Sustainable HRM Strategies and Practices

In this chapter an integrated sustainable HRM system model is proposed to highlight sustainable organizational values and its role in influencing and shaping business strategies, organizational design, sustainable HRM strategies and the characteristics of sustainable HRM practices for organizations to achieve corporate sustainability through the synthesis effects of HRM practices. Initially, the key basic assumptions in prior research and practice on HRM and performance as well as strategic HRM are challenged. Subsequently, the values of sustainable HRM were proposed to develop an integrated sustainable HRM system that goes beyond the traditional HRM focus on financial performance to develop a HRM system to achieve the synthesis effects of HRM practices. The synthesis effects of sustainable HRM practices highlight that organizations attempting to improve financial performance also have corporate social responsibilities to reduce the simultaneous negative impacts imposed on the stakeholders (i.e., employees, environment, the society etc.,) and facilitating future HR regeneration. An integrated sustainable HRM system with sustainable organizational values enables the field of HRM to progress in a new direction to achieve integrated economic, social, and natural environment outcomes of corporate sustainability business strategy.