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Strategic HRM Contributions to Sustainable Wellbeing Initiatives

Supervisory Team

Principal Supervisor: Dr Pattanee Susomrith

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.

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