Question: It is my second to time to attend the forum. After last year’s forum, I started to do some EAP work, while doing it, I confronted a lot of challenges. As I remember, most of enterprises are able to accept the concept of EAP, in another word, it is very useful, it is something that employees really need. But for some enterprises, when it comes to purchase the service, they become unwilling to accept it, saying why the enterprise should pay to solve the problem of employees?, or saying it is ok, let’s just start from pressure management, only one or two trainings. As far as I am concerned, one or two trainings are far from solving problems. That is first thing puzzling me. My second question is how to assess the loyalty? Because I was asked by a company to do so.
HARRY PARKER:
Your first question is about how to introduce EAP into Chinese enterprises. During the introduction period, lot of great patient is required. Because of unique cultural background, it is not very easy to accept EAP at very beginning. So first I want to tell you, it is to be patient. One of my suggestions is to hold a professional conference, which enable some business leads to get together, to learn EAP. Second one, is to conduct pilot program in one department of a small group of a big enterprise, then gradually introduce EAP to the enterprise. Third one, is to make the CEO and management accept EAP, it is very help for the introduction of EAP.
Dr. ErPing Wang :
It is very typical question, concerning our expectation of psychology. Psychology is not heal-all, and has its limit. For example, the loyalty, it can not be measured by psychological tools. As far as I am concerned, there is no such easy tool to measure one’s loyalty to certain degree. So I am afraid that long term investigation is needed.
Q:
First I would like to make a comment; I am from an oil company in china. Actually, I have agreed with about the previous person said, because really, in china, in our company, or company like ours, we are willing to invest a lot of money into those mental health trainings, and we even have a kind of EAP programs, like mental health training. We are willing to put probably a hundred million RMB every year, just for the training. We did have an EAP program; we realized it relatively cheaper than couple 100 millions trainings. The issue is after that high program, it seems that employees’ acceptance level is not very high and evens myself; I still need to try to understand the concept of EAP. I think it is very important for both be executive in management level and employees to realize the value of EAP, and to help them to be more willing to accept service like that.
John Maynard:
We have the same issues in the west without exception, particularly, someone in manager or professional or police officers or group, that think of themselves as high ability particularly strong. Sometimes the way, the program is start, many organizations did in west. Someone who is willing to take a risk to ask for help and get help and then when they do and they tell each other and gradually done acceptance start. Sometimes, a program goes on for a long time and someone is acceptance and suddenly some situation happens or some get health and organization see that and then become OK. When I presenting to audiences by saying I am sure you will be our service or protect child or household, and catch a goal and you can sincerely get the benefit to the family and betters a long way.
Liu Ge：
EAP is a HR tool widely used by TOP 500, and has a great significance on improving employer and employee relation and building up a brand.
Duan Dong：
SINA is a media company focused on internet; corporate features determine its regulation to be solid, but intensive, serious but lively. Through annual check and mental health counseling, SINA helps its employees with stress and health management, which can enhance employee’s sense of honor and team spirit, and create a progressive corporate environment.
Xia Bing:
Today we get together, and have a better understanding of advanced EAP service and its impact on employee and employer relation though EAP and HR experts’ brilliant introduction. We talk about the development of EAP in china. I should say that this forum does provide a communication platform for Chinese mental health professionals and international EAP experts, in which they probe into how to promote development of EAP in china, and how to advance EAP in china in the same pace with international EAP standard. I believe the implementation of EAP service will become an important tool for organization to improve employee and employer relation, will play an important role in development of Chinese corporate and harmonious society. Chinese government will spare no effort to support the sound development of EAP in China by holding forum.
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