Identification of HR sustainability initiatives
Discuss about the Human Resource Sustainability for Journal of Biometeorology.
The connection between human resource strategies with sustainability has an intangible factor (Wilburn and Wilburn 2016). These two intersect each other so that the business of the organisations can get the opportunity to flourish as well as continued to be productive. For the human resource department, sustainability refers to the process of being best employer. One of the main aims of the sustainability factor is the maximisation of the positive benefits of the operations of the business for all the stakeholders. For attaining sustainability in the human resources aspect, the professionals represent their employees as stakeholders, form green teams and then encourage the employee engagement on the environmental as well as other issues. This report will identify the HR sustainability initiative taken by HerbaLine Facial Spa, discuss the authenticity of these identified HR sustainability initiatives, analyse the contribution of initiatives to enhance positive social as well as human outcomes for human resources and differences of outcomes varying with different industries.
Sustainability is being identified increasingly by the organisation as important to create their competitive advantage, chiefly for the ability to differentiate (Rangan, Chase and Karim 2015). The company has taken some initiatives in their human resource management system so that they can differentiate themselves from the rest of the companies operating in the market with HerbaLine. First the company recruits the people who have the right attitude as it believes in hire right attitude and not skills. In order to judge this, the company chooses the prospective employees who survive its one-month orientation program.
Secondly, the training process of the organisation focusses on the competencies for sustainable business. In this training method, the organisation always tries to make the employees to get out of oneself and see the world from different perspectives like those of their customers’ as well as colleagues.
Thirdly, the company provides benefit for the senior employees in a form of co-pay scholarship so that their children get opportunity continue their tertiary education if their aim to go to the foreign lands for this reason.
The initiatives of the company for attaining sustainability through the welfare of their human resource has an authentic communication. The differentiation process that the company applies in its policies and strategies are not superficial or aim to have more competitive advantage in the highly competitive market rather the vision and aim of this company is genuinely empower its employees so that a true sustainability can be attained (Galpin and Lee 2012).
Authenticity of the identified HR sustainability initiatives
HerbaLine is a highly reputed company which is popular due to its unmatched customer experience for which all the credit goes to the well trained and well interactive employees. This is the actual reason why the company aims to build a sustainable human resource (Wagner 2015). The company realizes the important of employee training so that they can provide best service to the customers in one hand and show efficiency in their jobs. These identified initiatives of the company have created benefits for the employees for which more people are interested to enter the company. As a sustainable organization. HerbaLine has met the expectations of diverse stakeholders including their employees. As an evidence it can be stated that as a true sustainable organization, this company has been able to generate along the benefits for their stakeholders through building a virtuous cycle among the economic, social as well as environmental considerations (Harris and Tregidga 2012). Through sustainable approach this organization has been successful to meet the expectations of both the internal as well as external stakeholders like all the shareholders, customers, employees and the communities for ensuring long-term gains for everyone (Parboteeah, Addae and Cullen 2012).
The initiative is that the company has taken for the overall growth of its employees has positively affected the organisation. First of all, the initiative of the company to recruited the most fitted person of all in not focussed on the skills of ye employees. The people which want stop join the company has to be right at their behaviours as well as attitudes. This is due to the fact that the company believes that the external skills can be acquired through training and other programs but the inner attitudes within differentiate one person from the other, can never be built if the persons are not right at their own understandings. This is the reason why best habits amongst the employees will lead to have a great relationship with the other employees as well as the customers. To judge this, the company checks the mentality of the prospective employees through the one-month orientation program which are left by the unfitted employees.
Secondly, the trainings of the employees aim to make them learn to discuss or see the matters from different perspectives. The employees thus able to understand the sources of the matter or the problems therefore, can easily solve issues without any type of interference of the higher authorise. This initiative by the company in their employee training, reduces the problems in the organisational culture. Through this, the employees learn to be tolerative than reactive in any issue.
