PSYCHOLOGICAL FOUNDATIONS OF HR PRACTICE IN THE CONTEXT OF PROFESSIONAL ACTIVITY: IMPLEMENTATION OF LOW-INTENSITY PSYCHOSOCIAL INTERVENTIONS

Abstract

The article explores the potential for integrating psychologically grounded approaches into the professional practice of HR specialists within the framework of occupational psychology and contemporary organizational support systems. In the context of escalating psychosocial challenges faced by the workforce, HR professionals increasingly assume a critical role in early identification of psychological distress, facilitating  access to support, and ensuring sustainable employee functioning. This issue has become particularly urgent in Ukraine, where the mental health of the population has been significantly affected by prolonged exposure to chronic stress, uncertainty, and traumatic events associated with the Russian-Ukrainian war, which began in 2014 and escalated dramatically during the full-scale invasion in 2022–2026. As a result, many employees demonstrate increased vulnerability to anxiety, depressive symptoms, burnout, reduced stress tolerance, and heightened risk of self-harm or suicidal behavior. Based on the WHO mhGAP Intervention Guide (version 2.0), the paper outlines the possibilities of applying standardized assessment protocols and structured follow-up support for employees experiencing psycho-emotional distress, depressive symptomatology, anxiety, chronic stress, as well as risk of self-harm or suicide. The article substantiates the use of low-intensity psychosocial interventions that may be delivered by trained non-specialists under appropriate supervision, emphasizing their feasibility in organizational environments where access to specialized mental health services may be limited. Particular attention is given to ethical considerations, including confidentiality, informed consent, and the boundaries of HR competence in mental health-related support. One of the co-authors has completed licensing in the methods specified in the source document, which strengthens the professional validity of implementing such interventions in HR practice and contributes to maintaining quality, safety, and adherence to international standards.