Front-End Analysis Plan for Improving Training Attendance in Employee Assistance Program

1. Front-End Analysis Plan for Improving Training Attendance in Employee Assistance Program Zhiyun Zhang IDE 712 — Analysis for Human Performance Technology Decisions Course Instructor: Jing Lei, Ph.D.

2. A discrepancy between the desired outcome and the actual outcome of the training in an Employee Assistance Program (EAP) in company X. 90% attendance Performance Problem 50% attendance

3. EAP • Employee assistance program • Tool of organizational management • A part of benefits to the employees • Improve mental health and performance Context

4. Organization background • High-tech industry • Young and middle-aged employees • Employee satisfaction survey • Work pressure • First time EAP • External model Context

5. EAP in china • Localization • In order to benefit a large number of employees, one of the components is to improve mental health awareness and equip employees with knowledge and skills through training Context

6. Six Modules-EAP of Chinese Enterprises

7. $ Cost-benefit of EAP Mental health Initiative and innovation Organizational commitment Job performance Productivity Absenteeism Turnover Working atmosphere Employee relations Customer satisfaction Importance of Solving the Problem

8. Rossett’s • Purpose-based Training Needs Assessment (TNA) Plan for seeking causes and solutions

9. Possible Causes

10. Documentation analysis • Records and statistics of the training, training manual, trainers’ post training reports, results of employee satisfaction survey as well as EAP satisfaction questionnaire • Interview • Representatives of employees all stakeholders • Structured, information related to all TNA purposes • Focus group • Representatives of employees with high attendance records • Feelings, causes and solutions of the problem • Survey • Employees • Anonymousinformation Analysis tools

11. Value • Inadequate awareness and familiarity • Concerns about face, privacy • Lack of confidence in the EAP • Expectancy • Lack of confidence in themselves of applying what they learned successfully Absence of motivation

12. AlternativeSolutions

13. Training employees • Casual information session • Awareness and familiarity of EAP and training, confidence in training and their successful use of what they learned • Brochures/emails • Tools for diffusion of EAP as an innovation • Tips to keep mental health, confidentiality of EAP, typical successful cases which implied harvest from training into practice, guidance of family member users, etc. • Training supervisors • Create a supportive environment for EAP training, help increase employees’ motivation, provide effective incentives for employees Best solutions

14. Blum, T. C., & Roman, P. M. (1988). Purveyor organizations and the implementation of employee assistance programs. The Journal of Applied Behavioral Science, 24(4), 397-411. • DeGroot, T., & Kiker, D. S. (2003). A meta‐analysis of the non‐monetary effects of employee health management programs. Human Resource Management, 42(1), 53-69. • Harris, M. M., & Heft, L. L. (1992). Alcohol and drug use in the workplace: Issues, controversies, and directions for future research. Journal of Management, 18(2), 239-266. • Hartwell, T. D., Steele, P., French, M. T., Potter, F. J., Rodman, N. F., & Zarkin, G. A. (1996). Aiding troubled employees: the prevalence, cost, and characteristics of employee assistance programs in the United States. American Journal of Public Health, 86(6), 804-808 • Huang Wenhui, Ye Chunming, & Xu Yuan. (2009). How to promote the use of EAP project in employees. The National Business Conditions (Study of economic theory), 1, 34-35. • Milne, S. H., Blum, T. C., & Roman, P. M. (1994). Factors influencing employees' propensity to use an employee assistance program. Personnel Psychology, 47(1), 123-145. • Osterman, P. (1995). Skill, training, and work organization in American establishments. Industrial Relations: A Journal of Economy and Society, 34(2), 125-146. • Rossett, A. (1987). Training Needs Assessment. Englewood Cliffs, NJ: Educational Technology Publications. • Steele, P. D., & Hubbard, R. L. (1985). Management styles, perceptions of substance abuse, and employee assistance programs in organizations. The Journal of applied behavioral science, 21(3), 271-286. • Sonnenstuhl, W. J., & Trice, H. M. (1986). Strategies for employee assistance programs: The crucial balance. Ithaca, NY: ILR Press. • Wolfe, R., Parker, D., & Napier, N. (1994). Employee health management and organizational performance. The Journal of applied behavioral science, 30(1), 22-42. • Wang Yanfei. (2005). An Introduction of the Researches of Employee Assistance Programs. Advances in Psychological Science, 13(2), 219-226. • Yi Xucan & Wang Weihong. (2010). Speculating on Employee Assistance Program Development in China. Chongqing Jiaotong University: Social Sciences, (005), 55-59. • Zhang Xichao. (2003) Employee Assistance Program (EAP): effective way to improve business performance. Economic circles, 3, 57-59. • Zhang Xichao. (2006). Employee Assistance Program -China EAP Theory and Practice. Beijing: China Social Sciences Press. References

15. Questions？ Thank You