Designing Sustainable HRM: The Core Characteristics of Emerging Field
By Ž. Stankevičiūtė, Asta Savaneviciene. Sustainability, 2018
168 citations recorded by the source corpus.
The common agreement in human resource management (HRM) literature suggests that organizations willing to attract and retain human resources for running business in the future must change the prevailing situation where human resources are rather consumed than developed. In doing this, sustainable HRM has been introduced recently as a response to changes on societal level, labor market, and employment relations. Sustainable HRM is seen as an extension of strategic HRM and presents a new approach to people management with the focus on long-term human resource development, regeneration, and renewal. However, the attributes of sustainable HRM, as compared to mainstream HRM, are not clear. The paper aims at closing this gap by proposing and revealing the characteristics of sustainable HRM, namely: Long-term orientation, care of employees, care of environment, profitability, employee participation and social dialogue, employee development, external partnership, flexibility, compliance beyond labour regulations, employee cooperation, fairness, and equality. This is a theoretical paper.
Subfields: Gender Studies, Marketing, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/d658bb5f043b1e1f63c40473296813e4fa4f50f4
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In Gender Studies
In Marketing
In Organizational Behavior and Human Resource Management
Citations in the corpus
- An Examination of Sustainable HRM Practices on Job Performance: An Application of Training as a Moderator (2019, background): “Sustainable HRM is one of the innovative concepts that some scholars and practitioners have researched [16,21].”