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Strategic HRM Contributions to Sustainable Wellbeing Initiatives

Supervisory Team

Principal Supervisor: Dr Pattanee Susomrith

Associate Supervisor: Associate Professor Nasim Salehi

Abstract

The lack of a holistic approach in workplace wellbeing strategies neglects mental, emotional, and social dimensions of employee wellbeing, impacting HRM's efforts to foster a supportive work environment. One-size-fits-all approaches often fail to address diverse employee needs, hindering HRM's goal of inclusivity. Inadequate organisational support undermines wellbeing initiatives, necessitating HRM's advocacy for resources and leadership buy-in. Exclusion of non-traditional workers exacerbates disengagement, highlighting HRM's role in promoting inclusivity. Low employee engagement and short-term focus limit the effectiveness of initiatives, emphasising HRM's need to foster participation and advocate for long-term sustainability. Lastly, the absence of robust evaluation mechanisms impedes informed decision-making, underscoring HRM's responsibility to develop comprehensive evaluation frameworks. Research is needed into HRM strategies that provide more holistic approaches to employee wellness in the workplace.

Please refer to PDF for further information.

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