HKIER

Abstract

During the past decade there has been an increasing acceptance in industry of the importance of providing counselling service within the realm of occupational social work for employees with personal problems in Hong Kong. This paper, by basing on a culminated review of some local cases in enterprises, acknowledges that personal problems of employees can adversely affect job performance and organizational effectiveness. If there is employee counselling available in the early stage, it can prevent these problems from worsening. In doing so, the management can lay the foundation on which humanistic high- productivity policies can be built. It parallels the devotion of management to issues concerned with productivity and industrial relations. The purpose of this paper is set to summarize what is known about the extent to which employee counselling exists within selected enterprises and the existence of various models. It also offers some conclusions about the current state of employee counselling and discuss its future development in Hong Kong.

摘要

過去十年，在職業社會工作的領域內可以觀察到一個現象，就是越來越多的僱主，接受為員工提供輔導服務處理其個人問題的重要性。本文以一系列對企業這類服務的個案調查為基礎，指出員工的個人問題，除影嚮本身的工作表現外，亦將令組織的效能降低。假如企業能夠儘早地為員工提供輔導服務，可防止情況惡化。如此一來，管理者可以制訂一項以人為本而又兼具高生產力的政策；二來與他們一向關注的生產力和勞資關係的維繫，並行不悖。因此，本文目的在於總結一些企業為員工所提供的輔導服務的情況，除嘗試整理為一些理論模式外，並對僱員輔導服務現階段的困難，以及將來的發展作出討論。