The document summarizes the findings of a poll conducted by SHRM and DATIA on drug testing efficacy. Some key findings include:
- Over half of organizations conduct pre-employment drug testing on all job candidates, while 29% do not have a testing program.
- Organizations that implemented drug testing programs reported decreases in absenteeism (50%), workers' compensation rates (50%), and employee turnover (16%). Productivity increased in 19% of organizations.
- Larger organizations and publicly-owned for-profits were more likely to conduct pre-employment testing on all candidates compared to smaller organizations and other sectors.
Legal marijuana is poised to become the next Big Tobacco, and has serious implications for employers' bottom line, employee health, and workplace safety
SHRM’s 2014 Strategic Benefits Survey: Health Careshrm
SHRM’s 2014 Strategic Benefits Survey collected extensive information on the costs of health care and changes in total costs over time.
This research found that about four-fifths (79%) of respondents from organizations that provided health care coverage to their employees indicated their organization was “very concerned” about controlling health care costs. About one-half of organizations offered educational initiatives related to health and wellness (56%) and/or lower-cost generic prescription drugs (48%) to help control the costs of health care. In terms of employee contributions to the total costs of health care, one-half of respondents indicated their organization increased the employee share of the total costs of health care compared with the previous plan year.
Legal marijuana is poised to become the next Big Tobacco, and has serious implications for employers' bottom line, employee health, and workplace safety
SHRM’s 2014 Strategic Benefits Survey: Health Careshrm
SHRM’s 2014 Strategic Benefits Survey collected extensive information on the costs of health care and changes in total costs over time.
This research found that about four-fifths (79%) of respondents from organizations that provided health care coverage to their employees indicated their organization was “very concerned” about controlling health care costs. About one-half of organizations offered educational initiatives related to health and wellness (56%) and/or lower-cost generic prescription drugs (48%) to help control the costs of health care. In terms of employee contributions to the total costs of health care, one-half of respondents indicated their organization increased the employee share of the total costs of health care compared with the previous plan year.
Optimize the Role of Medical Affairs in Health Economics & Outcomes Research ...Best Practices
The Medical Affairs function plays an important role in health outcomes (HO) information exchange between bio-pharmaceutical organizations and key external stakeholders.
Development of robust health outcomes capabilities within Medical Affairs function requires an increase in the function’s involvement with health outcomes groups, development of field-based health outcomes capabilities, customization of health outcomes data as per stakeholders’ needs, and building real world data capabilities to generate and utilize health outcomes information.
This benchmarking research from Best Practices, LLC is designed to assist companies focused on oncology therapies find better ways to develop effective health outcomes groups. It provides current data and best practices from Medical Affairs leaders with an oncology focus at leading bio-pharmaceutical companies.
Download Full Report: http://bit.ly/2e3sl9Q
This presentation given by WIMHRT West at the January 4, 2008, TWG meeting covers results from a
survey of Washington State providers on their use of Evidence Based Practics.
According to a recent EIU survey, nearly 70% of execs say that they consider their organisation's wellness programme to be cost effective. But how is success measured?
'Measuring wellness: From data to insights' is an EIU report sponsored by Humana, which explores the measurement of wellness schemes and uncovers the obstacles to participation and data sharing. Find out more>> bit.ly/MWell1
On January 29, Tony and Luis spoke to attendees of the Ohio Agribusiness Association’s 2020 Industry Conference, providing vital education on cannabis, cannabinoids, and the differences between hemp and marijuana. They also broke down what Ohio’s Medical Marijuana Act does not include in order to provide attendees with guidance on employer rights. Focusing on further employment concerns, Luis and Tony explained what the Ohio Bureau of Workers’ Compensation will and will not cover, and discussed testing, workplace policies, ongoing legalization trends and more.
A survey of 742 employers in safety-sensitive and non-safety sensitive industries revealed widespread concern regarding the impact of marijuana in the workplace.
Optimize the Role of Medical Affairs in Health Economics & Outcomes Research ...Best Practices
The Medical Affairs function plays an important role in health outcomes (HO) information exchange between bio-pharmaceutical organizations and key external stakeholders.
Development of robust health outcomes capabilities within Medical Affairs function requires an increase in the function’s involvement with health outcomes groups, development of field-based health outcomes capabilities, customization of health outcomes data as per stakeholders’ needs, and building real world data capabilities to generate and utilize health outcomes information.
