Case Study Analysis Paper

Introduction
ABC, Inc., hired Mr. Carl Robins as the campus new recruiter. He was responsible for recruiting qualified candidates and processing them through the company’s orientation class. Employed at the company for only six months he recruited fifteen new hires. The company current new hire process and procedures was obsolete. Carl’s coordination in the preparation and execution fell short in the overall set-up of the new employee orientation. ABC, Inc., new hire process and mentoring program failed to match an experienced employee with Mr. Carl Robins during his initial six months on the job. An experience mentored could have effectively provided a smooth transition in preparation of coordinating the new hire orientation for the new employees.

Background
Mr. Carl Robins recruited and hired fifteen new personnel in early April. The new trainees will work for Monica Carroll’s, the Operations Supervisor. Carl goal was to have the new employees start work in July after the completion of the new employee’s orientation on the 15th of June. Monica, followed-up with Carl on the 15th of May in regards to an up to date status on the scheduled training and the policy booklet for the new hires. Also, the mandatory drug screening tests a requirement before attending the new employee orientation. Carl ensured Monica that everything was on track for the 15th of June scheduled orientation and the new hires are just waiting to attend the class. After the Memorial Day holiday, Carl was verifying and finalizing

the paperwork for the 15th of June orientation class; he realized that many of the new employees' did not complete the mandatory drug screening, applications were incomplete, and none of the files had transcripts. Carl became worried when he found only three copies of the orientation manual, but many pages were missing from each manual. In addition, Joe from technology services had double book the conference room, for the day he requested in June. Carl took a walked to process his thoughts on how to fix the mess without changing the date to orientation.
Carl knew he was going to have work some long hours in order for him to meet Monica start date expectations. Carl had the new hires to complete their applications. After completion of the application he scheduled a drug screen test appointment to be complete within 24 hours. He faxed the transcripts request out to the new hires education institutes for all of the fifteen new hires.

Key Problems
There were numerous problems with ABC, Inc., new hire process and procedures. Carl’s immediate supervisor should have provided a better oversight in required a weekly detailed status update. The verification of the applicant’s job applications completion should have been the first step. Carl failed to schedule the mandatory drug screening after the verification of the applications. His first month should be spent on getting himself familiarized with ABC, Inc., process and reviewing the company’s orientation material.

Alternatives
Why was not the supervisor fully engaged by requiring a weekly update? Did Carl attend a new hire orientation? If so, who was the coordinator of his orientation? Carl could have issues with multitasking and time management. How much detailed did ABC, Inc., put into the job description? Maybe, Carl inflated his qualifications on his resume?

Proposed Solutions
ABC, Inc hiring process and mentoring program was nonexistent. Establishing and implementing a welcome board check-in process for new hire will ensure the new employee will start work on their start date. The company Carl failed coordination and execution is a direct reflection on the ABC, Inc., objectives and mission. A mentoring program should be implemented to ensure an easy transition within his or her new workplace. Create a new-hire check-in and check-out check list this will alleviate requirements from falling through the cracks. Designate monthly a place holder for a primary date and alternate day that orientation can be schedule. Two designated days for orientation will alleviate overbooking concerns. As the point of contact, permission for granting who can use the conference room on your primary or alternate day will be the responsibilities of the recruiter. ABC, Inc., should look into create a portal on their intranet to upload the orientation manual. Of course, this process will save time and paper. In order, to provide situation awareness up amongst the company leadership a weekly meeting at the beginning of the week or the end of the week should be performed within their designated department. Carl created this unorganized cluster and his take way from this lesson learned should be to ask for help if the tasks are behind or the job becomes overwhelming.

Recommendations
ABC, Inc., should create a new employee check-in prior to starting orientation. The company should direct each work area to create a set of standard procedures to follow for new hires. For an immediate resolution for Carl, he needs to inform his immediate supervisor now, so she will not get blindsided of not knowing the current situation. Carl’s needs to complete each task expeditiously, and if he requires assistance then he should just ask his supervisor for help.

Reference:
University of Phoenix. (2007) Week Two supplement, Case Study for Student Analysis.
Electronically retrieved January 22, 2007 from University of Phoenix, Week Two,
Resource. COMM215 Essential of College Writing.