EAPs have the unique distinction within the corporate body in addressing the twin focus of employee well being and organisational performance. This gives EAPs the opportunity to reach people who would not otherwise have access to the support from which they may benefit. A service delivery model is chosen which best reflects organisational and employee needs. Factors to be considered include size and diversity of client population, number and location of sites, budget and existing internal resources.
All EAPs, while having common core elements, should be tailored to meed the needs of the particular organisation using the EAP. Determining the needs of the company or organisation is very important, as it will inform the programme planning and development and the choice of EAP model. Before an EAP is introduced there needs to be a clear analysis of the EAP aims and objectives; the way the EAP should be designed to meet those objectives; and how the objectives will be monitored. Do your own research — find out from companies with EAPs how their particular model works for them.
Please also refer to the Ireland Standards of Practice and Professional Guidelines available in the members area. Fundamentally, employee assistance is the application in the workplace of knowledge about behaviour and behavioural health to improve both personal and workplace productivity and healthy functioning.
That means the employee assistance profession is an unique integration of organisation development, behavioural health, human resources, and business management. Most employee assistance professionals have knowledge and experience in a behaviour health field such as psychology, social work or counselling, and some may be drug and alcohol counsellors.
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“ESI has always responded to the needs of the Cattaraugus-Allegany BOCES in a prompt and professional manner. The employee assistance program has been an asset to our management personnel in dealing with sensitive employee issues .
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