Mental Health Management at Work

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[...] There are also pstress management programs. The idea is to set up specific programs to help employees manage work-related stress. Then, in relation to the curative category, there is access to psychological services. This refers to the fprovision of access to counselors or psychologists within the framework of employee assistance programs. Regarding these pemployee assistance programs (EAPs), This refers to the support services that offer confidential consultations and referrals to appropriate resources for employees facing mental health issues. Finally, regarding the adaptive category, there are work accommodations. [...]

[...] By preventing or effectively managing mental health issues, companies can reduce costs associated with medical treatments and insurance. In addition, regarding the added value the strategic interest is found in the aimprovement of the company's brand image. When it invests in the mental health of its employees, it is often perceived as an employer of choice, which improves its brand image and its ability to attract and retain talent. A commitment to mental health also fosters a more positive work environment, improving employee satisfaction and engagement. [...]

[...] To be more precise, it is the fact of being able to anticipate and adapt to changes in the organization and its environment.to act as role models in terms of positive mental health practices. Therefore, adopting a strategic HRM for mental health management at work is essential. By actively involving all stakeholders in the company, using data to guide decisions, and integrating advanced technologies, HR managers create work environments where mental health is actively managed, benefiting both employees and the organization as a whole. [...]

[...] Together, they work on implementing systems and tools to evaluate and manage mental health within the organization. This approach relies on the use of data and analysis to identify specific employee needs and measure the effectiveness of implemented programs. The main objective of instrumental HRM is to ensure precise and evidence-based management of human resources, thus promoting a healthy and productive work environment. In the context of a partnership-based HRM approach, the HRD collaborates closely with employees and employee representatives. [...]

[...] Firstly, in terms of objectives, the first is to improve productivity. Employees with good mental health are more likely to be productive, engaged and creative. There is also a reduction in absenteeism and presenteeism. By implementing the measures mentioned above, companies can reduce the number of days lost due to illness and improve active employee presence at work. The final goal is to reduceenforce employee satisfaction and retention. However, the challenges are enormous. It is necessary to highlight them in this analysis. [...]