Employee Assistance Programs Toolkit


• Drive the development and implementation of strategies and tactics for equitable recruiting, Talent Development and retention; advises on ways to reduce and ultimately eliminate disparities in all stages of the employee life cycle.
  
  

• Secure that your group develops and/or conducts local Training Sessions to provide information on labor and employee relations subject matters to employees, supervisors, and managers.
  
  

• Be certain that your strategy uses and optimizes Information Systems to enhance operations; supports entity specific Performance Improvement and Data Management/analysis functions.
  
  

• Manage employee performance (promote, coach, mentor, and discipline); terminate in conjunction with a superior.
  
  

• Manage work with the Quality Management to develop and implement personal Annual Performance Objectives (part of the employee Performance Process) that support your organizations Strategic Objectives.
  
  

• Ensure you oversee; build Performance Management capabilities by coaching leaders to cultivate top talent, effectively address performance issues and deliver effective feedback to foster Employee Development.
  
  

• Make sure that your operation provides effective and timely resolution to all guest and employee complaints, conflicts and employee relations that cannot be resolved at a lower management level.
  
  

• Anticipate and meet the evolving talent needs of your organization through proactive sourcing using a headhunting mindset and interviewing using an executive recruiter approach.
  
  

• Ensure you deliver; lead key initiatives and provide solutions for employee relations, Organization Development, Performance Management, Workforce Planning and Talent Acquisition, development and Succession Planning.
  
  

• Be accountable for integrating continuous improvements in Safety Systems by driving Employee Engagement to achieve desired results utilizing the safety committee.
  
  

• Confirm your operation provides Project Control through organization and communication of project requirements, purposes and objectives, while ensuring good employee and customer relations.
  
  

• Warrant that your corporation analyzes collective post event feedback and other insights for themes and trends to recommend changes to sales effectiveness and employee Engagement Plans.
  
  

• Arrange that your organization assess and utilize Learning Management System for tracking and reporting of Employee Development gaps.
  
  

• Ensure that all staff receive introductory and regularly updated training in organization ethics, product knowledge and building customer relationships.
  
  

• Confirm your corporation develops and implements programs on employee relations, Performance Management and improvement, disciplinary processes and Employee Engagement.
  
  

• Provide Advice And Counsel to operations leaders to facilitate the resolution of employee relations matters.
  
  

• Ensure your venture develops, support and maintains a Performance Management System that support your organization and employee growth in a progressive framework.
  
  

• Ensure your organization provides Project Control through organization and communication of project requirements, purposes and objectives, while ensuring good employee and customer relations.
  
  

• Coordinate the employee Performance Evaluation and merit increase process, track evaluation dates, send reminder notices, and process merit increases into your organizations payroll system.
  
  

• Provide rigorous Data Analysis and reporting solutions based on Business Needs, highlighting key trends in employee relations to actively drive proactive solutions to minimize reactive work.
  
  

• Make sure that your project assesses operational talent, implements Employee Development plans and creates and maintains a learning environment.
  
  

• Manage Employee Retention, turnover and recruitment processes for the delivery center.
  
  

• Ensure your venture utilizes coaching and Facilitation Skills to manage employee relations.
  
  

• Ensure your team participates in the review and assessment of programs and projects, and serves as an internal Management consultant on policies, procedures, and other management issues.
  
  


Save time, empower your teams and effectively upgrade your processes with access to this practical Employee Assistance Programs Toolkit and guide. Address common challenges with best-practice templates, step-by-step Work Plans and maturity diagnostics for any Employee Assistance Programs related project.

Download the Toolkit and in Three Steps you will be guided from idea to implementation results.

The Toolkit contains the following practical and powerful enablers with new and updated Employee Assistance Programs specific requirements:

STEP 1: Get your bearings

Start with...


• The latest quick edition of the Employee Assistance Programs Self Assessment book in PDF containing 49 requirements to perform a quickscan, get an overview and share with stakeholders.


