Enterprise application platform, also known as enterprise management software platform, is a highly open enterprise management software application platform, which integrates several enterprise management software modules, such as HR, ERP, CRM, OA and so on. Different from the traditional ERP suite that integrates multiple functions, EAP can choose the management module that enterprises need to install without installing unnecessary functions. EAP platform is a platform for business people. Ordinary business personnel can develop enterprise application software on EAP platform after simple training, and can download and install the developed application software module on other EAP platforms.
Employee assistance program
That is, employee assistance plan is a systematic and long-term assistance and welfare project provided by enterprise organizations for employees; Diagnose and advise organizations and employees through professionals, provide professional guidance, training and consultation, and help employees and their families solve problems.
Psychological and behavioral problems, improve performance, improve organizational atmosphere and management. In short, EAP is an effective mechanism for enterprises to manage and solve employees' personal problems, thus improving the performance of employees and enterprises.
EAP (electronic aviation path)
Large-scale online game alliance, active in CF (Crossing the Fire Line), AVA, Eternal Tower and other online games. [Edit this paragraph] EAP's influence in the world At present, more than 90% of Fortune 500 companies have established EAP. Nearly a quarter of employees in the United States enjoy EAP services. After decades of development, the service mode and content of EAP include: work stress, mental health, disaster, career troubles, marriage and family problems, healthy lifestyle, legal disputes, financial problems, weight loss and eating disorders. , comprehensively help employees solve personal problems.
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.
EAP service helps employees to relieve work pressure, improve work mood, improve work enthusiasm, enhance employees' self-confidence, effectively handle the relationship between colleagues and customers, quickly adapt to the new environment, and overcome bad habits, so that enterprises can gain huge benefits in saving recruitment expenses, training expenses, reducing wrongful dismissal, improving the public image of the organization, improving the organizational atmosphere, improving employees' morale and improving production management.
A study shows that enterprises can save 5 to 65,438+06 dollars in operating costs by investing 65,438+0 dollars in EAP. At present, more than 80% of the Fortune 500 companies provide EAP services for their employees, and EAP plans have begun to enter China enterprises in great strides.
Development of EAP in China
The core content of EAP is to improve the quality of personal life and work performance by providing various services for employees in enterprises or organizations to pay attention to their personal psychological and behavioral health (mental health abroad), so as to benefit both employees and organizations.
In fact, enterprises in China have been paying attention to employees' physical and mental health for a long time, especially in the last 20 years, they have begun to emphasize the use of behavioral science to pay attention to employee management and scientific ideological and political work. In addition, with the development of China's psychological counseling industry and the beginning of going out of campus, more and more attention has been paid to the mental health of employees in enterprises.
However, using EAP model to pay attention to employees' professional mental health and organizational development only started in the last 4-5 years, mainly from large foreign-funded enterprises in China. With the in-depth development of China's reform and opening up, more and more foreign-funded enterprises are attracted to invest in China and set up branches. At the same time, it has brought various modern management concepts and methods including EAP.
On the other hand, after the development of EAP in western countries for twenty or thirty years, with the pace of global economic integration, EAP globalization has also begun to be concerned. China, as the outshine others in the global economic development and the hot spot of economic development, is naturally favored by the whole world. The landing of EAP in China is an inevitable result.
In this context, a large number of foreign-funded enterprises, such as Hewlett-Packard, Motorola, Cisco, Alcatel, Nokia, Ericsson, Nortel Networks, Coca-Cola, DuPont, Procter & Gamble and Huntsman, especially foreign companies in the IT industry, have started EAP projects in China. Although some foreign companies adopt internal EAP service mode, that is, EAP professionals in the company provide or coordinate related services, in order to absolutely protect the personal privacy of employees, most enterprises adopt EAP service mode provided by external professional organizations. Therefore, foreign EAP service organizations began to enter the China market. Such as Australia International Psychological Service Co., Ltd., which is active in the Asia-Pacific region. Some EAP service companies directly provide services to employees in China from abroad by telephone and other remote services.
However, except for a few foreign employees, most of those who receive EAP services in China are local employees in China. Due to the differences in cultural background, employees' concept or consciousness, the contents and methods of EAP services for local employees need to be adjusted. One of the most important factors is that local professionals must provide relevant services to local employees.
