The Sustainability Grand Prix – Advantage Hr: Essay Example
The Sustainability Grand Prix – Advantage Hr: Essay Example

The Sustainability Grand Prix – Advantage Hr: Essay Example

Available Only on StudyHippo
View Entire Sample
Text preview

Sustainability necessitates a comprehensive approach to action, recognizing the significance of involving all individuals in decisions that impact their lives. Sustainable development is too extensive and wide-ranging to be solely entrusted to environmental experts or specific departments. It must garner backing and participation from all sectors within the organization.

In the realm of business, it is crucial for sustainability to address a range of global challenges including climate change, biodiversity degradation, working conditions, health, work-life balance, and social justice. Businesses must conduct their activities responsibly throughout the value chain. In this context, we aim to explore how HR can contribute to sustainability. Can HR act as an integrator seamlessly incorporating sustainability into recruitment, reward systems, and employee development? Can HR assess the role and importance of sustainable development in day-to-day work, measure its impact on strategic objectives, and evaluate individual and team performance in this aspect? To gain a competitive

...

advantage, businesses are increasingly adopting proactive and strategic tools such as ISO 14001 and OHSAS 18001 certifications, Green Marketing practices, Eco-labeling initiatives,and similar approaches. Forward-thinking companies go beyond mere compliance by striving for environmental excellence through offering more eco-friendly services and establishing long-term sustainable business models.

In this process, HR plays a critical role in articulating and implementing corporate mission and values, codes of conduct, environmental training programs, employee empowerment initiatives, and a work culture that prioritizes sustainability.

HR has the ability to impact sustainability in several ways, such as taking charge of sustainability efforts across different levels, designing work setups that promote sustainability, organizing awareness programs throughout the organization, incentivizing innovative solutions to sustainability problems, and demonstrating commitment by integrating sustainability into business plans and performance management.

Additionally

View entire sample
Join StudyHippo to see entire essay

in terms of recruitment, the entire hiring process can be adjusted to showcase the organization's focus on environmentally-friendly and sustainable practices.

Incorporating knowledge and skills in sustainability is crucial for job descriptions and person specifications. For example, a purchasing role should outline the capability of 'green buying'. Recruitment ads can also be designed to attract individuals with a focus on sustainability. The Assessment Centre processes, which measure leadership competencies, can be redesigned to evaluate sustainability-oriented behavior. The evaluation process will consider knowledge, skills, experience, and aptitude in developing and executing sustainability strategies. This will positively impact the development of a sustainability culture and the ability to contribute value to sustainability efforts. It is common practice to identify and protect employees from adverse or potentially hazardous environmental factors. However, a sustainability approach adds rigor in ensuring the use of safe technologies and work processes, waste elimination, energy conservation, and employee well-being. This conscious exercise should be implemented throughout the organization, encompassing all interactions between employees and the organization. HR departments that are active in promoting employee wellness can provide further support to programs with a focus on sustainability.

g. Walk and Talk; Health Marathon, Cycling for Life, Defensive Driving, etc., Performance Management: Organizations with a sustainability bias should require employee performance plans to include key performance indicators (KPIs) for reaching specific sustainability goals. Certain positions like Purchasing, Logistics, etc., should have measurable responsibilities in place to ensure sustainable practices and environmentally conscious decisions.

The Services should primarily focus on simplifying and streamlining communication processes, creating a paperless environment, and rationalizing procedures. An example demonstrating this is the e-ticket, which eliminates the need for the entire reservation and booking process.

When

evaluating performance, it is crucial to consider both individual and team contributions towards long-term social and environmental goals, as well as short-term financial objectives. For instance, if a procurement team's bonuses solely depend on achieving the lowest cost contracts, it is not surprising that they may display little interest in suppliers' working conditions.

Regarding training, the induction process must include information about the sustainability plan while offering guidance on how individuals and teams can contribute to its implementation.

Organizational roles with a focus on sustainability need to receive formal training that includes real-life analysis and examples from the organization. Additionally, HR must adjust learning programs and their goals using sustainable development formats. Employees require competencies in sustainable development in order to incorporate a sustainable perspective into their work. Knowledge and skills related to sustainability should be disseminated throughout the entire organization through various methods. It is essential for as many employees as possible to understand and embrace the values and strategy of the business. To fully integrate sustainability into the business, it must become an integral part of the business model.

