Sustainable HRM Strategies: Stakeholder Impact, Theories & Practices

This report provides an overview of sustainable human resource management (HRM), emphasizing its practices and strategies for achieving social, financial, and ecological goals. It discusses key HRM concepts like recruitment, performance management, and succession planning, alongside relevant theories such as organizational life cycle theory and strategic contingency theory. The report includes a self-reflection on learning, focusing on ethical recruitment, transparency, and employee morale. It also outlines action plans for improving managerial behavior, emphasizing cooperation, equal opportunities, and proactive team management. The conclusion highlights the importance of sustainable HRM practices for organizational success and offers insights into enhancing knowledge and overall performance. Desklib provides a platform for students to access this assignment and other study materials.

Sustainable HRM and
Global Stakeholders
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Table of Content
INTRODUCTION.......................................................................................................................3
MAIN BODY
Discuss the chosen sustainable HRM concepts and theories........................................................3
Describe about what you have learnt about yourself which is based on the subject knowledge..4
Self reflection about the sustainable HRM strategies and practices to minimise the unsustainable
impacts of these practices on knowledge ......................................................................................4
Sustainable theories and concepts by explaining the chosen theories/concepts.............................5
Sustainable theories and concepts by explaining the chosen theories/concepts.............................5
CONCLUSION.............................................................................................................................6
REFERENCES..............................................................................................................................7
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INTRODUCTION
Sustainable human resource management basically refers to the practices and strategies which
enables the achievement of social, financial and ecological goals which has an impact on the
outside and inside of an organisation and over a long term time horizon while controlling for the
unintended side effects(Anlesinya and Susomrith., 2020). Sustainable HRM is important because
it basically creates the motivation, values, skills and trust in order to achieve a triple bottom line
and at the same time it ensures about the long term health and sustainability of both the
organisation's external and internal stakeholders. The present report will cover discussion about
the learning on the self basis and also about the approaches to measure, implement and report
on the sustainable strategies at HRM level. In addition to this, the report will cover analysis
about the concepts and theories of sustainability. Moreover the report will cover discussion about
the action plans for improvement in terms of managerial behaviour.
MAIN BODY
Discuss the chosen sustainable HRM concepts and theories
HRM concepts basically consist of certain activities which include man power planning,
recruitment, induction, selection placement or the orientation of new employees. It is a function
which includes different activities which meant to improve the knowledge, values and skills
aptitudes of employees so it enables them to perform their job in a better manner from the
perspective of future. There are certain main concepts of HRM which include recruitment and
selection, performance management, learning and development, succession planning,
compensation and benefits, human resource information systems, HR data and analytics as
well(Aust and et.al., 2020). It has been observed from the organisational point of view that
recruitment and selection should be done into sustainable manner so that there can be no fraud
activities can be conducted in order to grab a job into fast pace manner. It is very important to
follow all the procedure of recruitment into appropriate manner.
At the organisational level, it is necessary that to use this tool into proper manner which
help the manager in terms of monitoring and evaluate the work into appropriate manner. Without
learning and development it is impossible to perform the job into ethical manner.
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It is important for the organisation to do succession planning into result oriented form so
that further improvement can be done with proper strategies and with support of planning
parameter as well. There are different kinds of theories at the organisational level which include
organisational life cycle theory, strategic contingency theory, general systems and transaction
cost theory as well which needs to be implemented for further growth and development of the
organisation(Beer., 2015).
So in the overall manner, these concepts are very important in order to run the organisation into
successful manner. It has been learnt that without these parameters within the organisation, the
success can't be achieved into positive manner.
Describe about what you have learnt about yourself which is based on the subject knowledge
There are different learning which have been learnt from different concepts and theories as well.
It has been learnt from the sustainable human resource management that it is important to learn
certain skills and update the knowledge related to this field so that further improvement can be
done into positive manner(Järlström and et.al., 2018). These skills can be communication skills,
analytical skill and also important to have empathy and compassion as well. It has also been
learnt from the subject knowledge that how to implement strategies and plan the every action for
further positive growth and development of the organisation.
Self reflection about the sustainable HRM strategies and practices to minimise the unsustainable
impacts of these practices on knowledge
I have learnt from the sustainable HRM strategies and practices that what are the ethical
ways of recruitment and selection and also how can organisation move towards positive and
growth with the right kind of approach. I have also learnt that how can transparency at the
organisational level can be utilised in order to improve the performance level at the organisation.
