Case Study of Carl
University of Phoenix
COMM/215 Essentials of College Writing
May 26, 2014
Case Study of Carl
With any career, one must learn the ins and outs of how to successfully fulfill their duties. All companies encounter kinks and curves due to minor mistakes made by employees. It so happens that Carl Robins, the new campus recruiter, has made many mistakes during his hiring process, causing a few snags that he will have to untangle. In order for any business to move forward, employee growth is essential. The hiring process must be done in a timely and efficient manner. Due to the ...view middle of the document...
He did not take into account for all the different elements that are involved in hiring. He also did not realize all the paperwork that needed to be done until it was too late. He should have asked coworkers for assistance on how to correctly plan and accomplish hiring new trainees. Another way Carl could have gone about this situation would have been to take on fewer trainees at a single time. Carl could have allotted more time for the hiring process, only recruiting five hires at a time until he reached the required amount to fill the quota.
Additionally, Carl also had bad procrastination habits. He recruited all hires in early April, yet he waited until after Memorial Day to start checking the paperwork and files on the hires. If he had detected this problem much earlier, it would be much easier to fix all the paperwork and get all new employees working before his July deadline.
One of Carl’s mistakes was recruiting hires before their applications were completed. Per company guidelines, application submissions must be completed and reviewed in full. Due to the lack of revision, the employee hiring process was incomplete. Carl had waited over a month and a half to start reviewing hires paperwork. If he had reviewed these files earlier, he would have had sufficient time to correct the files. In order to complete the necessary paperwork, Carl must schedule a day to have all hires finish and submit their incomplete applications. The records were also missing transcripts, which needed to be in each of the applicants’ files. Carl needed each of the hires to submit their transcript so Carl could complete each of their records.
The next problem Carl encountered was the failure to produce completed results of each hire’s mandatory drug screening. To work for ABC Inc., they made it mandatory to pass a drug test. Completion of the screening is a significant aspect Carl failed to implement for these employees. Securing a date in which all new hires would be screened was a key component in finalizing each employee’s application process. Carl failed to produce results of these drug screens before formally hiring employees, which in turn created another problematic situation. Time was of the essence; drug screening is a process in which receiving results could span over weeks.
To conduct a formal orientation, adequate space must be provided to employees. Carl’s idea was to reserve the training room for the last half of June. However Joe, from technology services, had reserved the training room for the entire month of June. Decisions now need to be made where the orientation will proceed for these new hires. There are different departments affiliated within ABC Inc.’s facility; Carl’s lack of communication between departments caused disruption of the orientation’s scheduled date.
Finally, Carl’s last problematic encounter involved the lack of incomplete manuals at hand. Therefore, he was unable to make copies of the company...