Organized in a Data Driven improvement cycle RDMAICS (Recognize, Define, Measure, Analyze, Improve, Control and Sustain), check the…


• Example pre-filled Self-Assessment Excel Dashboard to get familiar with results generation


Then find your goals...

STEP 2: Set concrete goals, tasks, dates and numbers you can track

Featuring 999 new and updated case-based questions, organized into seven core areas of Process Design, this Self-Assessment will help you identify areas in which Employee Assistance Programs improvements can be made.

Examples; 10 of the 999 standard requirements:


1. Does a Employee Assistance Programs quantification method exist?
   
   

2. How do you verify and validate the Employee Assistance Programs data?
   
   

3. Who is gathering information?
   
   

4. How can you measure the performance?
   
   

5. Do you have an implicit bias for capital investments over people investments?
   
   

6. What are specific Employee Assistance Programs rules to follow?
   
   

7. Are your outputs consistent?
   
   

8. How do you measure success?
   
   

9. What causes innovation to fail or succeed in your organization?
   
   

10. What is the problem or issue?
    
    


Complete the self assessment, on your own or with a team in a workshop setting. Use the workbook together with the self assessment requirements spreadsheet:


• The workbook is the latest in-depth complete edition of the Employee Assistance Programs book in PDF containing 994 requirements, which criteria correspond to the criteria in...


Your Employee Assistance Programs self-assessment dashboard which gives you your dynamically prioritized projects-ready tool and shows your organization exactly what to do next:


• The Self-Assessment Excel Dashboard; with the Employee Assistance Programs Self-Assessment and Scorecard you will develop a clear picture of which Employee Assistance Programs areas need attention, which requirements you should focus on and who will be responsible for them:
  
  


• Shows your organization instant insight in areas for improvement: Auto generates reports, radar chart for maturity assessment, insights per process and participant and bespoke, ready to use, RACI Matrix

• Gives you a professional Dashboard to guide and perform a thorough Employee Assistance Programs Self-Assessment

• Is secure: Ensures offline Data Protection of your Self-Assessment results

• Dynamically prioritized projects-ready RACI Matrix shows your organization exactly what to do next:



STEP 3: Implement, Track, follow up and revise strategy

The outcomes of STEP 2, the self assessment, are the inputs for STEP 3; Start and manage Employee Assistance PrograMs Projects with the 62 implementation resources:


• 62 step-by-step Employee Assistance PrograMs Project Management Form Templates covering over 1500 Employee Assistance PrograMs Project requirements and success criteria:


Examples; 10 of the check box criteria:


1. Cost Management Plan: Eac -estimate at completion, what is the total job expected to cost?
   
   

2. Activity Cost Estimates: In which phase of the Acquisition Process cycle does source qualifications reside?
   
   

3. Project Scope Statement: Will all Employee Assistance PrograMs Project issues be unconditionally tracked through the Issue Resolution process?
   
   

4. Closing Process Group: Did the Employee Assistance PrograMs Project team have enough people to execute the Employee Assistance PrograMs Project plan?
   
   

5. Source Selection Criteria: What are the guidelines regarding award without considerations?
   
   

6. Scope Management Plan: Are Corrective Actions taken when actual results are substantially different from detailed Employee Assistance PrograMs Project plan (variances)?
   
   

7. Initiating Process Group: During which stage of Risk planning are risks prioritized based on probability and impact?
   
   

8. Cost Management Plan: Is your organization certified as a supplier, wholesaler, regular dealer, or manufacturer of corresponding products/supplies?
   
   

9. Procurement Audit: Was a formal review of tenders received undertaken?
   
   

10. Activity Cost Estimates: What procedures are put in place regarding bidding and cost comparisons, if any?


 
Step-by-step and complete Employee Assistance PrograMs Project Management Forms and Templates including check box criteria and templates.

