The Study of Evaluating the Results of Promoting Employee Assistant Programs - From the Human Resource Managers Perspective

• Main Authors: WenYa Lee, 李文雅
• Other Authors: Wen Hsiao
• Format: Others
• Language: zh-TW
• Published: 2005
• Online Access: http://ndltd.ncl.edu.tw/handle/99493484253823441246

碩士 === 國立彰化師範大學 === 輔導與諮商學系所 === 93 === The Study of Evaluating the Results of Promoting Employee Assistant Programs - From the Human Resource Managers Perspective Wen-Ya Lee Abstract The purposes of this research is to understand the effect of Employee Assistant Programs (EAPs) appraised by the human resource (HR) managers, thereby probe into the factors influencing EAPs and strategies supporting EAPs. We, therefore, adopt the depth interview that is a qualitative research method to collect related informations. Five human resource managers are interviewed and then data to be collected and analyzed to find out the similarities and dissimilarities of their EAPs experiences. The findings are as follows. 1. The functions of EAPs include creating a healthful working environment, improving employees’ abilities, and assisting employees connecting to the organizational resources. The influences of carrying out EAPs to the organizations are promoting enterprise images, enhancing employees’ corporation identity, increasing the interaction between the employers and employees, and improving workforce quality. 2. The human resource managers get the insight of EAPs from taking classes, self-learning, or sharing experiences with other HR managers. They promote EAPs by using marketing strategy concept that pass a touching image to the employees, and also provide EAPs through multi-channels in the organization. The HR managers conclude the critical success factors of promoting EAPs are organizational culture, organizational features, management support, the personality of the HR promoters, and the domain knowledge of the HR promoters. 3. The content of HR managers promoting EAPs involves increasing the value of employees’ career, assisting employees solving family and marriage problems, providing career planning services, improving employees’ self-esteem, and helping out employees handling emotional issues and all kinds of pressures. 4. From the HR perspectives, the success factors of EAPs promoters include a correct attitude, the right personal trait, and rich domain knowledge and abilities. Based on the research findings listed above, we future provide several suggestions to the psychological counselors, the counseling training centers, and the future researchers. Key Words: Human Resources Manager ,Employee Assistant Programs, Employee Counseling, Evaluation