Essay by: ISP106
One of the cornerstones of human values is the idea of self-reliance. No matter the job, or job title, a person needs to feel that they are fulfilling a purpose and are able to succeed without outside help. Corporations, large and small, need the same certainty. Interestingly enough, CPR certification training is a way to fulfill the same needs for both person and corporation. This simple but critical training is a way for both person and corporation to gain a measure of control over their destiny. Certainly, having people who are certified in CPR makes sense in the workplace. Having them certified before they are hired would seem like a logical step. The company saves money while still protecting its people; how can that be anything but a victory? Unfortunately, a company that puts the responsibility of training in someone else’s hands is missing out on an opportunity to build a stronger company in the long run.
To join a company, a potential employee must do many things including: applications, multiple interviews, skills verifications, and background checks. The purpose is about more than qualifying for a position. The intent of both company and candidate is to make sure that the candidate will be a “good fit” for the company. Why? Training is a long, expensive process, and in spite of what many believe, the goal is to hire someone who will be happy and productive for a long time. The process is not easy for either the corporation or employee. Forcing potential employees to be certified in CPR before they are hired would NOT be in the best interest of the company. It limits the pool of “eligible” applicants and makes finding the right candidate more challenging. What IS in the best interest of the company is to make sure their employees are trained and certified in CPR soon after they are hired, preferably during their probationary period.
New- hire orientation is the process whereby a new employee learns about the history, values, and expectations of their new employer. They spend hours and sometimes days listening to how they are the most important part of the company. Over the next weeks and months, a new employee will experience first-hand how committed their employer is to those values. A strong company; one who is committed to the health and safety of their employees will have emergency protocol training as well as CPR certification classes. Is it an expense that the company ought to shoulder? Yes. Is it worth it? Absolutely. A company that provides CPR training for its employees is telling those employees that this training is an important part of the company’s values. It shows, rather than tells the employees how important they are. When done well, CPR training for employees goes beyond learning the skills to help save a life. The skills learned in CPR training help people think through steps systematically, rather than acting rash, and it teaches employees how to work with each other during a crisis. The more people who are trained for an emergency situation, the better the company can react as a whole to any situation. It is a skill set that crosses over into other areas of company performance.
With the resources available in most communities, CPR training is a way for a company to invest in their employees with little effort. That investment will pay large dividends in employee performance, satisfaction and loyalty. A company that promotes self-reliance for both itself and its employees will stay healthy and strong.