What is an Employee Assistance Program? Knowledge 100

The Concept of Employee Assistance Program The Employee Assistance Program is also known as the Employee Psychological Assistance Program and the Psychological Management Technology for All Employees (hereinafter referred to as EAP). It is a set of systematic and long-term benefits and support programs set up by enterprises for employees. Through the diagnosis, advice of the professional to the organization and to the employee and their immediate family.

Provide professional guidance, training and counseling, designed to help solve a variety of psychological and behavioral problems of employees and their family members, and improve employees' work performance in the enterprise. The President of EAP International believes that EAP is not only a benefit for employees, but also a benefit for management. Based on behavioral science, employee psychological support specialists can provide strategic counseling, identification and problem solving for employees and organizations to create an effective and healthy work environment.

Through employee coaching and analysis of the organizational environment, we help HR to handle employee relations.

Eliminate all aspects of factors that may affect employee performance, and then increase organizational cohesion.

Enhance the company's image. It helps identify and answer employee concerns that impact employee performance and the achievement of performance goals across the organization. EAP (Employee Assistance Program) was invented by Americans and was originally used to address employee alcoholism.

Psychological disorders brought about by drug abuse and the effects of adverse drugs.

Start-ups are in the stage of "testing the waters" in many aspects such as institutional settings and compensation plans, and it is a foolproof strategy to use EAP to adjust the mentality, ecology, form and state of all people. This paragraph of the staff help plan the service.

Here are the details of the Employee Assistance Program.

a.A very effective model for investing in occupational mental health.

b.Diagnose, advise and provide professional guidance, training and counseling to employees and their immediate families through professional staff.

c.Help address a variety of psychological and behavioral issues for employees and their family harassers to improve employee performance.

d.Employees help each other.

Correct answer: ABC

The Employee Assistance Program (EAP) is a set of long-term welfare and physical and mental health support programs set up by enterprises for employees, and improves organizational performance by adjusting the personal status of employees.

As a set of systematic and long-term assistance and welfare programs set up by the organization for employees, it helps solve various psychological and behavioral problems of employees and their family members, and improves the individual performance of employees and the overall effectiveness of the organization through professional diagnosis and advice provided by professionals to the organization and professional guidance, training and consultation provided to employees and their immediate relatives.

The Employee Assistance Program provides the following seven categories of services

1. Manage employee issues, improve the work environment, provide counseling, help employees improve performance, provide training and assistance, pass feedback information to organizational leaders, and educate employees and their families about EAP services.

2. Keep the staff's questions confidential and provide timely detection and evaluation services to ensure that employees' personal problems will not have a negative impact on their performance.

3. For those employees who have personal problems that affect their performance, use constructive confrontation, motivation and short-term intervention methods to make them realize the relationship between personal problems and performance.

4. Provide medical consultation, help, referral and follow-up services for these employees.

5. Provide organizational consulting to help them establish and maintain effective working relationships with service providers.

6. Consult in the organization so that the coverage of the policy involves the relevant undesirable phenomena or behaviors, and respectfully carry out medical **.

7. Confirm the effectiveness of the employee assistance program in organizational and individual performance.

New employee recruitment is not part of the Employee Assistance Program.

The Employee Assistance Program is a systematic, long-term welfare and support program set up by the company for employees. Through the diagnosis and advice of professionals to the organization and the professional guidance, training and consultation provided to employees and their immediate family members, it aims to help solve various psychological and behavioral problems of employees and their family members, and improve the work performance of employees in the enterprise.

The Employee Assistance Program consists of three main components:

1.Dealing with external stressors that cause problems, i.e., reducing or eliminating inappropriate management and environmental factors;

2.Dealing with stress responses, i.e. alleviating and channeling emotional, behavioural and physiological symptoms;

3.Change the individual's own weaknesses, that is, change unreasonable beliefs, behavior patterns, and ways of life and life;

The Employee Assistance Program also includes stress assessment, organizational improvement, education and training, stress counseling, health check-ups, health promotion programs, employee performance improvement, and employee self-confidence.

Legal basis] Article 3 of the Labor Law of the People's Republic of China is violent, and workers enjoy the right to equal employment and choice of occupation, the right to receive labor remuneration, the right to rest and vacation, the right to obtain labor safety and health protection, the right to receive vocational skills training, the right to enjoy social insurance and welfare, the right to submit labor disputes for settlement, and other labor rights stipulated by law.

Workers shall complete labor tasks, improve professional skills, implement labor safety and health regulations, and abide by labor discipline and professional ethics.

The Employee Psychological Assistance Program is also known as group counseling (counseling), but its content is different from psychological counseling.

Psychological counseling is aimed at normal people, but this "normal" is mainly the opposite of psychotic "abnormality". For people's mental health, it is not a dichotomous variable, but a continuum (from unhealthy to very healthy), and this continuum changes over time. Any two ordinary people, their mental health level is different, some are healthy in all aspects, and some are emotionally healthy but not so healthy in interpersonal terms.

I think that's a better understanding.

The EAP (Employee Assistance Program), also known as the Employee Psychological Assistance Program, is a systematic and long-term assistance and welfare program provided by enterprises and organizations for employees. Generally, the problems that are easy to occur for enterprise employees are husband and wife, mother-in-law and daughter-in-law, parent-child relationship, and there are also emotional problems due to high work pressure.

According to the statistics of our psychological counseling center, the better the development of the company, the more attention to the psychological problems of employees, the more accepting and important to EAP.

