When responding to a case study or scenario, the HR practitioner should use a consistent, fact$-$based,

problem$-$solving approach. The development of this skill will allow the HR practitioner to respond to issues as

they arise using an analytical methodology in order to explore possible solutions.

The North American Transportation Company $($NATC$)$ is a very large organization that provides continent$-$wide

facilities for the shipping of goods, from tonnes of wheat and iron ore to individual parcels. Headquartered in

Canada, the company uses all forms of heavy equipment to load, transport, and deliver goods and materials

for its clients.

In recent years, a number of accidents and near$-$accidents have occurred. In some cases the accidents caused

injuries to people $($mainly employees, though some injuries were sustained by bystanders$).$ In three cases in

the last five years, people were killed. They also caused substantial material damage to property and$/$or the

environment.

Investigation of these accidents indicated that drug and$/$or alcohol abuse by company personnel was

relatively common and that these may have been contributing factors to the accidents. This analysis also

uncovered that absenteeism and job performance problems were also the result of drug$/$alcohol use by

employees.

The CEO of the company asked the HR department to solve the problem. In response, the department

formulated a zero$-$tolerance policy toward workplace alcohol and drug abuse. The policy outlawed

alcohol$/$drug use on the job and made the implementation and enforcement of the policy the direct

responsibility of all supervisory personnel in the company. They further developed and implemented a

training program to instruct all supervisors on the policy, the means to implement it$,$ and the specific

behaviours expected of them. This training program became known as the Alcohol$/$Drug Abuse Prevention

Program $($ADAPP$).$

The day$-$long training program explained that it was the responsibility of supervisors to be vigilant with respect

to drug$/$alcohol use on the job and to act immediately when there was a problem.

The training program focused on three main aspects of the ADAPP policy that supervisors were to learn and to

transfer to the job: $(1)$ explain the policy to their employees as a group; $(2)$ watch for employees who show

signs of being under the influence; and $(3)$ choose the specific supervisory action required correctly.

Supervisors were instructed to $($a$)$ assess the situation with the employee; $($b$)$ immediately relieve the

employee from his$/$her post should the impairment prevent safe and effective job performance; and $($c$)$ direct

the person to the Employee Aid Program for further investigation and treatment. Supervisors who failed to

implement the procedure would face disciplinary actions including, in some cases, immediate dismissal.

The training program consisted of lectures and video presentations, followed by various role$-$playing exercises

and discussions designed to help supervisors learn the policy, motivate them to implement it$,$ and enhance

their confidence in their ability to do so$.$

Using the HR thought cycle as a guide, we are able to consistently analyze the case study.When responding to a case study or scenario, the HR practitioner should use a consistent, fact$-$based,

problem$-$solving approach. The development of this skill will allow the HR practitioner to respond to issues as

they arise using an analytical methodology in order to explore possible solutions.

The North American Transportation Company $($NATC$)$ is a very large organization that provides continent$-$wide

facilities for the shipping of goods, from tonnes of wheat and iron ore to individual parcels. Headquartered in

Canada, the company uses all forms of heavy equipment to load, transport, and deliver goods and materials

for its clients.

In recent years, a number of accidents and near$-$accidents have occurred. In some cases the accidents caused

injuries to people $($mainly employees, though some injuries were sustained by bystanders$).$ In three cases in

the last five years, people were killed. They also caused substantial material damage to property and$/$or the

environment.

Investigation of these accidents indicated that drug and$/$or alcohol abuse by company personnel was

relatively common and that these may have been contributing factors to the accidents. This analysis also

uncovered that absenteeism and job performance problems were also the result of drug$/$alcohol use by

employees.

The CEO of the company asked the HR department to solve the problem. In response, the department

formulated a zero$-$tolerance policy toward workplace alcohol and drug abuse. The policy outlawed

alcohol$/$drug use on the job and made the implementation and enforcement of the policy the direct

responsibility of all supervisory personnel in the company. They further developed and implemented a

Determine the information to be collected to address potential improvements to the program, if necessary.