Sustainable Human Resource Management and Its Models

Barbara Mazur

Titles

Abstract

Background. During the last decade, a new approach to Human Resource Management (HRM) has evolved. This approach, called Sustainable Human Resource Management (Sustainable HRM), seeks to link HRM and sustainability.

Research aims. This paper examines the meaning ascribed to sustainability and the relationship between sustainability and HRM. It outlines the major characteristics of sustainable HRM. The main objective of the paper is to present two models of Sustainable HRM.

Methodology. The article is a theoretical review. It consists of a current literature analysis. The first part of the paper presents the concepts of and relationships between sustainability and HRM. The second part presents the Three Pillars Model of Sustainable HRM: work-life balance, personal autonomy in professional development, and employability of the workers; as well as the Holistic Model of Sustainable HRM consisting of psychological, sociological, strategic, and ecologic approaches. Finally, a conclusion resulting from the comparison of the models is delivered.

Key findings. The two models presented in this paper can be applied in analysis and empirical study. However the choice of the model for study should depend on the purpose of the study and the size of the audited company.

Background. During the last decade, a new approach to Human Resource Management (HRM) has evolved. This approach, called Sustainable Human Resource Management (Sustainable HRM), seeks to link HRM and sustainability.

Research aims. This paper examines the meaning ascribed to sustainability and the relationship between sustainability and HRM. It outlines the major characteristics of sustainable HRM. The main objective of the paper is to present two models of Sustainable HRM.

Methodology. The article is a theoretical review. It consists of a current literature analysis. The first part of the paper presents the concepts of and relationships between sustainability and HRM. The second part presents the Three Pillars Model of Sustainable HRM: work-life balance, personal autonomy in professional development, and employability of the workers; as well as the Holistic Model of Sustainable HRM consisting of psychological, sociological, strategic, and ecologic approaches. Finally, a conclusion resulting from the comparison of the models is delivered.

Key findings. The two models presented in this paper can be applied in analysis and empirical study. However the choice of the model for study should depend on the purpose of the study and the size of the audited company.

Keywords

sustainability, HRM, model, sustainable HRM

References

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Brundtland, G. (ed.) (1987). Report of the World Commission on Environment and Development: Our Common Future. Oxford: Oxford University Press.

De Prins, P. (2011). Duurzaam HRM: synthetische academische introductie, cited by: Rompa I., Explorative Research on Sustainable Human Resource Management. http://www. innovatiefinwerk.nl/sites/.../sustainable_hrm.pdf (access: 10.01.2015).

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Mazur, B. (2015). Corporate social responsibility in Poland: Businesses’ self-presentations procedia. Social and Behavioral Sciences, 213, 593–598. 20th International Scientific Conference : Economics and Management 2015 : ICEM’2015, Kaunas, May 6–8, 2015.

Mazur, B. (2016). Green human resource management. In: B. Kożuch & K. Sienkiewicz-Małyjurek (eds.),Faces of Contemporary Management. Kraków: Jagiellonian University Press, 11–21.

Pipoli, G., Fuchs, R.M. & Priale, M.A. (2014). Sustainable HRM in Peruvian companies. An exploratory study. In: I. Ehnert, W. Harry & K. Zink (eds.), Sustainability and Human Resource Management. Developing Sustainable Business Organizations. Berlin–Heidelberg: Springer-Verlag.

Rompa, I. (2011). Explorative research on sustainable Human Resource management. http://www. innovatiefinwerk.nl/sites/.../sustainable_hrm.pdf (access: 10.01.2015).

Stankeviciute, Z. & Savaneviciene, A. (2013). Sustainability as a concept for human resource management. Economics and Management, 18(4), 837–846.

Vemuri, V. (1978). Modeling of Complex Systems. San Diego: Academic Press.

Zaugg, R.J., Blum, A. & Thom, N. (2001). Sustainability in Human Resource Management: Evaluation Report. Bern: IOP-Press.

Information

Information: International Journal of Contemporary Management, 2017, Issue 16(3), pp. 211 - 223

DOI: https://doi.org/:10.4467/24498939IJCM.17.029.7549

Article type: Original article

Titles:

Polish:

Sustainable Human Resource Management and Its Models

English:

Sustainable Human Resource Management and Its Models

Authors

Barbara Mazur

Bialystok University of Technology, Wiejska 45a, Białystok, Poland

Published at: 23.03.2018

Article status: Open

Licence: CC BY-NC-ND

Percentage share of authors:

Barbara Mazur (Author) - 100%

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Publication languages:

English

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Number of downloads: 2385

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