...Introduction The purpose of this case analysis is to identify problems facing Carl Robins, a new employee recruiter for ABC, Inc. Carl has been with the company six months and during that time he has successfully recruited 15 new employees to the company. A successful orientation depends on the recruiter’s ability plan and planned and executed on board execution can lead to stress for the team members, managers, and new hires. A poorly coordinated project effectively Background Carl Robins is a new employee recruiter for ABC, Inc. Carl has been with the company for six months and successfully recruited 15 trainees in early April. He has scheduled his first new hire orientation for June and hopes to have the employees working by July. On May 15 Carl was contacted by Monica Carrols, the Operations Supervisor, about issues regarding the orientation. She wanted to make sure the drug screening, schedule, manuals, physicals and other issues were completed prior to orientation. Carl assured Monica that everything would be done but he procrastinated until the day after Memorial Day to begin working on key parts of the orientation. Carl had almost two weeks left until orientation and key things were not completed. When he found the Orientation Manuals most of them had missing pages in them. Since Carl has procrastinated, all of his efforts to conduct an employee orientation have encountered some unexpected delays. Key Problems Carl's first problem is the training room for new...
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... Introduction Carl Robins who is a rookie for ABC Inc. was given the task to hire 15 new employees and have them in orientation by June 15. Being that Carl was so new to his position he accepted the offer of being in charge of these employees without taking into consideration what his task really would consist of and the process of getting it done. Background On May 15th Carl receives a phone call from Monica which was the person these fifteen people would be working for. When Carl answers the phone he sounds positive toward Monica as she is kind of high through the checklist Carl with a smile on his face and laughing loudly assures her that she has nothing to worry about that everything she is asking for is already done and taken care of and that everything is ready to go for orientation day. Monica hangs up the phone relieved knowing that everything is going accordingly to plan. Once Carl hangs up the phone and starts digging through his new hire files that huge smile that he had in his face went away, it completely disappeared. His eyes grew big and his nostrils opened up and his heart started pounding as he began to sweat cold. Carl had then realized that ¾ of his new hires didn’t have an application completed. Some employees only had their first and last name on their application along with a contact number but some employees didn’t even have a contact number some just had an email address or others just a home address with no other contact info. Carl had personally instructed...
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...Case Analysis Carl Robins and ABC Incorporated COMM/215 July 9, 2012 Langenbach Case Analysis Carl Robins knew his life would change with the new recruiter position for ABC, Incorporated; Carl was promoted to his position six months ago. Carl hired 15 new employees to work for Mrs. Monica Carroll’s operations department. Carl is experiencing multiple situations that need his immediate attention, but the problem is that Carl has no idea what to do next. Carl Robins was not ready to be solely responsible for this new position. He lacked the proper training, knowledge, time management, and skills to successfully perform his duties as a recruiter. Background Everything was falling into place for Carl Robins; he had received a promotion to become the new recruiter for ABC Incorporated. Even though Carl was new to the recruiting position, within six months, he managed to hire 15 new employees for the company. On May 15 the operations supervisor, Monica Carroll contacted Carl about the issues that needed to be addressed regarding the new hire orientation. Carl assures Monica that everything was handled, with the new hires and the orientation. Carl lack of experience as a recruiter he did not start the necessary preparations for the new hires orientation until late May, after Memorial Day. Carl is faced with some tough challenges while finalizing the new hires paperwork; he noticed several important steps had been missed. On top of the missing information...
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...ABC Incorporated case of Carl Robin’s failure to successfully prepare the new employees for orientations, it is assessment that he does not appear fully trained or experienced enough to execute logistical and procedural requirements necessary to fully assimilate new hires into the company. While it could be argued that Carl is just a lethargic person and does not care about his responsibilities to the company. It is very clear that there is a lack of proper follow-up resulted in problems with mandatory pre-screening of new employees before the mandatory orientation, along with several logistical issues with scheduling of assets and availability of training material. Background Carl Robins is a new campus recruiter with less than six months of experience, was tasked to recruit new employees for ABC Incorporated on local campus. He is responsible for every aspect of bring new personnel on-board, to included: training schedules, orientation, manuals, policy booklets, physicals, drug tests, and a host of other issues. Key Problems Carl does not appear to be fully trained or experienced enough to completely execute the orientation of new employees with ABC Incorporated. It appears incomplete training led to Carl not for completely processing new employees, applications, drug test and preparing materials for the mandatory company orientation. Second, it is not apparent if Carl was supervised or not during...