1.0 Initiating Process Group:


• 1.1 Employee Assistance PrograMs Project Charter

• 1.2 Stakeholder Register

• 1.3 Stakeholder Analysis Matrix


2.0 Planning Process Group:


• 2.1 Employee Assistance PrograMs Project Management Plan

• 2.2 Scope Management Plan

• 2.3 Requirements Management Plan

• 2.4 Requirements Documentation

• 2.5 Requirements Traceability Matrix

• 2.6 Employee Assistance PrograMs Project Scope Statement

• 2.7 Assumption and Constraint Log

• 2.8 Work Breakdown Structure

• 2.9 WBS Dictionary

• 2.10 Schedule Management Plan

• 2.11 Activity List

• 2.12 Activity Attributes

• 2.13 Milestone List

• 2.14 Network Diagram

• 2.15 Activity Resource Requirements

• 2.16 Resource Breakdown Structure

• 2.17 Activity Duration Estimates

• 2.18 Duration Estimating Worksheet

• 2.19 Employee Assistance PrograMs Project Schedule

• 2.20 Cost Management Plan

• 2.21 Activity Cost Estimates

• 2.22 Cost Estimating Worksheet

• 2.23 Cost Baseline

• 2.24 Quality Management Plan

• 2.25 Quality Metrics

• 2.26 Process Improvement Plan

• 2.27 Responsibility Assignment Matrix

• 2.28 Roles and Responsibilities

• 2.29 Human Resource Management Plan

• 2.30 Communications Management Plan

• 2.31 Risk Management Plan

• 2.32 Risk Register

• 2.33 Probability and Impact Assessment

• 2.34 Probability and Impact Matrix

• 2.35 Risk Data Sheet

• 2.36 Procurement Management Plan

• 2.37 Source Selection Criteria

• 2.38 Stakeholder Management Plan

• 2.39 Change Management Plan


3.0 Executing Process Group:


• 3.1 Team Member Status Report

• 3.2 Change Request

• 3.3 Change Log

• 3.4 Decision Log

• 3.5 Quality Audit

• 3.6 Team Directory

• 3.7 Team Operating Agreement

• 3.8 Team Performance Assessment

• 3.9 Team Member Performance Assessment

• 3.10 Issue Log


4.0 Monitoring and Controlling Process Group:


• 4.1 Employee Assistance PrograMs Project Performance Report

• 4.2 Variance Analysis

• 4.3 Earned Value Status

• 4.4 Risk Audit

• 4.5 Contractor Status Report

• 4.6 Formal Acceptance


5.0 Closing Process Group:


• 5.1 Procurement Audit

• 5.2 Contract Close-Out

• 5.3 Employee Assistance PrograMs Project or Phase Close-Out

• 5.4 Lessons Learned


Results

With this Three Step process you will have all the tools you need for any Employee Assistance PrograMs Project with this in-depth Employee Assistance Programs Toolkit.

In using the Toolkit you will be better able to:


• Diagnose Employee Assistance PrograMs Projects, initiatives, organizations, businesses and processes using accepted diagnostic standards and practices

• Implement evidence-based Best Practice strategies aligned with overall goals

• Integrate recent advances in Employee Assistance Programs and put Process Design strategies into practice according to Best Practice guidelines


Defining, designing, creating, and implementing a process to solve a business challenge or meet a business objective is the most valuable role; In EVERY company, organization and department.

Unless you are talking a one-time, single-use project within a business, there should be a process. Whether that process is managed and implemented by humans, AI, or a combination of the two, it needs to be designed by someone with a complex enough perspective to ask the right questions. Someone capable of asking the right questions and step back and say, 'What are we really trying to accomplish here? And is there a different way to look at it?'

This Toolkit empowers people to do just that - whether their title is entrepreneur, manager, consultant, (Vice-)President, CxO etc... - they are the people who rule the future. They are the person who asks the right questions to make Employee Assistance Programs investments work better.

This Employee Assistance Programs All-Inclusive Toolkit enables You to be that person.

Includes lifetime updates

Every self assessment comes with Lifetime Updates and Lifetime Free Updated Books. Lifetime Updates is an industry-first feature which allows you to receive verified self assessment updates, ensuring you always have the most accurate information at your fingertips.