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Abc, Inc. Case Study

By:   •  Case Study  •  772 Words  •  January 5, 2010  •  1,032 Views

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Introduction

Mr. Carl Robins, who is a new campus recruiter for ABC, Inc., fell short on planning and execution of the new employee orientation. His lack of planning and execution could imply that either Carl is not fully qualified, or ABC, Inc. does not have a very solid mentoring program. Being a new employee of only six months, Carl’s supervisor/manager should have been monitoring Carl’s planning of the new employee’s orientation and offer assistance if needed.

Background

In early April, Mr. Carl Robins hired 15 new personnel to work for Monica Carrolls, the Operations Supervisor. Carl scheduled a new employee orientation to take place on June 15th, hoping to have all the new employees starting work by the beginning of July (University of Phoenix material, 2007). On May 15th, Monica contacted Carl in regards to the training schedule, drug tests, physicals, policy booklets, etc, things that Carl should have coordinated for the new employees. Carl reassured Monica that everything would be in place by the time the new employee’s orientation was to take place. Carl returned to work after Memorial Day weekend only to realize that some of the new employees’ applications were not completed, nor did any of the files have transcripts. He also realized there weren’t enough copies of the orientation manual, and were missing pages. Carl then became concerned when he realized none of the new employees had received the mandatory drug screening. In addition, the conference room, where the training was to be held, was double booked.

Key Problems

There are numerous problems to speak of. First and most important, is the planning, execution, and follow up performed by Mr. Carl Robins. Mr. Robin’s neglect in coordinating a time for all of the new employees to attend mandatory drug screening, lack of ensuring ample copies of the orientation manuals, and error in ensuring new employee’s files were complete, demonstrated lack of responsibility and professionalism. Carl had more than enough time to ensure everything would be in order before the orientation on June 15th. Second, because Carl has been in his position for only six months, and this is his first recruitment effort, his manager should have been following Carl’s progress to ensure the all the details were finalized.

Alternatives

Could Carl have exaggerated his qualifications on his resume in order to get the job? Possibly, Carl was not informed of all the duties of a campus recruiter, or maybe he just didn’t understand what tasks needed to be done for such an orientation. Why wasn’t his supervisor closely evaluating his first recruitment effort? Was there any overlapping time to learn his job when Carl was first hired on with ABC, Inc.?

Proposed Solutions

Regardless of the reasons why Carl did not plan, coordinate, execute, and even follow up properly, they are beside the point. The point is what needs to be done in order to correct the problem

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