Human Resources Popup clinics


Why do Human Resource Departments understand employee development programs are important but often ignored?

Here are three reasons:

  1. Management tends to focus most on the here and now. In this environment, managers natural focus on essential day-to-day operations and less interested in longer-term activities that can have more bang for the buck.
  2. Upper management incorporates bureaucratic exercises on paper but seldom acted upon concepts for problem solving.Thus, frontline managers spend more time trying to fit employees into their matrix and not resolving problem(s).
  3. Bottom line, there's just no time for it. This is, an opinion, the "lamest" excuse of all. There's always time for important activities. If you believe that development planning is a valuable managerial function, just make it a priority and carve out the minutes and hours for it.

Why development planning makes good business sense:

  • People care if you take a genuine interest in their future.Emphasis here on "genuine." Employee Development planning should be something a manager takes a real personal interest in - not an HR-driven mandate.
  • It helps builds loyalty, and loyalty increases productivity.Taking an honest human interest in someone builds loyalty.Loyal employees are more engaged. Engaged employees are more productive.
  • Good talented people naturally want to advance, and appreciate meaningful support in the process.Capable ambitious young employees want training, mentoring and coaching. They want to feel valuable to an organization. If a company doesn't provide it, enterprising employees will go elsewhere for it.


In today's interconnected society, and employee’s are feeling overwhelming, pressure to perform, short staffed on projects and suffer epidemic levels of chronic stress.  Repeated studies show prolong stress levels will lead to chronic health issues, heart disease and possible suicide, and alcoholism and drug abuse. This is a costly side effect.


PURE’s EMPOWER PROGRAM has two coupling parts:

  • First, using the mindfulness meditation or a 5 minute breathing technique, which is self-awareness with high impact stress reduction approach for employees in order to conduct the activities of their everyday life with wisdom that enhances healthy human development and effective learning.
  • Second, PURE clearly understands that our collective consciousness is catching on and holistic methods are gaining popularity, becoming more mainstream an as our culture is
    beginning to understand the importance of taking responsibility for our own healing and wellness.

How we can PURE help?

PURE’s Employee EMPOWER PROGRAM will be introduced in POP UP CLINIC. This is conducted over a day or two and perhaps quarterly or bi-annually, where we bring to your facilities the deeply energetic healing practice of Reiki, Reflexology and/or Acupuncture(coupled with sound and aroma therapy) as a method of promoting self-health & well being for themselves and others.

A PURE practitioner teaches how to use energy healing techniques plus focus along with 5 minute meditation; various breathing exercises and the innate ability of selfless love will deeply heal the mind and body.   During the clinic your employee will be provide an opportunity to explore, discovery and experience the understanding of the “energy body,” and learn how reduce body stress and tension improving their quality of life.

The Long-Term Impact:

It is our goal to assist you in giving your employees tools for their toolbox to easily and effectively access the calm, intelligent, and creative person that lies within each of them to increase your productivity and bottom line. Studies show that people who have learned to utilize alternative methods will reduced levels of stress, anxiety, depression, violence, and substance abuse.

Call us, PURE will design a HR Pop Up Clinic that best suites your needs.


Note: The below images reflect HR Clinics that PURE is conducting onsite for companies that lends to time management of the employee reducing management's concerns.