Analysis of HRM Concepts and Mental Health in the Workplace

This report analyzes human resource management (HRM) concepts related to mental health and substance abuse in the workplace, drawing upon a provided assignment brief. The report begins by summarizing the key message of the importance of managing mental health and awareness of substance abuse within organizations, particularly in the context of legal cannabis use in Canada. It identifies and explains relevant HRM concepts such as workplace impairment policies, duties of employers and employees, and the importance of communication and training. The author reflects on how this information will aid their development as an HR professional, emphasizing the need for ethical conduct, the ability to address mental health issues, and the importance of organizational policies to ensure a safe and supportive workplace. The report also includes a critical analysis of the speaker's statements and relates the seminar content to the legal and social changes in substance use, especially in healthcare settings.

Running head: HUMAN RESOURCE MANAGEMENT
Human resource management
Name of student
Name of University
Author note

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Table of Contents
Brief summary of the message demonstrated here...........................................................................3
Identification and explanation of the relevant HR related concepts................................................3
Analysis of how it could helped to become a budding HR professional...........................................5

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Brief summary of the message demonstrated here
The message demonstrated here is about the human resource management concepts and how
it has been related to the staffs binging their whole selves to work. It is also related to the management
of mental health and how it can contribute to the management of performance issues, furthermore,
ensure gaining awareness about the mental health problems along with maintaining a positive mental
state too. The topic brings into limelight about the human resources or staffs associated with the
management of complex situations and promote better collaboration on psychological safety and
awareness too (Noe et al., 2015). Based on the responses of the speaker, the staffs must be managed
with proper mental health by allowing them to feel respected and cared for their opinions and ideas
resented, thereby, increase the level of trust and security too. Not only does this help in supporting
health and safety, but also has helped in combining the skills together to restore workplace mental
health, thereby, lead to awareness, responding and better collaboration to achieve the desired goals
and objectives easily too (Armstrong & Taylor, 2020). I have also understood that the message of the
topic also demonstrates about the provision of mental health training to the employees in different
organisations and how it could allow for enhancing their skills and performance, thereby make them
perform to their potential as a whole.
Identification and explanation of the relevant HR related concepts
The HR related concepts here have been associated with the management of mental health
within the workplace for the employees so as to make them serve the clients properly and even
promote good collaboration and healthy culture within the workplace (Evensen et al., 2016).
According to the speaker, the mental health works on the basis of training provided to the individuals
working at the organisation, which could be beneficial for increasing their willingness and recognition
to address such issues properly while at the same time, ensure maintenance of proper mental health
within the workplace. I do believe that the implementation of Mental Health Works has also
contributed to the knowledge and skills enhancement of individual with the help of training sessions,
by building awareness and even putting efforts to reduce the stigma (Schütte et al., 2015).
Considering the legalisation of cannabis and regulations in Canada, the organisations have
implemented necessary policies so as to keep the employee and staffs about substance use along with
prescription for medication and impairments within the workplace. The impairment policies have
been implemented for making people informed about substance abuse and keep them reflected and
acknowledged about the present laws, legislations, rules and regulations (Slemp & Vella-Brodrick,
2014). According to me, this could not only promote good mental health and wellness within the
workplace, but would also help in making everyone clear about the laws related to impairment within
the workplace, furthermore, accommodate the individuals by providing them allowance to use
prescriptions for medications who might have been subjected to substance use disorder (Cottini &
Lucifora, 2014). From the case study, it could also be understood that the HR related concepts have
been associated with the organisations putting efforts to develop non-stigmatising impairment policy,
thereby, communicate that with all the staffs and ensure creation of a safer workplace for the staffs,
volunteers, peers and even the clients (Green et al., 2013). Often it has been found that substance
abuse related to the consumption of cannabis or alcohol have created health issues and degraded the
ability of employees to be fit for duty purposes at the health care institutions.
Based on the opinions and statements of the speaker, the organisations have aimed at
accommodating with the employees so as to make sure that they are part of the inclusion or
engagement, thereby, ensure addressing of their needs properly along with remaining updated with the
updated medical information of the employee too. The workplace impairment policy could allow the
organisations to develop a clear protocol in any case of impairment within the workplace. For me,
considering the organisations within the healthcare sector, it would be much more important for
making sure that he staffs are healthy and not impaired, which could also affect their ability to take
care of the patients (Bubonya, Cobb-Clark & Wooden, 2017). Thus, based on the HRM practices and
policies, the employers must send the employees home who might be impaired at work and at the
same time, acknowledge them about the policies that identity the duties of employers and employees
towards serving the client. I believe that by communicating with the employees, they would be

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alarmed about the Lower risk cannabis use guidelines and low risk alcohol guidelines, which could
make them aware of the policies and make sure not to someone any substance of use that could
deteriorate their health and potential wellbeing at work.
Analysis of how it could helped to become a budding HR professional
I have understood about the HRM concepts and also about the ways of maintaining good
mental health and awareness among people regarding substance abuse too. I have also noticed at
Ontario, Canada, the legalisation of cannabis has made many people consume it, even without any
medical purposes while alcohol consumption remains to be one of the major problem too, considered
to be affecting the mental health and wellbeing of people. By analysing the HRM related concepts, I
have also acquired relevant knowledge, skills and information about the importance of
communicating the organisational policies while at the same time, make sure to keep every employees
informed about it so that they could prevent substance abuse and ensure remaining health and safe.
Because of the consideration of healthcare industry, it is very much essential for the staffs to remain
safe so that proper care services are delivered to the patients. Thus, by acquiring all these information
and knowledge, it has also helped me to know why metal and psychological health and safety are
critical and also maintain cooperative behaviours, organisational citizenship, commitment and remain
loyal towards duty of care. Thus, it has made me understand the need for managing morality and
ethics while even address the mental health at work to benefit both the employees as well as the
organisation to create higher level of job satisfaction and better team learning behaviours too. The
statements made by the speaker seemed to be correct to most of the extent and I have looked into
those properly so as to enrich my skills, knowledge and competence regarding the same. All these
skills, knowledge an expertise would allow me become successful in my academic and professional
career and even emerge as a successful HR professional in the future.

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References
Armstrong, M., & Taylor, S. (2020). Armstrong's handbook of human resource management practice.
Kogan Page Publishers.
Bubonya, M., Cobb-Clark, D. A., & Wooden, M. (2017). Mental health and productivity at work:
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Cottini, E., & Lucifora, C. (2013). Mental health and working conditions in Europe. ILR Review,
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Evensen, S., Wisløff, T., Lystad, J. U., Bull, H., Ueland, T., & Falkum, E. (2016). Prevalence,
employment rate, and cost of schizophrenia in a high-income welfare society: a population-
based study using comprehensive health and welfare registers. Schizophrenia bulletin, 42(2),
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Green, A. E., Miller, E. A., & Aarons, G. A. (2013). Transformational leadership moderates the
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Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2015). Human resource management.
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Schütte, S., Chastang, J. F., Parent-Thirion, A., Vermeylen, G., & Niedhammer, I. (2015).
Psychosocial work exposures among European employees: explanations for occupational
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Slemp, G. R., & Vella-Brodrick, D. A. (2014). Optimising employee mental health: The relationship
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