技术和应急劳动力市场平台Green Cabbage获得一笔未披露金额的A轮融资
Green Cabbage 是支出分析领域的全球领先企业，也是唯一一家提供基于订阅模式并保证节省成本的公司，公司宣布获得Sorenson Capital的 A 轮融资。新的融资将支持 Green Cabbage 的持续扩张，支持其推动采购和劳动力市场情报创新的使命。双方的合作加强了 Green Cabbage 公司扩大运营规模的能力，并促进其产品在国内外的快速发展。
“Green Cabbage 首席执行官 Eric V. Cunningham 表示："我们很高兴首次引入外部资本，为我们的客户提供更多服务。“索伦森的投资验证了我们的愿景以及我们仅在今年就为数百家新客户带来的持续价值。在索伦森资本的支持下，我们将继续扩大我们的业务范围，并提供突破性的解决方案，使全球客户能够优化他们的供应商协议，最大限度地节约成本。
技术是企业最大的支出之一，而技术合同的成本却在不断上升。公司往往缺乏技能、时间和资源来比较这些合同并与供应商进行最佳谈判。Cunningham 说：“各行各业的公司对寻求可操作的技术成本节约的兴趣与日俱增，而 Green Cabbage 将数据、专业知识和供应商关系独特地结合在一起，能够找到最佳的法律和商业条款，”他补充说，"这笔投资将推动 Green Cabbage 的发展战略，使公司能够为客户节省更多的成本。Green Cabbage 和 Sorenson Capital 都致力于推动卓越采购的发展。
“Sorenson Capital 合伙人 Brady Broadbent 说："我们很高兴能与 Green Cabbage 团队合作，为全球采购管理人员提供出色的成本节约和工作流程解决方案。“埃里克和他出色的团队已经建立了一个杰出的采购解决方案，并将引领未来的采购创新"。
关于 Green Cabbage
Green Cabbage 是技术和应急劳动力市场情报领域的全球领导者。我们的安全平台可确保迅速运作，提供微观SKU层面的详细比较，以及全面的业务和法律条款见解。Green Cabbage 帮助全球的私募股权公司、咨询公司和 B2B 企业在供应商协议方面节省 15-30% 的成本。凭借在定价、许可、谈判、审计辩护、法律指导和培训方面的专业知识，Green Cabbage 帮助客户获得最佳价格和整体协议，有效优化采购流程。
关于Sorenson Capital
Sorenson Capital 是一家领先的风险投资公司，专注于投资应用层、人工智能、网络安全、数据和基础设施领域的早期和成长期 B2B 软件公司。该公司管理着超过 14 亿美元的资产，在创业者加速收入增长和提升产品领导地位的每个阶段为其提供支持。
法律指导
2024年10月10日
法律指导
【HR术语】什么是员工援助计划？（What is an employee assistance program？）
什么是员工援助计划（EAP）？
员工援助计划，简称 EAP，是以工作为基础的计划，旨在发现并帮助团队成员应对可能阻碍他们在工作中发挥最佳水平的个人挑战。
从人际关系问题、心理健康问题到药物滥用问题，员工援助计划都是一个组织致力于营造健康、心理稳定和提高生产力氛围的象征。
员工援助计划范例
EAP 可以根据每个工作场所的独特需求进行调整和定制。它们可以包括一系列服务，例如：
保密咨询。为员工提供一个安全的避风港，让他们可以就个人和工作相关的问题和压力获得指导。
法律指导。为从家庭法到财务问题等各种法律情况提供可靠的建议。
健康计划。通过以健康为中心的举措（如健身房会员资格和营养咨询）提升员工的幸福感。
转介服务。帮助您的团队成员找到有用的外部资源，如康复中心或托儿服务。
财务咨询。允许员工获得财务规划方面的援助，尤其是在人生重大转折时期。
员工援助计划的益处
员工援助计划可为团队成员和组织带来多种益处：
提高士气和工作效率。EAP 可以通过解决对员工的注意力产生负面影响的任何个人问题来提高工作效率。
减少缺勤。有了 EAP，许多导致缺勤的问题都会得到解决，缺勤率也会大幅下降。
增强工作场所的心理健康。EAP 通常会提供心理健康服务，营造一个更健康的工作空间，让员工认识到健康心理的重要性。
减轻工作压力。EAP 提供压力管理资源，有助于营造更轻松的工作环境。
留住员工。通过为个人问题提供支持，企业可以提高团队成员的忠诚度，降低员工流失率。
员工援助计划的缺点
尽管员工援助计划有很多好处，但它也有一些潜在的缺点：
费用。实施和维护 EAP 可能会造成经济负担，尤其是对小型企业而言。
利用率低。团队成员可能会因为缺乏认识、认为有污点或担心保密性而不使用该计划。
有效性。EAP 的成功取决于服务质量。如果服务质量不佳或处理不当，该计划可能不会有效，反而会浪费时间和金钱。
如何实施员工援助计划
推出有效的 EAP 是一个精心策划的过程，涉及多个步骤：
第 1 步：确定需求
首先要对团队成员进行调查或组织焦点小组，以了解他们的需求以及造成他们压力的原因--无论是经济压力、工作与生活的平衡、人际关系问题还是心理健康问题。这有助于您定制 EAP，以应对团队面临的具体挑战。
第 2 步：选择计划
现在是时候选择一个能满足团队需求的 EAP 了。这可以是由人力资源部门管理的内部计划，也可以是由第三方专家提供的外包计划。
第三步：沟通
既然您已经选择了 EAP，下一步就是向您的团队成员介绍它。您可以通过电子邮件、通讯或团队会议等各种沟通渠道，让他们了解该计划的所有细节、服务和好处。营造鼓励使用的环境。其中至关重要的一点是向团队成员保证计划的保密性，减轻他们可能存在的任何潜在恐惧。
第四步：培训
除了沟通，提供培训课程或研讨会向团队成员介绍 EAP 也很重要。他们应该知道如何使用该计划，并了解该计划能为他们做些什么。
第 5 步：监控和调整
实施 EAP 并不是整个过程的最后一步；计划的成功取决于持续的监控和调整。定期收集团队成员的反馈意见，审查计划的使用率和成果。它是否有助于减少压力和缺勤？团队成员是否更满意，工作效率是否更高？根据这些信息，您可以做出或大或小的调整，帮助改进 EAP，确保它始终对每个人有益。
EAP 如何影响公司文化？
EAP 可以对公司文化产生积极影响。除了员工的职业贡献之外，EAP 还能传达企业对员工福祉的真诚关怀。
通过提供管理个人和职业挑战的工具，EAP 营造了一个包容、支持的环境，其结果往往会提高团队的满意度、参与度和忠诚度，从而促进充满活力的公司文化。
营造更快乐、更健康的工作环境
通过全面了解什么是员工援助计划，我们可以利用它的益处创造更健康、更有弹性的工作环境。
员工援助计划提醒我们，我们的团队成员不仅是员工，也是在复杂生活环境中摸爬滚打的真实的人。通过为他们提供支持，我们投资于组织的力量和整体幸福感，并帮助建立强大、持久的公司文化。
以下为文章原文：
What is an employee assistance program (EAP)?
