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Orientation Case : Resolve it !!
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Chrm Message From: professormamta Total Posts: 28 Join Date: 28/11/2006
Rank: Executive Post Date: 04/02/2007 00:01:53 Points: 140 Location: United States

Adam, fresh from school was a newly recruited HR practitioner. During his 1 month into the job, he was asked to be in-charge of the orientation programme for the entire organisation. Being new, he followed closely to the processes. Recently, Roy joined the organisation and Adam is required to orientate him. On Roy's first day of work, Adam brought him around the organisation for introduction to the rest of the staffs.

Unfortunately, Roy's assigned mentor was not around hence, Adam was unable to make an official introduction for Roy to meet up with his mentor. In the afternoon, during the HR briefing, Adam mentioned to Roy that there is a buddy system in place but is only on an opt-in basis. Roy requested to opt for a buddy. Adam was rather surprised by Roy's request as according to Adam's manager-Jean, that no one in the organisation has requested for a buddy.

Hence, Adam checked with Jean on the criterias in getting a buddy for Roy and according to her, Adam found out that it need to be someone preferably from Roy's dept. Having clarify on the criterias, Adam is supposed to get a buddy for Roy, unfortunately, this issue was clearly forgotten by Adam due to his busy schedule as he was involve in other HR matters as well and he did not follow up with Roy's request promptly.

One week later, Adam met Roy in a lunch gathering and Adam greeted Roy and asked him casually how is he doing and if he has adapted well to his job. Roy, asked Adam blatantly and angrily where is his buddy that he has requested. At that moment, Adam recalled on the existence of this request and unwittingly told Roy jokingly that he thought Roy was joking with him on the request for a buddy as he did not admit to Roy that he has clearly forgotten about the whole issue. Roy was very angered by Adam's response and told him off that he was very serious in getting a buddy and that its Adam's responsibilty to do so. Adam, clearly embarassed and guilty about his mistake, apologised immediately and promised to get him a buddy. On the very day, a buddy-Sam, was found for Roy. Roy, was very unhappy with Adam and confronted Adam and his buddy when he is able to have an official meet up session with his mentor. Adam explained to Roy that the organisation has no current practice in place for meet up sessions to be arranged between mentors and mentees and its a practice for mentees to take self-initiative to do so in arranging for meetings with their mentors and also that his mentor is currently out of town and will only be back the next day. Adam, himself being a new staff also was at that moment in time speaking on personal experience and also based on what Jean has told him. Sam, who was present agreed and helped to explain to Roy on the practice. Roy kept quiet and Adam unknowingly thought that Roy has understood with the organisation practice. Hence, Adam did not continue to check with Roy on this aspect.

The following day, Roy had a feedback session with his manager and Adam was called upon to sit in as part of the orientation programme. Roy brought up the issues on Adam's failure to get him a buddy promptly and that he was not introduced to his mentor at all. He complained about the poor management of the HR mentor and buddy system and that it was not effective at all and that he expressed that he is very unhappy with Adam as he felt that he is not doing his job at all. Adam tried to explain to Roy and his manager about what happened and also reassured Roy that he will take his suggestions of improving on the system and was apologetic about the issue. He told Roy's manager that he will bring Roy to see his mentor after the session as his mentor is back in the office after being on leave for the past week.

Roy was still very unhappy with Adam and continued telling Adam off in front of his manager.

1. On a HR practitioner point of view, what should Adam do to resolve the issue?

2. Roy is very unhappy with Adam and holds it against him even though all has been done and followed up. What should Adam as HR do to resolve this and should Jean,as Adam's manager do something?

3. What role does Roy's manager play in this issue and should he be implicated?

Pls discuss and help Adam resolve the case.


Professor Mamta

Chrm Message From: Colin Max Total Posts: 12 Join Date: 28/11/2006  
Rank: Executive Post Date: 04/02/2007 00:14:59 Points: 60 Location: United States

Hello professor, 

Here's my analysis :

Adam was new to the job, therefore himself was in the process of getting oriented to the job. However he did faulter by not taking the buddy request by Roy seriously. This was probably the only mistake that he committed....for which he later apologised.

As an HR practitioner, Adam should let Roy know the whole situation and apologise, which he does. As far as Roy's manager is concerned, it is upto roy whether he wants to implicate him or not. Implicating him will only complicate the situation which is not needed.

As for Roy, he should get a life and move on in the organisation rather than harping on a single fault by Adam. It s understandable that he felt disappointed by the firm, but he should consider the fact that in organisation sometimes these lapses happen. that is not to say it doesnt matter but after Adam apologised, he should forgive that.

Fair enough, he complained about Adam, I think Jean should just warn Adam, as he's new. Also Jean should make sure Adam goes through the necessary procedure and knows them well, lest he should repaet such a mistake.

thats all....

Colin Max

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