Case_Study_of_Abc

Case study of ABC, Inc. hiring process Introduction As a company, the ABC firm needs to work on setting concrete guidelines and procedures for the hiring of new employees and scheduling of its resources. Background While ABC, Inc. seems to have some policies in place (mandatory drug testing, manuals, physicals, etc) the procedure for implementing these policies seems flawed. Was there a procedure in place for scheduling of the training room' Did the recruiter have access to all of the resources that he would have needed to be successful' Or, is the problem just that the company hired an ineffective recruiter' Take the central problem, and place it in a context for the reader providing background information about the case. Do not reiterate or rehash the facts stated in the case. Rather, place the case in a research context. The background section demonstrates to the reader that you have conducted research, either academically or in the field, regarding the types of problems that the case study describes. Be sure that your written presentation focuses on your diagnosis of the problems on the most important issues. Key Problems The first person responsible for the failure of this project is the recruiter. Though inexperienced, he should have been able to handle the responsibilities that accompanied his position. He was provided adequate time to prepare for the orientation of the new hires, yet failed to manage that time effectively. He was aware of various company policies regarding the hiring of new employees (drug testing, application process, orientation) yet failed to adequately plan for any of them. For example, had he checked the conference room’s scheduling log earlier, he may have found that it was booked and had time to make alternative plans. Or, if scheduled early enough, he may have found that the room had not yet been booked and been able to reserve it for his needs. The next person responsible for the failure of this project is the operations supervisor. While she did provide adequate time and resources to the recruiter to complete the task, she should have communicated more often about the progress of this initiative. Being that the ultimately responsibility for the success or failure of the recruits rests with her department (and with her specifically) more care should have been given to be sure that everything was in place for their proposed start date. Alternatives Now that you have conducted research and placed the problem(s) into a context, you will have informed choices about the alternative solutions to the problem(s). You are not expected to analyze all possible alternatives. However, you should have considered several alternatives when you formed your opinion about the case. Discuss these alternatives and why you rejected them in determining your solution to the case. Why are these viable alternatives' What are the constraints (e.g. money, time, personnel, resources) imposed and the reason that you do not recommend the alternative at this time' Proposed Solution ABC, Inc. would benefit greatly from an implementation of organized checklist for several areas of its operations, including the hire of new employees. A checklist would eliminate errors in the processes and provide a centralized, living, and updatable document that could evolve as the company policies change. A checklist provides a standardized list of every step in a process. This checklist should walk the recruiters through the required fields for new hires. The checklist should include a schedule for completion of each step in the hiring process. The checklist should include an updated list and location of all required manuals, written policies, and employee booklets. This checklist should be coordinated through the operations supervisor and all department heads. Also a deficiency was noted in the scheduling process for the use of the training room. A standardized scheduling process that is accessible to all employees should be implemented. The implications of not incorporating this recommendation could be as follows: 1. The hiring process will stay ineffective. 2. Deficiencies in the hiring process will go unidentified. 3. Recruiters will be unsuccessful in their jobs, hurting morale and productivity. 4. The company could become liable for legal action from not providing information on its policies for certain undesirable situations. 5. The company could lose valuable experienced employees due to simple mistakes in the hiring process. 6. The company can incur additional cost in training material and disruption of scheduled activities. 7. The company could lose potential employees because of unhappy employees talking about their experience with the company. Recommendations The best recommendation that Carl could do is starting by making sure that a schedule for the meeting rooms is updated every day in order to not make the mistake of assuming he could have that meeting room. Have a checklist for the new recruits to help them better understand what the process is for the employment with the company. Have a training schedule of the times, dates, and what the training session will be about. Most of all have communications with everyone in the company in regards to any problems, meetings, training to run a better company with not having a lot of problems that most companies have.