Abc, Inc. Case Study
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
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