Importance of sustainable HR practices on Organizational productivity

Introduction

A variety of factors, including as globalization and the proliferation of innovation, have altered the way businesses conduct operations.  When it comes to business, sustainability may be described as a process in which a company manages its processes and operations in such a manner that it benefits its customers, the economy, and the environment (Opatha 2019). Millennials want to work for organizations that operate on a long-term business plan rather than short-term profits. Customers these days are also aware of a company's policies and procedures, and they prefer to purchase goods and services from businesses that adhere to environmentally friendly business practices. The current business environment, on the other hand, shows that not all organizations are effective in applying sustainable practices in all three areas of operation. Organizations often confine sustainability to the realm of corporate social responsibility, and they frequently underestimate the significance of incorporating sustainable practices into human resource management (Ehnert and Harry 2012).

Sustainable HRM Practices

Sustainability in human resource management (HRM) may be defined as "the adaptation of HRM techniques and tactics that allow them to fulfill the organization's financial, ecological, and social objectives over an extended period of time while minimizing negative feedback and unforeseen side effects." The Paradox theory establishes links between sustainability and human resource management, and the term "sustainability" is defined as "replicated resources and balance consumed, resulting in paradoxical choice situations and pressure for performance in sustainable human resource management that must be dealt with care and that can be a source of transformation and innovation." The relationship between human resource practices and work performance has been the topic of various research studies. They have carried out research projects, which have been kept in their valuable publications and collections throughout the years (Ehnert and Harry 2012), (Kramar 2014).

Organizational Performance

Organizational performance is comprised of three key aspects of company outcomes: productivity, innovation, and customer satisfaction. It is also possible for organizational performance to include regular tasks such as establishing organizational objectives, monitoring progress toward those goals, and making modifications in order to attain those goals more effectively and efficiently. For every business that wishes to achieve long-term success and is committed to organizational excellence, the implementation of sustainable human resource management is essential (Richard, et al. 2009).

Sustainable HR Practices and Organizational Performance

Increased attainment and accomplishment are the consequence of the development and formulation of sustainable human resource procedures that may assure a high level of employee performance. High-quality management techniques are an important factor in determining work success (Paillé, et al. 2014). This strategy not only comprises a variety of training strategies, but it also contributes to the illumination of higher order cognitive functioning, which assists people in controlling their learning and performance. Through staff members and organizational support, sustainable human resource management helps to increasing green performance, and has both direct and indirect impacts on the business and its labor force (Mariappanadar and Kramar 2014).

Model of Sustainable HRM and Organizational Performance

                                                                                                     

                              Figure 1:Model of Sustainable HRM and Organizational Performance, Source: (Jerome 2013)

 Conclusion

To achieve long-term goals and objectives that the organization set for itself within a specific time period, an organization's sustainable development takes a more comprehensive approach, involving both sustainable human resource management and the organization's overall performance, the construct of which is clearly interconnected. management of human resources in a sustainable way (Jerome 2013), (Opatha 2019).

References

Ehnert, I, and W Harry. 2012. "Recent Developments and Future Prospects on Sustainable Human Resource Management: Introduction to the Special Issue." Management Review 221-238.

Jerome, N. 2013. "IMPACT OF SUSTAINABLE HUMAN RESOURCE MANAGEMENT AND ORGANIZATIONAL PERFORMANCE." International Journal of Asian Social Science 1287-1292.

Kramar, R. 2014. "Beyond strategic human resource management: is sustainable human resource management the next appraoch." International Journal Human Resource Management 1069-1089.

Mariappanadar, S, and R Kramar. 2014. "Sustainable HRM: The synthesis effects of high performance work systems." Asia Pacific Journal Business Administration 206-224.

Opatha, H,D N,P. 2019. Sustainable Human Resource management: expanding horizons of HRM. London: London.

Paillé, P, Y Chen, O Boiral, and J Jin. 2014. "The impact of human resource management on environmental performance." Journal of Business Ethics 451-466.

Richard, P J, T M Devinney, G S Yip , and G Johnson . 2009. "Measuring Organizational Performance: Towards Methodological Best Practice." Journal of Management 718-804.

 

 

Comments

  1. Thushara WattegedaraNovember 30, 2021 at 5:27 AM

    Every organization Every department always needs and tries to perform on their department. hence HR also needs to achieve their KPI and show up department performance and to do that need to practice all sustainable HRM practices. Your blog clearly explained the process and good work.

