Effectiveness in ABC Inc. Company

Effectiveness in ABC Inc. Company

The achievement of an organization goals and mission is very important for any organization indiscriminative of its category. For an organization to attain its goals or mission, it must operate effectively to reduce its expenditure and maximize its profits. As well known today, this is a general principle of operation for both profit and non-profit oriented organizations for private and public bodies/companies. Set up an organization into the right truck of competition entails streamlining the organization’s activities together with coming up with policies and procedures that are feasible. Furthermore, it’s not enough to achieve effective operations without the integration of the best practices that make maximum use of available organization’s resources. This implies that an organization must intelligently utilize its human resource as well as its facilities to increase its production and reduce expense.

Based on this factor, effective operation entails the involvement of the relevant human personnel in the process of decision making and planning, a factor that affects the organization structure, procedures and policies. The enhancement of effective operation may thus be viewed not as simple as many people might think, but this entails a sophisticated process which diffuses through all organization’s departments. The outcome of effective operations is seen to be enhanced by the organization’s leaderships through effective coordination and communication that yields to employee’s development and motivation. Hence, this paper attempts to analyze the problems arising in ABC Inc. Company based on selection and recruitment process.

Background

As evidenced in the story unfolding the situation in the ABC Inc. company, the company’s HR, Carl Robin, who had been in this position for last six months, has recruited new lot of employees for the organization. According to Carl, He had planned to take through the new employees on an orientation process scheduled on June 15, and have them working fully in their respective position on July. Monica Carrolls in the position of operation supervisor is concerned about the orientation preparations, and without hesitation conducts Carl on Mid May to know more about the progress of the preparations concerning the training, training materials and orientation of the new labor force. Carl responds to this confirming that timely arrangement will be done. At the end of the month, Carl was reviewing the files of the new employees when he discovered that some incomplete trainees’ application forms, trainees’ orientation manuals, and trainees had not taken the job’s mandatory drug examination. He also further found that there was a conflict in the venue allocation as the same allocated venue for the new employees’ training was to be used for computer seminar by the technology department.

Problems Identified

Depending on the revealed information of the ABC recruitment and selection and training process, there are several pertinent issues that appear to be the key problems. These include:

The newly selected employees’ lot had not completed their application forms.

Some of the trainees had not submitted their transcripts in their files

All the trainees had not attended the mandatory medical check up as required and described by the organization’s policies and procedure of employment.

The number of manuals produced for the trainees are not enough for them, and those already produced are incomplete and fraught of mistakes.

While Carl may be seen to have been inadequately prepared to handle the task of recruitment of new employees to be absorbed by the ABC Inc. Company, the six month stay cannot be said as short duration for company’s HR to grasp and understand the operation effectiveness in the company. In this connection, the HR should have known the realities of the organization’s operation strengths and weaknesses. This shows the vital role played by HR, and emphasizes on the important of a proactive HR. This means that Carl failed in many areas in his recruitment, selection and training process.

Carl’s Failure as the Company’s HR

Undoubtedly, Carl as the ABC HR had several responsibilities that he had to accomplish in his position. While acting in the capacity of the company’s HR, he was responsible to ensuring that the organization had right workforce in place. The right people in this case would mean that the company had to employ individual to occupy the opening position according to their qualifications. As some of the relevant trainees’ documents are not available in their respective files, it implies that the screening of the new employees was not properly implemented. This is major flaw particularly in the over all management and staffing process. This may be considered as the greatest mistake that Carl committed. For effective operation, a company’s HR stress on employment of individuals to the respective positions solely depending on their capabilities and work competency

Secondly, the Carl had failed in his time management and planning of the training schedules. Although, this was the first task of Carl in his new employment, Carl had the idea and knowledge of the training complexities which might arise. The fact that he had learned the planning of schedule in his previous studies, Carl should have allocated enough time for every activity that was needed for the successful preparation of the trainees process. According to the unveiled information, it’s evident that Carl did not have feasible working schedule in place. For instance, when Monica enquired of the training preparation in the Mid-May, Carl thought that there was enough time to make every arrangement for the activities a head of him. Unfortunately, he did remember of the long vacation that they will be out of office for several days, and that she would be in office continuing with the normal tasks. It seems definitely that Carl was not aware of the disruption that the long vacation might bring, and therefore, he did mind of giving the preparations much time. Basing our focus in this particular factor, Carl is not getting satisfied with whatever he is doing due to numerous obstacles some of which are from within and others may be said to be external.

Departmental failures of coordination

Within an organization are several departments that deal with different functions that are crucial for the adequate functioning of the HR department. It’s in this view that through coordination of the various departments might have contributed to the Carl’s failure in achieving all the activities as set in his schedule. For instance, Carl may be exonerated from the blame of the incomplete manuals. In this particular case, it was the work of the printing department to ensure that the trainees’ manuals are accurately printed or produced a complete copy as it was handed over to them. Apart from this, it was not his responsibility to ensure that every trainee’s document was filed correctly, but it was his duty to check for the availability of the correct document in their files. Additionally, Carl it was not his mistake to have been the allocation of two events that were supposed to take place concurrent at the same venues, but this should have been a mistake made by the facility and equipment management department. All these perhaps are attributed to the problems of communication breakdown between the various departments.

Possible Resolution

Carl has not reached a dead rock in his situation. There are several ways through which he can resolve the emerging problems. First and foremost, Carl should consider having an immediate schedule, calling back the newly selected trainees to submit the missing documents and complete the application forms. Prior to making the submission date, he should also make arrangement with the mandatory medical check up with the department health and medicine, so that the trainees will also be examined of their health status in the day of document submission. This is important as it will reduce the cost of both the trainees and organization, besides haltering the possibilities wasting much organization time. Making the necessary clinical check up is mandatory in accordance with the organization recruitment process. He is thus obliged to make every effort to ensure that all the trainees are tested; otherwise, skipping this part will be a violation of the organization recruitment, selection and training procedures. In order to provide the full training and reveal the true picture of the organization to the trainees, he should make the corrections in the trainee’s manual script, and then reproduced the required number of copies. Lastly, Carl should ensure that the management is aware of the lack training venue which should be provided before the scheduled date of training.

Recommendation

The following are the possible ways which the organization can employ in future to mitigate its effective operation in the recruitment, selection and training process:

• Carl should review the planning principles of schedule, to know the factors and circumstances which might affect scheduled activities.

• Carl should make recruitment plan which he should adhere to ensure every step in the plan is covered.
• Carl should also seek bringing a change in the management whereby He will have an assist in minor duties like filling of documents.
• The company should also implement use of the new technology to facilitate communication and information access from the various departments