today?” Thus, began my story which ended with the first salary negotiation of my life. About the Company L&T Infotech is a subsidiary of Larsen & Toubro (L&T), which is the largest...
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...Case Study Analysis Paper Josh Lee COM215 August 11, 2014 Sara Wallace Case Study Analysis Paper ABC Inc., is in need of 15 new trainees and has entrusted their new campus recruiter Carl Robins with the task. The company’s Operations Supervisor, Monica Carrolls will be gaining these trainings in her department and is expecting them to be in orientation by June 15 and begin working by July 1st. While it is possible for Robins to complete everything by June 15, it is not guaranteed, and there are many obstacles to overcome in a short amount of time. Robbins hired 15 new trainees for Carroll, and was confident that he would have the trainees ready for orientation by June 15 and ready to work by July 1st. The new trainees paperwork was not reviewed until the last week of May, by then it was determine nothing was prepared for June 15’s orientation. Applications were incomplete, none of the trainees had complete their drug test, their transcripts were not on file, orientation packets were incomplete, and finally, the training room was already booked for the entire month of June. At this point in the analysis, it would seem Robins will be unable to conduct orientation on June 15, due to the fact he is unprepared and running out of time. The key issues ABC Inc. and Robins face are the following: the incomplete orientation manuals and the 15 new trainees that have not been drug tested. Currently, Robins has only three orientation packets, and they are missing several pages, when...
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...Interview Preparation & Technique 1 2 INTERVIEW FACTS Have your facts ready – your skills, experiences, purpose and goals. Interviewers do not appreciate unprepared people. How you answer is as important as what you say. Candidates, who answer questions with two or three sentences, have a greater chance of securing the job ahead of candidates who give one-word answers, i.e. Yes or No Listen carefully, smile, nod and agree where appropriate – show the interviewer that you respect them and you are interested in what they are saying. Jobs are given more often to people the interviewer warms to. Make sure you establish a rapport with the interviewer. Do not discuss your problems – interviewers like and look for problem solvers! Interviewers will look for your negative aspects. Don’t let them find any! You will impress the interviewer if you discuss the tasks of the position rather than the pay. It will also impress the interviewer if you have some questions prepared to ask at the interview. 3 PREPARATION Do some research into the organisation concerned. Some good sources include: Campus Careers service Library Professional body Recruitment consultancy Family and friends Internet You can also find useful information in publications such as Graduate Opportunities, Business Who’s Who, Compass Australia, BRW and Jobson’s Year Book Prepare a list of questions you want to ask about the organisation and the position – think ahead! Such questions might include: Do you have a...
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...1.0 ORGANIZATION OVERVIEW 1.1 .History of the company: Banglalink is the second biggest telecommunication service provider in the local market of Bangladesh. Banglalink has a subscriber base of 7.88 million. It is a wholly owned subsidiary of OrascomTelecom. Banglalink had 1.03 million connections. The number of Banglalink users increased by more than 253 per cent and stood at 3.64 million at the end of 2006 and ended 2007 | Orascom Telecom Bangladesh Ltd | Year Founded | November , 1996 | Headquarters | Tiger House Gulshan Avenue, Gulshan Model Town , Dhaka | Industry | Telecommunication | Products/services | Telephony , GPRS | Patent | Orascom | Slogan used for business | Making a difference | Website | http://www.banglalinkgsm.com | at 7.1 million connection base, making it one of the growing operator’s .Bangladesh has the lowest telephone penetration rates in the world and even in South Asia. Basing our findings on to a report by the International Telecommunication union (ITU), only 1.56 among 100people of Bangladesh own telecom facilities. When Banglalink entered the Bangladesh telecom industry in February 2005, the scenario changed with mobile becoming useful and affordable communication tool for people. In a year of operation, Banglalink became the fastest growing mobile operator of the country with a growth rate of 257 percent. This was achieved with innovative and attractive products and services targeting the different market segments;...
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...Just as Pace (2006) says “There is a new era in business and companies have move up to a global platforms, communication between employee have moved from the phone and face to face meetings to primarily communicating through email. Not too long ago all men wore suits and ties to work and women did not hold prominent positions in the workplace. All this has changed in the recent years. More companies are now adopting a casual work environment with less dress code restrictions and a better work/life balance. But there are still companies out there who still hold on to the traditional values of business and it’s protocols. In the next paragraphs I hope to outline the protocols and culture of Google and how it came to be, as well as compare and contrast it a more traditional company, Goldman Sach. I will also outline Google’s failed experience in China how the Google culture influenced that. Google’s Founders: Montessori Reason for It’s Culture “You can’t understand Google unless you know Larry Page and Sergey Brin were Montessori kids,” Levey (2011). Montessori schools are schools based on the educational philosophy of Maria Montessori, an Italian physician who believed children should be allowed the freedom to pursue whatever interest them. Knowing this you can really understand the culture of Google why their business protocols are unique to traditional businesses. Like so many other technology start-ups Google was founded in the mid-90’s by a pair of college buddies, Page...
