Introduction
I am hired as a training consultant in small-scale business Align Builders in Camrose, Alberta; however, the issues are analyzed by the employers that employees in the company using drugs and the ratio of drug users in the company are increasing (Stephenson & Herald, 2018). The Jolene Paulson, who is co-owner of the company focuses on the new cannabis legislation in the company so that there could be no drug use at the workplace. The cannabis legalization is widespread in the group of employees, therefore; there is the need to provide training or awareness to the employees so that they could be restricted. In this way, Paulson said. “I don’t have concerns about the group of employees we currently have, but new employees I think will be more of a concern. There will need to be aware there during the hiring process” (Stephenson & Herald, 2018).
There is workplace impairment at the Align Builders; therefore, trends in training through a focus on the organizational strategy need to be concerned about the better employee performance. Therefore, in the paper, there is discussion regarding the training process of the employees that how in Align Builders the legal recreational cannabis can be focused and how rights and responsibilities can be there on the employees’ part. However, through training the employee’s company can deal with the issues, as employees get to know regarding the risk of a lawsuit and there could be better practices for the recreational and medicinal marijuana.
Analysis
To improve the performance of the Align Builders; there is the need to develop or focus on the organizational strategies regarding the use of drugs as there could be training process of the employees or better drug-free policies to motivate stakeholders. Focused on the ADDIE process, it is analyzed that there is the need to effectively educate, motivate and train the employees so that they can understand the responsibilities they have in the company.
For the development of the employees or the human resources staff, there can be proper training of the employees based on the drug-free workplace policy so that productive work can be formed. However, for the evaluation, there can be a proper check on the employees that how much of the employees are using drugs at the Align Builders, there could also focus on the health and wellness of the employees. Moreover, regarding the design, it needs to be concerned that employees need to be given the sense of responsibility under some specific strategies and programs an employee need to tell that how they could feel the issues of their health if they do not stop using the drugs in the company.
It needs to be told that their performance and health can be negatively affected by using the drugs and there could disadvantages to the company as well. Regarding the step of the implementation, it could be concerned that there is the need to focus on the new cannabis legislation; because the current legislation can help the employees to train regarding that issue. For the training need analysis, it is analyzed that new cannabis legislation can be helpful in the workplace. The laws need to be implemented so that maximum employees should not use the drugs, especially in the workplace. Through implementing the laws, the company can protect employee health, and there could be safety. There is the gap in the training system of the Align Builders as the ratio of drug users in the company are increasing so through implementing the new cannabis legislation can reduce the number of users and company could improve its profitability and employees’ performance (Alberta.ca, 2018).
Potential Challenges
Align Builders are facing the issues related to the drug use in the workplace; however, there is the need to focus on the drug-free policies so that human resources staff can get the staff morale. It is analyzed that there could be several issues or problems to the company if a company do not or not strictly implement the policies; as the company faces the challenges related to the absenteeism and loss of production because when doing drug abuse; they can be inactive, and there could be issues related to the sleeping on the job; therefore, sleeping could affect job performance and result in absenteeism and loss of production.
While addressing organizational performance; it is analyzed that employees may face discouraged at the workplace if they are not trusted. At the managerial level if employees use the drugs or drugs related substance, then there could be issues regarding the poor decision making; it is analyzed that if employees effectively not respond to the task, then there could be issues. Align Builders is not performing effectively because the employees use drugs at the place, and they are not in complete senses. Therefore, the company has to face losses (Haber, Day, & Farrell, 2015).
The owners of the company or Align Builders can face the issues while the focus on the safe working environment as the gaps in the drug testing programs are identified because workplace, there can be issues in the company related to the conflict; however, counseling or educational programs towards the training of the employees are also important. Employees cannot effectively perform and cannot do effective decision making when they are using the drug. Other challenges also related to the loss of efficiency and also the theft in the company because employees do not know how they are behaving. These challenges can be there in the workplace which can also lower the moral values of the employees.
It is concerned that if employees are focused with the unfair dismissal suits as if there could be workplace drug testing and test come positive for using the illegal drugs, then employees may feel bad and there could be results of losing money. The managers have to face issues related to additional expense because tests are certified from the lab (Sinclair, 2018).
Effects of Detecting Organizational Gaps
There could be several effects to identify the organizational gaps, as it is analyzed that there could be a violation of privacy and employees can get the sense of opposition to the workplace drug testing, and there could be a negative impact on the right to privacy which can also reduce productivity. Align Builders can confront the issues while the emphasis on drug use in the workplace; the effects that are identified can be related with the loss of productivity and in the organization because they do not trust the company as they believe that company is opposition. These difficulties can be there in the working environment which can likewise bring down the ethical estimations or lower down the self-esteem of the employees (Cooney & Stuart, 2013).