The strategies of HRM can act as support system in terms of reducing the unsustainable impacts
which has been possible through leaning that about the proper process and steps which needs to
be followed in order to achieved out of box results at the organisational level. I have grasp the
knowledge about the concept of HRM which will help in terms of enhancing my knowledge
level and also explains about its impact when it has been implemented at the organisational level.
I have learnt that the sustainable HRM strategies can be used in terms of increasing productivity
and also saves cost into positive manner. At the organisational level, it help in terms of
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increasing or elevated the brand recognition due to which it gives motivation factor to reduce
unsustainable activities into result oriented form. I have learnt that how to improve the
employees morale level so that they perform into sustainable manner towards their goal. These
are learning which I have learnt from the sustainable HRM strategies and practices in order to
minimise its unsustainable impacts of these practices and knowledge.
Sustainable theories and concepts by explaining the chosen theories/concepts
There are different kinds of theories of sustainable human resource management which
includes organisational life cycle theory, strategic contingency theory, general systems theory
and transaction theory. The organisational life cycle theory refers to the pattern of phases which
are typically followed by the organisation. This life cycle theory basically consist of four phases
which basically include planning, growth, maturity and decline(Poon and Law., 2020). Every
phase of this organisational life cycle is basically characterised by the specific problems and
activities as well. According to strategic contingency theory it has been observed that the leader
becomes the central part of the organisation and their unique skills contribute into the context of
solving the issues which others are unable to solve it. There is too much dependency which has
been lies on the leader so they are not easily replaceable.
Under general systems theory it is basically about breaking the whole things into parts and
after that learn how the parts work together in systems. This is the theory which has been known
by different names which basically include systems theory, systems model and family systems
theory. Transaction theory is basically about the optimum organisational structure is the one
which achieves efficiency at economic level through minimising the costs of exchange. At the
organisational level, it is very important to implement all these theories into effective manner so
that it supports in terms of maintaining the sustainable environment into positive manner. These
theories help in terms of maintaining growth and development at the organisational level.
Discuss the possible action plans for improvement into the managerial behaviour
For making improvement into the managerial behaviour, there are certain action plans
which needs to be taken into consideration in serious manner(Stahl and et.al., 2020). It is
important at the organisational level to create such an environment which is more cooperative
and collaborative and also contribute into the context of taking the actions into sustainable form.
It is the manager responsibility that every body receives equal opportunities for growth and
development(Westerman and et.al., 2020). For handling the team into effective manner, a
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Manager have to be very smart, proactive and analyse the situation into better terms. These are
the possible plan of actions which needs to be taken into serious form so that there can be
improvement into managerial behaviour.
CONCLUSION
The above stated report concludes that sustainable human resource management and its
practices needs to be followed at the organisational level into the result oriented form. It has been
concluded that there are certain practices which are beneficial from the organisational and
employees point of view. It has been determined that it is important to have conceptual
understanding so that there should be clear understanding in terms of deeper manner. It has been
observed that to focus on the learning so that knowledge can be enhanced into positive manner
and overall personality can also be enhanced into positive manner. At the organisational level, it
is very important to have sustainable approach so that organisation can perform into positive
manner. There are different kinds of theories of human resource management which can be
applied at the organisational level in order to improve the productivity and performance as well.
There are certain kind of actions can be taken in order to improve the behaviour of Manager into
result oriented form. That’s why it is very important to maintain sustainable approaches at the
organisational level.
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REFERENCES
Books and Journals
Anlesinya, A. and Susomrith, P., 2020. Sustainable human resource management: a systematic
review of a developing field. Journal of Global Responsibility.
Aust and et.al., 2020. Common Good HRM: A paradigm shift in Sustainable HRM?. Human
Resource Management Review, 30(3), p.100705.
Beer, M., 2015. HRM at a crossroads: Comments on “Evolution of strategic HRM through two
founding books: A 30th anniversary perspective on development of the field”. Human
Resource Management, 54(3), pp.417-421.
Järlström and et.al., 2018. Sustainable human resource management with salience of
stakeholders: A top management perspective. Journal of Business Ethics, 152(3),
pp.703-724.
Poon, T. S. C. and Law, K. K., 2020. Sustainable HRM: An extension of the paradox
perspective. Human Resource Management Review, p.100818.
Stahl and et.al., 2020. Enhancing the role of human resource management in corporate
sustainability and social responsibility: A multi-stakeholder, multidimensional approach
to HRM. Human Resource Management Review, 30(3), p.100708.
Westerman and et.al., 2020. Sustainable human resource management and the triple bottom line:
Multi-stakeholder strategies, concepts, and engagement. Human Resource Management
Review, 30(3), p.100742.
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