ABSTRACT
This study considered the question of whether EAPs are a valued aspect of organizational support and a significant and important element of HRM. The research considered how organizations that implement EAPs review the effectiveness and efficiency of the programs, whether they conduct evaluations and if so how they conduct these assessments. The findings suggest that EAPs attend to a wide range of psychological issues that involve workplace issues and personal issues. The results reveal that there is a close connection between EAPs and HRM and that EAPs are perceived as beneficial to the organization. It was however concluded that despite a high level of satisfaction with EAP services that the monitoring and evaluation of these services could be greatly improved.
