Carl Robbins CaseEssay Preview: Carl Robbins CaseReport this essayCase Study AnalysisIntroductionOn this case study analysis paper we will look at Car Robins facing major problem as the new recruiter for ABC, Inc. He had only been employed with the company for six months when he was promoted to this position. He just recently recruited fifteen new trainees; yet, it appears that his lack of experience, lack of communication, and lack of organization has led to several problems occurring before the new trainees are supposed to begin training. Prioritizing his actions he has to handle the situation in timely manner. If he cant not handle it within the time span he will have to minimize the damage and finally, he will have to plan for these kinds of things not to happen in the future.
BackgroundCarl Robbins, a new campus recruiter for ABC Inc., was assigned the job recruiting new hires to work for the Operations Supervisor, Monica Carrols. He hired 15 new trainees to work with Monica. This was Carls first recruitment effort. Car had scheduled a new hire orientation, which was to take place on June 15. He wanted to have all of the new hires working by July.
On May 15, Monica contacted Carl about the training process, orientation, manuals, police booklets, physicals, and drug screening which Carl would coordinate for the new recruits. Carl secures his boss that everything would be set in time. (University of phoenix material 2012)
After Memorial Day weekend, two weeks for the orientation training, Carl finds that the applications of the new employees are incomplete and that almost all the files missing transcripts. Another realization is that there are missing pages on the orientation manuals and in fact, they are not enough. The third delay was that none of the new employees had undergone a drug screening which was a mandatory requirement for all employees at the company. Hoping there are the only problems he needs to worry about he went to see the conference room which he planned to hold the orientations , then he find out that it had been doubled booked for the entire month of June by Joe from technology services for computer training seminars for the new database software implementation. This is really a huge set back to deal with. Carl is inexperience to resolve these issues without looking incompetent to his supervisor that he may not be able to handle this task.
Key ProblemsCarl does not appear to be fully trained or experience enough to time his task and prepare for the challenge. The case study uncovered several issues delaying Carls progress in the recruitment of a new training class. Some of the key problems are: First the new employees applications are incomplete. A company cannot hire potential employees using incomplete applications. Second not enough numbers of manuals since only three are available yet fifteen are generally needed for the new employees. Third, the new employees have not undergone the mandatory screening for drugs test and last there is no room for preservation for the June orientation. All these problems have to be resolved in this short period of time for a better outcome.
Alternative SolutionsFrom these situations we can say Carl has a few alternative solutions. One alternative is to find someone who is more experienced, competent and well connected to do the job in the available time and recommend him or her to his Monica or as the second alternative if Carl could not handle all these problems before the orientation date, he should notify his supervisor Monica to push the orientation training date. But the most viable alternative would be to do it himself by working hard, staying late, and using all his resources like connections, if he knows someone in the printing department who can print out the manuals. I choice this alternative for Carl to follow because the other alternatives such us assigning the job for someone else, will make him lose his reputation and his trust and the other alternative is postponing the joining date might cost the company cause the company is expecting the new employees to start on July and
A note of caution – all these steps could have a big effect on the outcome, but to do some of them you need patience. I’m sure you already have experienced the “Don’t let the deadline hurt you by too much.” feeling: we also could use a “don’t let the deadline hurt you” mindset: don’t take any risk and don’t give up when your job opens. There isn’t someone better in the company with enough experience, good communication skills, and a great working style who can be able to handle the tasks. As a former senior IT department employee you need to be prepared when your time is up, so you have to be good at it, even if you don’t have the ability to. Don’t let it mean you’re going to die or go from one position to the next.
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