Sustainable Approaches to HR Management (original) (raw)
Related papers
2016
Sustainable organizations and the role of HR: HR related interventions towards sustainable change processes 108 the sustainability of the HRM system itself becomes a 'survival strategy' for organizations dependent on high quality employees" (Ehnert & Wes, 2012, p. 223). Defining Sustainable HRM Research on sustainable HRM originated from a few countries only, such as Germany, Switzerland, and Australia (Ehnert & Wes, 2012). Wilkonsson, Hill and Gollan (2001) focused on the short term use of human resources in organizations. The authors speak about 'consumption' of people instead of 'reproduction'. Zaugg et al. (2001) go one step further and claim that a sustainable use of the capabilities of people in organizations can lead to a competitive advantage, especially where there is labour scarcity. These authors define sustainable HRM as "long term socially and economically efficient recruitment, development, retainment and dis-employment of employees" (p. II). Most definitions in this period were focused on the long term survival, on the viability of organizations, and a future orientation (Ehnert & Wes, 2012). Later studies used terms such as 'sustainable work systems,' HRM', 'talent management', and 'HRM and stakeholder theory' (Ehnert & Wes, 2012). Cohen et al. (2010, p. 1) define a sustainable organization as an "enterprise that simultaneously contributes economic, social and environmental benefits-known as the "triple bottom line"-to society while also ensuring its own long-term sustainability as an organization." Sustainable HRM in their view is the use of the tools of HR to create a workforce that has the trust, values, skills and motivation to achieve a profitable triple bottom line. In this liber amicorum contribution for Jac Vennix, we focus on sustainable HRM, referring to Socially Responsible HRM (Cohen, 2010), combining social sustainability and Corporate Social Responsibility (CSR). This fits well in the Nijmegen School of Management (NSM) social science perspective on business administration where multiple value creation is key and where a social and organizational perspective beyond an economic perspective are central. The NSM Strategic HRM group uses this multidisciplinary approach with a focus on social embeddedness. Six scholars of the NSM Strategic HRM group take the opportunity to offer their research view and output on Socially Responsible HRM, zooming in on sustainable employability or careers, gender diversity, cultural intelligence, the flexible workforce, high performance work systems, and financial participation. Each of these individual contributions describes the challenges of sustainable HRM in the midst of a rapidly changing environment characterised by globalization, geographical mobility, strong competition, and decreasing social security support from governments. After these individual sustainable HR related
Role of HR for Sustainable Tomorrow
International Journal of Research in Commerce, Economics and Management, 2017
Organizations today are performing functions extensively in order to deliver to their best. With more importance on the performance of a company comes greater responsibility in every sphere. Subsequently there comes a need for sustainability to be adopted by organizations. In fact, the advantages of sustainable business practices are being identified and realized by certain companies which could lead to long term benefits. All businesses are contributing towards a global economy through transforming from a conventional approach to a modern outlook by exploring the environmental and green aspect of business practices. If we look closely, both our personal and professional lifestyle is heavily impacting the environment. When HR intersects with sustainability, various measures are taken into consideration such as training and engagement, effective communication with the employees to form committees and groups on green planning. This is when the HR explains to the employees the goals and objectives for progress. Voluntary initiatives are also encouraged as a step towards sustainability. Moreover, the process of Talent acquisition is also monitored wherein the entire process of hiring is either electronic to save paper, or vice versa. The main belief followed here is to minimize the impact on nature using ecofriendly options.
HR's Role in Building a Sustainable Enterprise: Insights From Some of the World's Best
2000
S ustainability-balancing social, environmental, and economic factors for shortand long-term performance-is a critical issue for the world and for business. We interviewed key executives at nine of the world's most "sustainable" companies to examine important issues about their sustainability journeys and the role Human Resources is playing. We confirmed that these companies exhibit first-class sustainability results on a variety of dimensions.
HR's Role in Building a Sustainable Enterprise: Insights from Some of the World's Best Companies
S ustainability-balancing social, environmental, and economic factors for shortand long-term performance-is a critical issue for the world and for business. We interviewed key executives at nine of the world's most "sustainable" companies to examine important issues about their sustainability journeys and the role Human Resources is playing. We confirmed that these companies exhibit first-class sustainability results on a variety of dimensions.
HRM strategies that foster mutual benefit are necessary to improve the synergy between organizations and their stakeholders, achieve financial success, and responsibly address the social, human, and environmental consequences of corporate sustainability. Design and methodology: Every suggested HRM approach must have pro-financial, social/human, and unorthodox aspects to be implemented as a sustainable HRM practice. Moreover, bundles of HRM practices must be implemented together to improve the integrated results of business sustainability. Findings: Analysing differences in HRM practices-from commitment and control to sustainable systemsgives organizations the knowledge they need to adapt their strategies and improve sustainability results. To promote company sustainability, this study emphasizes the need for Eco-Friendly HRM practices, especially when implemented through Environmental Management Systems (EMS). Practical implications: This study emphasizes how important it is for businesses to integrate sustainable HRM practices into their core business skills and how important it is to match these practices with corporate sustainability goals. In addition, more research on the synergies across HRM practice bundles inside sustainable HRM systems is necessary to improve our understanding of the best HRM tactics for achieving corporate sustainability objectives. In conclusion: The study's conclusions highlight the vital role that sustainable HRM plays in companies and how important it is to achieving goals for environmental, social, and human sustainability. The study emphasizes how organizations' inability to effectively apply HRM practices prevents them from achieving their financial and productivity objectives.
