Human Resources Management
Career planning workshops are a pivotal tool in helping people through employment transitions whether they are unhappy about their existing job or compelled to plan a career move due to downsizing or due to any other secondary reason. In short career planning workshops help people in planning their respective careers. Ideally, a career planning workshop entails three major activities namely, assessment, exploration and planning.
Assessment is first important step in a career planning workshop. The process of assessment provides an employee with an opportunity to examine their skills, interests, abilities, personality and values.
As far as the exploration process goes, the counselor at the workshop examines and analyzes the outcome and result of the assessment and how it is intertwined and suitable with the particular careers. The exploration process also examines the demands and situation of the job market, salary and educational requirements for particular careers. This is one of the most vital steps in the career planning workshops because it allows for the counselor to find careers that an employee can fit in well with. It analyzes the demands of the certain careers and the aptitude of the candidate for that matter.
Finally, equally important is the step of planning. The counselor after identifying the career path and goal for an employee moves on to devise a plan and strategy for achieving that goal. The employees are also enlightened about the possible pitfalls and merits of the career that fits them most.
Though illicit drug abuse is a major cause of concern for most employers but it is incumbent on the employer to ensure drug-free environment at the workplace because it increases workplace productivity. The function of drug testing is to diminish the risks and losses related to drug use by employees. It is necessary for human resource executives to understand that the various especially after some employee test positive for drug use. HR executives must fully investigate each testing process to be aware of the ramifications of their choices before making changes.
In the first place, the inclusion of prescription drug abuse testing is the option to resort to. Prescription drugs can be had legally since they are helpful in management of certain illnesses that arise out of drug abuse.
Painkillers, sleeping pills, decongestants and cough syrups numb the senses giving an artificial sense of freedom from pain or discomfort. Psychostimulant drugs like Adderall and Ritalin are also commonly abused to enhance memory and focus. Companies must therefore probe into the addictions and include prescription drug abuse into their programs.
Inclusion of nicotine is another step in this regard. There are various studies that liken nicotine addiction to decrease in productivity. Nicotine testing will be useful to ensure a healthy workforce and to decrease health insurance costs. This, however, is an issue that needs to be addressed extra carefully as it can be very sensitive.
Inclusion of alcohol abuse testing is another traditional method. Apart from alcohol breathalyzers and saliva tests that ensure no one had alcohol before or during work, alcohol ETG tests have significantly grown in popularity. It can detect alcohol use as far back as 3 days from sample collection.
A large number of companies have put in place no-steroid policies. Steroid abuse has been found common in fields requiring physique and performance enhancement, like professional and amateur sports, law enforcement, citizen protection, and construction. One of its serious side effects is increased aggression, which may affect an employee's relationship with clients and co-workers.
Edwards, D. (2005) Thinking about the unthinkable: staff sexual abuse of residents.
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