Case Study

Human Resource Management &

Sustainability
Domain Human Resource Management & Sustainability
Name of the Case: Design Framework for HRM as Value Creating Strategic Partner in Sustainability
Model
Introduction

The steel industry does not compromise on environmental responsibility. Steel is the world’s most recycled material and 100%
recyclable. Steel is timeless. We are improving steel production technology to the point where only the limits of science confine
our ability to improve. While we adopt new approaches to push these boundaries we need to be sure that we continue to
operate as environment conscious and workplace of sustainable practices.

Key facts:
• The steel industry offers career opportunities in many different fields and often in an international setting. Steel companies
are committed to fostering the well-being of their employees and provide them with a safe and healthy work environment.
• The steel industry employs people with many different skills and diverse knowledge, who have the ability to work in multi-
disciplinary teams.
• Around 90% of water used in the steel industry is cleaned, cooled and returned to source. Most of the loss is due to
evaporation. Water returned to rivers and other sources is often cleaner than when extracted.
• The energy used to produce a tonne of steel has been reduced by around 60% in the last 50 years.
• Steel is the most recycled material in the world, with around 630 Mt recycled annually.
• In 2019, The recovery and use of steel industry co-products has reached a worldwide material efficiency rate of 97.49%.
• Steel is the main material used in delivering renewable energy: solar, tidal, geothermal and wind.
• The steel industry needs to attract and retain young talent to drive the process of innovation forward.

Background

We appreciate that :
• Sustainability is more likely to be effective when integrated into a company’s strategic framework.
• Major advancements into sustainability are more effective with support from executives.
• All levels of employees need to value sustainability.
• Organizations can leverage sustainability to attract, retain and develop employees.
• Volunteer community outreach initiatives can engage all levels of an organization’s employees.
And, the most frequently cited positive outcomes from sustainability initiatives are:

• Improved employee morale.

• More efficient business processes.
• Stronger public image.
• Increased employee loyalty.
• Increased brand recognition.

Tata Steel Has been championing the cause & driving sustainable work practices since a very long time the importance and
criticality of which has been mentioned above. HRM since its inception as a department has been championing the people cause.
At this juncture, Human resource professionals should play a significant role in creating and implementing sustainability strategies
for organization as these strategies can have a big impact on employee morale, business processes and an organization’s public
image.
Problem Statement/Challenges Faced

• HRM as a function has not yet acquired a critical status as participant in sustainability journey.
• HRM delivers on the requirements as would be statutory or required to ensure the compliance aspect of sustainability.

Critical Case Questions

• What will it require of TSL HRM to be known as a value Creating Strategic Partner in sustainability model?
• With sustainability focus how can HRM be Value Creating Strategic Partner in Sustainability Model?
• How Can TSL HRM of future claim to have (i) Improved employee morale, (ii) build stronger public image,(iii) increased
employee loyalty,(iv) Increased brand recognition by partnering closely in Sustainability journey.
• What can be the metrics to gauge the value creation done by HRM in driving the sustainability model?