Contribution of initiatives to enhancing positive social and human outcomes for human resources
Thirdly, the company not only take care of its employees but aims to help the family of the workforce. The employees if stay longer with the company and become trustworthy, the company provide scholarships to their children for higher studies in the foreign countries. This aims to make the employees satisfied with their bosses in one hand and maintain the family ambiance in the organisation on the other. This increases the bonding among the colleagues and the employees also feel attached with their immediate bosses or the high authorities.
As mentioned before, the company aims to build a positive social and human outcome, they focus on the all-inclusive growth of the workforce. It is an undeniable fact that the employees of this organisation get high value than the other competitors which has placed HerbaLine in high place from the aspect of service quality. These initiates which have been identified, can be easily applicable in other sectors of the same industry or other industries. Attaining sustainability in the human resource is the desire of all the types of business. Be it a private or public, small or medium, profit or non-profit organisation, sustainability is the aim of all kinds of businesses to flourish. However, the outcomes may differ in different business contexts. The recruitment process through which the employers of this particular organisation chooses their potential employees have a right approach. This approach will help the business organisation to know the preferences of the employees whether there is the task oriented one or the relationship oriented. In this case, some of the business organisations do not need to have psychologically enriched employees rather than prefer highly skilled workers with high productivity.
The training method that HerbaLine applies on its employees must be applicable in the industries like public relations, community development, healthcare sector and hospitality business as in these industries the employees need to have proper knowledge of their jobs in one hand and need to mix with various types of people and serve them on the other. Therefore, these employees need to have the skilled to judge any incident from various perspectives otherwise sustainability can never be attained.
The rewards or incentive method is one of the most important aspect of motivating the employees which usually offered by each companies for increasing productivity but what HerbaLine has done to attain sustainability has a positivity and humane aspect. Based on seniority, the employees are provided help regarding their family so that the employee feel at home in their workplaces. The companies of other industries also can apply the same measure so that the gap between the personal and professional lives of the employees can be reduced. This will help the companies to increase the employee engagement with their business. However, some of the industries cannot apply this initiative to attain sustainability in their organisations. This is values, for making such steps, the company need huge economy or profit or reach that height where they can serve their employees in this way.
Conclusion
Therefore, it can be concluded that what the company HerbaLine has done in their human resource department can be an example for the organisations of the same industry or the others attaining sustainable framework in their organisation. The company has genuinely attempted to achieve a sustainable growth for which they have initiated wellbeing of their employees as their chief stakeholders. This report has successfully identified the sustainability measures of the company and judged them to have authenticity and dependability. However, these similar measure can be taken by all the industries but can have different outcomes.
References:
Galpin, T. and Lee Whittington, J., 2012. Sustainability leadership: from strategy to results. Journal of Business Strategy, 33(4), pp.40-48.
Harris, C. and Tregidga, H., 2012. HR managers and environmental sustainability: strategic leaders or passive observers?. The International Journal of Human Resource Management, 23(2), pp.236-254.
Parboteeah, K.P., Addae, H.M. and Cullen, J.B., 2012. Propensity to support sustainability initiatives: A cross-national model. Journal of business ethics, 105(3), pp.403-413.
Wagner, M., 2015. A European perspective on country moderation effects: Environmental management systems and sustainability-related human resource benefits. Journal of World Business, 50(2), pp.379-388.
Allen, M.J., Vanos, J., Hondula, D.M., Vecellio, D.J., Knight, D., Mehdipoor, H., Lucas, R., Fuhrmann, C., Lokys, H., Lees, A. and Nascimento, S.T., 2017. Supporting sustainability initiatives through biometeorology education and training. International journal of biometeorology, 61(1), pp.93-106.
Rangan, K., Chase, L. and Karim, S., 2015. The truth about CSR. Harvard Business Review, 93(1/2), pp.40-49.
Wilburn, K.M. and Wilburn, H.R., 2016. The growing importance of integrated reporting for corporate social responsibility.
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