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...Carl Robins has a major problem, he has been put in a situation that the company he works for has not prepared him for. The problem is bigger than Carl; it is just that his current situation is what brings the problem to light. The company’s problem comes from within, an internal problem that derives from poor management. To help Carl and the company he works for overcome this problem, we must identify what causes these problems. Background Initially after reviewing the case study, it is obvious that ABC, INC. lacks organization. The information in the case study reveals that on multiple occasions employees or better yet the system or strategies existing within the company are unorganized. This I believe is the root of the problems in this study. Organization has been a hindrance to this company long before this situation; I have come to this conclusion because of the occurrence in where the lack of organization was provided. In this study there are instances in which items are lost and incomplete, and rooms are double booked, which shows the negative effects of being unorganized. In April, Carl Robinson hired 15 trainees after working with ABC Inc. for only six months. Carl’s trainees are scheduled for orientation on the 15th of June. After confirming with Monica Carrolls the operations supervisor, that everything would be in order for the scheduled orientation Carl realizes that many of his tasks are incomplete. Some of the trainees...
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...Carl Robins Bad Start Justin Ronald Harris Comm-215 September 13, 2011 Ellen Anderson Carl Robins Bad Start Introduction Carl Robins has recently been hired as the campus recruiter for ABC, Inc. Although, Robins has only held his position for 6 months, he has been successful. Robins has hired 15 new trainees, which will operate under, Operation Supervisor Monica Carrolls. Robins has scheduled an orientation for the new employees on June 15th. Robins would like all 15 of the new hires to be working by July. Background Robins has made the common mistake of creating a task saturating situation, coupled with procrastination. Robins now finds himself in a predicament, facing a deadline and rapid growth of unforeseen circumstances. It began when Carrolls advised him of all the requirements the new hires must complete prior to starting work; Robins pledged to Carrolls the process will be completed on time. Robins returned to work after Memorial Day and began his final inspections on all new hire files. To Robins surprise, several of the applications were not complete. To make matters worst, Transcripts, mandatory drug screens, and orientation manuals were not in order. Robins also failed to reserve the training room for the June 15th orientation. Key Problems Robins is facing multiple problems, which could have been prevented. Nonetheless, some of the key problems...
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...Case Study for Carl Robins Tashon Cooper University of Phoenix COM/215 September 17, 2012 Stephanie Miclot In the Case Study for Carl Robins, there were some questions that needed to be asked. What was or were the issue(s)? Why do these problem(s) exist? What caused them? What is the effect of the problem(s) on the organization or the relationships among individuals in the organization? Who is responsible for or affected by the problem(s)? What is to be learned from the mistakes that were made? Through it all, Carl was the center piece of a series of situations that happen at the ABC Inc. because he didn’t follow-up on making application done correctly, follow-up on making sure he had all the material, and more follow-up on get to use the training room for the day! For Carl, not following up on any of the process until the last minute was one of his greatest down falls for the moment. To give a better understanding or idea of what is going on. Here is some information about Carl Robins. In the October, Carl started working for ABC Inc. as the new campus recruiter. He shown strong working knowledge of specialty and job, reliably applies knowledge accomplish task, and met the requirements at a timely fashion with no supervision needed. Carl will seek out extra responsibility and try to take on the hardest jobs. Six months later on his first recruitment effort, talented campus recruiter who consistently exceeds expectation. Mr. Robins specifically selected...
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...recruiter Carl Robins got a very rude awakening when he realized that he might not be able to fulfill his promises to his direct supervisor and he could lose his job as a result. Background Carl Robins is the campus recruiter for ABC, Inc. He recruited new hires to work for Monica Carrols who is the operations supervisor. The new hire orientation schedule was dated. Robins assured Carrols that everything would be done in time. Robins later realized that some of the trainees did not have completed applications and neither were their transcripts on file. In addition, none of them had been to the clinic for the mandatory drug screen. He searched for the orientation manuals only to find three copies with several pages missing from each. He got frustrated after visiting the orientation room because it was booked for the entire month of July by Joe who is from the technology services for the new databases software implementation. Robins is stressed over the matter and does not know what to do next. Robins has not followed up on the schedule because some of the trainees have not been to their drug screening. He will let Carrols down after assuring her that all will be well by the scheduled date, and that is why he is panicking. He is afraid of what could happen to him when Carrols finally realizes that the schedule cannot be successful. Yet it was Robins fault. If he had consulted with others, he would have known of the already scheduled seminar and postponed his. Robins does not...
