Carl Robbins Case Study Essay

Carl Robins is a unused campus recruiter who is on the fast sweep to success. However, as a new employee, he is non fully informed on processes of the comp both. From my analysis, I conclude that Carl Robbins is non organized and did not assemble planning excogitate for the new recruits. New employees can acquire a situation in any case deep and too fast. It takes at least six months to a course of study for someone in a new position to understand his or her role within a company. Carl Robins is doing too much too fast. A plan packs to be in place and reviewed before any new trainees were hired.Background Carl Robins, a new recruiter with ABC, Inc., has a dilemma. Because a gentility plan was not do in place and the proper interrogation was not done, Carl runs the risk of an unsuccessful orientation. Carls position has the role of set up tasks and gathering information for new people coming to the company. If the process is unsuccessful, it leave alone leave a bad i mpression with not only Monica Carrolls, operations Supervisor, but the new trainees as well. As the coordinator, Carl has not put in the research required to obtain the information needed for the trainees.Key Problems several(prenominal) problems exist for Carl Robins. The first issue is that he is six months into his position and is not aware of certain policies and procedures within ABC, Inc. The next issue is that a training plan does not exist for Carl to follow to make sure trainees endure the requirements. Last, being new to his position Carl did not do the research or ask questions on what needed to be done. He just assumed. An proceeding plan or schedule should be active before the new trainees were hired. Carl did not prepare for the orientation he runs the risk of not possessing the blank or materials to conduct the orientation.Alternatives Preparing a group of people in a new environment to do a job takes sequence and planning. In my analysis I have found sev eral alternatives to solve Carls problem. First Carl needs to confront his supervisor and explain that he is not prepared and what went wrong. At that time, Monica and he can work to spawnher to catch up with the manuals and booklets prepares, drug tests and physicals scheduled, and talk to technology services to work out an cartel for access to the training room. Carl will have to work diligently to middleman the trainees and update them on the new information. If all goes well, the orientation will be successful.The second route would be to create a count of tasks that need to be completed for the training in order of importance and callable dates. The next step would be to meet with the operations supervisor to get her input, and ask any questions he may not know the answers to. enquire questions and staying organized leaves little room for error. Once Carl has met with his supervisor, he should keep track of what tasks are complete and when completed. Carl should also kee p the trainees informed of any issues and depend any problems that dress up.Reccomendations Carl Robins is a new employee eager to prove himself. Carl has a enormous deal of confidence but he let it get in the way of his responsibilities. I would recommend my second alternative, which requires Carl Robins to make a list of all tasks that need to be completed and keep his supervisor refer throughout the process. This way Carl can get insight to policies and procedures of the company.The supervisor may also be able to forecast any problems that may arise with his training plan from her experiences. I would also recommend that Carl practice time management and communication skills to help him learn how to approach situations such as the current one. In any organization there are individuals who uniform Carl, are just starting out and believe they can surpass the world. Some people let their confidence level get in the way of success. Carl Robbins has a responsibility to the n ew trainees to prepare them to do a job. Because this is his first recruitment effort, Carl is already not meeting expectations. Anyone in a recruiter position should be knowledgeable and have an action plan. If my recommendations are put into action, Carl Robins will lead a successful orientation.