Case Study Analysis
- Submitted by: mrmacmizzle
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- Category: English
- Date Submitted: 02/19/2011 08:30 AM
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Case Study Analysis
In the review of this case I determined that many things went terribly wrong and unfortunately Carl Robbins the gentleman in question did not take the correct route in setting up the new hire orientation; secondly Mr. Robbins waited too long to ensure his paperwork was in order, and finally he did not ensure the meeting room wasn’t already reserved before setting the date of the orientation. There were several ways Carl Robbins could have prevented these issues from ever occurring we’re going to discuss a few of them.
In early April Carl Robbins had successfully recruited several new hires in spite of being new to the company, he hired 15 new employees hoping to get them through orientation and working by June 15th. That gave Mr. Robbins two and a half months to achieve his goal. Mr. Robbins received a phone call from Monica Carroll whom he is doing the recruitment for. On May 15th instructing him on exactly what she wanted done. Mr. Robbins “insured her that task would be taken care of.” Instead of waiting until Memorial Day to finally pull out the files to check them and ensure they were complete.
Mr. Robbins should have ensured that his new hires had their applications done, scheduled days to receive their drug testing, and completed their transcripts. By waiting until after Memorial Day Mr. Robbins left himself very little time to correct these issues. Mr. Robbins failed to use his time wisely and showed poor judgment to assume these people would take care of these issues on their own. By using effective time management, a schedule, and discipline Mr. Robbins would have had his paperwork in order and his newly hired employees would have been able to start on time. For example Mr. Robbins found out about this assignment in early April at that point he knew his deadline; so he should have reserved the meeting room at that time. Then he should have immediately started looking at the potential candidates and scheduled appointments for...
In the review of this case I determined that many things went terribly wrong and unfortunately Carl Robbins the gentleman in question did not take the correct route in setting up the new hire orientation; secondly Mr. Robbins waited too long to ensure his paperwork was in order, and finally he did not ensure the meeting room wasn’t already reserved before setting the date of the orientation. There were several ways Carl Robbins could have prevented these issues from ever occurring we’re going to discuss a few of them.
In early April Carl Robbins had successfully recruited several new hires in spite of being new to the company, he hired 15 new employees hoping to get them through orientation and working by June 15th. That gave Mr. Robbins two and a half months to achieve his goal. Mr. Robbins received a phone call from Monica Carroll whom he is doing the recruitment for. On May 15th instructing him on exactly what she wanted done. Mr. Robbins “insured her that task would be taken care of.” Instead of waiting until Memorial Day to finally pull out the files to check them and ensure they were complete.
Mr. Robbins should have ensured that his new hires had their applications done, scheduled days to receive their drug testing, and completed their transcripts. By waiting until after Memorial Day Mr. Robbins left himself very little time to correct these issues. Mr. Robbins failed to use his time wisely and showed poor judgment to assume these people would take care of these issues on their own. By using effective time management, a schedule, and discipline Mr. Robbins would have had his paperwork in order and his newly hired employees would have been able to start on time. For example Mr. Robbins found out about this assignment in early April at that point he knew his deadline; so he should have reserved the meeting room at that time. Then he should have immediately started looking at the potential candidates and scheduled appointments for...