    ReplyDelete
  2. KAMAL C. DIVITOTAWELADecember 2, 2021 at 9:27 AM

    The traditional human resource management (HRM) focus on maintaining the status quo has gone unnoticed. Sustainable HRM has become a new approach, emphasising the need to take into account organisational results in order to achieve different goals and integrate the needs of different stakeholders.this article is very good explain about sustainable HR practices.thanks for sharing.

    ReplyDelete
  3. Asitha DDecember 6, 2021 at 6:26 AM

    Today green HRM is important for the improvement of sustainability at workplace. It has identified the green HRM practices in every HR function and how they are contributing to make the organization a green organization. There are benefits of green HRM for the organization, employees and external environment and they have been effectively identified.

    ReplyDelete
  4. Vishwa GunarathnaDecember 14, 2021 at 7:46 PM

    The article aimed to examine moderating effects of organizational commitment between sustainable human resources practices and the performance of employees. good initiate Chenaka.

    ReplyDelete
  5. Shanaka herathDecember 17, 2021 at 9:20 AM

    According to Marescaux, (2012) HRDP accentuates workers’ development and ability to make an expert workforce that can, in the end, lead to high productivity and proficiency in operation.
    In modern world, Employees demand are more and need to more value on that. Organization HRM should make long term activities and oriented approaches for recruitment, development and motivation. it will increase employee job satisfaction, retention and relation between employees and management. It impact to increase productivity, efficiency, Quality, customer satisfaction and increase sales.

    ReplyDelete
  6. N R Waduge. MBADecember 17, 2021 at 6:39 PM

    Sustainble good HR practice is a strategy to achieve organisational goals by increasing productivity. It brings more Sustainble outcomes in organisational perspective as you mentioned and organisational performance as well.

    ReplyDelete

Post a Comment

Popular posts from this blog

Significance of Managerial Communication on Employee Engagement

Image
Introduction           The art of communication is the language of leadership”. - James Humes “ Communication is the cornerstone of an engaged workforce. Effective communication can increase employee engagement, boost workplace productivity, and drive business growth. And there’s no time like the present to enhance communication within your organization. In this blog, I will dive a little into the vast ocean of a topic that is managerial communication. I'll attempt to touch on all the significant aspects of the issue and offer some actionable steps to improve communication to achieve employee engagement (Dutta 2021) . Managerial Communication Managerial communication is the exchange of information between individuals inside and outside of an organization. These interactions are carried out for the advantage of the organization's business interests. Furthermore, it may be described as the dissemination of information inside a compa...
Read more

Intrinsic Reward Management for Employee Motivation in Apparel Industry

Image
  Introduction Interesting and demanding work, self-direction and responsibility, diversity, creativity, opportunity to put one's talents and abilities to use, and enough assessment on the efficacy of one's activities are all examples of intrinsic benefits that are gained from the job itself (Sanyal & Biswas, 2014) .Employers feel that their employees are driven to work hard and provide great outcomes when they take pride in their work, believe their efforts are crucial to the success of the team, and find their employment to be attractive and challenging (Mahaney & Lederer, 2006) .An intrinsic incentive is an internal reward that workers get as a result of successfully completing their jobs or projects. These incentives are mostly psychological in nature and are determined by a person's effort and ability. In addition to eliciting a favorable emotional response, intrinsic incentives help to drive workers to continue improving while also implementing long-term b...
Read more

How do work after hours impact on Employee productivity?

Image
Introduction It is critical to understand how the number of hours worked impacts labor productivity in order to understand labor demand. This knowledge has crucial consequences for the regulation of working hours and the management of businesses. There is still a lot that is unclear regarding the relationship between working hours and labor productivity. Theoretically, there may be two diametrically opposed effects. On the one hand, longer hours can result in higher productivity if a worker is subjected to fixed set-up costs and fixed unproductive time during the day, or if longer hours result in better utilization of capital goods. On the other hand, longer hours can result in lower productivity if a worker is subjected to variable set-up costs and variable unproductive time during the day (Pencavel 2015) . Employee Productivity Labour productivity is the essential part in organization and is stated as the total output generated or sales per employee at the business level. It is ...
Read more