Carl Robins Essay

This case select pertains to an employee by the name of Carl redbreasts. He has been employed by ABC, Inc as a Campus Recruiter for sise months. In early April, during Mr. redbreasts first-class honours degree six months of employment he successfully recruited 15 crude hires. The naked trainees were to report to Monica Carrolls, the Operations Supervisor, as they would be working under her. (University of Phoenix, 2014)This case study analysis of Mr. Robins is in congress to the numerous starts that transpired surrounded by April and June fifteenth. To obtain a clear understanding of the complications that transpired, the lodge believes that it would be in their best interest to consult a securely to look into the ships lodges issues and to divine service solve the troubles that defecate emerged this may be the most effective method to identify and recommend ship canal to improve ABC, Inc.s recruiting of new trainees. I. ISSUES THAT TRANSPIREDThe consulting firm cam e into ABC, Inc. and thoroughly examined background info on the situation. There were many key problems that had been identified during the evaluation. The issues that ABC, Inc. was facing were concentrate on on Mr. Carl Robins, ABC, Inc.s Campus Recruiter and withal on the company ABC, Inc. To begin, Mr. Robins has been with the company besides a short six months. The consulting firm believes that Mr. Robins lacks get down, training and supervision. The firm also believes that ABC, Inc. did not train him properly nor did it provide him with the hit the sackledge he compulsory to proceed properly with the hiring process.He lacked experience and knowledge of the hiring process and he was still allowed to hire 15 newtrainees for the Operations Supervisor, Monica Carrolls. Although hiring 15 new trainees is great accomplishment for a new employee, this might start been in like manner many employees to be hired at once for a first recruitment. Because he is still new to ABC, In c., learning more or less twenty-four hours to day operations, the hiring of 15 new trainees can be overwhelming, even to the most experient of people.An new(prenominal) issue Mr. Robins was facing, was the lack of communication between him and the other employees in the office. On May fifteenth, he was rivaled by Monica Carrolls about the following issues the training schedule, orientation course, manual(a)s, policy booklets, physicals, drug tests, and a host of other issues, which Carl would coordinate for the new hires. Once again, Carl assured the Operations Supervisor, Monica Carrolls, that he would have everything work outd and arranged by the June 15th orientation.After further review, Carl had cognise that when going away through and through the new trainee appoints to finalize all the paperwork for the June 15th orientation applications for some of the new trainees had not been absolute. Also, there were no transcripts on file and n nonpareil of the 15 trainees ha d been sent for the mandatory drug screen. Another problem Carl had was that the orientation manuals were lacking several pages from each of them and he only had troika copies of the manuals. Lastly, upon checking the conference room to confirm the date of the orientation, he had not cognise that the conference room had been booked for the strong month of June by the engine room Services Department. There atomic number 18 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 addressed. reappraisal of addressed issues1. Incomplete employee applications2. Mandatory drug screens were not scheduled3. Employee transcripts were not on file4. Incomplete orientation manuals5. Shortage of orientation manuals6. choice scheduling conflictsII. PROBLEM SOLVING SOLUTIONSAfter the case review of Carl Robins, questionion of possible solutions available to rectify the situations at hand a nd the proposed solutions that Mr. Robins should take have been reviewed. Starting with concerns and issues, numbers one through three, the incomplete employee applications Carl postulate to contact the 15 new hires and crystallise them assured of the absence in their records and have them complete the applications that need to be submitted to the benignant Resources Department along with a transcript they also have to complete a mandatory drug screen preliminary to orientation. Carl needs to practice 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 paucity of the orientation manuals.The orientation manuals were short by 12 Carl needs to make arrangements with company in house copy psyche to finish completing the orientation manuals he needs or he must contact an orthogonal company to help rectify the need for the orientation ma nuals. Carl needs to have a Main Copy Manual make for himself or the next person that is in his position. A hard copy manual is something that should be kept on file, so that pages will not be mis ordinated 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 let supervisor or another staff member might be a good 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 reform 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 comprise orientati on that is to take place on June 15th due to the Technology Services Department holding training for the whole month of June. Whether the system that they choose be a schedule pillow slip paper establish or web based, ABC, Inc. should have something in place so errors like these do not occur again. A passport of a web based calendar and have one person take control 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 establish bimonthly or monthly start dates to coincide with the companys pass periods. Have 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 system for reserving the conference room and Carl needs to go ahead and have this room on a reoccurring basis. It will be easier to cancel the taciturn room rather 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 upper berth management hold a meeting to discuss implementing the proposed solutions should be an additional 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 vital 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 n eeded to complete employee records. Carl 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. on the whole 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 overcome 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.