This benchmarking research from Best Practices, LLC is designed to assist companies focused on oncology therapies find better ways to develop effective health outcomes groups. It provides current data and best practices from Medical Affairs leaders with an oncology focus at leading bio-pharmaceutical companies.
Download Full Report: http://bit.ly/2e3sl9Q
This presentation given by WIMHRT West at the January 4, 2008, TWG meeting covers results from a
survey of Washington State providers on their use of Evidence Based Practics.
According to a recent EIU survey, nearly 70% of execs say that they consider their organisation's wellness programme to be cost effective. But how is success measured?
'Measuring wellness: From data to insights' is an EIU report sponsored by Humana, which explores the measurement of wellness schemes and uncovers the obstacles to participation and data sharing. Find out more>> bit.ly/MWell1
On January 29, Tony and Luis spoke to attendees of the Ohio Agribusiness Association’s 2020 Industry Conference, providing vital education on cannabis, cannabinoids, and the differences between hemp and marijuana. They also broke down what Ohio’s Medical Marijuana Act does not include in order to provide attendees with guidance on employer rights. Focusing on further employment concerns, Luis and Tony explained what the Ohio Bureau of Workers’ Compensation will and will not cover, and discussed testing, workplace policies, ongoing legalization trends and more.
A survey of 742 employers in safety-sensitive and non-safety sensitive industries revealed widespread concern regarding the impact of marijuana in the workplace.
Best-in-Class Strategies to Develop Effective Medical Information GroupsBest Practices
Medical information groups within bio-pharmaceutical companies play a vital role in the management of publications and product inquiries during the commercialization of drugs.
However, recent regulatory changes in the industry have made it imperative for the Medical Affairs function to align its medical information activities with compliance requirements.
This Best Practices, LLC report establishes benchmarks on the critical requirements to create strong medical information groups. In particular, this report identifies best practices in internal collaboration, alignment of information activities with compliance requirements and the structure, leadership and resource levels required to develop best-in-class medical information groups.
Download Full Report: http://bit.ly/2ewac07
This study looks at the impact of the Affordable Care Act (ACA) on organizations. Three-quarters of organizations (77%) had increased costs for health care benefits from 2014 to 2015.
Given the stringent regulatory requirements in the health care industry, it is important for bio-pharmal companies to develop innovative Risk Evaluation and Mitigation Strategies (REMS) plans during the commercialization of certain products to ensure an acceptable risk-to-benefit ratio.
This benchmark study published by Best Practices, LLC examines how companies develop and execute successful Risk Evaluation and Mitigation Strategies (REMS) plans for newly-approved drugs in the U.S. market. This study can help bio-pharma companies in creating successful REMS programs.
Download Full Report: http://bit.ly/2aOt5Id
Emerging Medical Education Trends in the Medical Device Industry: Benchmarks ...Best Practices
Medical education programs play an important role in informing health care professionals about the safe and effective use of medical devices.
To probe emerging medical education trends in the device sector, Best Practices, LLC undertook benchmarking research. In particular, this study provides benchmarks on the proper size, structure, funding channels, staffing and investment for medical education groups.
Download Full Report: http://bit.ly/2bY2NZ8
Clinical Affairs Excellence: Benchmarking Clinical Trial Strategies To Ensure...Best Practices
In the face of cost and regulatory pressures, clinical programs at medical device organizations have looked to less expensive and regulated areas of the world to perform clinical trial activities. Emerging markets are also fast-growing regions that present future growth opportunities for organizations that have seen sales growth slow in mature markets. However, there are still questions around the cost, acceptability, quality and pitfalls of conducting clinical trials in emerging regions.
Best Practices®, LLC conducted primary research to inform clinical affairs leaders at medical device companies on emerging approaches to staffing, outsourcing and managing clinical trials outside of the European and U.S. regions.
Critical outsourcing questions addressed in this survey include:
-What are the regions where medical device companies are conducting clinical trials and the percent of patients recruited annually from these regions?
-Which clinical trial activities are best suited for outsourcing?
-What is the appropriate staffing mix (in-house and outsourced) for clinical trials?
