Case study Example | Topics and Well Written Essays - 1250 words

Case Study Example Issues After he recruited the class of students in April Carl Robbins had to perform a series of human resource activities to incorporate the recruits into the company. The activities included training schedule, orientation, manuals, policy booklets, physicals, and drug tests among other issues. Carl gave his word to the operations supervisor, Monica Carrols, that everything would be ready on time. By June 15th when Carl verified the paperwork some of the new recruits did not have their transcripts of file or their applications completed. None of the recruits had taken the mandatory drug test and the employee manuals were incomplete. The use of mandatory drug testing helps create a safer working environment (Sofsian, 2011). Another issue was that the room Carl separated for training was being used by the IT department for the entire month. Carl had double booked the room. Alternative Solutions Carl Robbins created a lot of problems due to his inability to coordinate activities correc tly. Coordination is very important in order to achieve business goals (Blurit). Carl should have planned things out better and if he needed help it was his responsibility to ask for more resources to be assigned to his department such as a personal assistant. Based on the circumstances an alternative solution could be to cancel the recruiting efforts. This option would eliminate the problems of the recruited employees not being ready for work at the June deadline. A disadvantage of that option is that it would make Carl look bad in the eyes of the other executives of the company. Carl could do some damage control explaining that the IT department took away his ability to train the new employees. ABC Inc. needs the influx of new labor in order to comply with their needs. Due to the mess with the recruited employees the company could fire Carl Robbins from his position. Employers should follow precise steps when firing employees to avoid wrongful termination legal problems (Urgentbus inessforms, 2011). Based on that option the company would lose a recruiter that was trained by the company six months ago. The option would place all the blame of the problem in the hands of Carl Robbins. The option would establish that ABC inc. is not tolerant of administrative incompetence. A problem with this option is that the company would not receive the new labor requirement it needs on time. The company already has a group of excellent college recruits that the firm needs to provide an influx of youth and potential to the company. A third alternative solution is to give Carl Robbins more time to take care of the human resource tasks that Carl was unable to complete on time. In order to ensure that Carl does not mess up again in this process the company should assign a special task force to oversee the progress of Carl. The task force can be composed of one to three human resource specialists. These human resource specialists would work in alliance with Carl to get all the th ings that need to get done on time. The special task force would only oversee Carl’s recruiting efforts work for this first round of recruiting. In the future once Carl receives the proper training to perform the job himself Carl would work independently in his recruiting efforts. Carl Robbins recruited a group of college recruits that had excellent credential to fulfill the human resource