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...Comm/215 September 12, 2014 Colette Wanless-Sobel Thesis: Carl At ABC Inc, has run into problems at his job as a recruiter. Carl has a lack of organizational skills, leading ability, planning, time management, and controlling. I am going to discuss Carl's problems and solutions to those problems. Background: Carl Robins is the new campus recruiter at ABC Inc. He has hired 15 new trainees to work under Monica Carrolls, which is the Operations Supervisor of ABC Inc. Carl has a deadline to meet in order to have all of the new hires working by July. Carl was put in a challenging position that required a lot of critical thinking, organization, planning, and time management in order for him to complete the tasks at hand. His responsibilities were to make sure he had all required new hire information, schedule training, plan orientation, and schedule appointments at a clinic for a mandatory drug screening. Carl claims to be prepared and ready to go for orientation on June 15. Key Issues: Shortly after Memorial Day, Carl went over all of the new trainees' files and discovered that most of them were incomplete, missing transcripts and other paperwork. Carl also realized that the trainees' have not been sent or scheduled for their mandatory drug screens. When Carl checked the orientation manuals, he found that there were only three copies, and all of the three copies had pages missing. The last issue that Carl has is that the room that he wants to use for orientation has already...
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...Study Analysis Introduction Carl Robins, the new campus recruiter for ABC, Inc., has successfully recruited several new employees for the company despite being recently employed himself with ABC, Inc. He has employed 15 new trainees to work under the Operations Supervisor, Monica Carrolls. Carl is inexperienced and does not realize what his responsibilities fully entail, nor does he realize how to utilize effective management skills. Carl is about to endure a professional nightmare as the target date for orientation approaches, and he is regretfully unaware of certain areas of non-compliance in the applications process, transcripts and mandatory drug screenings required of all new employees. While going through his files, Carl becomes painfully aware of the above and panics. What is he going to do? Will Carl be able to rise to the occasion and deliver what is expected of him, as per the demands of his position, and as outlined in his job description, or will Carl stand to lose his newly acquired position due to his lack of initiative and inexperience. Carl has been newly employed at ABC, Inc., for a period of six months. This is Carl’s first position as a recruiting officer. The role of a Recruitment Officer is to develop and manage the implementation of a recruiting strategy that fulfills all current and future staffing needs of an organization. As a recruitment officer, Carl will need to be adept at analyzing current recruitment practices...
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...recommend ways to improve this process. The new campus recruiter for ABC Inc., Carl Robins has displayed poor planning, execution, and follow through with his first recruitment effort. After only six months of experience with the company, Carl hired 15 trainees. Some of Carl’s responsibilities for the new trainees was to; facilitate the new hire applications, plan a training schedule, organize the orientation, put together the necessary documents, arrange for drug tests, and other necessities in the normal recruiting process. Over a month had elapsed, before Carl realized that most of the new hires had incomplete or had not filed their applications, and all of the new hires had not been sent in for the mandatory drug screening. With a mere two weeks to pull everything together, and with few possible and viable solutions, I have determined the best way to work around the problem is for Carl to take action himself and call each new hire individually. By doing this, he can communicate the missing components of their application and make sure to have the new hires bring in the complete application and make sure each of the new trainees take required drug test before the orientation day. David Khal Case Study Student Analysis Background In April, the new campus recruiter for ABC Inc. successfully hired 15 new trainees for the Operations Supervisor, Monica Carrolls. As campus recruiter, Carl Robins had only been in his position for six months and was able to...
