INTRODUCTION

Much of Human Resources Management (HRM) literature will emphasize that an organizations’ employees are its most valuable asset (Kramar, Bartram, Gerhart, Hollenbeck, & Noe, 2014; Nankervis, Compton, Baird, & Coffey, 2011; Stone, 2011). The literature claims that successful organizations tend to be those that are committed to aiding their employees to manage and deal with a range of issues and problems they may face (Buon & Compton, 1990). Yet it is interesting to note that the issue of counselling of employees and assessing their overall well-being is not so well understood or evaluated and would benefit from more research attention (Alker & McHugh, 2000; Csiernik, 2004).