Answer]: The Employee Assistance Program is a free, professional, systematic and long-term consulting service program provided by organizations such as enterprises, departments and other units to all employees and their families. In this program, professionals will assist enterprises, especially human resource management departments, to diagnose the problems existing in enterprises, teams and individuals, provide training, guidance and consulting services for employees, and deal with and solve various work-related psychological and behavioral problems faced by them in a timely manner, so as to improve employee work performance, improve organizational management and establish a good organizational culture.

Clause.

1. Conduct professional assessment of employees' occupational mental health problems. Professional mental health assessment methods are used to evaluate the current situation of employees' psychological quality of life and the causes of problems.

Clause. 2. Do a good job of publicizing occupational mental health. Use posters, self-help cards, health knowledge lectures and other forms to establish employees' correct understanding of mental health, and encourage them to actively seek help when they encounter psychological distress.

Clause. 3. Design and improvement of the working environment. On the one hand, improve the hard working environment - the physical environment; On the other hand, through organizational structure change, leadership training, team building, job rotation, employee career planning and other means to improve the soft environment of work, establish a supportive working environment within the enterprise, enrich the work content of employees, point out the development direction of employees, and eliminate the causes of problems.

Clause. 4. Carry out staff and manager training. Through a series of trainings such as stress management, frustration coping, maintaining positive emotions, and consulting managers, we help employees master the basic methods of improving their psychological quality and enhance their resistance to psychological problems. Managers who master the skills of employee psychological management can quickly find appropriate solutions when employees have psychological distress.

Clause. 5. Organize various forms of employee psychological counseling. For employees who are troubled by psychological problems, we provide a variety of forms such as counseling**, online consultation, group counseling, and individual counseling to fully solve the problem of psychological distress of employees.

There are two aspects of feedback testing for EAP: hard indicators and soft indicators. Hard indicators include:

productivity, sales, product quality, gross output value, absenteeism, management time, employee compensation, recruitment and training expenses, etc.; Soft indicators include: interpersonal conflict, communication relationships, employee morale, job satisfaction, employee loyalty, organizational climate, etc.

By improving the occupational mental health of employees, EAP can bring significant economic benefits to enterprises, and a study in the United States shows that companies can save $5 to $16 in operating costs by investing $1 in EAP.

It is difficult to have a unified standard model for EAP, because different enterprises have different needs and preferences for EAP; Inconsistent understanding and requirements of EAP by different departments within the enterprise; As an interdisciplinary program, it is difficult for psychologists, social workers, and doctors to agree on a unified model; In addition, the development of EAP in various countries and regions has appeared in different forms, and it is difficult to form a unified EAP model.

EAP Consulting|Employee Assistance Program: Psychological Management.

Chongqing Cuncaoxin EAP counselor explained that once psychological problems reach the point of unbearable, mental illness can be induced. In your work, life, and study, you and your subordinates will definitely encounter psychological problems of one kind or another. Psychological problems are more terrible than real diseases!

Psychological problems are like the swelling of the river of the mind, if it is not dredged and drained in time, there is a danger of breaking the embankment and flooding. And the psychiatrist is the best dredge of the river of the soul. The psychological problems of your subordinates are often difficult to talk about in front of your parents, wives and children, brothers and sisters, colleagues and friends.

As the boss or the head of the department, you must be good at understanding the psychology of your subordinates, so that your subordinates are willing to tell you, the psychologist. Subordinates need a psychiatrist, and if they have psychological problems, they need the help of you, the psychologist.

How to be a good psychologist for subordinates, which must meet the following needs of employees:

1. Increase spiritual rewards and increase material rewards are naturally happy, but for small and medium-sized enterprises that are unable to do so due to lack of strength, spiritual rewards can also achieve good results. Remember, a word of blessing, a cordial greeting, and a powerful handshake will make employees unforgettable for a lifetime and willing to serve you for a lifetime. For the suggestions put forward by subordinate employees, you smile and listen attentively, record them one by one, even if the immature opinions of employees, listen all the way, and patiently answer, good suggestions and ideas of employees, publish the list, and serve bonuses.

Rewarding one person, motivating hundreds of people, the motivation of all employees is mobilized.

2. Pay attention to the stimulation and cultivation of employees' interests, and the stimulation and cultivation of employees' interest in work depend on the following factors: such as job arrangement, goal setting, incentive mechanism, work design, etc., which will stimulate the fighting spirit of employees and reduce their psychological pressure.

3. Chongqing EAP Center consultants emphasize the need to improve the interpersonal relationship of employees within the enterprise, and friendly and supportive colleagues will increase job satisfaction. Pay attention to the feelings and exchanges between employees and employees; the employee's own social relations and psychological condition; Employees' sense of identity or alienation from the unit or the organization as a whole; and the relationship between units within the organization, between departments, etc.

4. Tell employees the direction of development, if a person's career plan cannot be implemented in the organization, then the person will leave the company sooner or later. Therefore, businesses should help their employees in terms of career planning so that the needs of both parties can be met.

5. Create a good working environment, a good office environment can improve the work efficiency of employees on the one hand, and ensure the physical and mental health of employees on the other hand.

EAP services help employees to relieve work pressure, improve mood, improve work enthusiasm, enhance employee self-confidence, effectively handle colleague and customer relationships, quickly adapt to the new environment, overcome bad habits, etc., so that enterprises can save recruitment costs, save training expenses, reduce wrong dismissals, improve the organization's public image, improve organizational atmosphere, improve employee morale, improve production management and other aspects to obtain great benefits.