'Case Study Analysis of an employee Essay\r'

'This case believe for student analysis ordain note at an employee of ABC, Inc., Carl Robins, the briskborn recruiter of only half a dozen-spot months and his struggle to accord druthers for cardinal rising hires. in that location are conf economic consumptiond factors that play a subr startine of why Carl struggles to witness the promised deadline that is fast approaching. This analysis pull up s depletesing focus on clip precaution, occupation performance, and companionship organizational issues that are describe problems with how Carl is performing his barter, but leave behind similarly look at how ABC, Inc. management squad play is playing a part in Carl’s struggle to take care his deadline. This analysis will show preference solutions, a proposed solution, and a recommendation that will prevent future struggles for Carl and only former(a) employees at ABC, Incorporated. Carl Robins is the new recruiter for ABC, Inc. Carl has been in his new baffle for six months now. In the six month whileframe, Carl has successfully hired xv new trainees. Now that the trainees are hired, Carl’s next objective is to hold an druthers on June 15th at star time for all fifteen new hires.\r\nThe preference date is to ensure Carl will demand all the new hires get up to start operative by July for the trading operations double-decker, Monica Carrolls. On May 15th Carl is contacted by Monica Carrolls to discuss with Carl everything deprivati sensationd for the new hires to lay out penchant; the attainment schedule, manuals, policy admitlets, physicals, drug test, and separate things. Two weeks later, Carl decides to go every maneuver the trainee files and realizes approximately trainees’ paper take a leak are in murder and missing. altogether of the new hires still need to take a mandatory drug privacy test. During this time, Carl becomes aware that he does not get to enough copies of the orientation m anuals and on aggrandizement of that, at that place is not angiotensin-converting enzyme complete orientation manual to make copies. Lastly, Carl brands out the training room he book earlier in the month and amazes Joe, from technology services, is setting up computer terminals for training seminars for the entire month of June. Carl will need to divulge a new interject to hold orientation. Carl is panicking and does not know how to live at this point. (University of Phoenix, 2014)\r\nThere are numerous bring up problems to focus on with Carl as comfortably as with ABC, Inc. Starting with Carl, some of the key problems Carl is having includes his apparent lack of time management. Carl is withal having organizational and dialogue issues. Carl scant(predicate) knowledge of how to apply these skills are playing a huge factor in Carl’s struggle to be inclined(p) and ca-ca for orientations on June 15th. Carl in any case appears to fool insufficient knowledge sl ightly his go down and what his responsibilities requires of him perfunctory to meet his plan orientation and promised deadline to carry all the new hires working by July. Looking at Carl’s timeline, he hires the new trainees in the tooth root of April. Carl knows he has a little over two months sooner orientation is scheduled will be held for the new hires.\r\nOn May 15th Carl receives a announce from Monica, the Operations Manager, to go over the of necessity for orientation to be successful. It appears that Carl does nothing for over a month in regards to checking on the status of separately new hire. What is Carl doing in this timeframe needs to be investigated. Carl waits until two weeks before the scheduled orientation to finally check on the trainees’ files. It seems there is no communication between Carl and Human Resources at all. Carl should be in contact with Human Recourses most the status of severally(prenominal) new hires paperwork and on a co nsistent basis. It would appear that Carl is not doing his job efficiently. ABC, Inc. has some underlying key problems that guard contribute a wide deal to Carl’s struggle to meet the scheduled orientation date. ABC, Inc. has failed to support Carl in his new position.\r\nThere is a lack of supervision to help guide Carl. ABC, Inc. also shows there is an apparent breakdown in communication between its employees. Human Resources moldiness not now astir(predicate) the orientation date for the new hires and therefore seems to be taking their time in acquiring all the paperwork in for each new hire. Another communication breakdown is the position about Joe and Carl both being adequate to(p) to book the training room to use on June 15th. There are many an(prenominal) alternative solutions for Carl to successfully meet his orientation deadline of June 15th and have the new trainees ready to start work for the Operations Manager by July. Carl should contact Monica Carrolls, the Operations Manager, and pay off out if there is anyone in the phoner who would be able to help service him with getting everything in order for orientation. If there is no one in the telephoner available to help Carl at this time, then Carl needs to find out if he has the authority to hire an outside source, if he does not, then who does? Time is of the essence to have everything competed for orientation.\r\nThis person will help facilitate Carl in completing the following tasks; contacting each new hire to schedule a drug test, make sure all necessary documents are completed, turned in, find someone in the familiarity who has a complete orientation manual, make copies, and find a new place to have orientation. Carl is new and this his 1st recruitment orientation, he should be held responsible to check in with the Operations Manager or whoever is Carl’s Manager and give them a daily report of what he has accomplished each day and what is left to still be accomplished to meet the orientation date. any of these solutions are a Band-Aid and will maintenance in Carl successfully holding orientation. However, they are not solutions for the root of the problems facing ABC, Inc. steady though the struggle focuses on Carl Robins and his softness to do his job correctly, the proposed solution is tell towards ABC, Incorporated Management group. The Management Team should be held responsible. Carl Robins is new to the companionship. It is apparent that Carl’s lack of experience and work narration is not matched up properly for the position of recruiter. Carl clearly does not understand what it takes for him to hold successfully orientation on June 15th.\r\nCarl is way out blindly about his job responsibilities without a clear understanding of time restraints for each task he needs to perform. There should be supervision over Carl on a daily basis referable to this being his 1st recruitment orientation assignment. ABC, Inc. Management Team should put into place a Standard Operating cognitive process (SOP) for each position in the company. understandably outlining each position and it responsibilities as well as including a flow graph showing who each position reports to. At this time, it is recommended that ABC, Inc. have each and every employee process a several work seminars. It would be best for the company to start with a seminar that will focus on learning how to communicate well with each other inside the company, how to speak up about company problems and ask for help, and learn how to work together as a team unit.\r\nA time management seminar is exceedingly suggested and would be of great help to the company as well. Each employee should learn time management skills, how to manage their time, their workflow, and how to prioritize their job responsibilities. Another recommendation, department mangers take a seminar about being team leaders. They need to understand what exactly their employees are doing in th eir daily routines. Department managers are potently encouraged to meet with each employee and have a one on one meeting. The meeting should target each manager finding out how the employee emotional states about their position, what they feel the pros and cons are for their position, and if the employee have any struggles in their position that need attention.\r\nThese seminars and personal one on one attention with the employees will give tools for each employee to use in becoming successful in their positions and the company as a whole. It will also boost employee morale and would be a great gesture on the company’s behalf to show the employees that the company set them, is willing to investing time in each one of them, and you care about them. In return, the company should see evidential improvement in time management and communication.\r\nReferences\r\nCase Study for Student Analysis, University of Phoenix, 2014\r\n'