People Management Commitment to Environmental

Question: Discuss about the People Management Commitment to Environmental. Answer: Introduction Sustainability is one of the important concepts in achieving distinguished status. A company that is following sustainability at workplace shows distinguished performance when compared to the other organizations. Sustainable activities provide a high yield through remarkable performance guiding in developing business strategy. These activities are well-coordinated to develop an integrated business environment (Need.2006). It is not an add-on but a vital part for a company to succeed. The human resource function is responsible for managing the people in an organization. HR personnel play an important role in managing sustainability. HR role is to imbibe sustainability in whole business processes to increase productivity. His role in sustainability is changing at a rapid speed. There function includes uniquely positioning the implementation and sustainable strategy within an organization. 82% of the HR executives believe that sustainability has a positive impact on the corporate profit s. There is a need to cultivate a positive technology to align HR process with the goals of the organization. However it is easy to incorporate sustainability planning in a well-established business organization but at times it is difficult to implement it in a newly established organization. The main purpose of introducing sustainability in HR is to improve workforce lifecycle (Kazlauskaite Buciuniene, 2008). HR role in developing strategy and advancing sustainability It is essential for an organization to develop a sustainable strategy in every business function. The HR function is to formulate the plan in order to achieve environmental and social goals. It is the duty of the HR to balance the objectives with the given traditions to match the financial performance. The HR function includes serving as a partner while determining the requirements to develop corporate strategy for an organization (Boudreau Ramstad, 2005). Moreover a HR has to ensure that the employees implement the strategy in consistent with the organization. Sustainable human resource management is an important concept used by the HR to create a healthy environment at the workplace while motivating the employees about the organization needs (Ehnert Harry, 2012). A HR has a duty to encourage the employees through a comprehensive training program, assisting employees I finding an appropriate process to access different activities, designing the companys HRM structure in order to p romote equity and well-being and lastly contributing towards long-term employment security in order to avoid disruption (Dao, Langella Carbo, 2011). Sustainable HRM is about taking responsibility of the HR function in an organization. Modern organizations are driven by sustainability consideration. The HR function has to consider various factors to raise its own decision. The HR manager has to enable sustainability by building healthy relationship with the stakeholders. Sustainability has become an indispensable part in an organization. It is the duty of the HR manager to ensure sustainability and develop a strong mechanism in order to strengthen the internal process (Inyang, Awa Enuoh, 2011). Research has indicated that sustainable HRM contributes toward simulating economic, environmental and social goals. It is well reported that HR functions like selection, communicating, training and reward function can only be achieved if sustainability is achieved. The term green HRM is emerging in the society which clearly mentions the necessity of sustainability at workplace. They are using creative measures to reduce the total amount of wastage occurring in the whole process. Sustainable HRM is critical for the employee engagement and motivating tem to increase the overall yield. Top level encouragement is necessary to motivate the employees. Adopting sustainable development as an approach gives a positive message about the organization. This help in increasing the pool of qualified workers (Ehnert, Harry Zink, 2013). This will reduce the overall training cost given to the employees and enhance a better financial bottom. The role of sustainable HRM is to achieve the goals in order to examine trust and clarity for achieving social sustainability. This will help the company to address wider problems in the society. This will help in ensuring external rights, safety measures and mage high labor standards. HR can use the roadmap to make contribution towards the sustainability. The HR managers should use the international standards to frame the policies at the workplace in order to align them properly (Taylor, Egri O sland, 2010). Recommendations It is suggested that the HR manager should keep a proper file of each employee including all information. All the necessary forms related to the employment need to be kept carefully by the HR in order to manage the information. This should include the information related the staff of the first hospital at the lower, middle and senior level. He should check whether the employees had signed every document carefully or not. The HR manger should not miss even the minute information. The information mentioned in the form should be cross verified in order to check veracity (Mariappanadar, 