What you don't know about Sustainable Human Resources Management
Posted on Mar 22, 2022 at 07:03 PM
Sustainable human resources management is adopting strategies and practices to achieve sustainable development goals, ways to integrate them into the economic institution and taking into account environmental balance and protection, such as excessive consumption of natural resources, environmental pollution and high unemployment.
The Concept of sustainable human resources management:
Sustainable human resources management is the adoption of sustainable human resources management strategies and practices that ensure the achievement of financial, social and environmental objectives, with influence within and outside institutions and over a long-term period while controlling side effects and adverse reactions, sometimes referred to as green human resources management.
The Importance of sustainable human resources management
Sustainable human resources management is valuable for many reasons, but two reasons stand out in particular:
- Helping organisations to attract and retain outstanding talent:
By focusing on staff needs and allowing them to thrive, this management strategy encourages more talented people to apply for posts in the Organisation and discourages current staff from leaving. It also improves employee productivity and happiness, leading to better performance overall.
- Creating a sustainable business model:
In addition to helping institutions attract talented people, sustainable human resources management also helps them create a more sustainable business model.
This provides a solid foundation for building their institution while encouraging existing staff to be as productive as possible.
Sustainable human resources management approach:
Several studies have shown the relationship between sustainability and human resources management.
A new approach to sustainable human resources management has been developed, as follows:
In 2006
Issues of sustainability and human resources management: The perspective of sustainable human resources management raises awareness of the uncertainties and duplication of human resources management, the unintended adverse side effects of human resources practices and social rationality.
In 2009
Sustainability and human resources management: Sustainable human resources management is about to change the Concept of traditional human resources management for long-term survival and sustainable development.
This approach covers the identification of dealing with human resources through social responsibility and the promotion of welfare and health in the dimensions of social justice and legitimacy.
In 2014
Strategic human resources management and sustainable human resources management: Applications of sustainability concepts in human resources management have demonstrated a new approach. Let us not forget that sustainable human resources management has different advantages from strategic human resources management, recognizing social or human rather than financial outcomes.
Sustainable human resources management literature can be grouped into four themes, which are grouped according to their results and are similar through the common understanding that sustainability refers to lasting and long-term outcomes:
- Economic orientation of human resources management
The literature links human resources management practices to internal outcomes, namely, economic outcomes, by focusing on achieving financial objectives and creating a "sustainable competitive advantage" for the company, which falls under economic orientation.
- The social orientation of human resources management
By the late 1990s, corporate social responsibility (CSR) was recognized as a critical element in the regulatory objectives of 90% of companies. By the early 2000s, CSR was coupled with strategy and human resources management literature and became a concept of sustainability.
Research shows that human resources have a crucial role in achieving the various objectives of sustainable enterprise implementation (increasing financial outcomes, being socially responsible and environmentally fair).
- Environmental orientation of human resources management
The third collection of literature essentially speaks of environmental sustainability through human resources management practices in the Society for Human Resources Management literature, inspired by the literature of green human resources management.
Formulating green human resources management policies and practices that build trust among all stakeholders in the Organisation is relevant to developing and implementing progressive environmental policies and capacities that mitigate the impact of business practices on the environment.
Green Human Resources Management provides a significant orientation towards the development of green behaviour by adapting human resources practices and organisational systems and policies using mechanisms that reduce the negative impact of business on the environment and society.
It has a positive impact on organizations where green human resource management practices raise the corporate brand profile of potential candidates and clients.
- Guidance to staff in human resources management
Researchers such as Docherty and Forslin, who have written about sustainable work systems, seek to illustrate the negative human and social consequences that individuals in the enterprise face due to forced performance pressure.
These researchers recognize the adverse impact of human resources management practices such as labour intensification, temporary recruitment, excessive-performance standards, organisational culture, staff and family well-being and community health. Staff had to be motivated to achieve high effectiveness and efficiency by attending human resources training courses in Istanbul.
Finally, the HR strategic transformation can be led by sustainability, which is essential for a company's long-term access to the natural resources needed for future action, including human resources and long-term viability, to maintain the social legitimacy of its business operations.
