Introduction The effective management of human resource is the means through which organizations can succeed in continued growth and financial stability. The discipline of human resource development has been considered to be based on the theories of not only economic and systems but also on the psychological theories of the surrounding the human resource department. However, there has not been enough exploration on the implications associated with the economic theories on the human resource development theories. In this context, human resource development entails the process which focuses on bringing out the best of human expertise with the sole purpose of improving and maximizing the performance of n organization. The dominating theoretical understanding of human resource development is the integration of all theories that may seem to be significant in an organization’s operations as well as promoting result oriented functionality. This can only be achieved by human resource development through creation of a much friendlier working environment by improving the health of workers from a psychological and social perspective (Swanson, 2008, p. 1). This paper examines the need for the human resource development department to keep checks on the well-being of the employees by discussing the possible factors that may affect the well-being of the workers with much emphasis on stress audits. Assessment of the psychosocial workplace With the increasing competition in markets, human resources get under a lot of pressure to produce high quality products and services in order to maintain the organizations’ position in the market. Such pressure may be prolonged enough to cause strain on the employees. This could affect the physical, psychological and behavioral capabilities of the employees. Physical strains affect the employees’ to perform bodily duties due to muscle aches, headaches, and other discomforts in the body. This has been confirmed in various researches which show that some disorders such as musculoskeletal are a result of workplace stress. Psychological strain mostly affects the employees ability to perform effectively hence may cause a reduction in productivity. They are indicated by depression and anxiety both of which relatively causes job dissatisfaction. On the other hand, behavioral strains involve the unusual and most likely unethical behaviors on the part of the employees at the workplace. They include addiction to alcohol or medicines, uncontrollable consumption of food and most importantly, unprofessional interaction with other workers or even superiors. Consequently, when employees are strained the organizations get affected too. For instance, absenteeism may result from employee stress especially where the strain is a result of poor working environment. Losses incurred during compensation to stressed or injured employees are likely to result (Thomas, butts, Vandernberg, Dejoy and Wilson 2005, p. 4790. Similarly, compensation on workers and expenses on health schemes increase. This is where the human resource comes in to ensure that the psychosocial lives of the employees are maintained steady by creating favorable working environment which would then result t