Sustainable development and human

resource management

WHAT IS SUSTAINABLE HRM?

Sustainable human resources management can be defined as “the adoption of HRM strategies and practices that

enable the achievement of financial, social, and ecological goals, with an impact inside and outside of the

organization over a long-term time horizon "

THE

THE INDIVIDUAL
ORGANIZATION SOCIETY
0
0
0
e.g. good work-life

e.g. quality, efficiency,

e.g. social inclusion,
1 flexibility, innovation,

2 employment growth 3 balance, engagement,

employability
profits
Sustainable HRM model

Employee Focus and Long-Term Strategy: It is crucial that organizations focus

their attention on a long-term employee strategy including monitoring labor

markets, revising recruitment practices on areas concerning age and gender ratio,

new hires, talent management, retention rates, parental leave, etc.

Employee Development and Evaluation: a competitive advantage of the

company lies within shared knowledge, employee skills and their abilities to grow,

innovate or accept technological changes.

Labor Management Relations and Business Ethics: Labor management relations

and the operational climate perceived by employees has been of growing

importance for all parties involved.

Well-Being and Benefits: Benefits boost loyalty and motivate employees.

Pressure on high performance in organizations can cause mental problems. Thus,

maintaining both mental and physical well-being is crucial in the workplace.

Equality and Non-Discrimination: gender equality, racial injustice, salary and

remuneration differences between men and women, minorities, child labor and

human rights etc. should be avoided

Nurturing Employee Environmental Sustainability: All decisions should be

harmless to environment and the environmentally friendly solution is always

preferred.
Cooperation with External Stakeholders: Cooperation and efficient

communication with stakeholders is vital as it positively influences a company’s

image and boost good reputation as well as the overall perception of a brand or

organization.
Safety and Health at Work: Promotion, prevention and adoption of health and

safety precautions should be given priority

 Sustainable HRM Themes

Centrality: measures the degree of interaction of a network with other networks and can be
seen as a measure of the importance of a theme in the development of the entire research field.
Density: It measures the internal strength of the network and
should be interpreted as a measure of the theme's development.

motor themes: well developed and important for the

structure of the research field
specialized or peripheral themes: well developed but
unimportant for the development of the entire field
emerging or disappearing themes: both weakly
developed and unimportant
basic or transversal themes: important for a discipline but not developed
 Motor Themes
SOCIALLY
TURNOVER
RESPONSIBLE
ENVIRONMENTAL HRM
Organizations need to
balance individual and
MANAGEMENT This concept was organizational agendas
It helps us to developed by Shen and with sustainability else they
understand how HRM Jiuhua Zua face conflict
01 strategies can 02 It encompasses aspects 03 This may also cause
contribute to EM such as transparency, absenteeism, low workforce
practices such as ethical values, or honesty engagement
waste reduction, in business management, It is also found that
beyond the traditional professionals adopting
sustainability , or
maximization of sustainable HRM reduce
ecological and
companies economic turnover intention because
energy protection
objectives their wider and meaningful
It also talks about the
It has positive effects on goals go beyond the
importance of green employees performance economic targets and
HRM(GHRM) in terms of employee achieve positive societal
commitment and ecological effects.
 Specialised Theme

EMPLOYEE ENGAGEMENT
01 Sustainable HRM can encourage employee engagement in
environmental practices, creating an atmosphere of
belongingness and motivation towards work
Well‐ defined HRM practices may contribute to job satisfaction,
engagement, and a positive psychological contract
 Emerging theme
SUSTAINABLE
LEADERSHIP
Academics advocate significant
01 leadership changes to enable firms to
02
face a variety of external challenges and
achieve sustainability
Sustainable leadership covers ethical
leadership, transformational leadership,
or job satisfaction
Sustainable learning practices such as
valuing employees, social responsibility,
and a strong shared vision have a positive
influence on a company's performance
ENVIRONMENTAL
PERFORMANCE
Environmental performance monitors firms'
commitment to protecting the environment
measured by indicators such as pollution
prevention, recycling, or waste reduction
Green HRM practices are adopted in a firm,
they promote environmental performance,
leading to organizational optimization,
which in turn enhances the financial,
operational, and social performance of the
firms
 Basic Theme
01
HRM PRACTICES
HRM practices relating to talent, engagement, empowerment, health
and wellbeing, or employee participation are directly connected to
respect for employees.
HRM practices that consider diversity, ageing, work–life balance,
ecology, stakeholders, or labor markets are related to the
environmental and outside‐in perspectives of HRM.
Employability, careers, succession, learning organizations, or
workplace innovation relate to a long‐term view of economic and
societal sustainability as well as employability.
 Companies practicing
sustainable HRM practices

01 Wipro Technologies
1st IT Company to launch eco-friendly desktops and notebooks in India
Incentive to decrease the organization's carbon footprint
Manages water and energy efficiency, and develops new benchmarking in
reutilizing waste
02 Suzloan Energy
Built energy-efficient buildings with green roofs, energy-efficient and
renewable energy-based hot water systems
Other policies - carpooling, zero waste management, green management etc.
 Companies practicing
sustainable HRM practices

Tata Consultancy Services

03
TCS mainly focuses on the agricultural demands of the community
TCS reducing its carbon footprint through data center power management
People progress up the career ladder with the help of employee-friendly
policies

04 Oil & Natural Gas Company

ONGC had taken many incentives to go green and help to reduce wastages by
producing oil and gas, which help to create sustainable development

Idea Celluar, HCL Technologies, ITC Limited, Tamil Nadu Newsprint and
Paper Limited, Indusland Bank and many other also practices green HRM.
 ESG

Every business today is deeply intertwined with environmental, social and

governance (ESG) concerns. Therefore, it is important to have strong ESG
proposition.

Individual Elements of ESG

01 02 03

ENVIRONMENTAL
SOCIAL GOVERNANCE
CRITERIA CRITERIA
It refers to the internal set of
The energy and resources
It addresses the relationship practices and procedures a
consumed by a company, the
the company has and fosters company adopts to function
waste it discharges and how it
with related people and in an effective manner.
impacts the other living
institutions.
beings
 Five links to value creation

REGULATORY & INVESTMENT

TOP-LINE COST PRODUCTIVITY
LEGAL & ASSET
GROWTH REDUCTIONS UPLIFT
INTERVENTIONS OPTIMIZATION

Achieve greater Boost employee

Attract B2B Lower energy Enhance
strategic motivation
and B2C consumption investment
freedom through Attract talent through
customers returns by
deregulation greater social
with more better
Earn subsidies credibilityBoost
sustainable allocating
employee motivation
products and government
Attract talent through capital for the
support
greater social long term
credibility
 The Personal Dynamic
GET SPECIFIC
Priority initiatives
should be clearly
01 articulated
02
Even within the same
industry, different
companies will have
different ESG profiles
depending on their
position in the
corporate life cycle
GET PRACTICAL
Make the case that your
company’s ESG
priorities do link to
value
03
Use hard metrics that
feed into the business
model
Making the case
publicly enforces rigor
and helps ensure that
practical actions will
follow
GET REAL
Leaders should vigilantly
assess the value at stake
from external engagement
and plan scenarios for
potential hits to operating
profits
Being thoughtful and
transparent about ESG risk
enhances long-term value