Beijing EAPS Consulting

Beijing EAPS Consulting

Introduction

Beijing EAPs Consulting (BEC) was founded in the year 2001, and has honor to be the major and the largest Employee Assistance Program (EAP). This organization is the first one as a provider in Mainland China, dedicated for the purpose of improving the psychological capital of the human resource personnel, relieving individual distress, supporting organizations to promote a workforce with effective health, performance, happiness, and enhancing the effectiveness of the organizational competitiveness and agreement by providing the EAP services from the organization. BEC is the organization that upholds the main values of accountability, responsibility, excellence and integrity that is aimed to stick to the service philosophy. BEC is a Chinese organization which introduced the EAP service model aimed to improve the human resource personnel effectiveness (EAP, 2013).

Implications of Co-conducting a Project Plan

Beijing EAPS Consulting Inc. (BEC) is a one of the most growing consulting firms of China, and the company holds expertise in providing emotional and psychological aid to the employees associated with the client base of BEC. The company started with only six employees in the year 2001 and to this day has increased to 20 employees in time span of six short years. When the corporation first initiated it was under the management of the co-founders working out of the similar single office. In the start there was no apparent company arrangement, no proper identified departments. The projects of the business were assigned to the employees on the basis of their availability and skills.

After thoroughly studying the case study of BES, it is obvious that both the project managers of the company and department managers are situated as the similar level of the organization. This is reflected from the organizational hierarchy of Beijing EAPs Consulting (BEC). The major organization of this arrangement in the company reflects that they focus and concentrated on some basic principles, including planning, organizing, and the marketing of each project. The company has its individual project development department as well as a department A and B. This is a reflection which indicates that each development department has the power to determine which responsibility must be assigned to go on in the project life cycle of the company (Zhou et. al, 2008). On the other side, the project managers of BES were of the view that their power had the possibility and potential to recognize orders and instructions to the subordinates of the department. None of the subordinates, or the managers was aware of the fact about the new structure of the organization because in cooperation they had already been familiar to the old purpose of BEC.

Mr. Zheng had to modify the strategy of the organization as the new vision of the company mainly paid attention on the core business practices and the potential sources of profit. As a consequence of improved and increased business demands, he altered the arrangement of the organization for the purpose to improve the effectiveness of BEC's human resource ...