UTS 21645 MHR - Autumn 2020 - Case Study: HRM Sustainability Analysis

This report analyzes a case study focusing on Jane Hursh and her human resource management practices at JS&S. The analysis examines the sustainability of her HR practices, which included donating profits to charities and providing training to women to improve their employability. The report identifies the authenticity of these practices in creating value and benefits for the organization. Furthermore, it explores how these practices enhance positive social and human outcomes, such as empowering women and improving their healthcare and education opportunities. The report also discusses the challenges Hursh faced, such as limited time and imperfect data, while highlighting her commitment to balancing social missions with business profits and her reliance on organic growth and sustainability for future order fulfillment. The conclusion emphasizes the importance of sustainable HRM practices for organizational success.

Human resource management

Contents
Introduction.................................................................................................................................................2
Issue 1. Sustainable human resource practices............................................................................................2
Issue 2. The authenticity of sustainable practices........................................................................................3
Issue 3. Enhancing positive social & human outcomes...............................................................................3
Conclusion...................................................................................................................................................4
Reference....................................................................................................................................................5

Introduction
This report includes an analysis of a case study. The case includes the issue of Jane Hursh who
requires the human resource for completing the given target. In an organization, HR
sustainability practices are required to be adopted and the sustainability of human resources
practices which are adopted by Jane Hursh are identified. The authenticity of the HR practices
will be identified which helps in creating the value and benefits for the organization. The
contribution of the practices will be identified for enhancing the positive social and human
outcomes.
Issue 1. Sustainable human resource practices
In this case, human resource sustainability practices are implemented by Hursh that she had
worked for the government and non-profit organizations for solving problems like poverty and
education for women. She had adopted sustainable practices for improving the lives of women.
Sustainable HR practice which is implemented in the case by Hursh is donating the profits from
the business to local and national charities as she had contributed in 306 Foundation
ToolBoxLife program which is considered as a holistic approach for empowering women and
providing the training for enhancing the skills and providing a variety of jobs. In order to achieve
the mission of the business, Hursh has donated the profits for the betterment of women’s life.
She had provided the opportunities and training to women for improving employability by
reducing the future employer's perceived risk to hire them. For achieving the short term as well
as long term goals, she had always taught additional job skills and provided employment, health
insurance and job references for the better life of women (Noe, et al., 2015).
In case of promotion of the products, she had made the rule of no discount. But she had
compensated with the supplier of local olive oil for building the ongoing relationship with the
supplier. She had managed the human resource as well as profits of the business in an effective
manner by evaluating the options at the time of necessity for delivering the order to time which
included the labor, labour quality, labour cost, assemble location availability and aligning the
mission of the organization (DuBois and DuBois, 2012). She had to balance the profits and
mission by taking the effective decision for hiring the workforce and decided the pay which is to

be made to them for working on the urgent order. Hursh has adopted the sustainability of human
resource practices by achieving the profits in JS&S as well as benefited the people by providing
the skills. For completing the urgent orders she had considered hiring temporary workers by
paying them according to their work (Mcke and Genari, 2019).
Issue 2. The authenticity of sustainable practices
Human resource sustainability practices that are adopted in the case are authentic. Hursh has
given her best in providing the benefits to women by empowering them. The initiative which she
had taken to teach the skills to women will help in creating value and benefits for the
organization human resource as she can hire the employees temporary workers from local non-
profits job-training program to whom she had provided the training. Sustainable human practices
help in improving business profits as well as growth and development in the market. She had
always reserved the society by her skills and donating the profits in local and national charities
(DuBois and DuBois, 2012)
In JS&S, she had started her business for achieving the goals as well as mentoring the
underserved women and tool the initiative to help them by teaching the skills. In order to make a
difference in society, she had passed the skills which she had learned from her past experience.
Sustainable practices were genuine that she had always donated the profits for the betterment of
people’s lives. Along with the personal goals and objectives she had supported the healthcare
and education of needy people. Hursh’s purpose in the case is to find ways to serve society and
help others in any possible way (Staniškienė and Stankevičiūtė, 2018).
In the long run, Hursh has always made the donation to 306 foundation’s ToolBOX4Life
program and it helped the JS&S in the long run as they had hired Hursh as a full-time employee
when she was involved in various activities like scheduling classes, workshops, training, and job-
shadowing experience. During her employment and entrepreneurship, she had believed that for
achieving the mission it is necessary to help other like local individuals, organizations, and
business for working together which helps in developing creative solutions for the challenges in
the community (Jackson, 2017).

Issue 3. Enhancing positive social & human outcomes
It is analyzed in the case that practices which are adopted by Hursh for sustainability help in
enhancing the positive social and human outcomes. While working with 306 foundations, Jane
has provided the skills training to women for empowering the situation. She had always believed
in serving the society by making the donations and teaching the skills to women. The best
practices are adopted for serving the workers of the JS&S as along with gaining the netter
understanding regarding the current financial situations (Guest, 2017).
She had made effective decisions for the short and long term goals for solving the current
situation and fulfilling the capacity. With the increase in demand for order, she will take the help
of organic growth and sustainability of human resources for the supply of future orders. In JS&S,
hursh has made the best efforts for the mission and sustainability and considered essential for
growth and development. She had always prioritized society and dedicated by balancing the
personal and social together. To fulfil the mission of the organization, she had contributed the
skills in making the lives of people. She had donated her salary for fulfilling the mission and
managing time in an effective manner (Garavan and McGuire, 2010).
Hursh has worked hard for gathering the preliminary information for guiding her decision, but
due to limited time, she had collected the data which was imperfect which contained missing
information and inaccurate estimates. In order to fill the further Information gaps due to lack of
detailed record-keeping and lack of financial and accounting reasons Interest or ability. Even so,
Hursh's experience as an entrepreneur and her success as a thriving founder Local non-profit
organization whose skills as a marketing and human resources professional helps make up the
data are insufficient (Mandip, 2012).
Conclusion
In the end, it is analysed that human resource sustainability practices are essential for the
organization. It is analysed in the case that Hursh took the initiative of serving society in an
effective way. For completing the task of urgent order she had done brainstorming for choosing
the best option. She had evaluated the options of labor availability, labour quality, labour cost,
assembling and aligning the mission of the organization. She had balanced the social mission and
profits by making the donation to programs and providing the training for empowering women.

Reference
DuBois, C.L. and Dubois, D.A., 2012. Strategic HRM as social design for environmental
sustainability in organization. Human Resource Management, 51(6), pp.799-826.
Garavan, T.N. and McGuire, D., 2010. Human resource development and society: Human
resource development’s role in embedding corporate social responsibility, sustainability, and
ethics in organizations. Advances in Developing Human Resources, 12(5), pp.487-507.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal, 27(1), pp.22-38.
Jackson, S.E., Ones, D.S. and Dilchert, S., 2012. Managing human resources for environmental
sustainability (Vol. 32). John Wiley & Sons.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of Cleaner Production, 208, pp.806-815.
Mandip, G., 2012. Green HRM: People management commitment to environmental
sustainability. Research Journal of Recent Sciences, ISSN, 2277, p.2502.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2015. Human resource
management. Gaining a Competitive.
Staniškienė, E. and Stankevičiūtė, Ž., 2018. Social sustainability measurement framework: The
case of employee perspective in a CSR-committed organisation. Journal of cleaner
production, 188, pp.708-719.