Mental Health at Work: HR’s Role in Creating a Supportive Culture

Mental Health at Work: HR’s Role in Creating a Supportive Culture

Ms. Charu Mahajan

Assistant Professor, Department of Management Studies

Global Group of Institutes,

Amritsar-143001

Punjab, India

Emailid:  charumahajan425@gmail.com

Ms. Kirandeep Kaur

Assistant Professor, Department of Management Studies

Global Group of Institutes,

Amritsar-143001

Punjab, India

Emailid:  kirancheema77@gmail.com

ABSTRACT

At the heart of every organization, Human Resources departments are entrusted with the stewardship of its most important asset — its employees. Traditionally centered on administrative functions like recruitment, training, and employee relations, HR now also plays a key role in promoting employee well-being. With growing awareness of how mental health affects performance and morale, HR professionals have taken a leading role in building a supportive work environment. Focusing on the relationship between HRM practices and the mental health of knowledge workers, this manuscript underscores the necessity of sustainable approaches that center employee well-being. HR practices raise awareness about mental health, work to eliminate stigma, and foster open dialogue. Equipping managers with emotional intelligence and empathetic leadership skills contributes to building supportive work environments.

This research examines how HR strategies contribute to building a nurturing and healthy work environment for professionals. These strategies include the implementation of employee assistance programs, stress management initiatives, and mental health awareness campaigns. World Health Organization data (2022) suggests that a substantial portion of the population—ranging from one-quarter to one-half—will struggle with serious mental health problems at some stage in life. Difficulties related to mental health spanning social and emotional well-being, have a notable impact on the productivity and effectiveness of numerous workforce members. Despite growing awareness, many organizations still exhibit systemic stigma toward mental health issues, leading employees to hesitate in sharing their challenges or pursuing help. Although interest in workplace mental health is increasing, limited research exists on how HRM and technological innovations can support it. The studies underscore the critical necessity for systematic HRM approaches to mental health and call for a reimagining of how HRM and technologies like people and data analytics can aid workforce mental health.

To this day, many HR professionals and managers have treated mental health in the workplace as an overwhelming challenge, leading to its neglect or insufficient attention. While the pandemic brought significant disruption, it also presented a chance for employers and HR professionals to drive a shift in how mental health is perceived and managed. To build and sustain a high-performing workforce, organizations need to address mental health issues with urgency and genuine commitment. Additionally, with mental health issues imposing significant costs on organizations worldwide, proactive HR involvement is crucial in reducing absenteeism, presenteeism, and declining productivity. The concluding section offers recommendations for HR practitioners on how to effectively implement, monitor, and evaluate policies that prioritize employee well-being. Through a comprehensive approach and strong leadership, HR can cultivate a positive organizational culture where work-life balance and mental well-being serve as foundations for long-term success. This paper explores how HRM practices influence mental health outcomes and provides recommendations for organizations seeking to create a supportive workplace.

Keywords: Employee well-being, Mental health, HRM practices, Harmonious work environment