2012). Develop a revised employee handbook It is advised to develop an employee handbook that mentions information about the employee. It includes the information related to Hospitals policies, procedures and benefits. The outline related to human resource practices need to be mentioned explaining the expectation. The content of the handbook depends upon the size of the hospital. It is the responsibility of the management to review the handbook timely in order to check that the information it contain is proper and updated. The management needs to ensure that every employee has the handbook so that they have information about the hospital culture (Mandip, 2012). The duties of each employee need to be given in the job description. The employer and the employee should have a copy of the job description and it needs to be signed by the employee. The job description is an important part of HR process which includes hiring, orientation and performance management. The job description describes the duty of every individual; it is recommended that the HR manager should review the job description which depends upon the performance evaluation (Ehnert, 2006). Proper interview/hiring process and training procedure There is a necessity to develop a proper hiring process to ensure that the best people are selected. The HR manager should ensure that the qualified employees need to be chosen while hiring the staff. The interviewer should have proper knowledge in order to imply his knowledge carefully. Behavioral interviewing skills are important for hiring qualified staff. The interviewer must be able to retrieve information related to the employees skills and past experience. The interviewer must be properly trained as they represent the organization. Proper training in advance helps in providing better information to the interviewee. This is necessary for an organization to provide ample of information in advance. Training process is an integral process of HRM. Training employees help in communicating ethos of the organization. Revise the performance evaluation program There should be an excellent performance evaluation process to create a win-win situation. Employees need to be given feedback on their performance. Positive feedback will motivate them to perform nicely. The HR manager needs to stay in touch with the employee to provide them with a positive feedback (Sharma, Sharma Devi, 2011). It is necessary to understand that employer should evaluate the overall performance of the employee. It can be a difficult task to evaluate the performance of the employees. Conducting employee evaluation helps in improving the performance of the individual employee this will leads to overall improvement. A HR is a link who works as an efficient force in between the organization and the employees (App, Merk Bttgen, 2012). Corporate Strategy It is essential for HR to see the impact on the sustainability programs in a way it motivates the people working in the organization. This will help in managing the overall sustainability strategy of the organization. Creating a managing an effective sustainability will help the organization to bring consideration. The corporate strategy must deliver the ethos of the organization while including each function. This will help in developing strong HR policies and create a sustainable environment in the organization. Modern organizations are very complex in nature which is difficult to be understood. The whole world has become a global hub where people interact to each other. The world business is working in co-ordination with each other in order to provide systematic solution to the organization. Modern business organizations work under cut-throat competition and it has become important for them to perform well. Sustaining in the global competitive environment has become a difficult fo r the multinational companies. It is necessary to keep a specialized competitive advantage in order to outperform. The requirements related to recruitment depend upon the market. They completely depend upon the future strategies of the organization. Corporate strategies of the company help in determining the future recruitment trends (Bratton Gold, 2012). Employee motivation and appraisal Appraisal programmes are one of the most important ways of motivating the employees. The performance appraisal plays an important role which will help in developing the training and development programme. Induction programme is important for the organization to motivate the employees in a positive direction. It helps in achievement of goals led by the individual and the organization. Motivated employees help in enhancing the overall productivity whereas organizations that do not run motivational programme at workplace fails to perform. A friendly and flexible environment at the workplace helps in attaining high degree of satisfaction. Organizational leverage sustainability Todays organizations need to make strict decision related to business to justify expenditure. It is difficult to determine ROI for sustainable related activities. It is not an easy task for the organizations to find outcomes based on measurement tools. Sustainability is a persistent practice carried in the organizations to achieve the desired results strategically. It will be difficult for an organization to achieve