Carl Robins- Case Study

base The case study of Carl Robbins reveals a company and an employee who is unprepargond to welcome properly, new employees into the company environment in an effective and meaningful way. Chris Traynor, a board-certified SPHR (Senior professional of human resources) relates it this way, A botched predilection is almost of all era a top-down problem, regardless of who might soak up the everyday responsibility of training the new hire. It is a mystery when you consider what is already known about the true value of good employees and just how hard-fought and costly it quarter be to attract them to your business (2008). The taste of new employees is critical to their early surgical operation and the retention of the new employees over the long term. Orientation should involve HR, training, and the supervisors of the new employees in an organized style in order that the transition into the new role or department will be graceful, provided impactful (Giacalone, 2009). Preparatio n was missing before Carl Robbin became a recruiter for ABC, Inc. Background Key Problems Find new location for orientation Complete all missing transcripts and incomplete applications Mandatory medicine screen must be planComplete orientation manual with only 17 days left Table 1. Details of orientation to be prepared (University of Phoenix, 2009) New location New employees missing documents Mandatory Drug hiding Orientation Manual Alternative and proposed solutions New Location Call a local hotel where he brush off meeting to exculpate his new employee orientation. Reserve the dwell that Joe booked either in the am or pm after the computer training class. Find a new facility where they rump conduct a meeting. Call a local restaurant where he potentiometer reserve a room to continue the new class orientation.Complete missing transcripts and incomplete applications Carl should begin by contacting each individual as needful and work on each one to make sure that the mandato ry drug test is completed by June 15th. Consolidate a list of the individuals that are still missing discipline and train the information to Mrs. Carrol to assure her that this is going to be completed as promised. Schedule a time where they can come in and fill out the missing paperwork. Start sending out an telecommunicate to every student who needs to have this completed by June 15th.Make sure that the new employees submit the missing transcripts before June 10th Drug screen appointments Contact the Human Resource department where they can begin scheduling appointments for the new employees to get have this resolved. Schedule a conference call where he can explain the importance of the matter. Inform all new employees that if this is not resolve before June 15th, therefore they cannot attend the class and it will delay their start date with the company. Incomplete orientation manualsOver the other(prenominal) years, this is not something new that Carl is facing and he needs to take action immediately and address it to the just personnel. A company as big as ABC, Inc. might have old manuals that he can use, but he will need to contact the main office to request these materials. Below are some of the solutions to this problem. Call the office to have this ordered or reprinted Begin by getting a copy of it and make enough copies for everyone. Once he gets a hold of a legit copy he needs to save if to his file for future reference.Review all material and make any prerequisite changes if needed. Conclusion The concern that Carl Robbin has implied in the scenario needs to be replaced by action and planning. The facts remain that the time is short. Promises have been made to facilitate the orientation in a certain time frame. Completion of the project is necessary to fulfill the goals set by the supervisor and as personally set by Robbins. This project can be completed on time and with an acceptable level of quality.Whereas some additional expenditure whit ethorn be incurred if a conference room must be rented, it is likely a minor expense when the cost of recruiting is considered. The additional stress and poor pre-planning will be a learning experience. ABC, Inc. and Robbin will be better prepared in the case of another recruiting drive after the experience considered in this scenario. References _http//www. criticalthinking. org_ http//find. galegroup. com/itx/start. do? prodId=ITOF. University of Phoenix. (2009). Case study for student analysis . Retrieved from University of Phoenix, COM215 Essentials of College Writing website.