-What are the most important competencies for clinical research associates, managers, and directors?
This report will inform Clinical Affairs leaders on these questions and others regarding staffing, outsourcing and managing clinical trials outside of the U.S.
Benchmarking Bio-Pharmaceutical Medical Education Programs: Structures, Resou...Best Practices
Bio-pharmaceutical organizations have long relied on medical education programs to provide latest medical knowledge to physicians and other health care professionals. However, recent compliance rules and regulations have tempered the sponsorship of some medical education programs by bio-pharmaceutical companies, as well as some third-party providers of such services.
Best Practices, LLC, undertook benchmarking research to probe emerging medical education trends at top bio-pharmaceutical companies. In particular, this research provides benchmarks on the proper size, structure, activities performed, staffing, and investment for the Medical Education function.
Download Full Report: http://bit.ly/2cf5PYb
Clinical Affairs Excellence: Benchmarking Clinical Trial Strategies for Pharm...Best Practices
In the face of cost and regulatory pressures, clinical programs at pharmaceutical organizations have looked to less expensive and regulated areas of the world to perform clinical trial activities. Emerging markets are also fast-growing regions that present future growth opportunities for organizations that have seen sales growth slow in mature markets.
However, there are still questions around the cost, acceptability, quality and pitfalls of conducting clinical trials in emerging regions.
Best Practices®, LLC conducted primary research to inform clinical affairs leaders at pharmaceutical companies on emerging approaches to staffing, outsourcing and managing clinical trials outside of the European and U.S. regions.
Critical outsourcing questions addressed in this survey include:
-What are the regions where pharmaceutical companies are conducting clinical trials and the percent of patients recruited annually from these regions?
-Which clinical trial activities are best suited for outsourcing?
-What is the appropriate staffing mix (in-house and outsourced) for clinical trials?
-What are the most important competencies for clinical research associates, managers, and directors?
This report will inform Clinical Affairs leaders on these questions and others regarding staffing, outsourcing and managing clinical trials outside of the U.S.
Slides from Society for Clinical Trials, The goal of this CTTI-sponsored project was to describe current clinical monitoring methods for a range of clinical trial types, and to explore the rationale for the use of those methods.
Similar to Shrm datia drug_testing_poll_shrm_web_final (20)
This research sought to determine what types of policies organizations are implementing in regard to political activities in the workplace, particularly as they relate to the 2016 presidential election. The survey also looked at whether organizations encouraged their employees to vote in political elections and whether employees were given time off to vote.
Shrm survey findings using competencies to achieve business unit success finalshrm
SHRM surveyed executives of business units other than HR (e.g., CEO, CFO, Vice President) to learn more about their views of what it takes for leaders to be successful across HR departments and different functional areas such as finance and accounting, sales and marketing, and IT. Specifically, this report focuses on the competencies needed now and in the future, including Business Acumen, Communication, Consultation, Critical Evaluation, Ethical Practice, Global and Cultural Effectiveness, Human Resource Expertise, Leadership and Navigation, and Relationship Management. The report also looks at which competencies are lacking in the labor pools of candidates for HR and other business units, and how to address those competency gaps.
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...shrm
SHRM surveyed HR professionals with the job function of employment or recruitment to learn more about organizations’ use of social media for talent acquisition. Specifically, this report focuses on recruitment and screening of job candidates. It also looks at trends over time, comparing the results to data from 2011 and 2013 when possible.
On June 30, 2015, the Department of Labor (DOL) released proposed changes to the overtime regulations. This survey was designed before DOL proposed these changes to the overtime regulations and represents the HR profession’s general perspective on FLSA overtime exemptions.
SHRM/Ascendo Resources: The Importance of Social Media for Recruiters and Job...shrm
This research, conducted in collaboration with Ascendo Resources, looks at the importance of having a social media presence for job seekers, as well as social media strategies HR professionals use for recruitment. Overall, 87% of HR professionals said it was either very or somewhat important for job seekers to have a social media presence on LinkedIn, and 83% agreed it was important to be on a relevant professional or association social networking site. In the past year, nearly two-thirds of organizations (65%) had hired new employees who were sourced through social media sites.