Concerned with the additional research for the use of drugs in the company, it is known that several small companies are facing the issues related to the human resource management in the companies and the workforce is using the drugs. Therefore, the safety departments with the reality of legal marijuana are concerned, so that employees should not use the drugs in the workplace premises. It is concerned that employers of the feeling responsibility of that drug test so that there could not be an issue. An organization if does not confront the difficulties identified related to the drugs then there can be non-attendance issues and loss of generation. Therefore, the CEO of Cannabis Learning Series focused on the workplace safety and identifying the gaps suggested the cannabis training programs that need to be implemented as the internal policies.
Another company Armour Equipment is also focusing on the drug and alcohol policy as the internal campaign because employees of the company are addicted. Moreover, the Policy director name Zoe Addington is also dealing with the issues of alcohol use (Stephenson & Herald, 2018).
Competitive Training Strategy
As a training consultant in small-scale business Align builders can suggest some competitive training strategy that could be helpful for the company and in this way the company could help the employees so that they cannot do substance use at the workplace. As through training the employee’s company can deal with the issues and employees can get to know risks and there could be better practices.
Agenda Activities
For the competitive training strategy, on the agenda activities there can be focus on the training; an employer can deal with change through implementing the new policies or new cannabis legislation, it is concerned that companies need to wear the mask of professionalism and there should be proper group rules so that training strategies can be effectively focused. However, it is known that the supervisor’s essential skills need to be focused so that there could be a better analysis of the worker and so that better training can be given to the employees. In the agenda activities employees can be trained; there could be an awareness of the health and cultural competence. In awareness on the health; there could be a sense of responsibility under some specific strategies and programs. Employees need to say that, if they do not stop using the drugs in the company then they can face issues on performance and health which can negatively affect their pay scale.
The rationale for Instructional Strategies
In the rationale for instructional strategies, it is suggested to the company that there is need to hire the professionals so that they effectively focus on the substance abuse treatment and so that they effectively support the learning environments; through the diagnosis of co‐occurring conditions. Moreover, it is concerned that instructional procedures can result in appropriate guiding and supervision. For the rationale for instructional strategies, the in‐house trainer, as well as the therapist from any other agency, needs to be hired because he/she focuses on the employees through clinical supervision and employees perforce can be enhanced in this way because they get the proper counseling and supervision (Bahr, Masters, & Taylor, 2012).
Return on Investment
Return on investment could be focused as the profit and cost of investment; it is analyzed that if a company invest in the training of the employees; as if employees are told that how much worse impact on the health is there through the supervision, then there could be ultimate benefits to the company. It is concerned that there can be more investment’s gains comparable to the cost because professional training requires cost and seminars on new cannabis legislation or drug test cost much; however, in return, Align Builders can get the advantages as employees can stop using drugs.
Summary
It is analyzed in the paper that Align Builders employees are using the drugs, and the ratio of drug users is increasing in the company. Thus, the new cannabis legislation can be focused through the trends in training and a focus on the organizational strategy. For the better employee performance, there should be a use of drug-free workplace policy so that productive work can be formed, however, several problems to the company can be there, if a company did not strictly implement the policies. However, agenda activities, supervisor’s essential skills, effective support in learning environments, instructional strategies can result in investment gains.
REFERENCES
Alberta.ca. (2018). Cannabis legalization in Alberta. Retrieved from https://www.alberta.ca/cannabis-legalization.aspx
Bahr, S. J., Masters, A. L., & Taylor, B. M. (2012). What works in substance abuse treatment programs for offenders? The Prison Journal, 92(2), 155-174.
Cooney, R., & Stuart, M. (2013). Trade Unions and Workplace Training: Issues and International Perspectives. Routledge.
Haber, P., Day, C., & Farrell, M. P. (2015). Addiction Medicine: Principles and Practice. IP Communications.
Sinclair, A. (2018, September 21). The Advantages and Disadvantages of Workplace Drug Testing. Retrieved from https://safeworklaboratories.com.au/advantages-disadvantages-workplace-drug-testing/
Stephenson, A., & Herald, C. (2018, October 16). Workplaces roll out cannabis policies; some businesses ‘not ready’. Retrieved from https://calgaryherald.com/business/local-business/workplaces-roll-out-cannabis-policies-some-businesses-not-ready
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