The Movement Of Sustainable Human Resource Management

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Introduction Since the Industrial Revolution of the late 1700’s and early 1800‘s organizations have become increasingly prosperous. With this rapid growth, however, has come irresponsibility in the management of business resources. This irresponsibility increases the costs to the company and is also taxing on the environment, increasing: ozone depletion, deforestation, and global warming (Shrivastava, 1995, p. 936). Sustainability in the business sector goes beyond environmental initiatives and includes the company’s financial and managerial performance, and employee quality of life. The movement of sustainable human resource management provides a balance between economic development, environmental stewardship, and societal equity—often referred to as the Triple Bottom Line (Sidkar, 2003, p. 1928). The human resource department has the ability to act as a catalyst on the workplace. The department is at the center of policy implementation and is instrumental in incorporating changes that will allow for the establishment of a sustainable workplace. By linking environmental awareness and responsible business practices, agencies can reach their optimum level of performance. Organizations benefit from sustainable business practices through their entrance into “green markets”, establishment of community relations, and improvement of their image (Shrivastava, 1995, p. 937) The purpose of this paper is to emphasize the importance of the human resource department in the implementation of sustainable business practices and the benefits to the organization that follow. Support for sustainable business practices will be given through substantiated research and discussion of already established programs. In 2012, the United Nation’s Co... ... middle of paper ... ...stics (KSAOCs) of employees; this helps ensure that the right individuals are allotted to the appropriate roles. In some job positions, sustainability related goals could be incorporated into the already present core competencies and job descriptions. By integrating the program into current positions, the company is able to increase employee longevity and reduce hiring and recruitment costs. The organization mission and goals must also be linked to sustainability, as should the reward and recognition systems (Schroeder, 2012, p. 79). With an all-encompassing program, it is more likely that the message will be clear and standardized within the organization, increasing its success. Implementation of more frequent performance reviews allows the employee to continuously develop, change, and improve while the employer addresses current issues (Liebowitz, 2010, p. 53).
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