Case_Study

Running head: CASE STUDY FOR ABC, INC. Case Study for ABC, Inc. Tom Stuart University of Phoenix Essentials of College Writing Comm/215 Nancy Fraleigh March 16, 2010 Case Study for ABC, Inc. As I review the chain of events that led to Carl’s panic, one has to begin to wonder what and where things did began to unravel. There were a number of mistakes and miscalculations that I observed from: Carl’s orientation to the ABC Inc, Carl’s ability to follow through, Carl’s ability to stay calm under pressure and how he interacted with fellow employees. Nevertheless, one has to wonder; did the new hires complete orientation and start by July as Carl was hoping' As a Human Resources professional I can attest to the importance of staring employees on the right foot and to keep them on track we must follow up to ensure policy is being followed. Carl himself was a relatively recent hire and should be versed on the proper procedures for new hires. The key to the success of new employees is how you orientate them to the organization. Get them started on the right foot will ensure new hires understand the proper protocol and company policies. Carl was hired as a new campus recruiter for ABC, Inc. Having been on the job for six months, this was his first recruitment effort, one has to wonder what has Carl been doing leading up to this successful effort' Carl started six months prior to this new group of employees were to be hired. We have to explore how Carl was introduced in to the company and who was Carl’s supervisor and support system throughout the first six months. There appears to be a breakdown in how Carl was introduced into the standard operation procedures of ABC Inc. Carl recruited 15 new hires, but did not ensure their paperwork was completed to satisfaction. Carl hired 15 new trainees for the Operations Supervisor; he scheduled the orientation to take place on June 15 with the new hire start date around the first of July. Between the time the new trainees were recruited and the date of orientation, what did Carl do to prepare' In preparation of the orientation, Carl was contacted by Monica about the train schedule, orientation manuals, policy books, physicals, drug screens. With out checking to ensure all documents were completed Carl assured Monica that everything would be arraigned on time. Carl confirmed that these would all be completed on schedule. Carl did not review any document until 15 days before the scheduled operation. Upon realizing that documents were missing, drug screens had not been completed, and the orientation documents were missing pages, Carl panicked. This will lead to further breakdowns as Carl tried to put this orientation together. Drug screen take at least 3 days to get results and Carl was up against the wall. Carl being frustrated decided to go for a walk, which is ok to clear one’s head and to try to strategize the next move. Instead, Carl went to check the conference room only to find that it was occupied and would be for the next month for computer training. This put Carl into panic mode and he seemed to shut down. Carl is shouldering this burden of having an orientation for 15 new hires all to himself. Carl needs to enlist the help of others with in his organization to accomplish this task. Where was Monica and Carl’s supervisor' Did they not recognize there was a problem' An even bigger question is did Monica and Carl’s supervisor see that this was headed for disaster and they let Carl take the fall' While Carl did not follow through with his commitment to ensure the orientation would happen as scheduled, there are other persons at fault. The company did a poor job indoctrinating Carl to their Standard Operational procedures for new hire paperwork, orientation manual, drug screens, scheduling the conference room and the orientation manual. Who is Carl’s supervisor; this individual has to take some responsibility for the lack of follow through and not watching how Carl was performing. Carl was thrown out into this situation unprepared to take on this responsibility. Monica needs to take some responsibility as well; she is the supervisor for which these new hires were coming in to work for. One would think that she having a stake in the completion of this process would not wait until it is too late to ask questions and to get involved. Did these 15 new hires start on time' The solution to the orientation schedule could have been fixed somewhat easy has Carl. Carl could have scheduled all new hires to come in one at a time to complete their new hire paperwork, this way Carl could ensure that the paperwork was completed to his satisfaction. Once he realized the orientation was going to be able to take place at the office he could have tried a number of facilities at no cost to ABC, Inc. he could have contacted the local Employment development Department to see if they have a room available or he could have contacted the campus he recruited the new employees from he even could contact his local University of Phoenix campus and schedule a room to use. The result of this analysis is Carl was not indoctrinated properly to the proper protocol of ABC, Inc, further Carl showed very poor follow up skills, and did not function very well under pressure. In time and with the right mentorship Carl will be a successful recruiter for ABC Inc.