| dc.description.abstract | This report is based on Sustainable Practices in Human Resource Management. Human
Resource Management (HRM) is the combination of the activities regarding effective utilization
of Human Resources of an organization. This process includes systematic recruiting, selecting,
inducting, and orienting employees subsequently imparting training and development. Just as
assessing the performance, in view of this determining compensation and giving advantages,
inspiring and keeping up great connection with representatives and worker's guilds. It also includes
employees’ safety, welfare and health measurement in compliance with labor laws. Sustainable
Human Resource Management (S-HRM) is an approach of gaining competitive advantages in this
today’s highly competitive situation. Sustainability in Human Resource Management presents the
balanced situation of Resource Consumption and Resource Reproduction [1]. HRM practice is an
important factor for determining the organizations success. Where sustainability in HRM creates
a better management system by reducing negative impact on employees, society and business
environment. A balanced situation created by practicing sustainable HRM leads to tremendous
organizational growth and prosperity. S-HRM focuses on financial, social, human and
environmental factors. Balancing all factors through systematic approaches and practices is the
key objective of S-HRM in today's rapidly evolving business landscape, the integration of
sustainability principles into Human Resource Management (HRM) practices has emerged as a
crucial strategy for organizations aiming to thrive in the long term. Sustainable HRM encompasses
initiatives that promote environmental conservation, social responsibility, and economic viability
while managing human capital effectively.
Environmental Sustainability: Sustainable HRM involves adopting eco-friendly policies and
practices throughout the employee lifecycle. This includes minimizing resource consumption,
promoting remote work to reduce carbon emissions, and implementing green procurement
processes for HR-related goods and services.
Social Responsibility: Organizations committed to sustainable HRM prioritize the well-being of
their employees, communities, and society at large. This entails fostering diverse and inclusive
workplaces, ensuring fair labor practices, and supporting employee health and wellness programs.
Additionally, organizations engage in philanthropic activities and community outreach to
contribute positively to society.
Economic Viability: Sustainable HRM contributes to the financial stability and long-term success
of organizations. By investing in employee training and development, fostering a culture of
innovation and creativity, and promoting ethical business practices, organizations can enhance
employee productivity, attract top talent, and maintain a competitive edge in the market.
Integration Across HR Functions: Sustainable practices should permeate all aspects of HR
functions, including recruitment, training and development, performance management,
compensation and benefits, and employee relations. HR professionals play a pivotal role in
championing sustainability initiatives, driving cultural change, and embedding sustainability into
the organizational DNA. | en_US |
