A descriptive cross-sectional study design was used while utilizing qualitative methods was adopted in this study in order to explore if training of HR Officers in Malawi includes counselling skills education and practices. This approach allows for in-depth exploration of attitudes and practices among HR officers ([19]; [44]).

The target population were HR officers working in public, private, and non-governmental organizations in Malawi and were purposively sampled in order to select HR officers from diverse sectors to ensure representation ([10]; [34]). 30 participants were approached and 29 HR officers participated in this study. We sent structured questionnaires to HR officers and they responded in their natural settings across the country. The recruitment of study participants utilized a snowball sampling approach where the initial participant (HR officer) at a nongovernmental organization was asked to refer other HR professionals in their network who meet the study criteria to respond to the study questionnaire. Eligibility to participate in this study was restricted to individuals aged above 18 years and with a minimum of two years’ professional experience as HR officers.

Data was collected using self-report questionnaires in order to explore HR officers’ skills, perceptions, and experiences about mental health challenges at workplace ([1]; [2]; [28]).

Thematic data analysis was done; this was by identifying recurring themes related to counselling skills, practice, and training needs ([11]). Curriculum documents were analyzed for content related to counselling and psychosocial health ([6]; [42]; [41]). Opened ended questionnaires and quotations were used in this study. In addition, the questionnaire was piloted among five participants in order ensure data quality, feasibility and clarity before starting the whole study. The process of thematic data analysis included the following steps; identification, analysis, and reporting of themes/patterns within data ([8]; [9]). The process involved familiarization with the data, coding, developing and refining themes, and then writing the study findings.

Informed consent was obtained from all participants at all times, confidentiality and anonymity was maintained. This study has managed to explore the extent to which the training of Human Resource Officers in Malawi includes counselling skills education and practice for workplace mental health. However, given that this study was purely qualitative, with a few participants purposively sampled. Therefore, the study findings cannot be generalized to all HR officers in Malawi.

The study observed that HR officers perceive that it is important to address psycho-social problems among employees in the workplace. Similar studies also found that is important for HR officers to be able to address the psychosocial challenges and promote mental wellbeing among employees at workplace ([4]; [17]; [20]; [38]). For example, Participant 1; ‘As HR Officer, yes there is a need to address psycho-social problems among employees and you are able to identify psycho-social problems among employees. These problems, often stemming from the design, organisation, and management of work are classified as psycho-social hazards that can lead to physical and psychological hazards that can lead to physical and psychological harm’.Participant 2; ‘To some extent yes. I can assist in marital challenges and provide guidance on financial challenges. Deep psychosomatic challenges I refer them to professional counsellors’.Participant 3; ‘Yes there’s a need for the management to pay attention to the psycho-social challenges since it affects the effectiveness and efficiency of company’s productivity. Employees are the backbone of the company so addressing their psycho-social problems is prominent both for company’s and employee’s growth’.Participant 4; ‘Yes there’s a need for the management to pay attention to the psycho-social challenges since it affects the effectiveness and efficiency of company’s productivity. Employees are the backbone of the company so addressing their psycho-social problems is prominent both for company’s and employee’s growth.Absolutely. Addressing psycho-social problems is crucial for maintaining a healthy and productive workforce. Unaddressed issues can lead to decreased morale, reduced productivity, and increased turnover’. Participant 5; ‘Yes, there is a great need to address pyscho-social problem because for an institution to be successful it depends on employees performance so when an employee is battling for example depression such an employee will not performance o the maximum hence affecting the institutional productivity and failing to achieve the objectives and goals hence it is very important to address such issues’. Participant 6; ‘Yes. There is a great need to address psychosocial problems among employees. Failure to address these challenges negatively affects employee well-being, productivity, morale, and overall organizational performance. Addressing psychosocial issues contributes to a healthier work environment, reduced absenteeism, improved job satisfaction, and overall organizational effectiveness’. Participant 7; ‘Absolutely. When psychosocial issues go unaddressed, they can snowball into absenteeism, disengagement, turnover, and even safety risks. By proactively tackling stress, burnout, conflict, or mentalhealth concerns you protect both the individual’s wellbeing and the organization’s productivity’. Participant 8; ‘Yes, there is a strong need to address psychosocial problems among employees. Psychosocial challenges such as work-related stress, burnout, interpersonal conflicts,anxiety, depression, and work-life imbalance can significantly affect employee well-being, job performance, morale, and overall organizational productivity.

