Sustainable HRM MODEL: Human resources are seen as a source of competitive advantage in organizations over any other form of capital due to the development of new communication and information technologies and the subsequent explosion of economy industries like the service sector. Over the past ten years, a lot has changed in the field of personal management in businesses.

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It moved toward what is now known as Human Resource Management (HRM), then Strategic HRM, and finally Sustainable HRM. As a result, its scope and functions changed. HRM’s interpolation and integration with an organization’s overall strategic management process is confirmed by this shift.

Sustainable HRM MODEL: Meaning, Strategies and Benefits

WHAT IS SUSTAINABLE HR MODEL?

Sustainable human resource management is an inclusive strategy that recognizes that decisions made within organizations have an impact on the lives of everyone involved. “The adaptation of HRM strategies and practices that enables the achievement of financial, social, and ecological goals, with an impact inside and outside the organization and over a long period of time while controlling for unintended side effects and negative feedback,” as the definition states.

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STRATEGIES OF SHRM

  1. Justice and Equality seek exemplary behavior on the part of authorities, including the proper management of employment relationships, and focus on the ethical responsibilities of law-abiding individuals. This aspect moreover stresses variety among representatives and their equivalent treatment, and subsequently gives another significance to supportability comprising correspondence and appreciation among workers.
  2. All major HR functions, including recruitment, resource allocation, competence development, rewarding, remuneration, promotion, employee participation, and flexibility practices, must and must be transparent HR practices. Equity and fairness are implied by transparency. Career planning, finding the right person for the job, balancing quality and quantity, competence development (developing employees’ skills), ensuring employee participation, and so on are just a few examples.
  3. The profitability dimension looks for an organization’s effectiveness by integrating HRM and strategy, being proactive in action, thinking long-term, etc., in addition to financial outcomes. It also suggests that strategy and HRM are integrated with holistic thinking that takes into account environment, economic resources, and strategy. Maintainable HRM thinks about the productivity through legitimate and fair worker valuation prompting development, strength, adaptability and execution upgrading climate. The profitability aspect of Sustainable Human Resource Management is linked to improving performance.
  4. A leadership style that cares about and shows respect for employees is promoted by Employee Well-Being. This aspect shows that representatives are not simple assets to be taken advantage of, however resources for be created. In this context, employee well-being refers to well-being, health-related thinking, physical and mental demands, protecting interpersonal relationships at work, and maintaining a work-life balance. The practices that promote employees’ mental and physical health or wellbeing are promoted by the sustainable HRM in the individual realm of employees here. The company and its employees share mutual responsibility for wellness in this setting.

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BENEFITS OF SHRM

Making green technology a part of a company’s strategy will help businesses succeed in a world that is always changing. Organizations will undoubtedly play a significant role in the fight against global warming. With the assistance of management and employees, HRM will carry out the company’s commitment to environmentally friendly practices.

  1. Due to the dangers and unpredictability that climate change has brought to our world, sustainability plans are becoming increasingly common in thousands of businesses today. The help of senior administration is significant in the execution of its manageability the board by an association.
  2. Organizations need to complete an ecological review that can’t reuse and help society. It will help the laborers and individuals from associations to grasp the utilization of regular assets and advance eco-accommodating products. It can help businesses cut costs without losing talent.
  3. As it becomes more efficient in its use of electricity, water, and manufactured goods, it reduces a company’s overall costs.
  4. It helps to increase employee dedication and job satisfaction, which in turn increases productivity.
  5. Establish a culture of concern for the entire well-being of your coworkers.
  6. Little organizations can likewise diminish their power costs by utilizing advances that are energy-effective and less exorbitant.
  7. If an organization implements a green initiative, it can be used to imply good public relations.

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CONCLUSION

Employees are treated as assets rather than just resources in sustainable HRM. HR are not static yet changing and are to be created. Sustainable HRM makes sure that employees’ skills are used, keeping this “human capital” as a source of competitive advantage alive and well. It brings the policies of employees into line with the goals of management.

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Through the implementation, management, and development of human resources policies, strategies, and practices that direct the economic, social, and environmental dimensions, sustainable HRM calls for the sustainability of an organization.

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https://101hrm.com/wp-content/uploads/2023/04/Sustainable-HRM-Model.jpghttps://101hrm.com/wp-content/uploads/2023/04/Sustainable-HRM-Model-150x150.jpgSumit ThakurHRMSustainable HRM MODEL: Human resources are seen as a source of competitive advantage in organizations over any other form of capital due to the development of new communication and information technologies and the subsequent explosion of economy industries like the service sector. Over the past ten years, a lot...HRM