Fujian Xun Xing: Establishing EAP System To Properly Handle Psychological And Behavioral Problems Of Special Groups

EAP (EmployeeAssistanceProgram) is literally plated into employee assistance program, also known as employee psychological assistance project and psychological management technology.

Through professional guidance, training and consultation to the organization's diagnosis, recommendations and staff and their immediate family members, the aim is to help solve the psychological and behavioral problems of employees and their family members and improve their performance in the enterprise.

"With the increasing number of post-80s and post-90s workers, how to properly handle the psychological and behavioral problems of this particular group is also on the agenda.

The introduction of psychology professionals as "staff relations commissioner" this post, it is hoped that with professional people to this group of professional consultation and help.

Wang Guilian admitted that Xun Xing was not the first to recruit professionals in psychology, but it was the first time to put psychological professionals in the position of "staff relations commissioner".

"Because in recent years, the number of employees in the 1980s and post-90s has been increasing. This" headache "special group has not been able to manage simply by using rigid rules and regulations.

Wang Guilian admitted that this group of employees thought very active, but the mood is also very unstable, especially in the production line of post-80s, post-90s workers, often in the work process of what is unhappy, will make a fight, fight or even resignation and other extreme behavior.

This is not only bad for employees' growth, but also bad for company stability.

The nature of the position of employee relations officer directly leads to frequent contact with employees.

If we can use this "window", we can find out the bad mood of employees and intervene in counseling in advance, which will help to solve the problem of easy job hopping after 80 and 90.

The general "employee relations officer" naturally finds it difficult to see the mood of employees at a glance, but the specialist in psychology is different.

Because of professional training, we can naturally capture the mood of employees and use professional knowledge and tools to provide professional guidance to employees.

So, this year, the main responsibility of Xun Xing's "staff relations commissioner" has become "psychological consultation".

The employee relations commissioner, who has a "professional qualification certificate for psychology teachers", has begun to identify employees' bad emotions and guide them through active contact with employees or when dealing with employee relations.

"After several months of hard work, the effect has begun to appear. Many employees will find" staff relations commissioner "to ask for help when they encounter any unpleasant work experience.

Wang Guilian said.

There was once a 90 year worker who had an argument with the team leader in the process of work and was ready to resign in a fit of anger.

But in the process of leaving the job, nothing is said. If it is a general employee relationship Commissioner, it may help him to get through the formalities at once, and the company has lost an employee.

However, today's "staff relations commissioner", because of the foundation of psychology, has seen a clue in the process of handling the formalities for the employee, and through the guidance, the employee has unleashed the unfairness in his mind.

So, "staff relations commissioner" found the team leader in time and coordinated the two sides.

During the process of communication, the group leader realized that his management style was relatively simple and crude, and he put down his identity to apologize to the workers. Eventually, the worker stayed.

But Wang Guilian revealed that Xun Xing did not directly change the post of "staff relations commissioner" to "psychological counseling specialist". At the same time, the Commissioner had strict requirements: in the process of guiding employees, we should use psychological expertise, but we can not adopt the way of professional psychological diagnosis, so as to prevent employees from having psychological burden.

"Many employees have not yet correctly understood the definition of" psychological consultation ", and think that psychological counseling means mental problems.

Therefore, before the vast majority of employees did not have a correct understanding of psychological counseling, we chose the form of "psychological consultation" in the name of "dealing with employee relations".

Wang Guilian said that the "staff relations commissioner" with "professional qualification certificate for psychological teachers" is also undertaking another duty. It is to develop the main managerial personnel of various departments into a "psychological consultant", which will extend to every department of the company to ensure that the work of psychological intervention can be done more comprehensively and found earlier and more timely.

"When the" psychological counseling business "is developing more and more mature inside the company, and most employees gradually get used to psychological counseling, it is time for xunxing to establish the EAP system.

Wang Guilian said.

In fact, apart from setting up the "psychological consultation" business this year, Xun Xing human resources department has also used some professional psychological testing tools in recruiting and formulating the staff development plan. EAP has already begun to take shape in Xun Xing.

Wang Guilian introduced that, for some jobs with potential safety hazards or risks, Xun Xing human resources department will conduct psychological tests on job seekers when recruiting personnel.

Through professional psychological test questions, to test whether the job seekers' mood is stable, and whether they can be competent for positions with hidden dangers.

"Similarly, some important jobs will be tested by some professional psychological testing tools. We will add a dimension to the recruitment process and do a good job early warning."

In addition, when Xun Xing does "career planning" for every employee, it not only adopts simple interview, but also employs some professional assessment tools, and takes the test results as an important reference index for employees' "career planning".

"For example, when we help our core employees in career planning, we usually help them to do two tests: one is occupational aptitude test, the other is competency assessment, the former is to test the personality traits and interest points of employees, and the latter is based on job needs."

Wang Guilian introduced that when people plan and choose, they will more or less contain subjective preferences and choices. To some extent, with the help of professional testing, they can help employees see the side that they have never realized.

For career planning, it is a very objective reference factor.

"Nowadays, psychological assessment, occupational aptitude test and ability quality assessment tools have been used more and more frequently. Once the" psychological counseling "business is becoming more and more normalized, Xun Xing's EAP system can also be established.

Wang Guilian said.

　　编者按：员工的心理，老板当然要清楚，这样有问题通过系统援助及时解决,岂不是很好!