The "fit for duty" concept involves the employee's physical, emotional and physiological condition in the working environment to facilitate the continuous performance of a task. The physical requirements include vision, sight and all the physical demands for a job. The physiological aspects revolve around alcohol and drug abuse, fatigue and workplace exposures while the physiological condition assesses the employee's risk tolerance, emotional condition, and culture (Price & Pinals, 2017). Relative to exposure from emotional and physical issues around the environment, “fit for duty” helps prevent possible health and safety risk to co-workers, property and the public.
Pre-employment testing is a method used to gauge an employee's fit and performance before hiring. Organizations that make right hiring decision reduces turnover rate and increases productivity. This means that pre-employment testing helps the employer saves cost on the possible high turnover rate (Youngman, 2017). Selection of unqualified employees creates negative effect to other employees’ morale and time management. It also reduces hiring time since the most qualified people are selected for interview. Pre-selection tests for any job position should be legal, reliable, and equitable. Post-employment helps employers assess and determine which employee is the best for a specific job position. Through post-employment assessment, the organization can quickly identify the strengths and weaknesses for the employees and use these for the benefit of the organization.
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In conclusion, “fit for duty”, pre-screening, and post-screening is both beneficial to both the employee and the employer. It saves the employee's time during the recruitment process and helps link employees with almost similar traits. To the employer, it helps increase productivity, increases employee retention and reduces the hiring time. Employees are able to assess and determine the most qualified workforce in the organization for improved performance and employee satisfaction.
References
Price, M., & Pinals, D. A. (2017). Fitness for Duty, Impaired Professionals, and Public Safety. The American Psychiatric Association Publishing Textbook of Forensic Psychiatry , 231.
Youngman, J. F. (2017). The use and abuse of pre-employment personality tests. Business Horizons , 60 (3), 261-269.