The study found that Majority of curriculums for HR degree programs in Malawi do not include counselling module while other participants said that their curriculums have some counselling concepts. Also, similar studies on HR degree programs’ curriculum and counselling have not reported on inclusion of counselling modules in HR degree programs ([46]; [40]). For example, Participant 1; ‘No, Most HR academic programs in Malawi focus on traditional HR functions, but there is a growing recognition of the need for counseling and mental health modules. Some institutions are incorporating these topics into their curricula’. Participant 2; ‘No, it is critical for transitioning human resources from a purely administrative function to a strategic business partners. It equips future professionals with the theoretical knowledge, practical skills, and ethical framework needed to manage the modern digitally enabled, and diverse workforce’.Participant 3; ‘No,From the look of things, it appears HR is focusing only on the social welfare not psychological welfare. The need is so huge. Psychosocial problems affect the productivity of an employee. The more a person is disturbed thelower the productivity’. Participant 4; ‘No, I really have no idea on this issue of mental health inclusion in HR curriculum’. Participant 5; ‘No, according to my knowledge, I don’t think these programs are included otherwise they would have been implemented or institutionalized’. Participant 6; ‘No. In Most cases, HR academic programs in Malawi do not adequately include a full counselling module. This creates skills gap among HR professionals in managing psychosocial problems’. Participant 7; ‘No, I’d say it’s a mixed bag. The University of Malawi’s BA in HumanResource Management lists *conflict resolution* and *industrial relations* but doesn’t explicitly name a counselling module. Yes, there is need, e.g. to improveorganisational productivity, improve employee quality of life’.Participant 8; ‘No, From the look of things, it appears HR is focusing only on the social welfare not psychological welfare. The need is so huge. Psychosocial problems affect the productivity of an employee. The more a person is disturbed the lower the productivity’.

However, some participants said there are some counselling concepts in the modules in HR curriculum. For example, Participant z ‘Yes, to some extent HR academic programs in Malawi include module in counselling as part of their curriculum for example University of Malawi(UNIMA) their BA in Human Resource Management covers aspects like employee relations, organizational behavior or even psychology/sociology modules where counselling is also taught’. Participant 10; ‘Yes, our Bachelor’s degree in Human Resource Management and at school we have covered a course called performance management and counselling so yes, it is included in the curriculum’.

The study found that HR officers perceive that there is need for training in counselling and mental health within their services. Similar studies have also observed that there is need for mental health support of the employees at workplace and therefore HR officers have to be competent in counselling and mental health ([3]; [18]; [43]). For example, Participant 1; ‘Yes. Training in counselling and mental health is considered highly necessary and increasingly essential for HR Officers to foster a supportive, productive, and resilient work environment. It is necessary because this will help HR officers to be holistic in their profession. The psyche part of an individual is very important and it controls the individual’. Participant 2; ‘Absolutely. When dealing with different people from different back grounds and different life experiences I feel that the training in counseling will be very necessary’.Participant 3; ‘Yes, I consider training in counseling and mental health as this assist an employee to focus on the job since he has a stable mind hence effective performance of the company’.Participant 4; ‘Yes training in in counselling and mental health is essential. Cases of suicide will reduce; employees will be equipped with skills on how to deal with these challenges’. Participant 5; ‘Yes. Training in counselling and mental health is necessary for HR officers. Given the increasing prevalence of stress, depression, burnout, and other psychosocial issues in workplace, HR officers require formal training to effectively support employees’. Participant 6; ‘Yes. In today’s workplace, stress, burnout, and mentalhealth concerns are common, and they show up in absenteeism, turnover, and reduced productivity. Having basic counseling skills—active listening, empathy, and knowing when to refer someone to professional help—lets HR intervene early, support employees, and protect the organization’s health. So yes, I see training in counseling and mentalhealth awareness as essential for any HR officer’. Participant 7 said ‘While HR officers are not expected to replace professional counsellors or psychologists,foundational training enables them to respond appropriately and contribute to improved employee wellbeing, productivity, and organizational stability’.