The role of

sustainable HRM
and positive
organizational
outcome
Session Outline
• The role of sustainable HRM
• Defining Sustainable HRM
• Sustainable HRM practices
• Sustainable HRM and organizational
outcomes
• Employee performances
• Perceived sustainable organizational
support (PSOS)
The role of sustainable HRM
• The success of organizational vision and strategy
depends on effective development of human
resources, as being the backbone of businesses,
focusing on continuous enhancement of their
competency and effectiveness.

• The HRM role in the creation and sustainability of

organization’s competitive advantage.
Sustainable HRM
• Sustainable HRM is defined as pattern of planned or
emerging human resource (HR) strategies and
practices intended to enable organizational goal
achievement while simultaneously reproducing the
HR base over a long-lasting calendar time (Ehnert,
2009).
Sustainable HRM practices
• Extensive training
• Selective staffing
• Performance management
• Employee Empowerment
Employee Empowerment

• Empowerment is established through leaders’

sharing of power with their subordinates and goes
beyond just simple participation.

• An effective empowerment process requires

establishing four main perceptions of the assigned
roles: meaning; competence; self-determination; and
impact.
Sustainable HRM and
organizational outcomes:
• Sustainable HRM has a significance influence on
two main organizational outcomes:
• Employee performance;
• Perceived sustainable organizational support (PSOS).
Employee performances
Employee performance refers to the ability of employees
to perform their assigned jobs in the most effective and
efficient manner to produce the best results (Anitha and
Kumar, 2016; Elnaga and Imran, 2013).
Perceived sustainable organizational support (PSOS)

Sharma and Dhar (2016) posited that PSOS can be

viewed as the extent to which employees perceive that
their contributions are valued by their organization and
that their organization cares about their well-being, i.e.
the perception of employees toward their organization’s
attitude and support they receive.