BLOG 2 - Sustainable Human Resource Managament
Human resource management theory and research have been rapidly evolving since the 1980s. In most cases, the impact of HRM on performance has become a hot topic. The mainstream literature has mostly concentrated on the following three questions:
1) 1. What is Human Resource Management (HRM)?
2) 2. What is the definition of performance?
3) 3. What ties them together?
While
empirical researches have mainly supported the premise and provided evidence that
HRM is favorably associated to performance, the findings seemed hopeful and
promising at the time. As a result, the main message was that HRM is
important to business success and can translate strategic rhetoric into
workplace reality.
Today's challenges in HRM include employee burnout, workplace stress, health issues,
and difficulties managing work and personal obligations. If firms want to keep
their employees to operate their businesses in the future, they must rethink
HRM. Some researchers think that sustainable HRM could be a viable approach for
reintroducing humanity to HRM, with sustainability referring to resource
regeneration, development, and renewal. It is a survival strategy for
organizations to deal with people in such a way that existing and potential
workers have,
(a)
the desire to work for a certain organization;
(b)
the ability to fulfill duties in a business-appropriate manner; and
(c)
the willingness to learn new skills.
"Sustainable
HRM emerges around soft concerns such as exhibiting sincerity toward employees,
including offering a reasonable work environment and circumstances, providing
development chances, and being attentive to employees' physical and mental
well-being at work," according to the authors.
In general, sustainable HRM is the next step in the HRM thinking process.
'Sustainable
HRM' is a relatively recent term. While the area has lately evolved, it is acknowledged that there is no
"consistent" literature on sustainable HRM, and that sustainable
HRM can be interpreted through a variety of complementary frameworks.
Despite the diversity of approaches, Ehnert and Harry [2020] were able to
categorize all publications in the subject of sustainable HRM into one of three
"waves." The primary criterion is the additional value to long-term
HRM. Kramar [2022] recently divided the literature on sustainable HRM into three
categories based on the writings' outcomes: capacity reproduction, improving
social and environmental health, and connections. As a complete review of all
publications in the topic of sustainable HRM is beyond the scope of this paper, the scope this paper, only aspects that
are relevant for the main purpose of the paper, namely the disclosure of the
characteristics of sustainable HRM, are further underlined.
The Core Characteristics of Sustainable HRM
* Long-term orientation
* Care of employees
* Care of environment
* Profitability.
* Employee participation and social dialogue
* Employee development.
* External partnership.
* Compliance beyond labor regulations.
* Employee cooperation
* Fairness and equality.
Conclusion
In order for sustainable HRM to be helpful and successful for practitioners, it must be proposed how to quantify that construct in terms of outcomes of distinguishing features Several attempts, have been made to provide validated scales for measuring; however, long-term HRM measurement remains a difficult task. Following that, and developing technologies have an impact on work design and job processes, the impact of these technologies on people management from a sustainability standpoint could be investigated further.
Finally, sustainability is a dynamic process, not a static one. In terms of people management, this means that HRM sustainability is always changing, and more research is needed to identify the features of sustainable HRM that emerge along the way.
As discussed, Sustainable HRM develops the skills, commitment and motivation which is required to achieve organisational targets. It will ensure the long term sustainability of the organisation and achieving a competitive advantage. Good article. All the Best Chathura!
ReplyDeleteSustainable HRM is an interesting topic to discuss. Thanks.
DeleteHuman resource should be part of the sustainable development. In order to achieve economic, social and environment goal, HRM of an organization should be sustainable enough to cater for a long term operation. All the best.
ReplyDeleteIt is an approach that seeks to link HRM and sustainability. The term sustainability is fraught with semantic difficulties, as is conceptualizing its relationship to HRM. Consequently, sustainable HRM is viewed in a variety of ways.
ReplyDeleteWeldon Chathura!
As previously stated, sustainable HRM provides the skills, dedication, and motivation needed to meet organizational goals. It will safeguard the organization's long-term viability and provide a competitive advantage. Excellent article.
ReplyDeleteThe purpose of sustainable development is to provide resources for current populations without compromising future generations' access to those resources. Therefore Sustainable HRM cultivates the skills, dedication, and motivation needed to meet organizational goals. Good Article .
ReplyDeleteBy introducing Sustainable HRM practices could help organisations to attract and retain high-quality employees wich will defenetly helps to the growth of any organisation.
ReplyDeleteAs you mentioned, Sustainable HRM creates the skills, motivation, values and trust to achieve a triple bottom line and at the same time ensures the long-term health and sustainability of both the organization's internal and external stakeholders. Good Job
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ReplyDeleteHRM that is sustainable gives the skills, passion, and motivation required to achieve organizational objectives. It will ensure the company's long-term viability and provide it a competitive edge.
ReplyDeleteAs you explained sustainability is a dynamic process, not a static one. Accordingly Sustainable HRM develops the skills, commitment and motivation which is needed to achieve organizational goals. HRM of an organization should be sustainable enough to cater for a long term operation. Nicely written article. Good Luck.
ReplyDelete