Policy purpose
This is a proposal made by our policy group after a series of findings were brought to their knowledge. There had been a noted drop in the company’s profit graphs which led to the research done to find out the reasons for its drop in profits.
Some of the research findings included;
- Use and abuse of drugs at the work place- Some of the company’s employees report to work drunk and unable to make sound decisions.
- Coming to work late and leaving work before the supposed time- Late coming has been an order of the day for almost all the employees in the company.
Proposed solutions
- Buying of the substance detectors, example, Alco blows, meant to detect if a staff member is intoxicated. (Salomone, etl,. 2016)
- We suggested use of biometric systems that will allow the staff members to sign in and out of work when they report and leave work respectively. This biometric system will only support voice recognition.
Involved stakeholders
Supervisors-They assign objectives and review the employee’s performance.
Legal Officer- He is responsible for the efficient administration of the policy, which particularly regards ensuring compliance with statuary regulatory requirements.
Finance manager-He is responsible for overseeing and directing the banking, accounting and investing practices of the business.
Additional authority
The company’s policies are managed by some statute. Some of them are among the company’s partners that help in sponsoring the company as well. Some of them include;
- State Board Policy owned by the national government.
- Regulations Control of the country.
- Work rules Boards of companies.
- Better Solutions Company.
Policy scope
The proposed policy, mainly targets the employees section in all domains of the company.
Responsible party.
The Human resource department of the company will be responsible for administering the proposed policy. In addition to this, the body will also make known to the staff members all possible outcomes of breaking the rules or the policy.
Possible implementation risks
- Cost risks –The amount of money that will be used in the implementation of this proposed policy is high, in that there has to be purchases done in acquiring the biometric systems (Csete, etl., 2016).
- Policy failure risk-The policy itself might be implemented but still have some loopholes in that, some of the workers might sneak in some drugs or alcohol as well. In case of power related issues the systems might fail in a big deal to perform the required tasks (Proctor, etl., 2009).
Risk management
- To work on the cost risks, we should come up with ways to raise the company’s income through some side projects that will enable the company make extra money
- The policy implementation has to be done pleasantly, to ensure that there are no loopholes left unsealed (Pot, Totterdill, & Dhondt, 2016). There has to be power back up supplies that ensure power related issues are not among the problems to deal with.
Modifications of the proposed policy
- Signing an attendance book by each staff sign member.
- Hiring of physical security guards, standing at the company gate to ensure that no one sneaks in intoxicated or drunk.
Recommendations:
I would recommend the policy implementation as soon as possible. I would also recommend that all stakeholders take part in the achievement of the proposed policy once implemented.
Actions and resources required for implementing
With the help of software engineers, we will be able to come up with the right software through the process or rather action known as programming (Ritter, etl., 2016). These include the making of the biometric systems that will be able to capture and recognize the voices of each staff member through speech-recognition. We will require some security personnel at the systems to help in enforcing the Alco blow usage before clocking in and clocking out. Finances are the main resource needed to implement the policy proposed above.
Resistance likely to face the policy implementation
Employees might resist this as a way of getting away with usage of intoxicants at work place. Some of the employees might try damage the systems (Rist, 2017).
Solutions to handle it
Severe non-compliance will lead to the termination of duties or the official roles.
References:
Rist, R. C. (2017). Choosing the right policy instrument at the right time: the contextual challenges of selection and implementation. In Carrots, sticks and sermons (pp. 149-164). Routledge.
Proctor, E. K., Landsverk, J., Aarons, G., Chambers, D., Glisson, C., & Mittman, B. (2009). Implementation research in mental health services: an emerging science with conceptual, methodological, and training challenges. Administration and Policy in Mental Health and Mental Health Services Research, 36(1), 24-34.
Salomone, A., Tsanaclis, L., Agius, R., Kintz, P., & Baumgartner, M. R. (2016). European guidelines for workplace drug and alcohol testing in hair. Drug testing and analysis, 8(10), 996-1004.
Pot, F., Totterdill, P., & Dhondt, S. (2016). Workplace innovation: European policy and theoretical foundation. World Review of Entrepreneurship, Management and Sustainable Development, 12(1), 13-32.
Ritter, A., Livingston, M., Chalmers, J., Berends, L., & Reuter, P. (2016). Comparative policy analysis for alcohol and drugs: current state of the field. International Journal of Drug Policy, 31, 39-50.
Csete, J., Kamarulzaman, A., Kazatchkine, M., Altice, F., Balicki, M., Buxton, & Hart, C. (2016). Public health and international drug policy. The Lancet, 387(10026), 1427-14
