EAPs - bringing health and productivity to the workplace

Article Abstract:

Employee assistance programs (EAPs) can help employers cope with the effects that personal employee problems such as drug abuse and alcoholism have on job performance. A recent survey of 68 companies found that the responding firms provided EAPs in the areas of alcohol, drugs, family-emotional crises, finance, legal matters, and psychiatric concerns. Another survey showed that about 37 per cent of EAP problems concern alcoholism or alcohol abuse, family problems account for 28 percent, emotional problems 18 percent, drug abuse eight percent, and financial or legal difficulties five percent. Successful EAP programs depend on top management support, a framework suited to the individual company's structure and needs, training for appropriate referral personnel, confidentiality in recordkeeping and program evaluation, careful planning, and participation by mental health professionals.

Health aspects, Performance, Analysis, Usage, Employee alcoholism, Surveys, Health promotion, Employee assistance programs, Wellness programs, Employee drug abuse, Working class

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Productivity - Another Japanese Export

Article Abstract:

The Japanese are highly productive. For example, in 1979, they increased their productivity by ten percent, while, for the same year, American productivity increased less than two per cent. There are many explanations which are offered for this difference, but there are basic differences in the measurement of productivity and in the composition and expectations of American and Japanese firms, which contribute to the productivity difference. While American companies are answerable to stockholders and concerned with short term profits, Japanese companies are more concerned with long term productivity and market share. In addition, the Japanese measure productivity by worker hour, to determine the ideal size for industries.

Japan

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How to measure telemarketing productivity

Article Abstract:

Telemarketing centers are difficult to evaluate in terms of productivity. Performance measurements in telemarketing areas, as in other areas, requires knowing the corporate strategic and tactical planning goals. Several case studies involving employee performance and performance evaluations are presented in detail. These examples indicate that knowing the objectives is crucial to assessing a telemarketing center's productivity.

Human resource management, Telemarketing, Supervision of employees, Employee supervision, Labor productivity

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