ADP Project Justification Template (PJT)
Revised 5/8/2018
Student name: Ashanti Graham
Program: Psychology Specialization: Health and Wellness
Working title:Therapeutic Assistant
Draft version: _____ Date: ___________________
ADP Planning I/II instructor review:
0Approved; may advance to RES 8922
0Approved; may proceed to work with ADP Chair
0Changes requested; must revise and resubmit. Resubmission must include a change
matrix that includes the instructor’s comments and how each comment was addressed in the revision.
Justification Statement:
The project components involve transforming employers’ experiences by providing good work environments for employees’ mental health. Negative employee mental health is dangerous for an entire work environment since it limits the capability to establish work activities (Goetzel et al., 2018). Workplace issues can cause employees to develop depression, anxiety, or stress. It becomes dangerous for employees to promote work progress when they cannot cope with challenges during their work procedures (Andersen et l., 2022). The project is imperative to ensure human resource leaders generate a plan to handle employees’ mental health to ensure that work settings are transformed to accommodate their needs.
The human resource department can develop flexible schedules that get restructured to ensure employees are provided with impartial working conditions. It can be possible to improve a work environment by ensuring employeesreceive a reliable platform to share their daily activities and then illustrate cases when they could have gotten mentally affected (Wu et al., 2021). Addressing workplace problems is possible by facilitating fair means of communication that align with the entire work environment’s requirements.
Purpose Statement:
The human resource department can ensure employees receive fair treatment, which supports their thinking while engaging with other professionals. Improving the professionalism of all human resource department leaders is possible using training and development, which shall produce an advanced professional development procedure (Hennekam et al., 2020). The training and development session shallensure that human resource leaders can influence change in all work environments. Employees’ mental health can be protected to ensure they do not lose jobs or any other benefits for any human acts occurring based on an imbalance in mental health status (MacEachen et al., 2020). The intended outcome shall be an organized human resource department related to employees’ daily activities to ensureadverse work conditions influence no mental health issues.
Importance of the Project:
The project is imperative to facilitate advanced employee management directly connected to productivity. There can be an appropriate method to support employees’ rights by eliminating any cases of workplace stress that can get translated into employees’ personal lives (Wang et al., 2021). Human resource managers experienced in managing employee mental health shall always produce a positive and professional ambiance at work.
Proposed ProjectApproach:
Training human resource professionals to manage employees’ mental health is an activity for better work outcomes since it ensures a conducive work environment (Oakman et al., 2020). The action shall ensure a work setting deals with a workforce that integrates proper expertise, education, and skills, which always gets submitted without limitations (Johnson et al., 2020). The project shall ensure that employers handle confidential data about employees’ mental health whenever the human resource department assists an employee. Disclosure of personal employee data shall not get performed unless employers are obliged by a federal directive to provide employee data for a criminal investigation.
When employees are considered for jobs, the human resource department shall comprehensively review their documents and backgrounds (Zhang & Chen, 2020). Using the technique, there can be a proper research and development process for the project as human resource professionals understand how their experience improves the entire workforce’s outcomes (Milligan-Saville et al., 2017). The project shall ensure employers can provide services such as sessions where employees share information about any hardship imposed on them at work. It shall then be possible to develop a holistic transformation of a work environment.
Over-arching Study Question(s)/Statement of Project Intent:
The project shall get managed using the study questions below:
How can a human resource department receive training and development processes to support employees’ mental health?
Is it possible to establish a conducive work environment for employees regardless of diverse mental health issues?
All these questions shall generate a well-structured project.
References:
Andersen, M., Svendsen, P., Nielsen, K., Brinkmann, S., Rugulies, R., & Madsen, I. (2022). Influence at work is a key factor for mental health – but what do contemporary employees in knowledge and relational work mean by “influence at work”? International Journal Of Qualitative Studies On Health And Well-Being, 17(1). https://doi.org/10.1080/17482631.2022.2054513
Goetzel, R., Roemer, E., Holingue, C., Fallin, M., McCleary, K., & Eaton, W. et al. (2018). Mental Health in the Workplace. Journal Of Occupational &Amp; Environmental Medicine, 60(4), 322-330. https://doi.org/10.1097/jom.0000000000001271
Hennekam, S., Richard, S., &Grima, F. (2020). Coping with mental health conditions at work and its impact on self-perceived job performance. Employee Relations: The International Journal, 42(3), 626-645. https://doi.org/10.1108/er-05-2019-0211
Johnson, A., Dey, S., Nguyen, H., Groth, M., Joyce, S., Tan, L., Glozier, N., & Harvey, S. B. (2020). A review and agenda for examining how technology-driven changes at work will impact workplace mental health and employee well-being. Australian Journal of Management, 45(3), 402–424. https://doi.org/10.1177/0312896220922292
MacEachen, E., McDonald, E., Neiterman, E., McKnight, E., Malachowski, C., & Crouch, M. et al. (2020). Return to Work for Mental Ill-Health: A Scoping Review Exploring the Impact and Role of Return-to-Work Coordinators. Journal Of Occupational Rehabilitation, 30(3), 455-465. https://doi.org/10.1007/s10926-020-09873-3
Milligan-Saville, J., Tan, L., Gayed, A., Barnes, C., Madan, I., & Dobson, M. et al. (2017). Workplace mental health training for managers and its effect on sick leave in employees: a cluster randomised controlled trial. The Lancet Psychiatry, 4(11), 850-858. https://doi.org/10.1016/s2215-0366(17)30372-3
Oakman, J., Kinsman, N., Stuckey, R., Graham, M., &Weale, V. (2020). A rapid review of mental and physical health effects of working at home: how do we optimise health? BMC Public Health, 20(1). https://doi.org/10.1186/s12889-020-09875-z
Wang, S., Kamerāde, D., Burchell, B., Coutts, A., &Balderson, S. (2021). What matters more for employees’ mental health: job quality or job quantity? Cambridge Journal Of Economics, 46(2), 251-274. https://doi.org/10.1093/cje/beab054
Wu, A., Roemer, E. C., Kent, K. B., Ballard, D. W., &Goetzel, R. Z. (2021). Organizational Best Practices Supporting Mental Health in the Workplace. Journal of occupational and environmental medicine, 63(12), e925–e931. https://doi.org/10.1097/JOM.0000000000002407
Zhang, P., & Chen, S. (2022). Association between workplace and mental health and its mechanisms during COVID-19 pandemic: A cross-sectional, population-based, multi-country study. Journal Of Affective Disorders, 310, 116-122. https://doi.org/10.1016/j.jad.2022.05.038
