HR tech in mental health: roles, challenges and ways to overcome them


The roles of HR technologies have been trending in recent years. They help automate routine processes such as document flow or candidate selection, process large amounts of data, and analyze employee performance, which has a beneficial effect on employee mental health. But like in other fields, in HR, things are not that simple with the introduction of technology.

Mental health problems

Most employees believe they are responsible for maintaining their mental health at work. One in four people in the UK experience mental health issues every year, according to a study by Mind, so companies should pay special attention to this issue. The majority of people (55%) consider themselves personally responsible for their mental health at work, 15% say the organization as a whole should be responsible and only 4% attribute this responsibility to the HR department. Unfortunately, a third of all employees who participated in the research did not adequately support a coworker with mental health issues. It is quite clear that we cannot leave it like that. Therefore, it is worth developing the technologies necessary to train managers to support their team members and help them create a culture in the company where employees are not afraid to speak openly about their problems.

See more: On-Demand Compensation: An Employee Well-Being Tool Growing in Popularity

Professional help

The easiest thing companies can do in the HR process is to use the help of the global professional employers’ organization (PEO), which will provide specific training for employees to teach them how to help their struggling colleagues. Recognizing one’s mental health issues is always tricky, and professionals need to talk about them with their employees and, if necessary, support them. In the beginning, open dialogue is the key to creating and maintaining a culture of mutual support and understanding.

Automation assistance

AI is changing the workplace these days. Automation directly fixes the problem and also saves staff time. First, it automates routine tasks that don’t require creativity, creative thinking, and in-depth analysis: various calculations, graphics, creating statistics, accounting, managing personnel records, and filling out certificates. All of this has a beneficial effect on the mental health of employees. In the future, the trend will capture new aspects: from conducting video interviews to automatically calling candidates.

HR technologies of the future

Today, the HR technology market is growing. Startups are becoming increasingly popular and automating the search and selection of employees using artificial intelligence and machine learning technologies, including the identification of human mental health. Here, as in other fields, the future is still emerging in artificial intelligence. Robots are already capable of recruiting employees today. They are unique recruiting bots that automatically call candidates, recognize speech, identify interested parties, and answer simple questions. Surprisingly, machines today already reveal anxiety, fear of communication, stress in humans. When PepsiCo needed to hire 200 people for a new sales support center in Russia, the bot helped them fill 10% of the vacancies, and I was among those candidates.

Does Everyone Need HR Technology? How much does it cost?

There is an opinion that the introduction of technologies is not cheap, requires a lot of time and effort, and people continue to work the old-fashioned way, from the premise of not touching what works. Good. At the same time, many HR recruiting and work automation systems are basic to integrate – you can switch to them and transfer the data from CRM or ATS (Applicant Tracking System) In a week. Integration takes longer if the system is complex and you have a lot of data and business processes. In principle, you can do without HR technology if the company has few employees, two to ten people. In other cases, companies pay to keep HR and recruiters from wasting time on routine tasks, improve tracking of recruiting processes, and make decisions based on analysis rather than gut feeling.

See more: The future of work demands a holistic approach to mental wellness

HR technology adoption challenges

Even as organizations continue to invest in human resource technology focused on mental health, adoption and implementation face serious challenges. Here are some of the challenges and how HR managers can overcome them.

1. Proof of return on investment

Because HR is a support function, most employers struggle to define the ROI of HR technology. Stakeholders often want to be convinced of a return on their investment for any major purchase, and HR technology for mental health is no exception. The best way to measure the ROI of HR technology is to translate the benefits and savings it offers into ROI. For example, when employees have optimal mental health, they are more engaged and motivated, which increases their productivity and engagement. Increased profits and low staff turnover can be used as metrics to show a positive ROI, thereby improving HR adoption now and in the future.

2. Employee membership

Another challenge facing the adoption of HR technology is the lack of employee buy-in. Unfortunately, when employees don’t start using technology consistently on time, the benefits of investing in technology are delayed and can be difficult to realize. Employers and human resource managers are tasked with encouraging employees to start using technology. To this end, training and motivation help. For example, some companies use a reward system to encourage employees to use technology for better mental health. Additionally, understanding why employees take time to learn about mental health technologies can go a long way in ensuring early intervention. The reasons include:

Workplace mental health surveys continue to show that most employees prefer anonymity when using mental health technology. Most have been quoted as saying they would rather talk to a robot than a human, which only underscores the need to remain anonymous. Employers can overcome this barrier by incorporating technologies such as robots that allow employees to ask questions anonymously.

Employee preferences differ greatly in the choice of technological tools. For this reason, employers should not assume that the mental health technology of their choice will be popular with everyone. It’s best to conduct surveys and listen to what employees are saying. Then take a personalized approach for each employee. For example, if technology integrates with communication tools, find a vendor who can activate what every employee prefers as the communication tool of choice, be it video, Zoom, Skype and more.

Last word

Any creative business understands that happy and motivated employees are essential to success. We know that employees are the engine of progress, which is why everything must be done to make them feel satisfied and taken care of. And technology plays a vital role in this regard, affecting mental well-being and the eventual destruction of the taboo on discussing psychological issues.

How do you use HR technology to ensure the mental well-being of your employees? Let us know about LinkedIn Where Twitter.



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