Case Study Analysis Paper Assignment

Case Study Analysis Paper Assignment Words: 1321

Case Study Analysis Paper Bob Harper University of Phoenix Essentials of College Writing COMM215 April Adams, PhD June 27, 2010 This case analysis paper; will go over the issues found in a recruiting process made by Carl Robins. Due to the lack of training given to Carl when he started, he was unable to complete his job successfully. Background ABC, Inc. just hired this new recruiter about six months ago named Carl, who was completing the work needed to start his first set of new hires in April.

Most of the administration was proud of him because this was his first recruitment effort, and he was able to hire on 15 new employees for Monica Carrolls, the Operation Supervisor at the company. He scheduled the new-hire training to take place in July in the training room. He thought everything was going great. He even assured Monica, when she contacted him on June 15th, that everything that was needed to have the new hire ready would be complete on time.

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Well when Carl came back to work after Memorial Day, he went into the training file to finalize everything when he realized that some of the new trainees did not have the applications completed and not all their transcripts were on file. He also realized that none of the trainees had been sent to the clinic to have their drug screening complete. Then, just to make things worse, he noticed that he had only three orientation manuals and there were some sheets missing out of them. This did not put him in a good place. So Carl decided to go to the training room to see if any of the orientation manuals were in there.

When he went there he noticed that Joe, from technology services, setting up computers for training on new database software that would continue through the new hire training. So Carl had two huge issues to deal with, missing paperwork and two trainings scheduled at the same time in the training room. Key Issues Here are my views on everything. First of all, I could understand one, maybe two issues coming from Carl but there are five big things. The orientation manuals, new-hire transcripts, and applications all have something missing out of them.

The drug screening was never scheduled and the training room was scheduled at the same time as another training. My question is what was he doing from the time he hired the trainees in April until June, when he caught the mistake? I can’t blame this fully on Carl though. Yes, he should have come to someone if he needed help but he too is a new-hire. This was the first time he has ever recruited anyone. Whoever was responsible for training him should have been helping him every step of the way making sure that all the proper forms were complete and everything was going smoothly.

Carl did a great job at getting the people the jobs but he needed to follow through to make sure that everyone starts at the promised time. Another huge issue at hand is the drug screening. Most companies want the applicants to get a drug test within the first 48 hrs of applying for the job to make sure that they didn’t have any drugs in their system when they applied for the job and also that they don’t have any now. It would be one thing if at least half of the applicants had their drug screening but none of them have, and it has been over two and a half months since they applied. Alternatives

Now that we know what the problems are, what can be done to fix them? At first I thought that ABC should just have all the applicants that they decided to hire reapply for the positions and have them complete the drug test within 48 hrs from then. This way Carl has the paperwork that he needs and the drug test are done. One issue though, what if the drug screening doesn’t come back in time? Another idea I had was just post-pone the hire date and have everything done right. This wouldn’t work though because it would make a lot of these new hires upset to where they may turn down the job offer.

Since we are only about two weeks away from the hire date, they may have already put in their notice to leave the current company they are at. My final idea for this issue is this; first, tell Monica. She has the right to know and probably needs to know as soon as possible to make sure nothing else gets messed up. Next, I would call the applicants and have them come down to the office and have them fill out any information that is needed to complete their file. They would also bring a copy of their transcripts with them so we would have that too.

Proposed Solution To prevent this issue from accruing again I would have the person that was in charge of training Carl work with him on the next set of hires. I would insist on them helping him and make sure that every step is done to insure this problem couldn’t happen again. I would also have Carl create a checklist of all the tasks and paperwork required to complete the new-hire process. This would help to make sure that nothing is left out. Last I would make sure he keeps all of his appointments and tasks organized with a calendar.

This will help ensure that he does not miss any deadlines. [ (McNamara, 2010) ] The second issue that needs to be addressed is the drug screening. Like I said earlier, most companies want to make sure that they drug test are complete within 48 hrs of the application being posted. Since we aren’t able to do this, my first thought was to just make an exception this one time and make sure it is done on the next set of new hires. This could cause some major issues though because what if any of the new hires were on drugs.

Let’s say they weren’t, you still take the chance of having it leaked in the coming years to the most recent new-hires, who could get very upset that they were tested when the other group wasn’t. This couldn’t cause a lot of arguments and lawsuits in the future. Recommendations The solution I came up with is to call Quest Diagnostics, the drug screening company, and explain to them the issue we are having. Ask them what they would do to make sure this is done as soon as possible. Make sure you find out how long it could take to get the results.

Jsst make sure that all the applicants get their drug screens done as soon as possible. That day, if it’s available. [ (391D, 1997) ] Conclusion In conclusion, I would like to say that it is common for someone who has never completed the task before is likely to make mistakes. It is very important that your supervisor knows the issues you are having so they can help you refrain from running into this problem again. Keep a calendar with all of the due dates so that if something does come up, it is caught early so this issue doesn’t come back.

Last I would have a to do list for every job. This will help ensure that all the proper paperwork and assignments are added to prevent anything from missing. Just remember, if you may get stuck on a problem, ask for help. [ (McNamara, 2010) ] Bibliography 391D, L. (1997, 01 22). The Case Study as a Research Method. Retrieved from http://www. ischool. utexas. edu/~ssoy/usesusers/l391d1b. htm McNamara, C. (2010, 01 29). Basics of Developmet. Retrieved 06 28, 2010, from Management Help: http://managementhelp. org/evaluatn/casestdy. htm

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