Psychosocial risks (PSR) are not only a major public health issue, but also a growing concern for companies. Burn-out, moral harassment and chronic stress are all factors that can degrade the quality of life at work. They also have a negative impact on organizational performance. The role of HR in preventing RPS is therefore essential in meeting these challenges.
The role of HR in preventing RPS: a collective challenge
Psychosocial risks are not limited to individual problems. They are often linked to work organization, corporate culture, hierarchical relations and social interactions within the team. That's why preventing PSRs requires a global approach and the mobilization of all company players:
- Managers: First and foremost, managers play a key role in creating a positive, caring work environment. For example, clear communication, personalized support and recognition for work accomplished are all elements that can help prevent RPS.
- Employees: In addition, employees themselves need to be made aware of psychosocial risks. They must be encouraged to express their difficulties. A corporate culture in which it is possible to talk openly about problems is essential.
- Employee representatives: They play a watchdog role and can alert employees to risk situations. Their involvement is essential if we are to co-construct appropriate solutions.
- HR departments: Finally, human resources are the guarantors of the implementation of RPS prevention policies. They must first develop assessment tools. They must then set up training programs and provide support for managers and employees.
HR's role in preventing RPS: actions to implement
A number of actions can be taken to prevent psychosocial risks:
Assessing risks :
The first step is to identify the psychosocial risk factors present in the company. Specific assessment tools exist for this purpose. An occupational psychologist can carry out this risk assessment.
Training managers :
Secondly, managers need to be trained and equipped to improve their teams' day-to-day working conditions. For example, training managers in conflict management, stress and burn-out prevention, and non-violent communication can help prevent certain risks.
Raising employee awareness:
Awareness-raising campaigns can also be organized. These serve to inform employees about psychosocial risks, their consequences and ways of preventing them.
Set up preventive actions :
This may involve organizational measures (work reorganization, rearrangement of working hours). But also individual measures (psychological support, coaching). Collective measures can also be implemented (team-building activities). Here again, an occupational psychologist can advise you on the actions to be taken.
Promoting social dialogue :
In addition, regular social dialogue enables us to identify problems and find solutions together.
Promoting well-being at work:
Finally, actions to promote well-being in the workplace can be implemented. These may include physical activities, relaxation workshops or relaxation areas. However, we must bear in mind that these actions are not enough. They can never replace attention to the way work is prescribed, organized and valued.
HR's role in preventing RPS: why is prevention a strategic priority?
Preventing psychosocial risks means above all safeguarding the health and well-being of employees. But it's also an economic issue. Psychosocial risks have a significant cost for companies in terms of absenteeism and staff turnover. There is also a deterioration in the quality of working life and a loss of productivity. By investing in RPS prevention, companies achieve a real return on their investment.
What if I run a small business?
INRS (Institut National de la Recherche pour la Santé et la Sécurité au Travail) helps small businesses to carry out risk assessments. It offers online tools tailored to their sector of activity. The OIRA tool is an online assessment tool, which can be used without prior installation. The software enables :
- to prepare the process,
- identify risks,
- an action plan,
- generate a report.
Inconclusion, preventing psychosocial risks is a real collective challenge. It requires the commitment of all company players. Human Resources professionals have a key role to play in implementing effective prevention policies. Their role is also to create a safe and healthy working environment. Pros-Consulte can support you at every stage of your psychosocial risk prevention process, providing you with the best experts available.
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