In this case study, Carl Robins has three clear issues he must address to create an effective solution for his company, ABC, Inc. The first issue is how Carl can create an effective training schedule, and orientation, program in a timely fashion for the fifteen new ABC, Inc. trainees whom he recently hired to work for Monica Carrolls, the ABC Operations Supervisor. The second issue Carl must tackle is that he must ensure that the new trainees have the appropriate qualifications and clean drug tests by their July hiring date. The third issue he must address is to instate standard operating procedures in his department so the recent logistical complications so not occur again.

             Background.

             Carl has two major tasks of immediate importance. First, he must ensure that all trainees have complete training manuals and a place to train. Secondly, he must ensure that all trainees have the appropriate qualifications and clean drug tests before they can be hired.

             Options.

             Carl must ensure that all of the trainees are in fact qualified. Since some of the new trainees did not have applications completed or their transcripts on file, Carl must send off a stern letter to these individuals, informing them that they must provide the required materials, else their positions with ABC will be in jeopardy. If the new trainees need extra time to do so, they must inform Carl by a specific date, so they can provisionally participate in the training scheduled to begin on June 15th. However, if the new trainees cannot ultimately provide the required credentials, as specified in their original contract, Carl must make it clear that these individuals cannot be formally hired, even if they complete the training regime.

             After making arrangements with a local drug-testing laboratory, Carl must fire off an additional letter, reminding candidates of the fact that they must, as company policy, pass a drug test.