Creating A Culture Of Well-Being: HR Management

Name: Institution Affiliation: Instructor: Course: Date: Human Resource Management Introduction Human Resource Management (HRM) refers to the formal systems which are used in an organization with the purpose of recruiting, managing and providing directions to all the workers in an organization. This organizational department is mostly involved with staffing, designing work and employee compensation among other essential activities. There are several current issues which are related to human resource management such as creating a culture of well-being which revolves around workers’ happiness and working safely. A culture of well-being is important for every organization because it results in high employee retention and increased productivity. This paper outlines two peers reviewed journals and analyzes how the articles explain the concept of creating a culture of well-being. Summary of the articles Matt, Houghton. "Making the link between mental health and disability management." Canadian HR Reporter, 27 Nov. 2017: 23. <https://search-proquest-com.libaccess.senecacollege.ca/docview/1979778553/503E92090224404PQ/17?accountid=28610>. This article provides critical information which relates to employee well-being. The author outlines that the increase in employee benefits cost is a major challenge to many organizations since it negatively affects organization’s efforts to stay competitive. Additionally, the author states that it is essential for the employers to note the impact that mental health claims have on the total benefits costs. According to a report by the Mental Health Commission of Canada (MHCC), mental illness attributes about 70 percent of the disability costs, which are reported in a workplace, and a third of short-term and long-term disability claims are associated with mental health conditions (Houghton, p. 23). According to MHCC, about five hundred thousand Canadians are affected by mental health conditions and are therefore unable to work (Houghton, p. 23). Workers who have been reported with short-term disability claims are at greater risks of developing long-term mental disabilities thus becoming mental health claimants. The issues related to mental health problems need to be addressed because when the working population is affected by these conditions them employers account for huge losses. MHCC reports that Canadian employers have registered a loss of more than $6 billion for the last five years because of high turnover and absenteeism resulting from these mental problems. The author notes that mental health conditions are complex for the employers to manage them effectively, sometimes employers find it difficult and uncomfortable discussing the mental health conditions of an employee. On the other side, employees also find disturbing and upsetting talking about the mental illness because of fear of being discriminated and being dismissed. The author explains some of the measures that employers can implement to enhance the mental wellness of their employees and prevent mental health conditions. Some of the techniques which employers may apply in enhancing the well-being of their employees include educating employees about the importance of participating in programs which support their mental welfare, such as physiotherapy and employee family assistance initiatives (Houghton, p. 23). Additionally, employers should also have an open mind about mental disability and discuss with employees about their mental problems. This may help in reducing stigmatization and may also help the employees to feel comfortable. The author also emphasizes that the symptoms of mental illness may vary from one person to another and they can either be behavioral or psychological. Employers may help in reducing the adverse effects of mental illness on the employees’ well-being by advocating for early and proper treatment. Some of the signs and symptoms exhibited by workers with mental illness include the problem of managing emotions, difficulties meeting deadlines, decreased productivity and uncontrollable signs of distractions. According to the author, early management of these symptoms may have positive impacts and may also help in stabilizing the mental condition of the employee (Houghton, p. 23). Employers have a huge role in managing employees’ mental health conditions. An employer should accommodate mental health concerns when employees report their mental illness and when employees manifest symptoms which are related to mental disorders. There are several ways of accommodating employees with mental problems. These include generating a flexible schedule which allows more breaks and provides favorable start and end times (Houghton, p. 23). Also, employers may modify the duties and responsibilities to ensure that employees with symptoms of mental illness are assigned minor and simple tasks. Importantly, allowing employees with mental problems to work from home and giving them time to consult the counselors may help in ensuring that employers remain productive despite having mental health problems. Dobson, Sarah. "Sun Life puts winning focus on physical, mental, financial well-being." Canadian HR Reporter, 13 Nov. 2017: 18. <https://search-proquest-com.libaccess.senecacollege.ca/docview/1992262536/7AB94E1B35424F07PQ/13?accountid=28610>. This article is about Sun Life, an organization which has implemented policies and set resources to improve the physical, mental and the financial well-being of its employees. The company has implemented a program known as 100 wellness dollars, which are meant to motivate employees to participate in a biometric screening with recognized nurses to determine their glucose, blood pressure and percentage of their body fat. The data collected from this assessment is then used by the organization to gauge the well-being of their employees. According to Karen Figueiredo, who is the vice president of global pension and benefits at Sun Life, the company is determined to reach out to the employees who have risks and implement ways which may make changes in their lives. The 100 wellness dollars program is also aimed at encouraging people to implement small by critical changes to their mental, physical and financial well-being (Dobson, p. 18). The employees are likely to win prizes after tracking and analyzing their points of managing finances, exercising and eating healthy. To encourage its employees to participate in these programs, Sun Life developed mechanisms which would attract more employees such as launching videos which showed employees participating in dances and also sent direct messages to the employees through their emails. Additionally, wellness ambassadors and volunteer employees also help in championing the pillars of employees’ wellness. The organization has also been involved in grass root events which included walking clubs, yoga, and meditation to improve the well-being of their employees. According to Figueiredo, the company sets a budget to the ambassadors to enable them to implement the programs in their local offices and also help in spreading the awareness to other employees. It is also important to note that Sun Life is also considerate to the claimants since it increased the psychology benefit to $12,500 from $1,200. The company is also introducing a gender transition support which will be worth $100,000 (Dobson, p.18). Figueiredo says that the company also encourages its employees to be part of the company’s program, stating that these programs are aimed at ensuring good health and well-being of its employees. Sun Life’s benevolent and charitable aid is concentrated on diabetes awareness, research, prevention, and care. Usually, in November during National, Diabetes Awareness the company inspires and motivates the employees to participate in online diabetes risk assessment, and it has also started a new digital experience which ensures that after employees provide their drug claims for these conditions they get an email which directs them to online portals with the required resources. The company has also remained focused on other critical disorders such as diabetes. About ninety percent of the people who are diagnosed with these diseases are affected by the Type 2 diabetes, and the company is sure that these diseases may be prevented through ensuring healthy and active lifestyles (Dobson, p.18). Sun Life is also keen on mental health. The company provides offers a mental health toolkit, training and also participate in campaigns which are designed to create awareness among the employees. The company provides financial advice to the employees during the financial literacy month in November. During this month workers are enlightened about how to live within their budgets and how to manage their financial expenses and emergencies. Figueiredo acknowledges the role of managers in helping employees who have health, physical and mental conditions is critical. She explains that managers as the first responders who should receive training, awareness and ought to have confidence in handling these issues (Dobson, p.18). Sun Life is determined to equip their manager to enable them to promote the company’s programs in their work...