Case Study Christian Fost Comm/215 Mark Polanzak September 29, 2012 Introduction Carl Robins took on too much too soon when he hired 15 new recruits, when he himself had only been on the job for six months. After reading the situation at hand I have found there to be many issues with the way Abc’s new campus recruiter Carl handled the orientation he planned. Background Carl Robins hired fifteen new recruits in April, he scheduled their orientation for June 15th . On May 15th, Carl was contacted by operations supervisor, Monica Carrolls, to insure that all was in order for orientation day. Mr. Robins assured Monica that all was in order.
Step one will be in welcoming the new employee to make them feel wanted in the new position. Next would start the philosophy of the retail store, and explain the operations and different levels of authority with the relation to each other. Then go in what is expected of the new employee explain the importance of what is expected in how it relates on the company and how customers, and other employees see the company. Explain what type of attitude, reliability, emotional maturity, and personal
HR will select individuals based on there experience, performance appraisal and a pre-screening interview. If applicants pass the pre-screening by HR the Vice President will interview the candidates. Employee records will be readily available as all candidates are being hired internally. The Vice president and HR are in the process of developing a compensation and promotion plan that will consist of a base salary and bonus structure. The training program will focus on the new sales strategy and center around the short and long-term goals of the company.
You are a manager in this company and need to communicate this change in a way so that employees will be aligned with the upcoming changes. Your employees include both men and women, ages 32 – 67 and include African-Americans, Caucasians and Native Americans. Create a communicator strategy, which includes general, action, and communication objectives. _____4. Graded Discussion 1: Introductions Go to the "Discussion" link
Manager’s report to work at their own set time and employees follow suit. Employees make decisions hoping the decision made is the same as the manager would make. The behavior of the employees affects the productivity, performance, and atmosphere of the company. Creating a policies and procedures manual is a way of documenting rules and regulation that the company believes will create a positive environment that leads to a successful business. R. Wayne Pace found three key elements helped company’s structure successful policies: creating the system, maintaining the system, and improving the system (Pace, 2012).
Professional Heads, Operation & Development Managers and General Managers will have the opportunity to contribute to further developing the Model of Care at a Half Day Away Day on Tuesday 15 June. Following this event, the redrafted Model of Care will be widely circulated for discussion and contribution from teams and we are setting up a number of events that will be open to all staff for the week beginning 21 June to support this. Overview of the Change Programme The Outline Business Case proposes that a Programme Management Structure is established to co-ordinate and support the implementation of the changes required. In the meantime, weekly meetings are taking place between Martin Cusack, Dave Martin, Mary Clifton and Trish Jay. These meetings make sure that high level decisions are made jointly to support the development of the Outline Business Case as well as focussing on organisational development and how we will communicate as we move
Allstate provides their employees with a road map to succeed by executing the goal setting definitions. The employees were given tools and resources to become better. They have quarterly leadership measurements as well as the survey to get feedback from employees. Allstate focus on diversity, they see diversity as a strategy for leveraging differences in order to create a competitive advantage thus create four steps process to reach their effective goals. The first step which is the succession programming explains how Allstate identified and developed candidates for each key position.
ABC Case Study Drew Whisenhunt COMM/215 November 10, 2014 William Morgan ABC Case Study After completing the necessary research on the hiring fiasco that occurred at ABC Inc., I decided it was imperative to get information on today's job market and how it affects the hiring process. In this situation a recruiter six months into his job was attempting to bring in 15 new hires to finish orientation to work in the operations department. When the supervisor checked in on the new recruit Carl assured her that everything would be in order by June 15th. The recruiter set out to complete the important paperwork needed for orientation, he found at his dismay, that there were many errors Background Due to the fact that Carl Robins (the before
Question 5 – Customer Service Quality I feel that other measures would be to continue to train the employees on customer skills. Develop a program specifically for Tanglewood that would give the employees realistic scenarios they can do to improve their relationship skills with customer. You can also provide meeting where the manager and employees can discuss certain scenarios to better prepare new hires. I think focus groups will continue to help because they stay on top of problems and can keep you on your toes as the retail business changes. Question 6 – Realism in
Finally * Outline challenging, clear career paths. Employees want to know where they could be headed and how they can get there. Annual reviews or midyear check-ins are one obvious venue for these discussion, but you should also encourage workers to come to you with career questions and wishes throughout the year. Q3. Why is mentoring and coaching of employees important in operational planning?