Does sleep inn drug test

Running head: SLEEP TIGHT INN 2

2

SLEEP TIGHT INN 2

Week 7 Homework

Sleep Tight Inn

Sean Hall

Prepared for: Dr. Nicole Runyon

Park University

7/24/2019

The united states of America provide for a pre-employment test under various state laws as well as federal laws. Employees are required to be tested for alcohol and other substance abuse. However, some organizations come up with policies that regulate how drug tests are done. The policies must be in line with the available state laws. Some states do not have laws that govern how drug tests are carried out (Farabee, Zhang, & Wright, 2014). Therefore, it is illegal to perform drug tests. For sleep tight inn to implement a drug test to its employees, it is critical the management considers whether there are legal frameworks that govern how drug tests will be carried out.

The even though laws on drug test may vary from state to state, it is encouraged that drug tests are performed on all applicants. The law does not encourage selective employee drug tests. Apart from the pre-employment drug tests, the company is allowed to perform random drug tests even after the applicants are successfully employed. The federal government, as well as the state governments, provide legal frameworks that regulate substance and drug abuse. This gives employers the power to prohibit substance abuse under the constrains of the law (Sonnenstuhl, & Trice, 2018). The tests that are accepted by the law may include; blood drug and alcohol tests as well as legal marijuana and company drug testing.

According to the above analysis, I would recommend that sleep tight Inn come up with a drug testing policy in the organization. The benefits that come along with a drug testing policy among them, ensuring quality services in the restaurant, ensuring that the organization conforms with the laws of the state as well as those of the federal government. Although a downside of it may be experienced as a result of employees feeling their private life meddled with through the drug tests, it is more beneficial to implement the policy.

The role of human resource management is a strategic entity. This strategic entity is achieved by the proper organization of employees in an organization. Human resource management enables an organization to compete favorably win the market (Noe, et al, 2017). In the sleep tight in the scenario, the problem of lack of a competent human resource manager appears to be the main problem facing the organization. employment decisions are made by the employment department comprising of the secretary and the employment supervisor. In this case, the organization experiences problems of acquiring the right personnel for the job. The human resource manager without the knowledge of the employee profiles as from employment cannot effectively match the employee skills to the job, they are more suited to. In this line, it is difficult to strategically position the organization where it can generate income to its potential by properly organizing human resources.

Proper human resource practices advocate for formulation and implementation of policies that standardize processes within the human resource department. Policies are formulated depending on the business nature and the business strategies the organization wants to implement. Policies are important in enforced in the order they can help in creating an impact on the organizational goals set by the organization (Albrecht, et al, 2015). In the sleep tight in the scenario, there are no identified policies that govern the organization nor the human resource department. With no human resource manager in place, Mimi Clause the manager is observed to make arbitrary decisions on issues to do with her employees in a bid to treat them well. Here, the manager does not follow any policy, procedures or predefined guidelines. The lack of policies within the organization is a major misdemeanor and a breach of proper human resource practices. This forms the second major flaw of the Sleep Tight Inn restaurant.

Training is a crucial aspect of human resource management. It is among the most vital human resource practices. Human resource department should make sure that there are budgets and other resources that provide for employee training. Training is important for employee career development (Cascio, 2015). The sleep tight inn scenario draws Ms. Mimi Clause as someone who wants to treat her employees in a good manner. Despite her willingness to do so, some flaws in employee treatment are established by the fact that there are no plans or structures put in place to enable employees to gain knowledge through training. This means that there is no career development agenda for an employee working at the Sleep Tight Inn restaurant.

The best human resource practices advocate for the independence of the human resource department. Independence meaning that the human resource department has its budgets, head, as well as independent micro policies and goals that drives the department forward (Stewart, & Brown, 2019). For the Sleep Tight inn case scenario, there is a thin line of a management structure with only the manager. The manager, in this scenario, is in charge of the human resource department with only the secretary and the employment supervisor helping him. For this reason, it is very difficult to have an independent human resource department. The manager takes care of all departments and therefore manages all the budgets. For this reason, it is difficult to have a focused workforce towards the goals and objectives of the organization. Concluding on this inference, it is important to have a Human Resource Department whose function is analyzing the various issues identified in the Sleep Tight Inn where we can make several recommendations;

· Hire a human resource manager

· Formulate and implement human resource policies

· Perform continuous employee training

References

Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.

Cascio, W. F. (2015). Managing human resources. McGraw-Hill.

Farabee, D., Zhang, S. X., & Wright, B. (2014). An experimental evaluation of a nationally recognized employment-focused offender reentry program. Journal of Experimental Criminology, 10(3), 309-322.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

Sonnenstuhl, W. J., & Trice, H. M. (2018). Strategies for employee assistance programs: The crucial balance (No. 30). Cornell University Press.

Stewart, G. L., & Brown, K. G. (2019). Human resource management. Wiley.