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Case Study Analysis Paper

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Nnenna Chimdi COMM 215 Case Study Analysis Paper May 9, 2014

Case Study for Student Analysis To finalize paperwork for the June 15 orientation, missing sections of the trainee files need to be completed on top of mandatory drug tests. Also the computer training room for the orientation was booked for the entire month of June and must be freed so that new trainees can have their orientation. The goal is to have new hires be ready for work by July. Solving this problem will require possible rescheduling, and requiring applicants to refill out the missing portions of their files, on top of taking a drug test before July. Meeting the goal will be crucial because ABC, Inc., on top of the operations supervisor will be counting on having the new hires ready to work by July. ABC, Inc. hired a new campus recruiter back in April and in his first recruitment, he could hire new employees after only working on the job for six months. He set up 15 new hires that were going to work for the operations supervisor. The operations supervisor wanted the new campus recruiter to coordinate with the new hires by setting up a training schedule, orientation, handing out manuals and policy booklets, etc. He was also to have the new hires receive a physical examination, on top of a drug screening. He had the new hire orientation scheduled to take place on June 15 and have the new hires start working for the operations supervisor and company by July. Unfortunately, there were incomplete applications and no transcripts were put on file because of poor timing and waiting until after Memorial Day. Also none of the new hires were sent to the clinic for the drug screening. It was also found that not enough of the orientation manuals had been made to be handed out to the new hires and the orientation manual was not checked to make sure that all the pages were complete. Last the room in which the orientation was to take place was not checked and reserved for the available date, which resulted in technology services booking the room for the whole month of June. The new hires never completed their applications, which should have been addressed before Memorial Day. It should have never been looked at two weeks before the goal date that way applications would have been completed before the holiday. Transcripts should have been addressed when new hires filled out their applications and notified to bring them in beforehand. Drug screening should have also been addressed before the holiday. The new hires should have been sent to the clinic at the time when applications were being completed. Orientation manuals could have been checked to make sure they had completed pages attached. Also 15 copies of the orientation manual could have been made to be distributed to the new hires at orientation. The training room could have been scheduled in advance for the new hires orientation. Also checking the logs in advance would have prevented booking the training room at the same time technology services had scheduled training seminars for a new database software implementation. An employee with only six months of experience never should have been placed in charge of hiring new employees due to unfamiliarity and lack of experience in doing so. Rescheduling the orientation to a later date would be a possible solution. Calling all the new hires and having them come in to redo their applications and turn in their transcripts would be another alternative. Setting up a drug screening for the new hires at the clinic right away is another priority that should concede with the new hires redoing their applications. Seeing if the missing pages to the orientation manual could be found or finding the original manual would be another step. Making enough copies for the new hires to have on orientation day would be the next step. Talking to the operations supervisor about having the new hires start work in August instead of July due to a miscommunication with technology services could be another alternative. If the change in date is accepted, booking the training room for the new date would be the last step. However, it should not be recommended on having to reschedule the orientation, because this will not only look bad on the campus recruiter but also the company as well. It could also lead to the campus recruiter’s dismal because he was not able to do the job correctly. Also having the new hires redo their application would be time-consuming and frustrating to the new hires. Having the new hires do a drug screening right after applications may be too much for them if it were done in one day. Because rescheduling is not an option and having new hires redo applications is a waste of company time and doing a drug screening the same day, it is best to go with an overall best solution to the situation at hand. The first step would be to set up a date immediately for the new hires to come in and finish the parts of their applications that they failed to finish. Also make sure to let the new hires know they must turn in their transcripts when they come in to finish their applications. Also let the new hires know they must have a drug screening done the next day so that the results can be added to their files. The second step would be finding the missing pages to the orientation manual or find the original/master copy of the orientation manual and proceed to make the necessary copies so that every new hire has one. The last step would be to talk with technology services about using the training room on the June 15. Ask if the room will be in use all day or if they could squeeze in a time to use the room when it is not in use. They might be willing to work with the situation if the importance of the new hiring orientation is explained to them. Also looking into other rooms that are available or an offsite location that is available if a deal cannot be worked out with technology services. Overall this would be the best solution because if implemented right away the goal of June 15 could still be reached with new hires working by July. To reach the goal of having the new hires at orientation on June 15 and be working for the company by July, new hires need their applications, transcripts, drug screening done and turned into the campus recruiter. The campus recruiter needs to have orientation ready to go with all necessary materials presented to the new hires on the day of orientation in the training room. However, the campus recruiter failed to have new hires complete their applications and turn in his or her transcripts. The campus recruiter also failed to get the new hires to the clinic for drug screening. The orientation manual was not checked for completeness and extra copies were not made. The training room was not properly booked in advance, which resulted in another department booking the room. The best solution to fix the situation would be immediately have new hires finish applications and turn in transcripts while scheduling a drug screening either that day or the next. If a master copy of the orientation manual exists, it must be found and copies made immediately. Trying to work a compromise with the department that booked the room or finding another room or an offsite location is the best way to solve the training room problem. Overall this would be the best solution to take to reach the June 15 orientation date and have new hires working by July. Also it should be noted that having a employee who is still new to the company be put in charge of handling a situation as the one described is not recommended. The operations supervisor should not have allowed this happen and should have either guided the new campus recruiter them self or have a more experienced recruited help with the situation. By planning the situation out better the campus recruiter could have avoided the whole situation. Also if the operations supervisor knew the campus recruiter better, better judgment would have been made on whole the situation as well.…...

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