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...A Guide to Your Mock Interview Smith Career Center at Virginia Tech Corner of Washington Street and West Campus Drive www.career.vt.edu 540-231-6241 ***Failure to Read this material may be Hazardous to your Interviewing Health*** Coordinator: Claire Childress, Senior Assistant Director, Career Services, 231-6241, childrec@vt.edu **If you are a person with a disability and desire assistance or accommodation, please notify our office at 231-6241** Fdfadf Coordinator: Claire Childress, Senior Assistant Director, Career Services, 231-6241, childrec@vt.edu **If you are a person with a disability and desire assistance or accommodation, please notify our office at 231-6241** Fdfadf Your Mock Interview Experience At Virginia Tech What is a mock interview?: * A mock interview is a simulation interview. Interviews will be conducted by Career Services staff members. * Although your mock interviewer is well experienced in conducting the interview, he/she may be unable to answer specific questions about your field. * The role of the mock interviewer during this portion of the interview is to advise you on appropriate questions to ask and guide you to resources that may provide you with tips on appropriate questions to ask. Purpose: * To simulate actual interview conditions in order to provide a more comfortable interview experience...
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...On-Line Distance Learning and Its Impact on the Post-Secondary Education System On-Line Distance Learning and Its Impact on the Post-Secondary Education System The $2.6-billion online education market provides an alternative to the campus classroom to meet the educational needs of a growing population of students. With the influx of newly developed online education programs from inside and outside the industry, the market flood has left many institutions scrambling to jump aboard in fear of being left behind. The institutions that will succeed must develop sufficient marketing strategies to differentiate through brand naming and market niches. Proper research and development with careful consideration to the network infrastructure and cost feasibility of programs is necessary. While the opportunities and potential payoffs of online education are endless, they may come at a heavy price for some unprepared institutions venturing into the market if they do not meet the challenges of cost feasibility, technology, market retention, and quality control. Distance-learning programs should be used to compliment and enhance the educational experience rather than damage it or lessen its credibility and benefits. The Internet age has significantly reshaped the higher education industry technological advancements in the distance-learning methodology. Increasing competition in programs throughout colleges and universities and a booming demand from...
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...301 BEST QUESTIONS TO ASK ON YOUR INTERVIEW SECOND EDITION JOHN KADOR New York Chicago San Francisco Lisbon London Madrid Mexico City Milan New Delhi San Juan Seoul Singapore Sydney Toronto Copyright © 2010 by John Kador. All rights reserved. Except as permitted under the United States Copyright Act of 1976, no part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without the prior written permission of the publisher. ISBN: 978-0-07-174128-6 MHID: 0-07-174128-3 The material in this eBook also appears in the print version of this title: ISBN: 978-0-07-173888-0, MHID: 0-07-173888-6. All trademarks are trademarks of their respective owners. Rather than put a trademark symbol after every occurrence of a trademarked name, we use names in an editorial fashion only, and to the benefit of the trademark owner, with no intention of infringement of the trademark. Where such designations appear in this book, they have been printed with initial caps. McGraw-Hill eBooks are available at special quantity discounts to use as premiums and sales promotions, or for use in corporate training programs. To contact a representative please e-mail us at bulsales@mcgrawhill.com. TERMS OF USE This is a copyrighted work and The McGraw-Hill Companies, Inc. (“McGraw-Hill”) and its licensors reserve all rights in and to the work. Use of this work is subject to these terms. Except as permitted under the Copyright Act of...
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...INCREASING SCHOLARSHIP PROGRAM EFFICIENCY 1 Increasing Efficiency in a Community College Scholarship Program Margit Brumbaugh Concordia University Portland An Action Research Proposal/Report Presented to The Graduate Program in Partial Fulfillment of the Requirements For the Degree of Masters in Education/Educational Leadership Concordia University Portland 2011 INCREASING SCHOLARSHIP PROGRAM EFFICIENCY 2 Abstract This action research was designed to increase the efficiency of a community college scholarship program. The research developed in response to a desire to increase numbers of scholarship applications from students and to streamline the selection and financial reconciliation processes at the research site. The literature search revealed these aims to be common among community college scholarship programs nationwide. Data was gathered through surveys, interviews, and observations. Data analysis suggests that passive information on the part of colleges, lack of student confidence in qualifications, and lack of student awareness of the differences in scholarship criteria are significant contributing factors leading to low rates of application. Data related to recipient selection processes show that committee training, the use of multiple reviewers, and the use of consistently-applied scoring rubrics increase selection efficiency. Results suggest further research possibilities to determine the extent to which various scholarship marketing strategies, and the manner...
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...The Best Answers to Tough Interview Questions Tell me about yourself. This is really more of a request than a question. But these few words can put you on the spot in a way no question can. Many quickly lose control of the interview during the most critical time- the first five minutes. This is not the time to go into a lengthy history or wander off in different directions. Your response should be focused and purposeful. Communicate a pattern of interests and skills that relate to the position in question. Consider your response to this question as a commercial that sells your autobiography. Provide an answer that includes information about where you grew up, where you went to school, your initial work experience, additional education and special training, where you are now, and what you intend to do next. One of the most effective ways to prepare for this question is to develop a 60-second biographic sketch that emphasizes a pattern of interests, skills, and accomplishments. Focus your response around a common theme related to your major interests and skills. Take, for example, the following response, which emphasizes computers. "I was born in Canton, Ohio and attended Lincoln High School. Ever since I was a teenager, I tinkered with computers. It was my hobby, my passion, and my way of learning. Like most kids I enjoyed computer games. When my folks gave me a computer as a reward for making honor roll my sophomore year, I mastered DOS, Windows, and WordPerfect within six...
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