Global/Regional Sustainability Committees have the responsibility of incorporating sustainability into all Regions/Divisions and functions. In addition, they aim to enhance comprehension of crucial obstacles and guide endeavors to raise sustainability to a higher standard. Monitoring and Reporting: Annual Reports generally consist of a section dedicated to the environment, energy, and technology. The primary objective should be to report advancements made in sustainability action plans and reveal a 'Sustainability Improvement Index' during the Annual General Meeting for shareholders to evaluate. Regular surveys, encompassing both quantitative and qualitative measures, must be carried out periodically to gauge employee attitudes towards

sustainability as well as their behavior.

Employer Branding: In order to attract today's job-seekers who prioritize environmentally friendly practices, employers must focus on their green credentials. Many individuals value working for organizations that actively reduce carbon emissions, prioritize energy efficiency, and demonstrate social responsibility. To become an Employer of Choice, it is crucial for employer branding efforts to incorporate a significant amount of 'green' in their image-building activities. As the competition for talent intensifies, offering a perspective on sustainable development may become a vital component in attracting top-tier candidates. Instead of solely emphasizing resource management, organizations are now seeking competencies in relationship management, networking, partnership, and innovation. These skills go beyond the immediate requirements of a specific position and contribute to the long-term success of the entire company. Adopting a sustainable development mindset drives individuals to constantly strive for improvement by focusing on performance and lifelong learning—a collective effort to create a better world.

Where the business needs individuals with strong relationship-building skills and a broad perspective, candidates who prioritize sustainability may be preferable. Social and environmental screening could become a significant factor in hiring decisions. Candidates who genuinely care about ethical issues and social and environmental impacts are more likely to contribute significantly to the sustainability cause. Additionally, sustainability also encompasses the recognition of the value and benefits of diversity in social, cultural, educational, and geographical aspects, which can be reflected in HR policies. The most intriguing challenge is integrating sustainable development into the overall employment value proposition.

HR needs to not only focus on the workplace, but also ensure that men and women have the necessary support to manage their careers, families, personal pursuits, community involvement,

and cultural enrichment. By introducing flexibility in work, encouraging social development activities, and genuinely caring about the overall development of its employees, HR can foster a sustainable people culture. Additionally, HR should create opportunities and provide incentives that enhance employee contributions to corporate performance and utilize their talents effectively. Encouraging continuous learning can greatly increase the organization's adaptive capacity, allowing it to respond quickly to changes in its operating environment. Incorporating a sustainable development mindset and culture into social action programs can further strengthen the organization's progress. Employees find engagement in voluntary social service fulfilling and it helps boost job satisfaction and loyalty towards the company.

HR plays a crucial role in identifying potential projects and offering employees a selection of projects to work on. Embracing sustainable development can bring about a fresh perspective, stimulating innovative approaches to solving various business problems. Training employees in social and environmental issues equips them with skills applicable to multiple situations, including leadership, teamwork, negotiation, and problem-solving. Adopting a sustainable development mindset influences how individuals think and behave in important business areas. It is essential for the organization to continually cultivate values, emotional intelligence in leaders, awareness of social and environmental challenges, and cultural sensitivity. In terms of policy, HR should revise policies to accommodate sustainability-focused work practices such as flexible working arrangements, remote work, and job sharing.

Enabling all basic HR processes such as attendance, leave, payroll, etc., e-recruitment is conducted online or with video conferencing. Additionally, e-CV tracking and e-performance planning and assessment are implemented, along with e-competency rating and e-360 Degree feedback. Moreover, the e-T cycle encompasses needs identification, nomination, budget/cost allocation, feedback, post-training follow-up, etc., all managed

online.

Video conferencing can be used for interviews and business reviews to avoid the need for travel. The organization wants to implement several initiatives that promote responsible resource utilization. Implementing reward systems where employees can share in savings from reduced consumption and contribute to a noble cause will encourage innovative ideas and action. Some initiatives that can be pursued include eco-costing, tracking the environmental footprint, monitoring and analyzing CDM (Clean Development Mechanism), and pooling and sharing resources with green targets.

