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

IDE 712 — Analysis for Human Performance Technology Decisions

Course Instructor: Jing Lei, Ph.D.

Performance Problem

A discrepancy between the desired outcome and the actual outcome of the training in an Employee Assistance Program (EAP) in company X.

90% attendance

50% attendance

Context

EAP Employee assistance programTool of organizational management A part of benefits to the employeesImprove mental health and performance

Context

Organization backgroundHigh-tech industryYoung and middle-aged employees

Employee satisfaction surveyWork pressureFirst time EAPExternal model

Context

EAP in chinaLocalizationIn 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

Six Modules-EAP of Chinese Enterprises

EAP

Investigation

Planning

Promotion

Training

Counseling

Evaluation

Importance of Solving the Problem

Cost-benefit of EAP

Mental health Initiative and innovationOrganizational commitmentJob performance

ProductivityAbsenteeism Turnover Working atmosphereEmployee relationsCustomer satisfaction

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Plan for seeking causes and solutions

Rossett’s Purpose-based Training Needs Assessment (TNA)

Purposes Analysis techniques

Analysis tools

Optimals

Needs Assessment

Interview

Actuals Extant Data Analysis, Needs Assessment

Documentation Analysis, Interview, Survey

Feelings Needs Assessment

Documentation Analysis, Interview, Focus Group, Survey

Causes Needs Assessment

Documentation Analysis, Interview, Focus Group, Survey

Solutions

Needs Assessment

Documentation Analysis, Interview, Focus Group, Survey

Possible Causes

Absence of skill or knowledge

Employees’ knowledge of EAP/ training

Trainers’ skill of engaging audience

Absence of environment support

Supervisors’ or managers’ support

Organization’s regulations

Schedules of trainingAbsence of motivation

Employees’ value of EAP/training

Employees’ expectancy of EAP/training

Absence of incentive or improper incentive

Consequence of attendance

Analysis tools

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

Anonymous information

Absence of motivation

Value Inadequate awareness and familiarity

Concerns about face, privacyLack of confidence in the EAP

ExpectancyLack of confidence in themselves of applying what they learned successfully

AlternativeSolutions

Skill or knowledge Brochures/Emails

Training employees

Training trainersEnvironment New regulations

Training supervisors

Rescheduling trainingMotivation Training employees

Brochures/Emails

Training supervisorsIncentive Training supervisors

New regulations

Best solutions

Training employeesCasual information sessionAwareness and familiarity of EAP and training, confidence in training and their successful use of what they learned

Brochures/emailsTools for diffusion of EAP as an innovationTips to keep mental health, confidentiality of EAP, typical successful cases which implied harvest from training into practice, guidance of family member users, etc.

Training supervisorsCreate a supportive environment for EAP training, help increase employees’ motivation, provide effective incentives for employees

References

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.

Questions？Thank You