SHRM'S 2010 Healthy Food and Drinks in the Workplace poll surveyed HR professionals about healthy offerings in their organizations. Forty percent of organizations have formal or informal practices and/or policies in place that promote healthy food and drinks in the workplace. Nearly all employees have responded favorably to these organizations’ efforts to promote healthy food and drinks for work-related functions where food is served, in on-site vending machines, in the company cafeteria, etc.
The Society for Human Resource Management (SHRM®), the world’s largest association devoted to human resource management, has collaborated with Globoforce® on a series of surveys about employee recognition. Our goal is to elicit trends among HR leaders and practitioners about what challenges they face and what strategies help them conquer those challenges. In the 2015 survey, 80% of organizations indicated they have an employee recognition program, and more than one-half (58%) have a program that is tied to their organization’s values. Overall, respondents said employee recognition programs had a positive impact on employee engagement, happiness and workplace relationships, but the impact was perceived to be greater for those with values-based programs.
This research collected comprehensive information on the prevalence of organizations hiring 2015 college graduates with undergraduate and graduate degrees. The findings revealed that one-fifth of respondents (20%) indicated their organizations hired 2015 college graduates to begin working after graduation, and 15% indicated they hired 2015 college graduates to begin working before graduation. Among organizations that indicated they had hired 2015 graduates, 18% offered higher total compensation to 2015 college graduates than to 2014 college graduates; the majority (81%) offered compensation that was “about the same.”
Preparing for an Aging Workforce: A Gap Analysisshrm
The report and accompanying slide presentation are based on a comparison between two main sources of information on the aging workforce: a) the SHRM Foundation’s Effective Practice Guidelines (EPG) on the Aging Workforce and b) findings from the SHRM Aging Workforce Survey. The purpose of this comparison is to find gaps between the effective, evidence-based practices in employing, recruiting and retaining an aging workforce identified in the EPGs and the current practices related to the aging workforce used by organizations as reported through the survey findings.
SHRM’s 2014 Strategic Benefits Survey collected data on how organizations communicate their benefits programs to their employees.
This research found that less than one-tenth (9%) of HR professionals thought their organization’s employees were “very knowledgeable” about the employer-sponsored benefits available to them; about three-quarters (73%) indicated their employees were “somewhat knowledgeable.” When asked how effective their organization’s employee benefits communications efforts are, just over one-fifth (22%) indicated they “strongly agree” that their organization’s benefits communication was very effective in informing employees about their benefits; the majority (58%) indicated they “somewhat agree.” However, more than three-fifths (63%) of respondents indicated their organization had made changes to their organization’s benefits communication materials in the last 12 months.
SHRM’s 2014 Strategic Benefits Survey: Leveraging Benefits to Recruit Employeesshrm
SHRM’s 2014 Strategic Benefits Survey collected data on how organizations leverage benefits to recruit employees, including employees at all levels of the organization and highly skilled employees.
This research found that more than one-quarter (29%) of respondents indicated their organization leveraged their benefits program to recruit employees at all levels of the organization in the past 12 months; about one-third (32%) reported their organization leveraged their benefits program to recruit highly skilled employees.
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Strategic Benefits--Leveraging Benefits to Retain Employeesshrm
SHRM’s 2014 Strategic Benefits Survey collected data on how organizations leverage benefits to retain employees, including employees at all levels of the organization, highly skilled employees and high-performing employees.
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3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
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Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
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Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Discover the innovative and creative projects that highlight my journey throu...
Shrm datia drug_testing_poll_shrm_web_final
1. September 7, 2011 SHRM Poll: Drug Testing Efficacy In collaboration with and commissioned by the Drug & Alcohol Testing Industry Association (DATIA)
10. How are you involved in your organization’s drug testing program? 5 Note: n = 636. HR professionals who answered “not sure” were excluded from this analysis. Percentages do not total 100% due to rounding.
11. For approximately how many years has your organization been conducting pre- and/or post-employment drug testing? 6 Note: n = 626. Percentages do not total 100% due to rounding. HR professionals were asked to round to the highest year.
12. 7 Does your organization conduct pre-employment drug testing with job candidates? Note: HR professionals who answered “not sure” were excluded from this analysis.
