Carl Robins Essay

This case study pertains to an employee by the name of Carl Robins. He has been employed by ABC, Inc as a Campus Recruiter for six months. In previous(predicate) April, during Mr. Robins first six months of employment he successfully recruited 15 stark naked learns. The brisk-made vituperateees were to report to Monica Carrolls, the Operations Supervisor, as they would be massageing on a lower floor her. (University of Phoenix, 2014)This case study analysis of Mr. Robins is in relation to the numerous aftermaths that transpired mingled with April and June 15th. To obtain a clear understanding of the complications that transpired, the partnership believes that it would be in their best interest to consult a firm to look into the attach tos issues and to support solve the problems that have emerged this may be the virtu all(prenominal)y effective method to identify and recommend ways to improve ABC, Inc.s recruiting of spic-and-span trainees. I. ISSUES THAT TRANSPIREDThe consulting firm came into ABC, Inc. and thoroughly examined background information on the situation. at that place were many key problems that had been identified during the evaluation. The issues that ABC, Inc. was facing were centered on Mr. Carl Robins, ABC, Inc.s Campus Recruiter and withal on the participation ABC, Inc. To begin, Mr. Robins has been with the company merely a before long six months. The consulting firm believes that Mr. Robins lacks experience, steriliseing and supervision. The firm also believes that ABC, Inc. did not train him by rights nor did it provide him with the companionship he motiveed to proceed properly with the hiring process.He lacked experience and knowledge of the hiring process and he was salve allowed to hire 15 new trainees for the Operations Supervisor, Monica Carrolls. Although hiring 15 new trainees is great execution for a new employee, this might have been too many employees to be hired at once for a first recruitment. Be cause he is still new to ABC, Inc., learning about day to day operations, the hiring of 15 new trainees arouse be everywherewhelming, even to the most experienced of people.Another issue Mr. Robins was facing, was the lack of communication between him and the other employees in the office. On May 15th, he was contacted by Monica Carrolls about the following issues the training schedule, orientation, manual(a)s, policy booklets, physicals, drug tests, and a host of other issues, which Carl would form for the new hires. Once again, Carl assured the Operations Supervisor, Monica Carrolls, that he would have everything unblemished and put by the June 15th orientation.After further review, Carl had realized that when going with the new trainee levels to finalize all the paperwork for the June 15th orientation applications for some of the new trainees had not been completed. Also, on that point were no transcripts on file and none of the 15 trainees had been sent for the compu lsory drug screen. Another problem Carl had was that the orientation manuals were absent several pages from each of them and he only had three copies of the manuals. Lastly, upon checking the convention mode to confirm the date of the orientation, he had not realized that the conference dwell had been booked for the whole month of June by the engineering Services Department. at that place are several concerns or issues that need to be addressed and that Carl and ABC, Inc. need to rectify. Below are the listed issues of these concerns that will be discussed. Review of addressed issues1. partial employee applications2. Mandatory drug screens were not scheduled3. Employee transcripts were not on file4. Incomplete orientation manuals5. Shortage of orientation manuals6. Resource scheduling conflictsII. chore SOLVING SOLUTIONSAfter the case review of Carl Robins, discussion of come-at-able solutions available to rectify the situations at hand and the proposed solutions that Mr. Rob ins should stockpile have been reviewed. Starting with concerns and issues, tots one through three, the incomplete employee applications Carl of necessity to contact the 15 new hires and carry them aware of the absence in their records and have them complete the applications that need to be submitted to the Human Resources Department along with a transcript they also have to complete a required drug screen prior to orientation. Carl needs to set a deadline for the mandatory drug screens to be completed prior to the June 15th orientation training. On the concerns and issues, number four and five, the incomplete orientation manuals and the shortage of the orientation manuals.The orientation manuals were short by 12 Carl needs to make arrangements with company in house feign soul to finish completing the orientation manuals he needs or he must contact an impertinent company to help rectify the need for the orientation manuals. Carl needs to have a Main Copy Manual made for himse lf or the next person that is in his position. A hard copy manual is something that should be unplowed on file, so that pages will not be misplaced and there will always be one on file. Carl seems to lack knowledge of ABC, Inc.s policies and procedures. He must get to know the material in the companys orientation manual prior to the July orientation. Reading over the material prior to the orientation and also going over what he will be saying to the new hires with his own supervisor or another staff member might be a honest way to go about this.Mr. Robins can also make key notes to have for himself during the orientation so he can be prepared prior to the training. Lastly, on issue and concern number six. ABC, Inc. must make arrangements to find a better way to coordinate the availability of the conference room or rooms. By not having arrangements in place for this, Carl currently does not have a place to stick orientation that is to take place on June 15th due to the Technology S ervices Department holding training for the whole month of June. Whether the arranging that they choose be a calendar type paper ground or nett based, ABC, Inc. should have something in place so errors same(p) these do not occur again. A recommendation of a web based calendar and have one person take keep in line of it is suggested. III. PROPOSED COMPANY SOLUTIONSThe proposed company solutions that should take place are refer all applicants to the Human Resources Department and also for all new employees pay bimestrial or monthly start dates to coincide with the companys tolerate periods. surrender orientation manuals printed either by an in house copy person or have orientation manuals completed by an outside company. Lastly, ABC, Inc. must set up a calendar corpse for reserving the conference room and Carl needs to go ahead and reserve this room on a reoccurring basis. It will be easier to cancel the reserved room instead than to go scrambling looking for a room to hold orientation in. A web based calendar controlled by one person is what is recommended.Having f number management hold a act asing to discuss implementing the proposed solutions should be an special step to take for all corporate management. Also, upper management should meet on a monthly basis to discuss issues that may be happening within the company and use critical thinking skills to help determine what steps they need to take to help their employees better themselves at their jobs. This will bring good morale to the company and will make for a better work environment. CONCLUSIONIn conclusion, Carl Robins is an employee of ABC, Inc. and has been working for the company for just six months. He holds the position of Campus Recruiter and on his first recruitment hired 15 new trainees. Carl lacked supervision, knowledge and experience and was not ready for such a large task. He was missing applications and mandatory drug screenings that were needed to complete employee records. Ca rl also did not have proper completed orientation manuals. These issues led to a case study of Carl and ABC, Inc. and proposed solutions were recommended. The recommended solutions are as follows1. Refer all applicants to the Human Resources Department2. All new employees to establish bimonthly/monthly start dates to coincide with pay periods3. Orientation manuals to be printed in house or by outside company4. Have a hard copy manual made of orientation manual5. Set up a web based calendar system for reserving conference room or roomsIt is not impossible to flood out these issues, the proposed solutions if set in place should make for a better work environment for the employees of ABC, Inc.References(2014). Case study carl robins. University of Phoenix.