Sustainability should be incorporated into all aspects of the company, from sourcing raw materials to reclaiming used products. This involves adopting a sustainability framework that focuses on waste reduction, renewable energy utilization, closed loop processes, efficient transportation, and engaging stakeholders in the vision. Additionally, the supply chain should be redesigned to support these goals. To ensure the successful implementation of this strategy, training on systems thinking and sustainability criteria should be provided. It is important for the HR team to develop a training strategy that is feasible within budgetary constraints and aligns with the skills, experience, and interests of its employees. The role of HR has evolved significantly in recent years, undergoing changes in responsibilities and relevance.

The transition from 'back room boys to board room boas' has been positively received, indicating a shift from 'policing' to 'partnering'. Nonetheless, there is a significant potential change that goes unrecognized as an HR matter, which could present both risks and opportunities. Despite the successful performance of the HR department and other departments in meeting their objectives, the conventional structure and duties hinder HR's capacity to truly make a difference. To rectify this situation, it is crucial to establish initiatives such

as those mentioned earlier on a permanent basis.

The organization should be ready to integrate advanced sustainable HR practices into its policies, programs, and practices to achieve excellence in sustainability. It is crucial for all stakeholders – shareholders, customers, employees, and affected communities – to wholeheartedly back this approach. Any contradictory policy, procedure, or practice must be promptly removed, and the organization must consistently demonstrate that all decisions are solely driven by sustainability. This will not only nurture the right culture but also promote newfound respect and cultivate a renewed mindset.

When approached with sensitivity and maturity, sustainability can become a central focus of the organization, surpassing mere profitability. It will determine the rankings, reputation, and ratings of the company. Corporate DNAs will be reshaped not only to guarantee survival and growth, but also to contribute to a better world. The Henkel Case Study: Henkel KGaA, a German company based in Dusseldorf with total sales of 12.

Henkel, with over 52,000 employees and operations in 125 countries, had a revenue of 74 Billion euros in 2006. The company operates in three strategic business areas: Home Care, Personal Care, and Adhesives, Sealants and Surface Treatment. Henkel is known for its commitment to quality, including high product performance and convenience. This commitment also extends to the ecological compatibility of its products and all-encompassing safety for consumers. Additionally, Henkel values customer orientation, human resources development, and sustainability. The company has a sustainability strategy that is integrated into its corporate requirements, efficient management systems, and organizational structure. Henkel believes that sustainable practices are crucial for achieving sales and profits in a socially responsible manner. This philosophy guides all aspects of the company's

operations.

Efficient and safe processes not only contribute to environmental protection and occupational health and safety but also reduce costs and resource consumption. Henkel's effective and safe products and technologies unite customer benefit and ecological progress, which gives the company a favorable market position. Responsible business practices strengthen employees' motivation and their identification with the Company. Henkel's sustainability strategy ensures the long-term increase in the company's value. Henkel's Vision and Values serve as the foundation for a series of behavioral rules specified in various Codes. One of them, the Code of Corporate Sustainability, defines the principles and expectations of sustainable business practices and corporate social responsibility at Henkel. The Henkel Management Board has ultimate responsibility for sustainability policy and aligns the Company's business policy with the opportunities for and requirements of sustainable development.

Henkel employees are made aware of, understand, and appreciate sustainability and social responsibility through various internal communication tools. Henkel's vision, values, codes, and standards are outlined in specific work instructions within management systems. Sustainability practices at Henkel are explained to employees during training and ongoing education. Training programs aim to instill the idea of sustainability in the minds of all employees. Henkel-Life, the company's in-house magazine, facilitates discussions on current issues and advancements. As an international corporation, Henkel relies on capable and motivated employees who possess diverse experiences, abilities, and skills to cater to the company's markets and customers.

Henkel promotes employee development and connects personal commitment to the company's success through goal-oriented management, performance-based compensation, regular evaluations, and continuous learning. The company prioritizes personal dignity, privacy rights, and health and safety. Henkel values diversity in terms of age, gender, and international representation as an

integral part of its corporate culture. Through Henkel Smile, a global initiative, the company engages in community involvement, MIT (Make an Impact on Tomorrow) projects, initiatives for children, corporate donations to support social causes, and the Henkel Friendship Initiative that provides assistance during disasters and natural calamities worldwide. Henkel and its employees strive to enhance the quality of life for many individuals by improving their circumstances and bringing happiness. The company's vision is to lead with brands and technologies that make people's lives easier, better, and more beautiful, while also ensuring a sustainable future for our planet.

The writer can be reached at [email protected].

Get an explanation on any task
Get unstuck with the help of our AI assistant in seconds
New