Therefore, some local EAP service organizations have appeared one after another, and some local enterprises have begun to use EAP or related services. Such as Lenovo Group, China Development Bank and Shanghai Volkswagen Group.
It is believed that as local enterprises pay more and more attention to their employees, the related consciousness or concept becomes clearer and clearer, and with the promotion of various professional service organizations and the support of local universities and research institutes, the EAP industry in China will become more and more mature, and EAP will also become a very popular service for enterprise employees.
Problems and Challenges Faced by EAP in China
EAP has been recognized as a very good concept, which can not only help employees and their families better face all kinds of puzzles or problems in their personal life and work career, but also help organizations better achieve their goals. EAP can well embody the spirit of people-oriented management: paying attention to people, respecting people, paying attention to people's value, helping people face difficulties, developing potential, and maintaining people's mental health and maturity. However, just like any other new thing, EAP, as a service model originated from western society, will also go through a process of adapting to local culture and people, and there will be some problems and even considerable challenges in this process.
For example, in the promotion of EAP, we will encounter many difficulties. EAP service organizations usually promote it to enterprises or organizations as paid services, and then enterprises and organizations provide it to employees as welfare items free of charge. In this process, enterprises will pay special attention to its cost-effectiveness or return on investment, but how to evaluate the success of an EAP project in a short time is very challenging. In fact, whether the enterprise organization accepts EAP is closely related to the decision makers' ideas and people's consciousness, and also depends on their sensitivity to employees' psychological and behavioral problems and their influence on work results. Therefore, relying on professional EAP service companies to fight alone, the result will be very insignificant. Perhaps some form of support from government departments, the inclination of policies and the promotion of employees' mental health protection can reduce the pressure of EAP service institutions and the burden of enterprise users to a certain extent and expand the popularization of EAP. Of course, publicity and market cultivation from consulting companies can also strengthen the awareness of decision makers and promote the popularization of EAP to a certain extent.
EAP is a service that must pay great attention to personal privacy. However, such a feature will bring great problems or challenges to the popularization and implementation of EAP in China. Because of this special privacy requirement, an EAP project must be built on the high trust among service companies, enterprise organizations and employees. However, in reality, service companies are often questioned by employees, whether they can truly remain neutral and truly protect the privacy of employees, especially from any constraints of project payers. Once employees have any doubts, it will greatly affect their use of such services and eventually lead to the failure of the project. Therefore, the key to the success of running an EAP project is to explain it in advance, especially to convince employees that their privacy rights will be fully protected.
It is actually quite challenging for EAP service companies to turn such a good concept into a series of concrete forms in an organization. First of all, we need to understand the needs of this particular organization and its personnel through a series of channels such as pre-project investigation at the organizational level and relevant investigation at the employee level. Then, according to these results, an EAP project plan is designed to meet its needs. In the process of implementation, the biggest challenge is the need to constantly popularize and educate employees about EAP. Although different institutions have great differences in ownership nature, industry, scale, location and personnel composition, the preliminary research work, education promotion and specific service forms of all EAP projects mentioned above will be different.
EAP projects should basically include the following three levels of work:
Primary prevention: eliminating the root causes of induced problems
The purpose of primary prevention is to reduce or eliminate any factors leading to occupational mental health problems, and more importantly, to strive to establish a positive, supportive and healthy working environment. Through the enterprise diagnosis of human resources, we can find out where the problem lies and find the solution. Usually, primary prevention is achieved by changing some personnel policies, such as improving information communication within the organization, redesigning work, and giving lower-level personnel more autonomy.
Secondary prevention: education and training
Education and training aims to help employees understand the knowledge of occupational mental health, such as how various possible factors affect employees' mental health and how to improve employees' ability to fight against bad psychological problems. Relevant education courses include coping with work pressure, self-confidence training, relaxation skills, life problem guidance, problem-solving skills and so on. Another important purpose of secondary prevention is to provide special training courses for human resource managers and professionals engaged in employee health care in organizations, so as to improve their understanding of employees' mental health and their ability to deal with employees' personal problems. Such as "basic consulting skills" and "behavioral risk management".
Three-level prevention: psychological counseling and counseling for employees.