Green HRM: An Innovative Approach to Environmental Sustainability
proceedings of Twelfth AIMS International Conference on Management at Indian Institute of Management Kozhikode , 2015
In recent times business organizations have become more conscious about the growing importance of integration of environmental Management and Human Resource Management i.e. Green HRM Practices. Green HRM is the use of HRM policies to promote the sustainable use of resources within business organizations and more generally promotes the cause of environmental sustainability. The objective of this paper is to detail a process model of the HR processes involved in green HRM. The paper also examines the nature and extent of Green HRM initiatives undertaken by HCL Technologies as a case study.
A Review of Green HRM Practices for Sustainable Development by Corporate Organizations
Zenodo (CERN European Organization for Nuclear Research), 2022
The present business policies have resulted in massive depletion of resources, increase in pollution, ecological imbalances and environmental degradation. This has compelled organizations to shift towards a green economy that seeks to promote ecologically sustainable businesses by reducing carbon footprints and preventing depletion of nonrenewable resources. Green Human Resource Management (GHRM) is playing a major role in bringing this change and promoting a green culture throughout the organization. It focuses on changing the thought, outlook and behavior of employees by introducing new practices in HRM(Human Resource Management) to achieve this objective. This has facilitated an increase in environmental awareness among employeesresulting in cost reduction, greater efficiency and more employee satisfaction. This paper, based on secondary sources of data, intends to explain the concept of GHRM, policies and practices associated with it, its advantages and challenges. It also seeks to construct a process model of GHRM based on this study.
GREEN HRM: A WAY FOR CORPORATE SUSTAINABILITY
Human resource department of an organization is supposed to have a means to play an important role in the design of their organization's sustainability. Now organizations focusing on Green HR and they want to get higher efficiency by implementing these practices in HR functions. Green human resource (HR) is one which involves two essential components ecofriendly HR practices and the preservation of knowledge assets. Green HR practices involve minimizing paper work and focusing on green sustainable practices. Green HRM means using every employee interface in such a manner in order to promote and maintain sustainable business practices as well as creating awareness, which in turn, helps organizations to operate in an environmentally sustainable fashion. Therefore this paper aims to presents the concept of Green HRM and Corporate sustainability and implementing HR functions in Green Culture.
Contribution of Human Resources Management for Sustainability
Revista de Administração de Empresas
Human resource management (HRM) can promote a "sustainability mindset" (Ehnert & Harry, 2012) and contribute to facing the challenges imposed by the difficult management of the economic, social, and environmental spheres. However, there is still a lack of human resources to promote changes for sustainability in organizations (Singh, Olugu, Musa & Mahat, 2018). Thus, in this forum of the RAE-Revista de Administração de Empresas (Journal of Business Management), we invited colleagues to explore the role of green practices in HRM (Jerónimo, Henriques, Lacerda, Silva & Vieira, 2020) and to analyse how HRM contributes to sustainability-oriented performance (Muñoz-Pascual, Galende & Curado, 2020). The connection between HRM and sustainability invites us to reflect on how HRM practices support organizations in achieving sustainability goals. We believe that this forum was an opportunity for discussion that contributes to the implementation of the United Nations (UN) 2030 Agenda for sustainable development. Research on employee well-being and inclusion (Barrena-Martínez, López-Fernández & Romero-Fernández, 2019) addresses human resource policies and practices that are naturally multistakeholder sensitive and inclusive. Human resource practices contribute to the sustainable careers of employees, so it is particularly interesting to study how to reshape jobs and improve sustainable employability (Ybema, Vuuren & Dam, 2020), while respecting local cultures. Given the digital transformation that fosters more sustainable organizations (Seele & Lock, 2017) and the search for a change in leadership (Wart, Roman & Pierce, 2016), it is equally relevant FORUM | Contribution of human resources management for sustainability
GREEN HR: THE ESSENCE FOR SUSTAINABILITY IN THE 21ST CENTURY
The Green human resources management is a new management philosophy is based on green movement related to Protection of surroundings and pattern in which " green " concept applied to the field of human resource management. It's essential meaning is to take " green " management tools to enhance ecological benefits i.e., " To defend & improve the human environment for present and future generation has become an imperative goal for mankind. " Green HR is basically for economic and social perspective to achieve employees' psychology, human and ecological harmony. It was affirmed that, Green HR is the use of Human Resources Management policies to endorse the sustainable use of resources within business communities on the significance of going green and adopting various environment management techniques in business organizations and to our surrounding milieu, more generally, promotes the cause of environmental sustainability. The Green HRM involves indispensable elements i.e. 'environmental friendly HR practices', which will as well help the producers and Manufacturers in visualization and brand building. Rigorous implementation of the ISO 14000 standards and environmental audit systems will help change the organizational culture and approach towards waste management& pollution. In this paper an attempt has been made to promote the importance of Green HRM in polluting industries. The topic of environmental sustainability is drawing increased attention. Efficiency created by Green HRM can help cut operational costs and facilitates the industry professionals to realize their Corporate Social Responsibility in an enhanced manner.