13. 8 Does your organization conduct pre-employment drug testing with job candidates? Comparison by Organization Staff Size Larger organizations (2,500 or more employees) are more likely to conduct pre-employment drug testing for all job candidates compared with smaller organizations (fewer than 2,500 employees). Comparison by Organization Sector Publicly owned for profit organizations are more likely to conduct pre-employment drug testing for all job candidates compared with privately owned organizations, nonprofit organizations and government agencies. Government agencies are more likely to conduct pre-employment drug testing for selected job candidates compared with publicly owned for-profit organizations, privately owned for-profit organizations and nonprofit organizations.
14. 9 Does your organization conduct post-employment drug testing with current employees?
15. Does your organization conduct pre- and/or post-employment drug testing with its contract employees? 10 Note: n = 754. HR professionals who responded “not applicable” and “not sure” were excluded from this analysis. Percentages do not total 100% due to rounding.
16. Does your organization conduct pre- and/or post-employment drug testing with its contract employees? 11 Comparison by Organization Staff Size Larger organizations (500 or more employees) are more likely to conduct pre-employment drug testing for contract employees compared with smaller organizations (fewer 500 employees).
17. Which of the following post-employment drug tests does your organization conduct? 12 Note: Percentages do not total 100% due to multiple responses. “*” indicates question was not asked.
18. To what degree are the U.S. pre- and/or post-employment protocols/polices also applied at locations outside the United States? 13 Note: n = 150. Percentages do not total 100% due to rounding. Only organizations with multinational operations were asked this question.
23. Absenteeism rates at organizations before and after drug testing program implementation 15 9% of organizations reported high absenteeism rates, (more than 15%). After implementation of a drug testing program only 4% of organizations reported high absenteeism rates, a decrease of approximately 50%. Note: HR professionals who answered “not sure” were excluded from this analysis.
24. Workers’ compensation incidence rates at organizations before and after drug testing program implementation 16 14% of organizations reported high workers’ compensation incidence rates prior to a drug testing program, whereas only 6% of organizations reported similar rates of workers’ comp after the implementation of a drug testing program, a decrease of approximately 50%. Note: HR professionals who answered ‘not sure” were excluded from this analysis.
25. Change in employee productivity in organizations after drug testing program implementation 17 Nearly one-fifth (19%) of organizations experienced an increase in productivity after the implementation of a drug testing program. Note: n = 513. HR professionals who answered “not sure” were excluded from this analysis. Percentages do not total 100% due to rounding.
26. Change in employee turnover rates in organizations after drug testing program implementation 18 16% of organizations saw a decrease in employee turnover rates after the implementation of drug testing programs. Note: n = 520. HR professionals who answered “not sure” were excluded from this analysis.
30. Does your organization conduct drug testing in-house or at an off-site testing facility run by another entity? 20 n = 628
31. What type of sample is used for your organization’s drug testing program? 21 Note: n = 634. Percentages do not total 100% due to multiple responses.
32. How much does it cost your organization each time a drug test in conducted (per employee or job candidate)? 22 n = 633
34. What is the average entry-level full-time annual salary at your organization? 24 n = 632.
35. In 2010, how much did your organization spend on recruiting, training and drug testing combined? 25 Note: n = 595. Percentages do not total 100% due to rounding.
37. What are the primary reasons your organization does not conduct pre-and/or post-employment drug testing? 27 Note: n = 262. Percentages do not total 100% due to rounding.
38. What is the primary reason your organization does not conduct pre- and/or post-employment drug testing? 28 Comparison by Organization Staff Size Note: n = 262. Some row percentages do not total 100% due to rounding. Caution should be used when generalizing results when the sample size is less than 30 for any category.
44. Demographics: Other 34 Is your organization a single-unit company or a multi-unit company? Does your organization have U.S.-based operations (business units) only or does it operate multinationally? Note: n = 906. Percentages do not total 100% due to rounding. Note: n = 863 Are HR policies and practices determined by the multi-unit corporate headquarters, by each work location or both? Level of HR department/function for which you responded through this survey. Note: n = 621 Note: n = 619
45. SHRM/DATIA Poll: Drug Testing Efficacy Response rate = 20% Sample composed of 1,058 randomly selected HR professionals from SHRM’s membership Margin of error is +/- 3% Survey fielded March 1-14th , 2011 35 Methodology For more poll findings, visit www.shrm.org/surveys Follow us on Twitter:http://twitter.com/SHRM_Research
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