Case Study on Carl Robins
July 28, 2014
Dr. Yolanda Orizando-Harding
Case Study on Carl Robins
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 early April, during Mr. Robins first six months of employment; he successfully recruited 15 new hires. The new 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 relation to the numerous issues that transpired between April and June 15th. To obtain a clear understanding of the complications that transpired, the company believes that it would be in their best interest to consult a firm to look into the company’s issues and to help solve the problems that have emerged; this may be the most effective method to identify and recommend ways to improve ABC, Inc.’s recruiting of new trainees. I. ISSUES THAT TRANSPIRED
The consulting firm came into ABC, Inc. and thoroughly examined background information on the situation. There 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 also on the company ABC, Inc. To begin, Mr. Robins has been with the company merely a short six months. The consulting firm believes that Mr. Robins lacks experience, training and supervision. The firm also believes that ABC, Inc. did not train him properly nor did it provide him with the knowledge he needed to proceed properly with the hiring process. He lacked experience and knowledge of the hiring process and he was still allowed to hire 15 new trainees for the Operations Supervisor, Monica Carrolls. Although hiring 15 new trainees is great accomplishment for a new employee, this might have been too many employees to be hired at once for a first recruitment. Because he is still new to ABC, Inc., learning about day to day operations, the hiring of 15 new trainees can be overwhelming, even to the most experienced of people.
Another issue Mr. Robin’s 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, manuals, 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 completed and arranged by the June 15th orientation.
After further review, Carl had realized that when going through the new trainee files to finalize all the paperwork for the June 15th orientation; applications for some of the new trainees had not been completed. Also, there were no transcripts on file and none of the 15 trainees had been sent for the mandatory drug screen. Another problem Carl had was that the orientation manuals were missing several pages from each of them and he only had three copies of the manuals. Lastly, upon checking the conference room to confirm the date of the orientation, he had not realized that the conference room had been booked for the whole month of June by the Technology Services Department. There 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 issues:
1. Incomplete employee applications
2. Mandatory drug screens were not scheduled
3. Employee transcripts were not on file
4. Incomplete orientation manuals
5. Shortage of orientation manuals
6. Resource scheduling conflicts
II. PROBLEM SOLVING SOLUTIONS
After the case review of Carl Robin’s, discussion of possible solutions available to rectify the situations at hand and the proposed...
References: (2014). Case study: carl robins. University of Phoenix.
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