One of the key priorities of effective HRM is employee -Geeth Chathuranga Pallawela -E232433

      How HR Can Elevate Employee Wellbeing Beyond the Basics

 

Introduction

Workers ‘become of great significance in the focus of HRM. This is because of the changing nature of the modern workplace. Health and safety apart, organizations today are beginning to see how a holistic well-being, encapsulating physical, mental, emotional and spiritual aspects, make better employees and reduce employee turnover. This article takes you into the deeper aspects of employee well-being and looks at how HRM can be the game-changer in creating a working force which is in good health and can bounce back to the work environment.

Creating a Culture of Psychological Safety

Psychological safety stands for the kind of the atmosphere where employees are confident to speak out, taking risks and being vulnerable without fear for being corrected or accused. HRM may strive to achieve psychological safety by means of facilitating open dialogue, active listening to a team's issues, and promoting reasonable constructive feedback. It has been demonstrated that psychologically safe workplaces are helpful for stimulating innovative ideas, improving working process, and enhancing overall well-being of employees (Edmondson, 1999).

 

 Prioritizing Work-Life Integration

On the whole, work-life integration is not only about attaining a balance between job and personal life, it also emphasizes the combined integration of both domains to attain maximum satisfaction and contentment. HRM is capable of supporting work life balance through allocation and promotion of flexible work timings, concluding and endorsing work-from-home options and incorporation of policies that preserve employee’s personal time and boundaries. The studies show that those who have a healthy blend between work and life separate these domains more effectively, have higher level of job enjoyment and less stress (Kossek, 2018).

 

Fostering a Sense of Purpose and Meaning

Employees are typically committed to their work when they see the value of it and understand how it relates to achieving a bigger goal. The HRM activity provides the platform for employees to fit in to the organization vision and mission by way of Merger and acquisition and also personal development. This is also done through recognition of employee attainments, collective and individual. Employee direction gives employees a sense of reason while also starting at the human resource levels in lead to employer commitment and motivation. At the end, it also contributes towards general wellbeing and job satisfaction among employees (Rosso, B. D., Dekas, K. H., & Wrzesniewski, 2010).

Promoting Physical Health and Wellness

On one hand, HRM are commonly viewed as one of the stepping stones to one’s well-being while, on the other, it can be taken to another level to have a comprehensive approach to the physical aspect of health. As part of the strategy, it might involve either a decent fitness center, specially organized fitness challenges, eating healthy in the office and taking regular breaks in favor of physical activities. Studies show that an increase in the physical and mental wellbeing of the workers leads not only to n individual performance, but significantly reduces the number of departments and healthcare costs as well (Baicker, K., Cutler, D., & Song, 2010).

 

Supporting Financial Well-being

Financial problems can affect employees not just from the psychological perspective, but also the working capabilities. Financial well-being which people majorly long for is what Human Resource Management can achieve via financial education and planning resources, access to retirement savings plans and other benefits plus a fair and transparent employee remuneration system. Workers with a sense of being economically well-off are going to be in a better position to produce with work-related stress less probable (Kossek, 2018)..

Conclusion

The provision of the basics to employees working is very vital in supplementing the creation of desirable and resilient workforce. By placing foremost importance on psychological security, helping to integrate work and personal life, providing a feeling of significance and purpose, fostering physical health and well-being and helping with financial well-being, HRM therefore plays a role in cultivating a workplace environment where employees can succeed.

Reference

Edmondson, A. C. (1999). Psychological security and learning behavior at work teams. Administration Science Quarterly, (44(2):350–383

Through their study, Kossek, E. E., and Lautsch, B. A. (2018) have investigated the effects of work-life balance on employee well-being.Work-life flexibility for whom? Social status and strata of work inequality that arise from the position you occupy according the working class, middle class, and lower class social class. Academy of Management Annals, Vol. 12, No. 1 (2020), pp. 5–36.

Rosso, B. D., Dokas, K. H., & Wrzesniewski, A. (2010). On the meaning of work: Telling the story from my perspective and providing a theoretical integration and review. Research Addressing Organizational Behavior (ROB), vol. 30, no. 2, pp. 91–127.

Baicker, D., Cutler, D. .S and Song, Z. (2010). The physiological outcomes that workplaces are getting with this strategy can reduce expenses. Health Affairs, 29(2), 304–311.

Davenport, T.H., Harris, J.& Shapiro, J. (2010).Competing on talent analytics. In 1966, The Harvard Business Review published the article titled, "How Much Is Enough?" where it presented the idea that people should save one-third of their entire income and prioritize a comfortable lifestyle.

 

Geeth Chathuranga Pallawela -E232433