Human Resources Perspective
It is estimated that the average person spends more than one third of their life at work (Gettysburg College, 2021). As a result, it is undoubtedly important that employers ensure positive health and wellbeing exists for each and every employee, given the amount of time that is spent at work. It could be argued that Human Resources departments are the most significant in terms of achieving this goal within the workplace, as the fundamental role of Human Resources is effectively to manage and support people. An area of health and wellbeing that has been drawing increasing attention recently is mental health, on which the workplace can have a particularly strong effect. Indeed, according to CIPD’s annual Health and Wellbeing at Work Survey (2020), a staggering 59% of long-term absences were caused by mental ill-health. For the most part, HRM has a positive impact on employee health and wellbeing (Veld and Alfes, 2017), however it is clear that there are important measures to be taken to reduce these statistics and allow for employees to feel healthy and safe at work.
According to CIPD (2020), fostering positive employee wellbeing in the workplace can encourage a positive atmosphere, organisational success, promote employee engagement as well as reduce stress. Drawing on these findings, here are 5 steps to ensure that HRM contributes positively to Good Health and Wellbeing throughout the workplace.
Manage workload effectively
CIPD found that 60% of employees consider the main cause of stress to be intense workload. Managers, HR Members and employees can work collaboratively here to discuss the most effective ways to manage workload to ensure that work is being carried out effectively, yet without employees feeling overwhelmed or suffering burn-out. This could include encouraging regular breaks throughout the day or implementing a strict finishing time.
Mental Wellbeing Training
HRM Departments can organise training sessions for all employees that enables people to recognise premature signs of mental wellbeing issues. At present, one quarter of managers claim to be able to identify these early signs. The more training is implemented, the higher this figure will become and therefore the better managers will be able to provide support for employees who are facing such challenges.
Manage/Discourage Presenteeism
Presenteeism is the concept of physically being present at work, however not demonstrating any signs of productivity due to not being well enough. Indeed, CIPD reports 89% of employees recognising presenteeism at work. This bares no benefits for anyone- employee or employer- and so HRM should consider ways to discourage this. For example, reassuring employees that Management support and value employee wellbeing, and that taking time off work for mental wellbeing is just as important as that for physical wellbeing. This should be embedded within the organisational culture, so that employees are always aware and reminded of the support of their employer, which will in turn provide positive opportunities for both the employee and employer in terms of productivity and employee relations.
Review Management Styles
Research shows that managers can positively or negatively affect subordinates’ moods at work. HRM can work alongside managers to enable a positive experience for their employees, for example taking the time to get to know them on a personal level, which allows them to provide support and care for any unfortunate circumstances. Especially in the current climate of the Pandemic and remote working, it is important for employees to know that they are safe to discuss any issues with their line manager, who will provide the necessary support in return.
Encourage Good Physical Wellbeing
It is generally understood that physical wellbeing can positively impact a person’s mood and feelings. Therefore, an effective strategy used by HR Departments is to encourage, or even incentivise good physical wellbeing in the workplace, with the aim of naturally reducing levels of stress and anxiety. This could be achieved by promoting healthy competition between colleagues to complete the most steps each month, with the winning individual/team receiving a reward. This can contribute to overall health and wellbeing through fitness and exercise as well as building positive relationships and friendships between employees.
Overall, there a majority of ways in which Human Resources can contribute to achieving SDG3. Due to the vast amount of time that individuals spend working, it is clear that implementing changes and appropriate measures in the workplace is a good place to start in ensuring that employees feel their needs are being adequately met in order to feel healthy, safe and well throughout their day. Using a simple 5-step guide can allow HR and Management to commit to promoting positive health and wellbeing for all, and in turn contributing to the SDGs.
References
CIPD (2020) ‘Health and well-being at work survey 2020’
Accessed: 27-03-2021
Veld, M. and Alfes, K. (2017) ‘HRM, climate and employee well-being: comparing an optimistic and critical perspective’ The International Journal of Human Resource Management, 28(16) pp.2299-2318.
Gettysburg College (2021) ‘One third of your life is spent at work’ gettysburg.edu
Accessed: 20-03-2021
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