ABC Company - Case Study Example

Introduction In the early stages of the formation of a company the owners or managerial staffs are responsible for recruiting the personnel needed to run an operation. Hiring new employees is not as simple as people think this process is. There are a lot of planning involved and one the employees are selected there is follow-up process to incorporate the new hires into the organizational culture. During the process the managers have to create a training plan to ensure the workers will become effective team players. A reasonable timeline to culminate this process is approximately six months. In the case study of ABC Company the firm which needed to hire 15 new employees to run his operation effectively. Carl Robbins was the HR specialist responsible for completing this task. He had been working for the company for six months and prior to this projects he had been doing to good job for the company. This new recruitment project was Carl responsibility and he was accountable for its implementation. Carl had to report to Monica Carrol, operation manager, who was the beneficiary of the extra supply of labor. The purpose of this paper is to analyze the events that occurred at ABC during the hiring process of 15 new employees in order to find solution on how to ABC can improve its human resource function and directly deal with the mishaps associated with recruiting event. Background Carl took on this recruiting project for which he felt confident he could perform without any setbacks. He was not recruiting a single employee. His job entailed hiring 15 people. There no specific details on the case study on whether or not Monica obligated him to perform a fast-track recruiting process. In order to hire 15 employees Carl should have interviewed 5 to 10 candidates per position. This implies that he needed to perform over 100 interviews. Prior to selecting an interview Carl was suppose to look at 200-500 resumes to select the 15 trainees. This hypothetical metrics would be adequate for skilled workers. If the 15 jobs were unskilled workers 100 interviews would be satisfactory. Under a rush scenario for unskilled labor at least 50 interviews would have to perform which comes out to about 3 interviews per job position There also other procedures associated with a recruiting process. The 5 steps of a selection process are: application materials, employment interviews, tests, background investigation, and decision to hire (Schermerhorn & Hunt, & Osborn, 2003, p.131). Carl within two weeks already had selected the 15 trainees. I do not think all of these tasks unless Carl is a miracle worker. A good problem statement for the situation ABC is facing is: Due to inadequate HR practices the company needs to find a solution in order to ensure the quality of its workforce. Issues ABC Company scheduled a new recruiting orientation event to take place on June 15. Within 15 days of this event Carl was supposed to have selected the 15 employees that were needed to improve the human resource capital of the company. Human resource capital is the most valuable asset of a corporation whose goodwill grows over time when companies developed the skills and capabilities of its workforce (Kotler, 2002). Carl was responsible of all the documentation which included training schedule, orientation, manuals, policies booklets, drug test screening, and credential profiles, among other things. There was an extremely poor documentation performed by Carl and his subordinates. Most of the files were missing, none of the background checks had been perform including the drug screening, and the materials needed to perform the event were not available. On top of all these issues the room that was supposed to be reserve for the event was being used by the technology chief for the implementation of new hardware and software for the company. Work was already in process in the technology project. There had been a double booking for this room which Carl had unaware of. Alternative solutions A1 Getting all the recruits together once arrive at the lobby and offering an excuse for the cancellation of the event. Reschedule the event 30 days from now. The added time would give Carl a fighting chance of getting all the documentation in place and find an alternative location for the event to take place. This solution does not guarantee Carl will be able to perform the task. In order to increase his chances of success he would have to cut corners such as performing the drug screen on a random basis. For this method to be valid the population of applicants participating in the drug screening would have to large sample of 30 or more people. A downside of this solution is that the applicants might not be happy about their wastage of time and many will opt to look for a job elsewhere. A2 Eliminate Carl from the process altogether. This solution is not suggesting that he be fired, but he would no longer be in charge nor participate in the project. ABC would hire an outside consultant firm that specializes in recruit services. This solution provides the best way to achieve a fast implementation with assurance of high quality in the results. A 30 day delivery deadline would be included as a clause in the professional services contract. The downside of this solution is the costs. The project costs could easily reach $7,500-$15,000. Another con of this solution is that the company is not doing anything to improve its organization internally and is only looking for a short term solution. A3 Carl could improvise and find an open area within the ABC facilities. He would explain the situation to the recruits that for unforeseen events the formal recruiting event is cancelled. Then Carl would have spend at least five minutes with each candidate collecting emails that the recruiting process is going to incorporate virtual techniques including phone interviews, written interview question to be answer by email, and possible other testing to be administer through the company corporate website. Carl could have to seek assistance from Joe in the process. Carl would then need to negotiate with Monica for a 60 day project deadline. If the 60 day deadline is not approve and only 30 days are provided Carl would prepare a report informing her and the top level corporate executives about the business risk factors associated with the corporate decision. Optimal solution The third solution of incorporating technology in the process is the best solution. The solution incorporates a short term remedy for the current crisis, while at the same time creating an information system that will facilitate the job of managers and employees throughout the organization. The random drug testing within the application population should be incorporate to save time and money. The applicants would fill all the necessary information for the documentation within the comfort of their homes. The interview process using virtual tools lowers costs associated with labor, time, and infrastructure. Recommendations ABC Company displayed in this scenario a lack of communication between the parties involved. The company needs to improve its communication system and overall corporate philosophy to foster an environment of greater cooperation. The recruiting project was a small project that would have been implemented smoothly with an adequate timeline. It seems as if Carl was a bit naïve or lacks the experience in the human resource field. He should have from the start notified Monica about the requirements associated with the selection process. The proposed solution of upgrading the company’s information system starting with human resource module is the optimal solution that provides the right combination that will enable the company to achieve its short, medium, and long term goals. References Kotler, P. (2002). Marketing Management (12th ed.). New Yersey: Prentice Hall. Schermerhorn, J., Hunt, G., Osborn, R. (2003). Organizational Behavior (8th ed.). New York: John Wiley & Sons. Read More