員工協助方案在歐美已行之有年，我國政府係由近幾年，因員工心理健康逐步發展。目前企業透過專業化的個別服務，規劃方案與提供資源，以預防及解決可能造成員工生產力下降的組織或個人議題，協助員工於工作之中，能擁有健全且健康的身心，同時，因員工的狀態，亦能提升企業的競爭力，達成勞資雙方雙贏的結果。當企業主開始視員工們為公司最重要的資產時，員工協助方案即能真正紮根。 本次研究將著重對目前企業普遍使用的管理模式，目前以六標準差和員工協助方案主，深入了解該管理模式上的服務品質、使用意向等，逐步對兩者的優缺列出並做出客觀和精確地整合，藉此，揉合出一個新形態的本土化員工協助方案。同時，也希望能協助企業管理者、社會工作者能更快速地理解企業文化型態，讓更多人能了解，推展員工協助服務及重要性。不論勞工或資方，皆能在工作中得到更佳且完善的照顧與保障。 Ever since the 1930s, the Employee Assistance Programs (EAP) have been implemented in the western world. Over the years, the Taiwanese government has developed a program aimed for caring the mental health of the employees. EAP is those systematic service offered by enterprises with professional services, programs, and resources to aid employees deal with job performance and personnel problems. EAP is intended to help employees to maintain fit body and healthy mind. With elevated health status, the employees can enhance the competitiveness of the enterprise. This will result in a win-win situation for both the employers and the employees. As business owners begin to regard employees as the most valuable asset to their business, EAP will finally become a fundamental program to enrich the lives of many.
This study will focus on the current business management models, Six-sigma and EAP. In-depth understanding of the management models includes the quality of services and the use of intentions. This study lists both the advantages and the disadvantages of both models. Through this, a new form of assistant program will fit the criterion of the local Taiwanese practice. Also this study will aid business managers and social workers to quickly understand corporate culture and to expand the knowledge of EAP and their importance. Regardless of employees or employers, both will benefit from overall protection and job security.
