Serology International Employee Training Case Study

Serology International Employee Training - Case Study Example The human resource director, Dr. Tom Turblin has been assigned the role of selecting the most qualified employee to lead the new division that is going to be charged with the production of the kit. Dr. Tom will also be in charge of training him for the role. Dr. Tom decides that he will first begin with a re-evaluation of the academic qualification of all the employees that are employed by the firm. The exercise is going to be undertaken by an outsourced firm that deals with analysis and auditing. The exercise is going to cost Serology International around 60,000 US dollars. In addition, the outsourced auditing firm has notified Dr. Tom that the exercise will take three weeks. However, Dr. Tom wanted it completed as soon as possible, but he has already agreed to the deal. The firm identifies Scott Dickson as the most qualified employee. Thus, Dr. Tom decides to go through his file and record. He notes Scott has been the head of the Pipette production unit for the firm for a long time. His records show that in his tenure, there has been a considerable rate of return and innovation; hence paints him as an innovative individual. What about his leadership skills? After inquiring from the workers under his jurisdiction. They indicate that he is a leader who is always willing to listen and take part in the production stages. Moreover, he seeks to understand each employee on a personal level and gives credit where it is due. However, Scott has some shortcomings. One is that Scott has no prior experience in the production of DNA assessment kits. An aspect that worries Dr. Tom a lot. He has since decided to help him and work as his guide. His hope is that doing so will give Scott the confidence that is required to run the new division successfully. Scott is also be said to be high-tempered. He is emotional and has losses control easily.