Human resource management, strategic organizational capabilities and sustainable development

2016 ◽  
pp. 166-174
Keyword(s):  
Sustainable Development ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Capabilities

scholarly journals Editorial

2016 ◽  
Vol 15 (2) ◽  
pp. v-vi
Author(s):  
Dr S Hanuman Kennedy
Keyword(s):  
Sustainable Development ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Food Quality ◽  
Food Processing ◽  
Management Practices ◽  
Small And Medium Enterprises ◽  
Strategic Human Resource Management ◽  
Medium Enterprises

This issue largely focuses on the topics related to general management. The first article on ‘Impact of Innovative Strategic Human Resource Management Practices on the Performance of Small and Medium Enterprises’– A Case Study of Karnataka by B.K.Sathyanarayana and Nawal Kishor aims at evaluating the application and implementation of Strategic Human Resource Management (SHRM) practices for Small and Medium Enterprises (SMEs) and to examine its impact on organisational performance. Six hundred & forty SMEs in and around the Bangalore District from both Manufacturing and Services Sector responded to the various Strategic Human Resource Management drivers and organizational drivers and it was inferred that there exists a positive significant correlation between these variables.  The next article on sustainable development best management practices in the food processing industry by Uma CS, Basavaraj & Prasanna Joshi attempts to study sustainable development that involves issues like organic farming, food safety and food quality. This paper highlights on the concept of green food system and the approach of good agricultural practices (GAP) which is a new concept that stresses on international quality standards, concerns and commitments about food production, food safety and security, environment sustainability of agriculture. Quality management is equally important in the food industry. Food processing is a capital intensive, water consuming and a polluting industry.  Therefore this paper also studies the management practices in this industry to reduce water wastage, ensuring food quality so the concept of green growth can be achieved. It also throws light on the various Governmental laws and regulations passed to control pollution and ensure food quality and health of the people.

Role of HRM in Sustainable Organisational Development

2017 ◽  
pp. 115-131
Author(s):  
Fawzy Soliman
Keyword(s):  
Sustainable Development ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Crucial Role ◽  
Organisational Development ◽  
Leadership And Management ◽  
Organisation Development ◽  
Management Capabilities

This chapter explores the role Human Resource Management plays to support sustainable organisation development by controlling and managing valuable resources including employees of the organisation. The chapter presents the concept of sustainable organisation development as vital and important requirement to survive the competition in the current financial era. This chapter explains that sustainable development could enable organisations to overcome current market problems as well as achieve their goals. The chapter proposes that HRM can play a crucial role in developing strategic leadership and management capabilities and thus promote economic, social and environmental forms of sustainable development.

scholarly journals Linking Green Human Resource Management Bundle to Environmental Performance in Malaysia’s Hotel Industry:The Mediating Role of Organizational Citizenship Behaviour Towards Environment

2019 ◽  
Vol 8 (9S3) ◽  
pp. 1625-1630
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Environmental Performance ◽  
Hotel Industry ◽  
Environmental Issues ◽  
Organizational Capabilities ◽  
Mediating Role ◽  
Green Human Resource Management

Recently, many businesses are transforming themselves from a conventional financial perspective to a competency based; strategic perspective. Sustainability is one of the main strategy aspects of present corporate world. Environmental issues have already been widespread as one of the main components of the business sustainability. Hence, numerous organizations in most of the industries are implementing a proactive and strategic environmental performance programs to gain competitive advantage such as green human resource management (GHRM). However, investment in GHRM practices will have not only a direct effect on environmental performance, but also an indirect effect through several mediating variables because of the nature underlying the green HRM practices concept. Studies in GHRM literature has paid scarce attention to the identification of preceding organizational capabilities that could inspire the adoption of environmental performance programs. Grounded by hotel industry in Malaysia as the hotel industry is one of the sectors which largely contribute to the environmental issues. This study utilized a research model to determine how the GHRM bundle through organizational citizenship behaviour towards environment (OCBE) will help to enhance the environmental performance in Malaysia’s hotel industry

Human Resources Management for Sustainable Sea Tourism

2020 ◽  
pp. 18-32
Author(s):  
Isabel Duarte
Keyword(s):  
Sustainable Development ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Sustainability ◽  
Human Resources Management ◽  
The Sustainable Development ◽  
Two Factors ◽  
Green Human Resource Management ◽  
The Relationship

This chapter proposes an analysis of the relationship between HRM and the sustainable development of organizations in the coastal and maritime tourism sector. Tourism has contributed to both GDP and employment increases, mainly in countries with coastal areas. Tourism growth in coastal and maritime areas negatively impacts the landscape and environment in the various coastal regions, raising pressures to go green. Two factors that have delayed the existence of comprehensive studies in this sector is the enormous diversity of activity areas covered and the pluridimensionality of this theme. The goal of green human resource management is to promote the performance of organizational environment through greater involvement and employee's commitment to the environment. This chapter develops and deepens the analysis of the relationship between green human resource management and the sustainable development of organizations in coastal and maritime tourism and environmental sustainability.

Role of HRM in Sustainable Organisational Development

2015 ◽  
pp. 302-317
Author(s):  
Fawzy Soliman
Keyword(s):  
Sustainable Development ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Crucial Role ◽  
Organisational Development ◽  
Leadership And Management ◽  
Organisation Development ◽  
Management Capabilities

This chapter explores the role Human Resource Management plays to support sustainable organisation development by controlling and managing valuable resources including employees of the organisation. The chapter presents the concept of sustainable organisation development as vital and important requirement to survive the competition in the current financial era. This chapter explains that sustainable development could enable organisations to overcome current market problems as well as achieve their goals. The chapter proposes that HRM can play a crucial role in developing strategic leadership and management capabilities and thus promote economic, social and environmental forms of sustainable development.

Network mapping of green-harmony human resource management: A visualized analysis using CiteSpace

2021 ◽  
pp. 1-17
Author(s):  
Zhao Fuqiang ◽  
Hu Wei ◽  
Liu Lei ◽  
Yang Zhan
Keyword(s):  
Sustainable Development ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Multiple Stakeholders ◽  
Research Directions ◽  
Research Framework ◽  
Cross Border ◽  
Network Mapping

Enterprises are being faced with sustainable development problems caused by resource pressure, cross-border integration, and the imbalance of interest among multiple stakeholders, which have resulted in green-harmony human resource management coming into being. At present, the studies on green-harmony human resource management are increasing. Meanwhile, it also brings problems such as subject fragmentation, single perspective, and conclusion differentiation. To systematically integrate the topic of green-harmonious human resource management and explore the meaning of green and harmony, a network mapping of the existing literature was conducted by using CiteSpace software to unify research directions, release research potential, and promote the development of relevant theories and practices. The results show that the studies on green-harmony human resource management can conclude four different perspectives: ecological, harmonious, responsibility and resource. Additionally, combined with the existing theories and relevant situations, this study constructs the research framework of green-harmony human resource management.

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