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"Kegiatan ini merupakan suatu bentuk implernentasi hasil dari proses konsultasi terhadap keluhan kecendenmgan meningkatnya turnover karyawan PT.Z. Untuk mengurangi kecenderungan untuk turnover maka PT. Z perlu untuk mengelola hope karyawannya Hope yang terkelola akan memunculkan kebutuhan karyawan untuk ter-engaged dengan perusahaan. Pengelolaan hope dilakukan dcngan melalcukan program intervensi 26, yaitu good development dan good citizenship. Kedua program ini dilandwi pada prinsip engagement yang mengelola faktor motivator dan hygiene untuk mengelola hope karyawan. Program intervensi yang dilakukan pilot project adalah program good development dengan annual refreshment employee orientation (ARRO). Program AREO akan menghasilkan kontnak psikologi yang bam. Kontrak psikologi merupakan pertukaran hope antara karyawan dengan pemsahaan.

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This activity is an implementation of consultation process due to the increasing turnover index in PT Z. To reduce the intentions of turnover, company needs to maintain employee's hope. Maintaining employee's hope will retain employee's needs to engage with the company. There are two programs called 2G to maintain employee's hope, it is good development and good citizenship. Both programs base on the engagement princmles include motivator factor and hygiene factor and its function is to maintain hope.

The intervention program which has been conducted was good development through annual refreshment employee orientation program (A REO). AREO program will create a renewal psychological contract for each employee. This psychological contract is a hope that fit each other between employee and company."

"An effective new employee orientation program can mean the difference between a happy and committed employee and a disgruntled and non-productive employee. This Infoline will show you how to get the most value out of new employee orientation training. It guides you through the process of designing and redesigning your organizations new employee training program so that it immerses employees in the organizations culture. Youll also learn how to select the best blend of delivery methods for success and how to align orientation with your organizations culture."

"Employees are your organizations most valuable resource, and they should be welcomed with an exciting, engaging, and helpful orientation. New Employee Orientation Training addresses common orientation challenges and provides a structured process for impactful orientation."

"An effective employee orientation program is the key to more productive employees and reduced turnover. Yet, many companies neglect or ignore this important aspect of organizational responsibility. This Infoline shows you how to set up and take advantage of online orientation programs to enhance, build, or repair a new employee orientation program that immerses employees in the culture of an organization and lays the groundwork for determining organizational needs."

"Retention success often begins with a well-planned and executed on-boarding program. This issue explains how to develop well thought-out on-boarding objectives, define the conditions of an effective orientation program. The issue also provides ideas for the development of your orientation programs including tips for successful implementation and evaluation. Valuable advice is provided for supervisors orienting new employees."

"Kesehatan jiwa merupakan keadaan di mana seseorang perkembangan emosional dan intelektual yang mencakup kapasitas untuk belajar dan petumbuhan kognitif. Apabila kesehatan jiwa tidak dijaga dengan baik, seseorang dapat menjadi rentan terhadap gangguan jiwa yang berpotensi menghambat kemampuan mereka dalam melaksanakan kegiatan mereka sehari-hari dan mempengaruhi kualitas hidup mereka secara keseluruhan. Gangguan jiwa yang paling umum dialami seseorang adalah depresi dan gangguan kecemasan yang dapat disebabkan oleh banyak faktor, salah satunya lingkungan kerja. Sebagai upaya dalam mencegah permasalahan ini dari mempengaruhi kesehatan jiwa seorang pekerja atau setidaknya membantu mereka mengatasinya, perusahaan dapat menyediakan layanan konseling berupa Employee Assistance Program (“EAP”), yakni suatu layanan konseling dan konsultasi yang berfokus pada pencegahan dan/atau penyelesaian masalah pribadi yang dialami oleh pekerja. Layanan inti yang ditawarkan oleh EAP umumnya meliputi penilaian profesional, rujukan, dan konseling jangka pendek. Proses implementasi ini memicu pertanyaan terkait bagaimana perlindungan hukum terhadap pekerja dengan depresi dan/atau gangguan kecemasan di Indonesia, bagaimana pelayanan kesehatan terhadap pekerja dengan depresi dan/atau gangguan kecemasan di Indonesia, serta cara EAP dapat membantu meningkatkan pelayanan kesehatan terhadap pekerja dengan depresi dan/atau gangguan kecemasan di Indonesia. Dengan EAP, pekerja menjadi lebih mudah dalam mengakses langkah pertama untuk mendapatkan pelayanan kesehatan untuk kesehatan jiwanya. 

