Case Study: Exploring the Best Strategies When Job Specific Failure is Imminent

In relation to the management of conflict the College has several inter-related procedures. The first and most important to this area is the Anti-Harassment procedure. This procedure deals with the steps, first informal and then formal, that a member of staff who feels they are being harassed can go down to resolve this conflict. Linked to this is the Disciplinary procedure under which action may be taken upon a successful Anti-Harassment complaint. For managers there is also the Poor Performance procedure should the conflict be in relation to the performance of a staff member. For conflicts in relation to employment matters, pay and grading issues the College has a Grievance procedure.

67). Such an environment creates high turnover rates, conflicts between departments, and productivity issues (Wilson-Starks, 2003, p. 3). While the toxic leader may, at first glance, appear to be a productive member of the agency, due to his/her own self-promotion, the agency and subordinate officers lose ground through the toxic leader’s efforts to control.

The common perception of a recruiter is evolving quickly in the workplace (Boswell 2001). Where once recruiters were viewed as a tool to simply acquire candidates, modern recruiters have greater responsibilities to their clients. These responsibilities can include tasks such as organizing paperwork, completing pre-screening measures, and even occasionally preparing training curriculum (Darrell 2002). Recruiters are further expected to provide quality screening of candidates and ensure the optimal match for each applicable position within a company (Posner 2006). As with any other job within a company, recruiters must take this work seriously and avoid procrastination to ensure a smooth transition for their candidates into the new workplace. Should the transition fail to be smooth, the full blame modernly falls on the recruiter who failed to use proper coordinating strategy.

The primary problem in this case deals with a source of tension between two employees that have recently received promotions. There are various individual factors that may be a source of conflict that the case points to; however both parties need to look beyond their own personal perspectives in order to move towards the organizational goals. In the case of Thomas Green, he certainly has a lot of maturing to do before he is able to perform well as the next stage in his career development. In the case of his supervisor, Mr. Davis, he must also learn how to help disgruntled employees fill into their position in their new roles without any personal feelings get in the way. Several observations were made as to how both employees could address the problems. However, given the fact that both employees are new to their roles, the best case solution may involve a more senior management professional getting involved and setting a good example for both employees by resolving the sources of conflict and aligning them towards organizational goals.

Many of the problems that Carl has found concerning the new employee orientation could have been avoided. Carl is a recently hired employee himself. He should have kept up with the progress of the new employee orientation and checked on the files for the applicants. ABC, Inc. should also have made sure that their new employee was capable of doing his job efficiently. If Carl had stayed on top of his project, the problems that he faced would not have occurred.

In today’s organizations, the approach to the labor market is very important and detrimental to the success of the organization because of this every step should be strategically plan. The Department of Veterans Affairs is very successful in this area because their hiring and training processes are part of their best practice policy, which also give the organization a competitive edge. Being that the Department of Veterans Affairs are such a large organizations and their current tactics focus of the quality of candidates skills, level of education per position, and maintaining long- term sustainability . This paper will examine the process that the

In the beginning of April ABC, Inc. hired Carl Robins as their new campus recruiter. Carl was new to his position, but that did not stop him from striving to be a great recruiter right from the start. Carl successfully hired 15 new trainees to work for Monica Carrols the Operations Supervisor. Monica checked in with Carl to advise him of all the steps that are necessary to complete before the trainees could start working for the company. Carl felt confident about the situation and assured Monica that everything would be arranged in plenty of time. The goal is to have the trainees working by July; the problem is that Carl has neglected to make the proper arrangements to ensure all tasks will be accomplished. This

employee relations, payroll, benefits, safety and more. She initially began working as an intern and recruiting assistant for Cox Baton Rouge in 2001. Within six months, she was responsible for all recruiting activity in the system. She transitioned to an employee

It appears that unskilled family members had been hired to fill slots in the design, sales and finance departments, their pay was not commensurate with their ability. The hireling of these three employees adversely affected employee morale. A request for the review of all hiring records was submitted.

New Kids on the Block is a book and a retail customer service organization with more than 30,000 employees. Within the organization, roughly 5,000 employees are serving as the heart of NKOTB, they are the “Customer Service Representatives”. Directors for the customer service center suggested that supervisors are not managing the call center representatives suitably and have failed on meeting company goals; they feel this could be due to lack of skills provided by insufficient training. Before the organization experiences loss of market share and profit, NKOTB would like to hire a consulting group to assist in a training development plan for revision on new and improved customer service skills for the call center. NYCMP Consulting places the needs of NKOTB as our highest priority and we would like to introduce a proposal for an efficient program that can prepare supervisors with the best leading skills to fulfill the vision of the company. As an

ABC Inc. Has a nasty problem: figuring out what to do with Carl Robins and his lack of experience to hiring new recruits for his orientation for Monica Carrolls, the Operations Supervisor for ABC. So we decided to help them out by making a few suggestions on how to successful come up with a standard operational procedure on hiring new recruits for ABC. Would a millionaire dollar company such as ABC Inc. trust a new hired recruiter with less than six months to oversee a hiring orientation?

In order to confirm that the supervisor’s claims about Jeanette Landis are true, I would need to discuss her performance, in regards to her sales, with the sales department or the department that is in charge of this certain information. Even though Mr. White accuses Jeanette of not reaching her sales goals, all the facts and data need to be reviewed in order to determine if the information provided is accurate in terms of her performance. The human resource director cannot assume anything, approach all situations with caution, and be unbiased when determining the best action to take. When firing and employee, the human resource manager should be consistent and thorough when investigating the claims in order to prevent a discrimination lawsuit (Dunn, 1991, p. 26). Therefore, the sales records of Jeanette Landis need to be reviewed in order to determine if the allegations present by Mr. White are accurate.

Carl has to hire 15 new employees to work for Monica Carrols, the operation supervisor. He has set a deadline to have all new employees orientated on June 15th, and working by July

As in my experience, the recruiters lacked multiple competencies. They were incompetent concerning evaluation, laws, communication as well as employee relations. HR professionals are required to have current knowledge about HR management as well as specific HR activities. Professional certification has grown in importance as it establishes proficiency and credibility as an HR professional. There are numerous HR certifications available including, HRCI certification Professional in Human Resources (PHR), Human Resources Business Professional (HRBP), Senior Professional in Human Resources (SPHR) along with much more. These certifications expire, requiring a recertification process which assures that professional possess the necessary current knowledge to successfully perform their

Kellie Stephens provides exemplary training and development programs. She and the company’s goals are to provide in-house training seminars with up-to-date sexual harassment and safety procedures. She also understands the need for management training including people skills which include “communities of practices”, “snack and chat”, and consistent implementation of PAC policies. Communities of practice continue growing in its efforts with different departments coming on board with the program. Snack and chat gives employees the opportunity to discuss and be heard about their ideas with which to continue PAC’s performance. The managers including Dick Remington and Gary Stephens are not accepting of the proper procedures with which PAC’s Code of Ethics consist of. These are a few to the many who are accepting of the proper training procedures. Training can always use improvements with learning how to learn in mind. Each individual person learns differently. Developing action plans for managers and employees who have completed training which provides continued efforts for encouragement and feedback. Individuals who display success with learning techniques and reach desired goals within the action plan will become the coaches and role models for new trainees. With simple in-house developments on training, we as a company can continue to succeed with the goals of