Carl Robbins Orientation Session Plan - Case Study Example

CASE STUDY ANALYSIS AFFILIATION: Executive Summary The report presents a case study analysis on Carl Robbins orientation session plan for the new recruited trainees. Carl was unable to handle the recruitment and hiring process effectively. He delayed the matters that should have been addresses earlier for the orientation session that has been planned for 15th June. The solutions proposed towards the end of the discussion reflects upon the actions that can be conducted by Carl to get hold of the situation and try to conduct the orientation session on the expected date. Contents Introduction 4 Background 4 Key Problems 5 Alternatives 6 Proposed Solutions 7 Recommendations 8 References 10 Case Study Student Analysis Introduction While analyzing the case study of Carl Robbins, it can be denoted that Carl was unable to manage a proper planning and implementation event to be occurred on 15th June for the new trainees. The case analysis will depict the reasons of failures and why did they occur by Carl Robbins. At the end of the analysis, recommendations are provided as to how such types of situations can be avoided. Carl Robbins was a new employee in the organization with just six months of enrollment in the firm. According to my analysis, Carl Robbins had taken up a huge task that was not for him to be conducted at this early stage. He was new to the organization and therefore needed more time to get acquainted to the practices of the firm. Major and crucial tasks that should have been addressed earlier were neglected by Carl Robbins and were pondered upon at a later and late stage. Carl Robbins lacked time management skills, planning skills and proper organizing skills. Background Carl Robbins works for ABC Inc as a new recruitment officer of their campus. He is a new employee in this organization with just six months of work experience. In such a short work time duration, Carl conducted recruitment process and in April 15 trainees were recruited. Carl planned to conduct an orientation session for the new trainees in June and hoped that employees are in a position to start their work by July in the organization. Monica Carrolls is the Operations Supervisor of ABC Inc and she contacted Carl on 15th May about the briefings of the orientation sessions and also about the paper work issues. She wanted to ensure that all the documentation work of the new trainees such as drug tests, schedules, policy manual and other such documents were ready for the orientation session. Carl gave his consent about everything to be prepared on time but he delayed his work and after the Memorial Day finally started to prepare things for the orientation session. When about two weeks were left for 15th June, Carl realized that many aspects were not completed. The manuals and policies were not prepared and also he found out at that time that the training room had been booked for computer trainings for the whole month of June. The new trainee orientation session planned by Carl would have to face delays due to his mismanagement of the event preparations. Key Problems The main key problem that can be identified from the case study is that Carl had major lack of planning and organizing skills. The goals that had been set for 15th June had not been accomplished. Recruitment of 15 new trainees was a big task conducted by Carl as a new employee of the organization. He needed proper knowledge and experience for conducting the task in a successful manner. It was too early for Carl to take up such a project or task. Key problems were that the training schedule was not planned, the policy booklets and manuals should have been ready, Carl did not ensure about proper documentation filling by the trainees. The drug test and other physicals should have been made imperative on the new trainees to submit these documents earlier. Carl should have contacted the HR department for assistance regarding the policies and manuals preparation. Carl should also have sought advice from senior employees working in ABC Inc towards the planning of mass hiring. Carl needs to have training on time management skills so that all priority tasks can be completed on time. The above mentioned issues were the key problems of the case study. Alternatives The issues that should have been addressed earlier by Carl were that he should have prepared the manuals and policy booklets as soon as he had planned the orientation session date. This preplanning would have allowed him to be able to address all issues on the orientation session perfectly (Mathis and Jackson, 2011). Carl needs to look for a room on an immediate basis and also ensure that all documentation work of the new trainees is completed timely so that they are hired at the expected date. He should have ensures that the new trainees fill out the required documentation and submit it a week or ten days before the session so that it would have given him ample time to review and assemble all the details. Carl should have undergone time management skills before taking on such a huge task at his level. Carl should have gone for seeking senior advice initially so that all loopholes could have been noticed earlier rather than during the last stages. Proposed Solutions One main proposed solution for this case study is that Carl should have conducted by designing a proper plan and schedule for the orientation session. Planning is the key answer for this case study. Time management should have been applied as well while planning out the entire orientation session. Carl should make a list of tasks to be done by the orientation sessions and accordingly should allot a deadline for each task. This way systematically all the work can be done timely. In the schedule, appointments with seniors and availability of resources should be given high priority. By discussing with seniors, all types of useful information could have been retrieved; also issues such as availability of training rooms could have been notified earlier during the discussion with seniors. Senior employees may help to plan the event in a more error free mode. If systematically all tasks would have been listed then nothing would have been missed out and Carl would have conducted a successful orientation session for the new trainees. Carl may have to discuss the above mentioned points with Monica and may have to delay the orientation session by two week or a month’s time if the tasks are not completed on an immediate basis, training room unavailability was one of the other big hurdles that have to be overcome. Since no room was available in June, some other place in the organization may have to be looked for on an immediate basis so that the session can be conducted timely. Monica may lose the faith and trust on Carl of the mismanagement that had been conducted by him but rather than facing embarrassments on the orientation day, this step by Carl would be a wise thing to do as has stated the true picture of the current status of work. Proper arrangements need to be worked upon between 15th of June so that the orientation can take place successfully or else the session needs to be postponed and the notice of delay needs to be transferred to all concerned people. Carl needs to ensure that new trainees have a clear drug test report before they are hired in July and also create a schedule that allows the orientation take place in a timely manner. The paper work should be complete for all trainees by the orientation date, Carl should send out letters to all those that have not submitted and ensure they submit it b a specified deadline. All applications and other paper work such as transcript filling should be completed by the deadline. Those trainees that need more time should inform Carl about the situation so that they get a chance to provisionally attend the orientation session. Recommendations The recommendations that can be provided after analyzing the case study is that organizations should be careful about assigning or approving tasks for employee. Tasks should only be approved if the management feels that the employee has the credibility to conduct the task successfully. A new employee that has just six months of experience in the organization may not have enough idea about how to conduct sessions for employees. ABC Inc should incorporate regular training sessions for their employees so that they train employees towards developing planning and organizing skills. Time management skills should also be addressed during the training sessions. Prioritizing and conducting tasks in a timely manner is equally important as conducting the task in the right manner. Employees can also be trained by giving them case based scenarios and accordingly ask them how they would conduct the job roles and what resources they would use to accomplish the task. On such cases the new trainees will get a chance to learn more about how to deal with difficult situations. New employees should always be kept under supervision by senior employees so that they can keep a strong check and balance on the work activities that are being conducted by the new employee. New employees should be given a timeline of tasks to be completed so that they do not practice procrastination towards any work for the later stage and complete all work according to their priority levels. All new employees should be held accountable for their tasks to senior management so that everything runs under control and is completed by the deadline. References Mathis, Robert L. and Jackson, John H. (2011). Human Resource Management. South Western Cengage Learning. Read More