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Mental health is the state in which a person’s emotional and intellectual development includes the capacity for learning and cognitive growth. If mental health is not well maintained, a person can become vulnerable to mental disorders which have the potential to hamper their ability to carry out their daily activities and affect their overall quality of life. The most common mental disorders a person can suffer from are depression and anxiety that can be caused by many factors, including the person’swork environment. As a way to prevent these issues from affecting a worker’s mental health or help them manage it, companies can provide counseling services in the form of an Employee Assistance Program (“EAP”), a counseling and consultation service that focuses on preventing and resolving personal problems experienced by workers. The core services offered by EAP are professional assessments, referrals, and short-term counseling. The implementation process of this program brings forward the question of how the legal protection for workers with depression and/or anxiety is in Indonesia, how healthcare for workers with depression and/or anxiety is in Indonesia, and how EAP can assist in improving the healthcare provided for workers with depression and/or anxiety in Indonesia. With EAP, it becomes easier for workers to access the first step in getting healthcare for their mental health."

"Seiring dengan perkembangan globalisasi, kebaragaman di tempat kerja merupakan hal yang tidak dapat dielakkan lagi. Salah satunya adalah meningkatnya keberagaman gender di tempat kerja seiring peningkatan partipasi perempuan sebagai tenaga kerja. Namun, beberapa penilitan memukan bahwa peningkatan partisipasi perempuan masih diselimuti dengan konflik-konflik kesetaraan gender di tempat kerja. Selain itu, beberapa penelitian juga menemukan bahwa pekerja perempuan dinilai lebih rentan mengalami masalah stres kerja yang disebabkan oleh konflik struktural maupun masalah personal. Dalam mengatasi masalah pekerja, perusahaan dapat memanfaatkan layanan kesejahteraan pekerja seperti employee assistance program (EAP) yang menawarkan proses pemberian bantuan kepada karyawan melalui konseling. Mempertimbangkan dunia kerja yang semakin beragam secara gender, EAP sebagai praktik pekerjaan sosial harus mempertimbangkan segala aspek kehidupan klien dan menerapkan analisis gender dalam pemberian layanan untuk memahami faktor-faktor yang melatarbelakangi masalah karyawan yang disebabkan oleh faktor gender. Meskipun partisipasi perempuan semakin meningkat, masih belum banyak penelitian yang membahas keberagaman gender melalui kacamata EAP dan bagaimana EAP menerapkan analisis gender untuk menjawab kebutuhan pekerja perempuan. Melalui pendekatan kualitatif, penelitian ini bertujuan untuk menggambarkan secara deskriptif pemahaman praktisi EAP terkait keberagaman gender di tempat kerja dan strategi yang mereka gunakan untuk menerapkan pemahaman tersebut dalam menangani masalah pekerja perempuan. Untuk memenuhi tujuan penelitian, informan dipilih menggunakan teknik purposive sampling dan snowball sampling dan terkumpul lima orang informan meliputi empat praktisi EAP di suatu lembaga penyedia layanan kesejahteraan pekerja dan satu kepala lembaga. Data dikumpulkan melalui proses wawancara mendalam selama empat bulan, mulai dari Maret hingga Juni 2024. Hasil penelitian menunjukkan bahwa informan telah memiliki pemahaman mendalam mengenai keberagaman gender dan signifikansinya terhadap kehidupan karyawan. Pemahaman ini tercermin dalam strategi yang mereka gunakan untuk mengintegrasikan pendekatan sensitif gender dalam menangani klien pekerja perempuan. Implikasi dari penelitian ini adalah bahwa ketika praktisi EAP memiliki pemahaman yang mendalam terkait keberagaman gender, maka mereka dapat memberikan intervensi yang peka terhadap gender klien sehingga lebih relevan dengan masalah klien.

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With the advancement of globalization, diversity in the workplace is unavoidable. One aspect of this is the increasing gender diversity in the workplace, alongside the rising participation of women in the workforce. However, some studies find that increased women's participation in the workforce is still accompanied by gender equality conflicts. Additionally, several studies also find that female workers are more vulnerable to experiencing work stress due to structural conflicts or personal issues. To address employee problems, companies can utilize employee welfare services such as the employee assistance program (EAP), which offers counseling assistance to employees. Considering the increasingly gender diversity in the workplace, EAP as a social work practice must consider all aspects of clients' lives and apply gender analysis in service provision to understand the underlying factors that cas cause employee problems, such as gender factors. Despite the increasing participation of women, there is still a lack of research discussing gender diversity through the lens of EAP and how EAP applies gender analysis to meet the needs of female workers. Through a qualitative approach, this study aims to descriptively illustrate EAP practitioners' understanding of gender diversity in the workplace and the strategies they use to apply this understanding in addressing the issues faced by female workers. To fulfill the research objectives, informants were selected using purposive sampling and snowball sampling techniques, resulting in five informants comprising four EAP practitioners from an employee welfare service provider and one head of the institution. Data were collected through in-depth interviews over four months, from March to June 2024. The study's findings indicate that informants have a deep understanding of gender diversity and its significance in employees' lives. This understanding is reflected upon their strategies to integrate gender- sensitive approaches in handling female employee clients. The implication of this study is that when EAP practitioners have a profound understanding of gender diversity, they can provide gender-sensitive interventions that are more relevant to clients' issues."