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Out Line:
-Introduction
-Research Background
-Research problem
-Aim and Objectives
-Literature Review
-conclusion
The sustainability of human resources management has internal and external results that help in the development of organizations and companies in general.
Westerman, et al. There is an intellectual shift in personnel management policies and practices that aim to integrate human resources management with sustainability, which aims to link sustainable HRM to the sustainability of organizations and communities
Based on the issues that face economic results or employee improvement conditions on small businesses, the sustainable human resource management Sustainability HRM1` was abandoned in the last few years. Therefore, this study seeks in Saudi Arabia to know the relationship to employees’ effectiveness and standard organizational commitment. Thus, this paper studies the relationship between HRM and sustainability practices with internal and external results in Saudi Arabia using the mentioned three categories of Sustainability HRM (José, el at. 2016; Morya, et al. 2016).
Aim and
Objectives:
The sustainability originally concept come from forestry, where it means never gathering more than what the forest product in new growth (Wiersum, 1995). Concept called the environment of diverse organisms, the natural factors that maintain their existence for the longest possible time, and also defines sustainability as maintaining quality of life by adapting to the environment by exploiting natural resources for the longest possible time leads to the maintenance of life, another definition of sustainability is that it is a set of vital processes that provide the means of life for different kinds of organisms, helping them to sustain their generations and develop their means of growth over time(Kuhlman, and Farrington, 2010).
The scope of sustainability has been developed HRM in several ways. These include developing theoretical frameworks to inform Sustainable HRM, views on the specific contributions they can make to organizational performance and specific group of HR practices that make a strategic contribution. These include High Performance Work System (HPWS) consisting of mutually consistent practices, such as selective recruitment and selection, intensive staff development and participation in decision-making .
The literature on Sustainable HRM has been classified into three groups:
First group, the economic output has created a sustainable competitive advantage
The second group is called the promotion of social and environmental health.
The third group called "Beyond Human Resource Management Practices" examines the interrelationship between management practices, including human resources management and organizational results, which include environmental and social outcomes, including the literature on sustainable leadership
Ehnert, et al. (2013) and Kramar (2013) have concluded that corporate social responsibility and corporate responsibility are linked to sustainability and sustainable development, and are sometimes used in tandem in corporate practice.
Westerman, et al. There is an intellectual shift in personnel management policies and practices that aim to integrate human resources management with sustainability, which aims to link Sustainable HRM to the sustainability of organizations and communities.
First, a normative and ethical approach to sustainability with an emphasis on the ethical implications of management and HRM.
Secondly, an efficiency-oriented approach that focuses on the costs that can be saved or the new value that can be created.
Third, an integrative approach that accepts both normative and rational decision-making as a part or organizational reality.
Taking advantage of the three previous approaches and balancing potential tensions and paradoxes.
Sustainable management of Sustainable HRM responds to a potential strategy to increase organizational multiplicity and conflicting requirements. As Ehnert (2009a) has used the paradox for a look on Sustainable HRM, the theory of paradox has been developed largely by authors such as Smith and Lewis (2011) as well as Andriopoulos and Lewis (2010). Ehnert and Brandl 2012; Kozica and Kaiser 2012) Discovered that there is a relationship between human resources management theory and the theory of differentiation (Ehnert, Harry, Zink, 2013).
The Kingdom of Saudi Arabia (KSA) is the world's biggest holder of oil assets, representing a fourth of the worldwide oil holds. The oil resources have supported mega socioeconomic development projects and generous oil subsidies, which have, however, encouraged large domestic oil consumption (Al-Torkistania, Salisub, and Maimanya, 2015).
That people in institutions are one of the most important resources, and Human Resources can also become scarce or can be exploited in institutions. The Sustainability HRM has been studied in order to preserve human resources. That people in institutions are one of the most important resources, and Human Resources can also become scarce or can be exploited in institutions. The Sustainability HRM has been studied in order to preserve human resources.
This paper discusses the Sustainability HRM in terms of Human Resource Performance and the Sustainability HRM. The internal and external results discussed in this paper were the performance of HRM and are considered to be the internal production of organizations, organizational commitment, work environment or regulatory atmosphere, human capital characteristics, independent innovation capacity, and organizational learning capacity. And external results of the organization Sustainability of the management of Human Resources economic and this contributes to increase the income of Saudi Arabia.