Mental health importance

 

Introduction

There has been seeing that there is an esteemed shift in organizational conscience that has embraced the idea of taking care of the employees, mentally and physically, in the past few years. This acknowledgment has dramatized mental health to a leading aspect of Human Resource Management (HRM) issues. HR departments move beyond their common role as show makers to key responsible people in culture creation directed at not only mental health but also boosting employee resilience and overall wellness.

Pivotal to this evolution is establishing a dimension that shows that mental health, productivity, and organizational success are equally intertwined. Workplace mental health is one of the areas of concern in workplaces of this era. When employees face some mental health illness, for e.g. stress, anxiety or depression, it is not only an individual’s welfare problem but a big concern covering the mood and overall service throughout the entire organization. Advancing an awareness of this interconnectedness and whose HR departments are pushing with the Human Resources-driven initiatives to promote these environments which employees enjoy being valued, recognized and empowered to balance their personal care with their professional activities.

Recognizing the Impact of Mental Health

Billions of people have mental health problems around the globe, and the problems come with the consequences individually, among families and in workplaces. The World Health Organization (WHO) has determined that depression and emotional disorder are costing the world economy about $1 trillion in productivity every year. The present-day HR team needs to identify the fact that mental health problems are everywhere and take proactive actions to fix them at the workplace (World Health Organization , 2017).

Creating a Supportive Work Environment

HRM serves as a molding factor that helps to build an atmosphere of trust where staff members feel secure, appreciated and encouraged to come forward in case they need support. It is about having in place policy and programs that promote mental health awareness, reduce stigma, and enable access to resources such as Employee Assistance Programs (EAPs), counseling services and other mental health education (Bupa Global, 2019).

 

Prioritizing Work-Life Balance

Work-related stress is one of the most influential factors that lead to many mental health problems, thus calling for measures to ensure work-life balance. HRM can assist employees in achieving a harmonious equilibrium between work life and personal life through flexible work arrangements, time-off and policies that promote disconnecting from work during non-working hours (CIPD, 2020).

Training and Development

HR specialists can boost mental health awareness and resiliency among employees by conducting training sessions and developmental activities. This can be done by conducting workshops, seminars, and webinars on the themes of stress management, awareness, and emotional intelligence. Employees, when equipped with the skills and knowledge necessary to manage their mental health effectively, will be better able to withstand the ups and downs that come with work life (Mental Health First Aid England, 2020) (Mental Health First Aid England, 2021).

Leadership Support and Communication

Leadership that is effective is a key factor that ensure thriving work environment where mental health and well-being are at the top of the priority list. By aligning their efforts with management, HRM can aim to nurture a culture centered on an open environment, empathy and support. Leaders should therefore act as role models, pay closer attention to employee well-being, and provide a platform for open discussions about mental health issues. Through the creation of a culture that to thrive, employees will be able to talk about their mental health issues without the worry of being stigmatized or reprised (World Health Organization , 2017).

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Conclusion

Hence mental health can be safely said to be a crucial part of HRM that influences directly the health, productivity, and the performance of the organization. By focusing on mental health awareness, creating a workplace of support, advocating for work-life balance, investing in employee training and development, and encouraging leadership support and communication, HR professionals can have a workforce that is resilient and productive. Consequently, organizations with mental health as a key HRM component will reap the fruits of their labor in the form of better employee engagement and retention, and overall organizational success.

Reference

World Health Organization (WHO). (2017). Depression and Other Common Mental Disorders: Global Health Facts and Figures. WHO Press.

Bupa Global. (2019). Mental Health in the Workplace: Enabling Potential and building Resilience. Discuss how these two approaches differ in terms of their focus on the individual. Bupa Global.

Charter Institute of Personnel and Development (CIPD). (2020). Health and Well-being at Work: The survey report will be based on the findings of the researches.

The Mental Health First Aid England.(2021). Workplace Wellbeing Training. Mental health first aid training for England.