Addressing Workplace HR Management and Workplace Stress and Depression: The Role of HR Managers
Question
Task: How can HR managers effectively address and reduce workplace HR Management and Workplace Stress and depression among employees?
Answer
Introduction
Hong Kong is well known for its shipping port and yards which have led to Hong Kong being classified as the most vibrant commercial hubs globally. It is also a famous as a major shopping destination for travellers who visit Hong Kong especially to buy unique product otherwise not available on the Asian market (Meyer 2000).
The combination of the large shipping port & yards, a vibrant commercial enterprise, and world class shopping has resulted in attracting a large number of skilled professionals to search for employment in Hong Kong. Many professionals may be good for businesses but for the skilled, it brings along some serious concerns for employees leading to HR Management and Workplace Stress and Depression at the Workplace (Fitzgerald & Rowley 2013).
Role of the HR Manager and employee performance and security
Today Hong Kong’s skilled professionals and labour are classified as being among the most HR Management and Workplace Stressed and depressed globally and this is directly attributed to the intense competitions among skilled professionals. Hong Kong attracts skilled professionals from across the globe leading to over situation of the unemployed skilled professional in the marketing which in turn create job insecurity for working professionals (Weinberg, Sutherland & Cooper 2015).
This is leading to serious complications for the individuals, making it important to educate the general public regarding the role played by the Human Resource Manager and how they can help eliminate or reduce this problem. The Human Resource manager is assigned the responsibility of evaluating and enhances employee performance while also maintaining the company’s development and growth goals (Turner 2003).
This makes the HRM play a mediatory role where he/she must evaluate and balance both the organization and human resource needs and concerns. The human resource Manager must be able to address company employees concerns with the objective of delivering a stable and secure working environment which enhances productivity and growth.
Factors linked to employee HR Management and Workplace Stress and Depression at the Workplace
Job Security Concerns
The main concern linked to workplace HR Management and Workplace Stress and depression is associated with job insecurity among employees. In Hong Kong there is an over saturation of skilled professionals in the market and companies tend to overlook employee rights and do not deliver concrete employment contracts and agreements which lead to employee insecurity (Greenhaus & Callanan 2006). Without proper paperwork and policies in place to protect the employee, a company can terminate employees without warning or notice. The HRM is responsible for creating effective policies and employment contracts which protect both the employer and employees and help boost security among the workforce.
Over Pressuring Employees to Meet Rising Expectations
Another cause of HR Management and Workplace Stress and depression among employees is associated to over pressurization to meet rising expectations. Many employers do not evaluate the work being done by an individual and insist on over time and increase the work load without understanding the effects this has on the individual.
With the job insecurity already a concern, many employees are unable to oppose the move due to fear of losing their job leading them being over burdened by the work load (Knowledge@Wharton 2015). It is the responsibility of the HRM to evaluate and set clear work responsibility guidelines which must be followed to eliminate the chance of employees developing HR Management and Workplace Stress of depression at the workplace.
Pressure To Work All the Time
“All Work and No Play Makes Jack a Dull Boy” is a phrase we hear at school but this phrase is also very true at the work place and must be observed. It’s important to provide employees with tea, lunch and time out break to help them refresh their mind. It’s also the responsibility of the HRM to organize activities and entertainment outside the office premises to help refresh employee minds and help them reduce their HR Management and Workplace Stress and overcome depression.
HRM Remain Be Available To Listen and Act on Employee Concerns
It’s also important for the HRM to always be available to listen and take suggestion as well as act on employee concerns. The HRM is a mediator between the employer and employer and building trust with the employees allows them to approach the HRM with their concerns so solutions can be identified (Amos et al. 2009). Winning the workforces trust allows employees approach the HRM with their concerns and have them resolved before the concern worsens and affects overall productivity.
Conclusion
The Human Resource Manager plays an integral part towards ensuring employees remains happy at the workplace. It is critical to promote a stable and secure atmosphere at the workplace which would boost employee focus and help boost their performance and productivity which will deliver benefits for both the employer and employees.
References:
Amos, F, Ristow, A, Pearse, N & Ristow, L 2009, Human Resource Management, 3rd edn, Juta and Company Ltd, Cape Town.
Fitzgerald, R & Rowley, C 2013, Managed in Hong Kong: Adaptive Systems, Entrepreneurship and Human Resources, Routledge, New York.
Greenhaus, J & Callanan, G 2006, Encyclopedia of Career Development, Volumes 1-2, SAGE, califonia.
Knowledge@Wharton 2015, Under Pressure: Managing HR Management and Workplace Stress and Engagement on the Job, Wharton Digital Press, Philadelhphia.
Meyer, DR 2000, Hong Kong as a Global Metropolis, Cambridge University Press, Cambridge.
Turner, P 2003, Organisational Communication: The Role of the HR Professional, CIPD Publishing, London.
Weinberg, A, Sutherland, V & Cooper, C 2015, Organizational HR Management and Workplace Stress Management: A Strategic Approach, Springer.
