What is the employee assistance program?

The concept of employee assistance plan is also called employee psychological assistance project and comprehensive psychological management technology (EAP). It is a systematic and long-term welfare and support project established by enterprises for employees. Through professional diagnosis, advice, professional guidance, training and consultation for employees and their immediate family members, it aims to help solve various psychological and behavioral problems of employees and their families and improve their work performance in enterprises. Donager. Jorgenson, president of EAP International Association, believes that EAP is not only a kind of welfare for employees, but also a kind of welfare for management. Because on the basis of behavioral science, employee psychological assistance experts can provide strategic psychological consultation, confirm and solve problems for employees and enterprises, thus creating an effective and healthy working environment. Through the guidance of employees and the analysis of organizational environment, it helps HR to deal with the dead angle of employee relations and eliminate all factors that may affect employee performance, thus increasing the cohesion of the organization and enhancing the company image. It helps to identify employees' concerns and give answers, which will affect employees' performance and the realization of the performance goals of the whole organization. EAP (Employee Assistance Program) was invented by Americans. It was originally used to solve the psychological barriers caused by employees' alcoholism, drug abuse and poor drug use. Start-ups are in the stage of "testing water" in many aspects such as institutional setup and salary plan. At this time, it is a perfect solution to adjust everyone's mentality, ecology, shape and state with EAP. Edit the service content of this employee assistance plan. EAP includes stress management, occupational mental health, psychological crisis of layoffs, catastrophic events, career development, healthy lifestyle, family problems, emotional problems, legal disputes, financial problems, eating habits, weight loss and other aspects, and helps employees solve personal problems in an all-round way. The employee assistance program provides the following seven services: 1, managing employee problems, improving working environment, providing consultation, helping employees improve their performance, providing training and assistance, transmitting feedback information to organizational leaders, and educating employees and their families on EAP services. 2. Keep employees' problems 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, adopt constructive confrontation, encouragement and short-term intervention to make them realize the relationship between personal problems and performance. 4. Provide medical consultation, treatment, help, referral and follow-up services for these employees. 5. Provide organizational consultation to help them establish and maintain an effective working relationship with service providers. 6. Consultation within the institution, so that the coverage of the policy involves related undesirable phenomena or behaviors, as well as medical treatment. 7. Confirm the effectiveness of employee assistance plan in organizational and personal performance. EAP has its own mechanism in service mode: besides providing psychological consultation, it can also provide help and advice to employees systematically and uniformly through mental health survey, training, lectures, telephone consultation, online consultation or other recognized standards. Well-known headhunters and bonfire headhunters regularly help employees. It is difficult to have a unified standard mode for editing the EAP operation mode of this employee assistance plan, because different enterprises have different needs and preferences for EAP; Different departments in the enterprise have different understanding and requirements for EAP; As an interdisciplinary project, it is difficult for psychologists, social workers and doctors to reach a unified model; In addition, different countries and regions have different forms of EAP development, so it is difficult to form a unified EAP model. However, it also provides enough flexibility for EAP to run. Professional consulting institutions can flexibly adjust the direction and focus of EAP according to the needs of enterprises, and flexibly choose the service mode to match the needs of enterprises. Editing the implementation and operation of the employee assistance plan in this paragraph EAP is a systematic and long-term welfare and support project established by enterprises for employees. Through professional diagnosis, advice, professional guidance, training and consultation for employees and their immediate family members, it aims to help solve various psychological and behavioral problems of employees and their families and improve their work performance in enterprises. By the end of 1994, more than 80% of the world's top 500 enterprises had established EAP projects. Japanese enterprises have created a model called "caressing management" when applying EAP. Some enterprises have set up lounges, vent rooms, tea rooms and so on. Relieve employees' nervousness; Or formulate employee health reform plans and health promotion plans to help employees overcome physical and mental diseases and improve their health; There are also a series of courses such as routine health examination, mental health self-discipline training, personality analysis and psychological examination. A complete EAP includes: stress assessment, organizational change, publicity, education and training, stress consultation and so on. It can be divided into three parts: the first is to deal with the external pressure source itself, that is, to reduce or eliminate inappropriate management and environmental factors; The second is to deal with the reaction caused by stress, that is, to alleviate and guide the symptoms of emotion, behavior and physiology; Third, change the individual's own weaknesses, that is, change unreasonable beliefs, behavior patterns and lifestyles. Nowadays, EAP has developed into a comprehensive service, including stress management, occupational mental health, psychological crisis of layoffs, catastrophic events, career development, healthy lifestyle, legal disputes, financial problems, eating habits, weight loss, etc., to help employees solve personal problems in an all-round way. The core purpose of solving these problems is to free employees from complex personal problems, manage and reduce the pressure of employees, and maintain their mental health. According to statistics, at present, more than a quarter of employees in the United States enjoy EAP services all the year round, most enterprises with more than 500 employees currently have EAP, and more than 70% enterprises with 100-490 employees also have EAP, and this number is still increasing.