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...ABC Incorporated Case Study Randy Carlson COMM/215 December 10, 2012 Kimberly Mitchell ABC Incorporated Case Study ABC Incorporated has hired 15 new trainees. These trainees were hired in early April by campus recruiter Carl Robins. The trainees will report to Operations Supervisor Monica Carrolls. Monica expects Carl to handle all of the necessary onboarding arrangements. She expects the trainees will be working by July 1st. Several problems have been identified that will prevent this from happening. Solutions to these problems have been identified by this case study. Carl must act immediately and carry out the proposed solutions, if he wants the trainees to start work on or before the July 1st deadline. This study indicates that Carl Robins was not proactive enough during the onboarding process of 15 new recruits. Background Operations Supervisor Monica Carrolls is expecting 15 new employees to be working in her organization by July 1st. Monica is counting on recruiter Carl Robins to make all the arrangements for onboarding the trainees. The central issue is onboarding 15 new trainees by a July 1st deadline. This case study addresses several problems associated with the onboarding process for these 15 trainees. If left unresolved, these problems will prevent the successful onboarding of the trainees by the desired July 1st date. The problems are: * Incomplete applications for some trainees * Missing transcripts for some trainees * None of the trainees...
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...Robin Hood’s initial gripe was rooted in a personal conflict he had experienced with the Sherriff and his administration. He wanted revenge. Realizing the numbers were not on his side he mustered his leadership skills and banded together a group of men. Their strategy was to rob the rich and give to the poor. He was the leader and he had five lieutenants to help him lead. The fame of the band led to sharp increase in volunteers to the cause. Admittance measures were lax and there became were too many people to train and feed. Just like any small company that expands far too quickly-they were in danger of overexerting their resources. The bargaining power of suppliers was very high because Robin Hood and his men were thieves and by associating with them they themselves could get in trouble as well. Even though they were gaining in the numbers they were getting weaker and were more vulnerable to threats of attacks by their competitive rivals the Sheriff and Prince John. Robin suggested taxing the men but his lieutenants pointed out that the low threat from buyers was maintained by the fact that they were not taxed. I recommend that they start to screen who they admit into the group. The group has very obvious needs like for farmers and hunters who can supply food for them. At this time they should recruit people with these skill sets. Robin also needs to delegate more people to work with the initial five lieutenants so that their knowledge can be passed on to all the new recruits...
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...Essay #1 The phone rang; it was 4:30 a.m. My sister-in-law was on the other end of the line frantically telling me to hurry up and get home. I hung up the phone, put my head back down, and fell back to sleep. A few minutes later, the phone rang for a second time, but this time, it was my brother. He told me that they were currently on their way to the hospital. I quickly gathered my things, and within half an hour, I was on my way to the hospital. Hours later, I nervously arrived at the hospital. My clammy hands slid off the steering wheel as my feet unsteadily hit the parking lot pavement. Nearing the doors of the hospital, I felt my regret for not paying attention to the first phone call rise up. I hurried to the elevator, the smell of the sterile hospital air wafting me in the face. The tension in the air was so thick that I could cut it with a knife. Meeting up with my mom and dad, I could see that they were equally anxious and nervous for this moment. I walked quietly into my sister-in-law’s room. I still hadn’t grown used to seeing her in this precarious way (a large, protruding belly). My concern for her was so apparent, my fidgeting was easily giving me away. Giving her a hug, I sensed how aware she was of what was about to happen. I would compare it to that of a child not wanting to have its loose tooth pulled but knows it’s going to happen anyways. After our brief greeting, I slid out the door because the nurse was going to administer an epidural. The day...
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...1. What problems does Robin Hood have? What issues need to be addressed? Robin Hood has a few weaknesses that he needs to deal with currently. The biggest problem that I see is that his strategy for business needs to be re-evaluated. When he first started his quest he was robbing from the rich and giving to the poor. This strategy and vision worked well for Robin Hood when he was able to give to the poor and sustain his men with the money he took from the rich. As the numbers of his men increased he needed more money and goods to sustain them. As this need has arisen so has the difficulty of robbing. His business has changed, as those traveling through the forest were getting smarter and not carrying as much gold and coin. The rich are also taking a different further route around the forest causing Robin Hoods men to have to travel further or miss the travelers all together. Robin Hood also had the problem of his men being resistant to change. They didn’t see the big picture of why the business had to change. Robin Hood should include all of his top men in the decision process of what their new vision should be. This will help aid the men by including their core values into the vision and mission of the group. Robin Hood needs a well-communicated strategic vision. Robin Hood’s strategy must change because of the changing choices his business has taken and adapting to the new conditions around him. Robin Hood needs to make sure that his new strategy becomes a realized...
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