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training tools and plenty more are available from trusted and
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cover feature
able.” Some benefits might be immediate.
Others will be more gradual. New ways of
relating to and communicating with each
other will eventually become woven into
the fabric of an organization’s culture.
HR professionals shouldn’t feel they
need to become mental health experts
overnight. Instead, suggests Baynton, they
should start by looking at the all the different
processes in the employment lifecycle
– recruiting, hiring, training, performance
and discipline, even redeployment and
termination – and begin to look at these
things with a fresh lens. HR pros should
consider, “How could we do this in a way
that could be healthier for everyone?”
There’s no question a psychologically
healthy workplace is a win for employees
and for the organization as a whole. And
while the financial argument is compelling,
the benefits go well beyond the bottom
line, says Hardaker.
“It’s about contributing to the wellbeing of
society. It’s about the greater social good.” n
■■ Mental Health Commission of Canada, mentalhealthcommission.ca
(The Standard, mental health news, course listings and more)
■■ Mental Health Works, mentalhealthworks.ca (by the Canadian Mental Health
Association, offering workshops, custom solutions, consulting services and more)
■■ Canadian Mental Health Association, cmha.ca
(general mental health information)
■■ Centre for Addiction & Mental Health, camh.ca
(general mental health information, hotlines and access to experts)
■■ Workplace Strategies for Mental Health, workplacestrategiesformentalhealth.com
(“Working Through It” weekly emails, facilitator resources, HR-specific information
and more)
■■ Guarding Minds @ Work, guardingmindsatwork.ca
(by Great-West Life Centre for Mental Health in the Workforce, offering assessment
tools and resources)
■■ Human Resources Professionals Association, hrpa.ca/mentalhealthresources
(general mental health information and professional development)
HRPATODAY.CA ❚ JANUARY 2014 ❚ 25