sustainable outcome without the support of the executive machinery. It is necessary for executive-level employees to achieve sustainability. Organizations can leverage sustainability to attract business in order to engage employees at every level. Demands of people are changing everyday and the role of HR is becoming Vital for the growth of the organization (Kramar, 2014). There is a need of a strategic approach to incorporate a performance culture in the organization. Performance can only be attained if every function of the organization works in coordination which will result in an enhanced productivity. A HR has to build a time based strategy to ensure flexibility to the employees so that they can feel free to interact. Information based strategy helps in sharing information through intranet. Communication is important for an organization to sustain. It is necessary to build a comprehensive communication structure in order to communicate at different level. It is the duty of the HRM department to create the Business Case and to Impact the Bottom Line. The HR should make contribution towards corporate sustainability in order to make a positive difference in the working of the organization. It is recommended that the HR manager need to improve the workforce cycle which includes recruiting hiring, training, evaluation, promotion, career development and retention of top talent. Attaining high level efficiency is important to attain productivity and profits. It is necessary to enable organizational ethos while enabling changes. This will provide a strong brand name and gives a competitive advantage (Allen Wright, 2006). Conclusion The emerging concept of sustainable HRM has evolved in recent time that has helped in providing strong implication. It is the duty of the HR to support the development and implementation of the corporate sustainability strategy at the corporate level. HR contribution is essential for the sustainable strategy implication. It helps is adding value to the organization and develops a synchronized structure. HRM needs to provide HR solution in order to achieve the desired result. Sustainability is an interesting approach to carry out the business function in order to align the business function. This is one of the important approaches to adopt an iterative process. These policies help in keeping a track over the business activity. HR process has a duty to achieve a sustainable performance in order to achieve desired result. The policies help in keeping a track over the activities happening in the organization. References Allen, M. R., Wright, P. M. (2006). Strategic management and HRM.CAHRS Working Paper Series, 404. App, S., Merk, J., Bttgen, M. (2012). Employer branding: Sustainable HRM as a competitive advantage in the market for high-quality employees.Management revue, 262-278. Boudreau, J.W. Ramstad, P.M.,( 2005). Talentship, talent segmentation, and sustainability: A new HR decision science paradigm for a new strategy definition.Human Resource Management,44(2), pp.129-136. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Dao, V., Langella, I., Carbo, J. (2011). From green to sustainability: Information Technology and an integrated sustainability framework.The Journal of Strategic Information Systems,20(1), 63-79. Ehnert, I. Harry, W., (2012). Recent developments and future prospects on sustainable human resource management: introduction to the special issue.Management revue, pp.221-238. Ehnert, I., Harry, W., Zink, K. J. (Eds.). (2013).Sustainability and human resource management: Developing sustainable business organizations. Springer Science Business Media. Ehnert, I. (2006, March). Sustainability Issues in Human Resource Management: Linkages, theoretical approaches, and outlines for an emerging field. In21st EIASM Workshop on SHRM(pp. 30-31). Inyang, B. J., Awa, H. O., Enuoh, R. O. (2011). CSR-HRM nexus: Defining the role engagement of the human resources professionals.International Journal of Business and Social Science,2(5), 118-126. Kazlauskaite, R., Buciuniene, I. (2008). The role of human resources and their management in the establishment of sustainable competitive advantage.Inzinerine Ekonomika-Engineering Economics,5(60), 78-84. Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?.The International Journal of Human Resource Management,25(8), 1069-1089. Mandip, G. (2012). Green HRM: People management commitment to environmental sustainability.Research Journal of Recent Sciences. Mariappanadar, S. (2012). Harm of efficiency oriented HRM practices on stakeholders: An ethical issue for sustainability.Society and Business Review,7(2), 168-184. Need, W. C. D. H. P. (2006). Human resource management: Gaining a competitive advantage. Sharma, S., Sharma, J., Devi, A. (2011). Corporate social responsibility: the key role of human resources management.Human Resource Management: Issues, Challenges and Opportunities,9. Taylor, S., Egri, C., Osland, J. (2010). HRMs Role in Sustainability: Systems, Strategies, and Practices.Human Resources Management Call for Papers. Cohen, E., Taylor, S., Muller-Carmen, M. (2010).(IMAGE). HRs role in corporate social responsibility and sustainability.SHRM Foundation, Alexandria. Retrieved from: https://www.shrm.org/about/foundation/products/Documents/CSR%20Exec%20Briefing-%20FINAL.pdf (Accessed on 22 December 2016)