Case study analysis paper

Many of the problems that Carl has found concerning the new employee orientation could have been avoided. Carl is a recently hired employee himself. He should have kept up with the progress of the new employee orientation and checked on the files for the applicants. ABC, Inc. should also have made sure that their new employee was capable of doing his job efficiently. If Carl had stayed on top of his project, the problems that he faced would not have occurred.

2. Evaluate the actions of HR director, Marta Ford, in response to Maalick’s situation. What could she have done to prevent the situation and what more could she do to ensure that this type of situation does not occur in the future?

1. Gerald Mahoney’s attitude and performance dramatically changed after a few months on the job. What type of training should Mahoney have immediately received from John Timmson that might have avoided this?

3. Issue: It remains seen that there is still staff that is not reliable in completing assigned tasks.

A). Lack of Teamwork and Conflict resoultion: In relation to the case, many of the recently hires employees are not including and not trusting/age discriminating Mr. Hill. Although, there were more older employees who were upset, Mr. Hill was the one who had a massive reduction in hours. He is now going to the HR Director and Executive Director. He should have approached them earlier with the problem. (Chapter 4)

And finally, there is the issue of staff mismanagement. The supervisor, Keith Frazier, is only checking in with this department one to two times per week. Mr. Frazier is aware that Pat is making international phone calls. He is also aware that Pauline found a way for Pat to make these calls from the building’s elevator once he had the phone system modified to only allow internal calls. Mr. Frazier has also been fielding complaints from the accountants about not receiving their tax schedules in a timely fashion. However, he has failed to confront either of these issues. This lack of management can be attributed to the following:

ABC Inc. Has a nasty problem: figuring out what to do with Carl Robins and his lack of experience to hiring new recruits for his orientation for Monica Carrolls, the Operations Supervisor for ABC. So we decided to help them out by making a few suggestions on how to successful come up with a standard operational procedure on hiring new recruits for ABC. Would a millionaire dollar company such as ABC Inc. trust a new hired recruiter with less than six months to oversee a hiring orientation?

For those employees who were on the list for the month of April, who had not completed the reorientation elements, some were written up and others will have to complete mandatory training. There have been 2 additional CPI and CPR classes that have been added in the month of May. These employees will be scheduled for a class and also provided a notice. If the employee does not attend the class, he or she has been scheduled for, they will be suspended.

At the beginning he was told to report to Jenkins, however, once he got to the site he was assigned to Jeff Hardy.  After the company reorganization, he found himself wondering whether he should report to Knight or Hardy. However, despite the confusion, he never brought up this question to Hardy, Jenkins or Knight. He perhaps then fell into the trap of a “boss­subordinate relationship” and went with the structure he felt was assigned without truly understanding its reasoning. ii. He didn’t take enough time to understand HQ’s perspective on various issues a. Replacing the chief engineer, rejecting frequency reuse patterns, or failing to get sign off on agreements for GMCT cell sites indicate failures in managing upward management relationships. Problem #2: Employee Dynamics Strengths 1. Peterson was committed to building an empowering environment for employees. i. Peterson called weekly construction meetings, which invited all to report on the company’s weekly progress and issues. Shortcomings 2. He failed to consider alterations in team dynamics when making hiring and salary decisions. i. He hired Trevor at a higher salary rate to the resentment of other employees, causing significant damage to the trust and respect between employee and manager.

To further illustrate the lack of policy and guidelines managers are not afforded the opportunity of initial or continued training in which they can maintain their skills. To illustrate, Perfect Pizzeria recruits within its ranks for assistant and night shift mangers based on the capability of performing the

Some employees need better training, and managers need to set up a better way of communicating their strategic planning when developing new services.

ABC inc. and their campus recruiter, Carl Robbins, it’s very clear that the business need to improve their current hiring process and training orientation procedures. For Carl to ensure he was able to be successful at this first recruitment effort, ABC inc. did not provide him with the tools needed for his class. Monica did not assist him knowing that he was new to the recruiting process to ensure that her new hires would have completed everything on time before their start date. Carl reached out to the training room coordinator to be informed that they were booked for the month of June. Carl was not given the process steps on how to properly setup for a new hire class. However the blame still comes down on Carl about his job and not executing the tasks that were given by his senior leadership. Carl disappointed Monica by failing to complete the assigned tasks given to him.

The Operations Supervisor Monica Carrolls, has entrusted Carl Robins to recruit and train 15 new hires. Despite Mr. Robins only being at the company for 6 months, he was able to accomplish the first round of his duty. He successfully hired 15 new recruits for Mrs.

A one-week training and information session will need to be scheduled at all facilities to introduce the employees to the new program as well as to communicate what is expected of them and the punishment for violation of unethical behavior (Ferrell, Fraedrich & Ferrell, 2011). Moreover, clear and consistent communication within the corporation by everyone will

While I have gone through the first and second part of the interview, I have yet been able to train. The past two weeks, something has come up or been changed and it has been frustrating as a person who wants the job. Another problem I can see is the employees judging some customers. There is an eighteen and over area in Family Video. I can see employees giving weird looks and not wanting to deal with the customers because of it.