Psychological counseling for employees refers to providing individualized and private psychological counseling services for employees by professional psychological counselors to solve their various psychological and behavioral problems and keep them in a good psychological state to live and work. Because many employees' occupational mental health problems are related to family life factors. This kind of psychological counseling service is usually also aimed at the immediate family members of employees.
A very important challenge for the development of EAP in China comes from EAP professional service personnel. Judging from the nature of services provided by EAP, EAP professional service personnel should come from professional backgrounds in consulting psychology, social workers, career development consulting, education, behavioral science, psychiatry and other fields, and have and are engaged in consulting and helping others. EAP professional service personnel must have professional qualifications in related fields, but at the same time, they must be quite familiar with and understand the organizations and employees they serve, have a general understanding of the internal work processes of the company, and be able to understand the general mentality of employees and the various problems they may face in their work.
One of the biggest challenges of EAP may come from the evaluation of its operation effect. Many studies have systematically analyzed the cost-benefit or return on investment of EAP (EAP project cost should be regarded as an investment in employees). These studies prove that EAP can not only improve work performance, but also reduce the management cost of other employees and reduce the losses caused by accidents caused by human factors. However, in practice, the evaluation of EAP effect often needs a long-term process, and all relevant information needs systematic accumulation. Therefore, EAP is an unprecedented challenge for organizations that want to see its benefits in a short time.
Development prospect of EAP in China
EAP will develop rapidly in China in the next 5- 10 years. First of all, the rapid economic development of China will drive the development of related industries that support economic development; On the one hand, the development of this market economy requires all participants to have a healthier physical and psychological state and be able to devote themselves to the process of economic construction with a fuller mental state; On the other hand, the rapid development of economy leads to the accelerated pace of people's life, the improvement of material living standards, the more challenging interpersonal relationships, and the higher requirements of society for personal development, competitiveness and adaptability, which will prompt the top management and employees of the organization to pay attention to by going up one flight of stairs's mental health.
The development of EAP in China is bound to present some form of "China characteristics". Among them, the government's relevant support will be more prominent. From the aspects of staff's occupational safety and health, welfare treatment, the work of trade unions and women's federations, it can be used as a starting point to promote. I believe that the government's policy support and financial assistance in this respect can fully reflect its role of caring for the physical and mental health of all employees and promoting or accelerating economic development from this perspective.
EAP originated in western countries, and flourished and prevailed in western developed countries. In this process, the international EAP industry has accumulated quite a lot of successful experience and industry standards. Drawing lessons from these experiences will play a very good role in accelerating the development of EAP in China, improving the service quality of EAP and enhancing the development potential of EAP, especially the experiences of Hongkong, Taiwan Province, Singapore and Japan, which will be even more precious. Therefore, in the future development of China, apart from exploring the development path of EAP with China characteristics, EAP will inevitably have a lot of exchanges with foreign counterparts, including exchanges and cooperation with international EAP associations.
Although EAP includes the mental health consultation service for employees, its scope is far greater than the simple mental health consultation. The services it brings to employees can also include consulting in other fields, such as law and finance, and various referral services. In addition, more importantly, its service object is not only the individual level of employees, but also the organization itself. In a sense, the "e" in EAP can also be understood as Enterprise, which means enterprise assistance plan, or OAP for short, which means organization assistance plan. In the future development of China, EAP should not only help individual employees, but also help organizations achieve their goals. EAP will not only pay attention to the personal development of employees, but also have a substantial impact on the realization of organizational goals through its work at the three levels of employees, managers and organizations.
In the future development of China, EAP will inevitably shift its focus to more practical needs. Otherwise, it is difficult to survive. Under the current specific social, historical, cultural and economic development environment in China, there are various enterprise organizations with different ownership, different scales, different development stages and different employees, and their demand for EAP and related products will show different levels or forms. The future trend of EAP in China must take into account the need to adopt very flexible forms to meet different forms of demand while cultivating the market.
Generally speaking, the development prospect of EAP in China will be very promising. Because this will be the inevitable trend of the development of market economy. However, if we can properly grasp, fully meet possible problems, actively face and take corresponding countermeasures, then this may accelerate this development. We are very confident about this.