Abc, Inc. Case Study

ABC, Inc. Case study

There are times when newly hired personnel should have a type of probation or monitoring period in order to fully educate and integrate them into a business system. Some of the findings of this case study analysis seem to stem from a breakdown in the systems of ABC, Inc. Companies should determine how their internal systems will function in order to efficiently produce the desired outcome for their company.

ABC, Inc. hired Carl Robins approximately six months ago. Carl successfully recruited 15 trainees to work for the Operations Supervisor Monica Carrolls. The process for training new recruits is in-depth. The training process involves a variety of scheduled events such as drug testing, orientation briefings, and receiving policy booklets. Carl assured Monica he would handle scheduling for all events that needed to take place. As the orientation was nearing, Carl realized most of the paperwork was incomplete and some of the events that were supposed to be scheduled had not been scheduled.

The main problem with ABC, Inc. is their system for training new recruits does not have a check and balance in place. Carl has been with the company for approximately six months. A reasonable supervisor could come to the conclusion that perhaps six months was not a sufficiently long enough period for Carl to fully understand processes that are in place at ABC, Inc. With new personnel there should be a period of time to evaluate work ethic, knowledge of systems, and reliability to efficiently complete tasks. Carl was also tasked to take handle all aspects of the recruits training. There do not seem to be any types of checks that would prevent these types of failures from occurring. Carl was unaware of the issues for approximately one month before discovering them.

Another problem that was noted was the fact that Carl only had six months with the company and was left unsupervised for approximately one month while trying to schedule all training for the new recruits. New personnel should possibly have a grace period to get a chance to demonstrate their knowledge of what tasks need to be accomplished, and how to accomplish those tasks efficiently and thoroughly. During the grace period, new personnel should have a little more direct supervision than normal. After the grace period, a supervisor will evaluate efficiency and knowledge, then make a determination whether to continue direct supervision or allow him or her a little more freedom to accomplish all necessary tasks.

One last focus problem that was noted was the lack of communication within the company's system. Carl assured Monica that he would handle all of the scheduling, but there was no follow up or feedback by either Carl or Monica. Effective communication between co-workers, supervisors, and subordinates is paramount. If there has been follow up by the supervisor, then she would have discovered that Carl was falling behind in making all coordination for training events. If Carl had provided feedback, then he would have been held accountable for making sure he accomplished the tasks he ensured his supervisor he could complete. An additional