Question

Write a research paper according to the following instructions:

The term paper must be 5-7 typed pages and double-spaced, in APA format (cover page and reference page must also be in APA format but do not count as pages). DO NOT INCLUDE AN ABSTRACT. Proper grammar, spelling, sentence structure, formatting, and citation use is expected and will be considered in the grading for this assignment. Use 3rd person during your discussion (not the 1st or 2nd person -- DON'T use “I”, "You, “We” or any of their forms).

The topic of the term paper will be to focus on one key human resources issue in the workplace and to discuss potential implications for human resources planning.   A list of topics is provided through an attached file below.
Your paper should include:

An overview of the topic and what will be discussed in the paper
An explanation for why it is an important issue for the workplace from the human resources field’s point of view
A discussion on the implications this topic has for human resources planning (recruitment issues, legal issues, retention issues, policies, organizational change, organizational culture)
A comprehensive summary of the information discussed in the paper
The term paper must cite at least three (3) scholarly resources (e.g. books, magazine articles, internet articles, etc.) using the APA style of citing references.   You may not use your textbook as a source (you may use it to help you decide on a topic and what information will be needed to fully explain your topic; however, once this is decided, you should not refer to your text for this assignment). You may not use Wikipedia or a Wikipedia-like source for this paper.

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With a 1986 Executive Order titled “Drug-Free Federal Workplace”, President Reagan initiated a small but vital battle in his War on Drugs: the war on drug use in the workplace. While the executive order and its follow-up, the Drug-Free Workplace Act (1988), do not cover private-sector employees, these executive and legislative dictates provided the templates for the eventual widespread adoption of drug-testing policies and programs by “98 percent of Fortune 200 companies” (Bennett-Alexander & Hartman, 2009, p. 172). The ways in which these policies have been implemented, and the extents to which those implementations run counter to statutory and ethical concerns with personal autonomy and privacy, are manifold, and—broadly—are the underpinning concern of the discussion presented here.
This discussion will be limited to drug testing in the private sector. More specifically, the focus will be on drug testing in the pre-employment, hiring phase, from a human resources (HR) perspective. But, as will quickly become apparent, such a focus is inextricably bound up with issues connected with post-hiring drug testing and from organizational perspectives that go beyond that of HR. The discussion begins with examination of the concerns which drive pre-employment drug testing—safe and negligent hiring—and then looks, critically, at the research-based evidence in support of and against the efficacy of such test and drug-testing policies more broadly construed....

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