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.

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 program Tool of organizational management A part of benefits to the employees Improve mental health and performance

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

Context  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

Six Modules -EAP of Chinese Enterprises EAP InvestigationPlanningPromotion Training CounselingEvaluation

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

Plan for seeking causes and solutions  Rossett’s  Purpose-based Training Needs Assessment (TNA) PurposesAnalysis techniquesAnalysis tools OptimalsNeeds AssessmentInterview ActualsExtant Data Analysis, Needs Assessment Documentation Analysis, Interview, Survey FeelingsNeeds AssessmentDocumentation Analysis, Interview, Focus Group, Survey CausesNeeds AssessmentDocumentation Analysis, Interview, Focus Group, Survey SolutionsNeeds AssessmentDocumentation 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 training Absence of motivationEmployees’ 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, privacy Lack of confidence in the EAP  Expectancy Lack of confidence in themselves of applying what they learned successfully

Alternative Solutions Skill or knowledgeBrochures/ s Training employees Training trainers EnvironmentNew regulations Training supervisors Rescheduling training MotivationTraining employees Brochures/ s Training supervisors IncentiveTraining supervisors New regulations

Best solutions  Training employees Casual information session Awareness and familiarity of EAP and training, confidence in training and their successful use of what they learned  Brochures/ s 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

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),  DeGroot, T., & Kiker, D. S. (2003). A meta‐analysis of the non‐monetary effects of employee health management programs. Human Resource Management, 42(1),  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),  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),  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,  Milne, S. H., Blum, T. C., & Roman, P. M. (1994). Factors influencing employees' propensity to use an employee assistance program. Personnel Psychology, 47(1),  Osterman, P. (1995). Skill, training, and work organization in American establishments. Industrial Relations: A Journal of Economy and Society, 34(2),  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),  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),  Wang Yanfei. (2005). An Introduction of the Researches of Employee Assistance Programs. Advances in Psychological Science, 13(2),  Yi Xucan & Wang Weihong. (2010). Speculating on Employee Assistance Program Development in China. Chongqing Jiaotong University: Social Sciences, (005),  Zhang Xichao. (2003) Employee Assistance Program (EAP): effective way to improve business performance. Economic circles, 3,  Zhang Xichao. (2006). Employee Assistance Program -China EAP Theory and Practice. Beijing: China Social Sciences Press.

Questions ？ Thank You