Abstract
The World Health Organisation (2022) views mental health challenges as a growing concern, particularly in the workplace, affecting 60% of the global population. Gallup (2024) reports that workplace engagement is low globally, with only 23% of employees engaged and 34% thriving. Low engagement costs the global economy US$8.9 trillion, or 9% of the global GDP. Given the crucial role of human resource (HR) managers in fostering well-being, structured interventions are essential to improve mental health, engagement, and productivity.
Given the complexity of workplace well-being research, this study adopted a multi-method approach. The first phase focused on designing an HR training intervention based on a literature review, a pilot project, and focus group discussions to ensure cultural relevance. The second phase followed an explanatory sequential mixed-methods design, where quantitative quasi-experimental data measured changes in well-being, work engagement, and stress, followed by qualitative research to explore the underlying factors. This phase also compared classroom-based and online training formats. The final phase involved a cross-sectional quantitative survey to assess baseline well-being levels before the intervention.
The study provides strong evidence for the effectiveness of structured, HR-led well-being interventions in the workplace. The HR programme led to significant improvements in mental well-being and work engagement. Intensive in-person training (two full days) was the most effective format, fostering deeper engagement through peer discussions, structured reflection, and interactive learning. In contrast, while the online training format was beneficial, its impact was comparatively weaker, particularly in enhancing engagement and stress management.