Analysis of HR Sustainability Initiatives at HerbaLine Facial Spa

This report examines the HR sustainability initiatives implemented by HerbaLine Facial Spa. It identifies key practices such as recruitment based on attitude, competency-focused training, and employee benefits like co-pay scholarships for senior employees' children. The report assesses the authenticity of these initiatives, highlighting their contribution to positive social and human outcomes by fostering employee engagement and a strong company culture. It also analyzes how these initiatives impact employees and stakeholders. Furthermore, the report discusses how the outcomes of these initiatives might vary across different business contexts and industries. The conclusion emphasizes the potential of HerbaLine's practices as a model for other organizations seeking sustainable growth through employee well-being and engagement.

Running head: HUMAN RESOURCE SUSTAINABILITY
HUMAN RESOURCE SUSTAINABILITY
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Introduction
The connection between human resource strategies with sustainability has an
intangible factor (Wilburn and Wilburn 2016). These two intersect each other so that the
business of the organisations can get the opportunity to flourish as well as continued to be
productive. For the human resource department, sustainability refers to the process of being
best employer. One of the main aims of the sustainability factor is the maximisation of the
positive benefits of the operations of the business for all the stakeholders. For attaining
sustainability in the human resources aspect, the professionals represent their employees as
stakeholders, form green teams and then encourage the employee engagement on the
environmental as well as other issues. This report will identify the HR sustainability initiative
taken by HerbaLine Facial Spa, discuss the authenticity of these identified HR sustainability
initiatives, analyse the contribution of initiatives to enhance positive social as well as human
outcomes for human resources and differences of outcomes varying with different industries.
Identification of HR sustainability initiatives:
Sustainability is being identified increasingly by the organisation as important to
create their competitive advantage, chiefly for the ability to differentiate (Rangan, Chase and
Karim 2015). The company has taken some initiatives in their human resource management
system so that they can differentiate themselves from the rest of the companies operating in
the market with HerbaLine. First the company recruits the people who have the right attitude
as it believes in hire right attitude and not skills. In order to judge this, the company chooses
the prospective employees who survive its one-month orientation program.
Secondly, the training process of the organisation focusses on the competencies for
sustainable business. In this training method, the organisation always tries to make the

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employees to get out of oneself and see the world from different perspectives like those of
their customers’ as well as colleagues.
Thirdly, the company provides benefit for the senior employees in a form of co-pay
scholarship so that their children get opportunity continue their tertiary education if their aim
to go to the foreign lands for this reason.
Authenticity of the identified HR sustainability initiatives
The initiatives of the company for attaining sustainability through the welfare of their human
resource has an authentic communication. The differentiation process that the company
applies in its policies and strategies are not superficial or aim to have more competitive
advantage in the highly competitive market rather the vision and aim of this company is
genuinely empower its employees so that a true sustainability can be attained (Galpin and Lee
2012).
HerbaLine is a highly reputed company which is popular due to its unmatched
customer experience for which all the credit goes to the well trained and well interactive
employees. This is the actual reason why the company aims to build a sustainable human
resource (Wagner 2015). The company realizes the important of employee training so that
they can provide best service to the customers in one hand and show efficiency in their jobs.
These identified initiatives of the company have created benefits for the employees for which
more people are interested to enter the company. As a sustainable organization. HerbaLine
has met the expectations of diverse stakeholders including their employees. As an evidence it
can be stated that as a true sustainable organization, this company has been able to generate
along the benefits for their stakeholders through building a virtuous cycle among the
economic, social as well as environmental considerations (Harris and Tregidga 2012).
Through sustainable approach this organization has been successful to meet the expectations

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of both the internal as well as external stakeholders like all the shareholders, customers,
employees and the communities for ensuring long-term gains for everyone (Parboteeah,
Addae and Cullen 2012).
Contribution of initiatives to enhancing positive social and human outcomes for human
resources
The initiative is that the company has taken for the overall growth of its employees
has positively affected the organisation. First of all, the initiative of the company to recruited
the most fitted person of all in not focussed on the skills of ye employees. The people which
want stop join the company has to be right at their behaviours as well as attitudes. This is due
to the fact that the company believes that the external skills can be acquired through training
and other programs but the inner attitudes within differentiate one person from the other, can
never be built if the persons are not right at their own understandings. This is the reason why
best habits amongst the employees will lead to have a great relationship with the other
employees as well as the customers. To judge this, the company checks the mentality of the
prospective employees through the one-month orientation program which are left by the
unfitted employees.
Secondly, the trainings of the employees aim to make them learn to discuss or see the matters
from different perspectives. The employees thus able to understand the sources of the matter
or the problems therefore, can easily solve issues without any type of interference of the
higher authorise. This initiative by the company in their employee training, reduces the
problems in the organisational culture. Through this, the employees learn to be tolerative than
reactive in any issue.
Thirdly, the company not only take care of its employees but aims to help the family of the
workforce. The employees if stay longer with the company and become trustworthy, the

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company provide scholarships to their children for higher studies in the foreign countries.
This aims to make the employees satisfied with their bosses in one hand and maintain the
family ambiance in the organisation on the other. This increases the bonding among the
colleagues and the employees also feel attached with their immediate bosses or the high
authorities.
How outcomes might differ for the same initiatives in a different business context
As mentioned before, the company aims to build a positive social and human
outcome, they focus on the all-inclusive growth of the workforce. It is an undeniable fact that
the employees of this organisation get high value than the other competitors which has placed
HerbaLine in high place from the aspect of service quality. These initiates which have been
identified, can be easily applicable in other sectors of the same industry or other industries.
Attaining sustainability in the human resource is the desire of all the types of business. Be it a
private or public, small or medium, profit or non-profit organisation, sustainability is the aim
of all kinds of businesses to flourish. However, the outcomes may differ in different business
contexts. The recruitment process through which the employers of this particular organisation
chooses their potential employees have a right approach. This approach will help the business
organisation to know the preferences of the employees whether there is the task oriented one
or the relationship oriented. In this case, some of the business organisations do not need to
have psychologically enriched employees rather than prefer highly skilled workers with high
productivity.
The training method that HerbaLine applies on its employees must be applicable in
the industries like public relations, community development, healthcare sector and hospitality
business as in these industries the employees need to have proper knowledge of their jobs in
one hand and need to mix with various types of people and serve them on the other.

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Therefore, these employees need to have the skilled to judge any incident from various
perspectives otherwise sustainability can never be attained.
The rewards or incentive method is one of the most important aspect of motivating the
employees which usually offered by each companies for increasing productivity but what
HerbaLine has done to attain sustainability has a positivity and humane aspect. Based on
seniority, the employees are provided help regarding their family so that the employee feel at
home in their workplaces. The companies of other industries also can apply the same measure
so that the gap between the personal and professional lives of the employees can be reduced.
This will help the companies to increase the employee engagement with their business.
However, some of the industries cannot apply this initiative to attain sustainability in their
organisations. This is values, for making such steps, the company need huge economy or
profit or reach that height where they can serve their employees in this way.
Conclusion
Therefore, it can be concluded that what the company HerbaLine has done in their
human resource department can be an example for the organisations of the same industry or
the others attaining sustainable framework in their organisation. The company has genuinely
attempted to achieve a sustainable growth for which they have initiated wellbeing of their
employees as their chief stakeholders. This report has successfully identified the
sustainability measures of the company and judged them to have authenticity and
dependability. However, these similar measure can be taken by all the industries but can have
different outcomes.

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