20 Years of EAP Operation Know-how | Find the Perfect Operational Solution for Your Company
20 Years of EAP Operation Know-how | Find the Perfect Operational Solution for Your Company
The solution for EAP varies from company to company. Nudge EAP, Korea's first EAP company, introduces approximately 20 years of operational experience accumulated across various industries and organizations. Examine actual program structures and results to discover EAP operational ideas tailored to your company's size, work environment, and concerns.
So that long experience becomes the operational solution for our company
Approximately 20 years of expertise class Various cases by industry and scale Based on this, we examine how each organization addressed operational challenges, ranging from improving counseling accessibility to promoting usage. We share not only success stories but also operational performance and areas for improvement.
🙋 This is helpful for people like this
- For those who are about to implement an EAP and are curious about the operating methods of organizations of similar size
- Those who need criteria to judge whether our company's EAP utilization rate is high or low
- Those looking to change their operating methods ahead of contract renewal or next year's planning
- For those who are hesitant to access counseling due to having multiple workplaces or frequent shift work
🔎 Information available in each post
| item | detail |
|---|---|
| Organization Overview | Industry, number of employees, type of work, duration of operation |
| Operational tasks | The problem the organization wanted to solve at the time of introduction |
| Operating method | Program composition including counseling centers, outreach counseling, organizational diagnosis, training, and high-risk group management. |
| Operation results | Aggregated data such as utilization rate, number of counseling sessions, distribution of counseling topics, and satisfaction. |
| Next year points | Areas for improvement, items to be checked by the person in charge, and frequently asked questions |
Upcoming posts
Comparison of usage rates How to collect EAP operation cases by industry and compare them with our company's figures
long-term operation · Changes in usage by an IT company that has provided EAP for over 10 years
large-scale organization Public institutions that determined support priorities through comprehensive diagnosis
parallel operation Public financial institutions that operated both in-house counseling centers and external EAPs
On-site counseling · On-site counseling operations where many employees received counseling for the first time
Changes in counseling content · Securities firms with more consultation sessions than usage rates, and banks with a high proportion of consultations for family and children
The first post is 29% of participants in the outreach counseling program led to actual counseling. no see.
💬 Please share this with us
Please share in the comments the challenges you faced while operating the EAP or the methods that were effective. If you are curious about the operating method suitable for your company's situation, Inquiry Board If you leave a question, Nudge EAP will answer it.
Based on 20 years of accumulated operational experience, we review operational directions tailored to your industry, scale, work style, and current concerns.
Inquire about customized EAP for our company →
Most Engaging Posts in the Community
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- 03CommentsWe also have a lot of short-term contract workers during peak season, so I get confused every time I have to handle the training for rehired employees. I'm also curious how other places handle cases where contracts are renewed immediately without any gaps.132226.10.21
- 01coach AnswerHello, this is Nudge EAP ☺️ You should group tasks based on whether the actual work type and conditions are the same, rather than the process name. Tasks can be considered the same if the worker posture, number of repetitions and time, handling weight and frequency, movement, and equipment and tools are similar. Therefore, even within the same assembly process, it is better to separate "seated assembly" and "standing assembly while moving materials" into separate tasks. First, list the detailed tasks within the process and compare them using the criteria above; separating only the tasks with significant differences makes organization easier, even with a large workforce. If there are multiple tasks under the same conditions, you can select a representative sample that includes the worker with the highest workload. The KOSHA guide suggests using at least two tasks with high work intensity as a sample when there are 10 or fewer identical tasks. Shifts can be grouped together if the equipment, workload, speed, and personnel are the same, but if the conditions differ, please separate them by shift. For rotation workers, you can make a judgment by recording all detailed tasks performed during the day, along with the time and frequency of each. For the final classification, confirm the opinions of on-site workers, and if you record the basis for the grouping on the survey form, it will be easier to explain during inspections.753326.09.18
- 02CommentsThe distinction between receiving a report and reaching a conclusion is important. Global HR teams should secure immediate protection and confidentiality before trying to decide whether the conduct legally qualifies as harassment.734426.09.02
- 03coach AnswerHello, this is Nudge EAP.☺️ The simplest method is for employees to simply receive guidance and apply directly, as the company does not transfer personal information. If you want a health manager to forward a name and contact information to an EAP agency for contact, it is safer to explain the receiving agency, purpose, items, retention period, and the right to refuse consent, and to obtain clear consent from the individual. Since checkup results and symptoms are sensitive health information, do not consider them included in the existing health checkup consent; instead, please write down only the content to be conveyed and obtain separate consent. In practice, it is common to separate the options into ① consent for forwarding name and contact information and ② consent for forwarding checkup results and symptoms, ensuring that there is no disadvantage in using the EAP even if the second option is not agreed to. The burden of repeating explanations can be reduced by providing the option for employees to send a summary of their consultation request, written directly by the employee, to the agency. However, since the wording and procedures may vary depending on whether the contract with the EAP agency involves the outsourcing of personal information processing or the provision of information to a third party, please review the contract details with your in-house personal information manager before implementation. It is a good idea to define the scope of responses in advance to the company to prevent unnecessary feedback regarding consultation requests or their content.698926.09.21
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