Employee assistance programs, or EAPs for short, are work-based programs designed to identify and assist team members in handling personal challenges that might be holding them back from performing their best at work.
From relationship troubles and mental health issues to grappling with substance abuse, EAPs are a symbol of an organization’s dedication to cultivating an atmosphere of wellness, mental stability, and boosted productivity.
Employee assistance program examples
EAPs can be adapted and tailored to fit every workplace’s unique needs. They can include a range of services such as:
Confidential counseling. Offering a safe haven for your people where they can get guidance for both personal and work-related issues and stresses.
Legal guidance. Providing reliable advice for legal situations, from family law to financial issues.
Wellness programs. Promoting employee happiness through health-centric initiatives such as gym memberships and nutritional counseling.
Referral services. Helping to connect your team members to helpful external resources, like rehabilitation centers or childcare services.
Financial advice. Allowing access to aid for financial planning, particularly during significant life transitions.
Employee assistance program benefits
EAPs provide a wide range of benefits for both team members and the organization:
Boosted morale and productivity. EAPs can elevate productivity by addressing any personal issues that are negatively impacting an employee’s focus.
Reduced absences. With access to EAPs, absenteeism can significantly drop as many issues leading to absence get resolved.
Enhanced mental health in the workplace. EAPs often incorporate mental health services, fostering a healthier workspace that embraces the importance of a healthy mental state.
Less workplace stress. Offering resources for stress management, EAPs can contribute to a more relaxed work environment.
Employee retention. By providing support for personal issues, an organization can increase team member loyalty and reduce turnover.
Disadvantages of employee assistance programs
Despite the fact that EAPs come with multiple benefits, EAPs do come with a few potential downsides:
Expense. Implementing and maintaining EAPs might be a financial burden, especially for smaller businesses.
Under-utilization. Team members might not use the program due to a lack of awareness, perceived stigmas, or confidentiality concerns.
Effectiveness. The success of an EAP depends on the quality of services. If subpar or mishandled, the program might not be effective and can be a waste of both time and money.
How to implement an employee assistance plan
Rolling out an effective EAP is a carefully planned process involving several steps:
Step 1: Identifying needs
Start with conducting surveys or hosting focus groups with team members to understand their needs and what is causing them stress—whether that’s financial stress, work-life balance, relationship troubles, or mental health concerns. This helps you to tailor your EAP to address the specific challenges facing your team.
Step 2: Selecting a program
Now it’s time to choose an EAP that caters to your team’s needs. This could be an in-house program managed by your HR department, or it could be an outsourced program provided by a third-party specialist.
Step 3: Communication
Now that you’ve selected your EAP, the next step is telling your team members about it. You can let them know all of the details about the program, its services, and its benefits through various communication channels like emails, newsletters, or team meetings. Create an environment that encourages its usage. A crucial aspect of this is to assure team members about the confidentiality of the program, alleviating any potential fears they may have.
Step 4: Training
In addition to communication, providing training sessions or workshops to introduce the EAP to your team members is important. They should know how to access the program and understand what it can do for them.
Step 5: Monitoring and adjusting
Implementing the EAP is not the final step of the process; the program’s success depends on continuous monitoring and adjusting. Regularly gather feedback from team members and review the usage rates and outcomes of the program. Is it helping to reduce stress and absenteeism? Are team members more satisfied and productive? Based on this information, you can make small or large adjustments that help to improve the EAP and ensure it remains beneficial for everyone.
How do EAPs impact company culture?
EAPs can positively influence a company’s culture. They communicate the organization’s genuine care about employee wellbeing, beyond their professional contributions.
By offering tools to manage personal and professional challenges, EAPs cultivate an inclusive, supportive environment with the result often leading to increased team satisfaction, engagement, and loyalty—contributing to a vibrant company culture.
Fostering a happier, healthier working environment
Through a comprehensive understanding of what an employee assistance program is, we can harness its benefits to create healthier, more resilient workplaces.
EAPs remind us that our team members are not just employees but real people navigating through complex life situations. By supporting them, we invest in the strength—and the overall happiness—of our organization and help build a strong, lasting company culture.
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