In Conclusion, the following could be adapted by the HR in order to improve on the identified Stress Contributors. These are merely indicative solutions. Through more analysis and research, more appropriate solutions could be found and practiced to resolve the problems.

Implementing wellness programs

Stress management calls for the initiation of wellness programs by the human resource manager. These programs assist in managing employee’s lives by eliminating stress at work and home. It has been proven to be successful in Singapore after a research has been conducted on how wellness program positively affect the employees in an organization. (Ho, 1997) Such programs include employee assistance programs, workshops specially made for effective stress management, fitness subsidies, gyms and massage days at work. Additionally, effective stress management programs are tailored to save employee’s time. This package includes corporate cafeterias, amenities like dry cleaners, pharmacies, worker’s concierge services and pharmacies.

Flexible work arrangement

Other tips for managing stress include flexible work arrangements and schedules. With these tips, there is ease in reaching work. Examples of these mechanisms include telecommuting, flexible working hours, part-time schedules and job sharing. These programs can help employees in maintaining a work-life balance. (Halpern, 2005) Some employees are more productive at home than at work. With flexible schedules offering such permission, there will be a less stressful environment at work. This is another way of reducing stress at work.

Providing the health and safety measures

Human resource works with other departments like health and safety to formulate and pass policies based on the solutions that the employees have identified. (Israel, B. A, et al, 1996) Although these standards are not compulsory, there are high chances that they provide the best-proven approach to effective stress management at work. These rules include strategies based on how you can manage stress effectively.

Identification of primary causative agents

Stress management in workplace calls for a joint report on the primary causative agents. Usually, human resource focuses on finding out why an employee is distressed. (Cooper, Dewe and O'Driscoll, 2001) Just like in a hospital, it is vital for the human resource to decipher this point before exploring the options for treatment. When the factor is identified, depending on how related to work it is, treatment is administered. These causative agents must offer insight on how to manage stress effectively.

Management of standards

Human resource management is ideally placed as the bridging gap between the management and stressed employees. This department acts as the daily project managers responsible for handling stress management in workplace. Through their analysis of stressors, the department colludes with the line managers to offer strategies on how to manage stress effectively. This is done through organizing, planning, and outsourcing relevant feedback to the management.

Review irrelevant policies

Organizations can have irrelevant policies in relation to healthy and safety at work. These policies might have a negative effect on employees. As a result, the workers could be stressed. It is the duty of human resource to review these policies and dictate the terms of implementing useful policies towards stress management in workplace. Usually, the new policies must be relevant to the initiation of strategies on how to manage stress effectively.

Showing empathy

Cases of injuries at work have been known to induce work related stress compensation. After the injury, it can be difficult for an employee to claim compensation. The human resource department is in charge of initiating a meeting with personal injury lawyers. The aim of this meeting is to handle the work related stress compensation. With a specialist in charge of the proceedings, it is always easy to handle the magnitude of stress. If an employee has an accident at work, it is crucial for them to understand that they have the right to demand compensation through personal injury lawyers. These lawyers are in charge of ensuring that the insurance company in charge of compensation through the employer adequately compensates the injured employee. Even for the human resource department, handling work-related stress compensation becomes easy with the personal injury lawyers in place. (Nelson, Robert L. ,1988)

References

Ho, J. (1997). Corporate wellness programmes in Singapore: effect on stress, satisfaction and absenteeism. Journal of Managerial Psychology, 12(3), pp.177-189.

Halpern, D. (2005). How time-flexible work policies can reduce stress, improve health, and save money. Stress and Health, 21(3), pp.157-168.

Israel, B. A., Baker, E. A., Goldenhar, L. M., & Heaney, C. A. (1996). Occupational stress, safety, and health: Conceptual framework and principles for effective prevention interventions. Journal of Occupational Health Psychology, 1(3), pp.261-286.  

Cooper, C., Dewe, P. and O'Driscoll, M. (2001). A review and critique of theory, research, and applications. Thousand Oaks, Calif.: Sage Publications, p.4.

Nelson, Robert L. (1988). Partners with Power: The Social Transformation of the Large Law Firm. University of California Press. pp. 174–175.