Statement of Problem
At the advent of 21st century, sustainability has become a priority in the world of business. Sustainability is at times considered as something to be done for the future but actually it is just fulfilling the demands of people in the current time but not taking away the means to achieve success for the future generations. It has been found that sustainability is not just limited to conserving the environment or the resources of a company but organizations can actually attain productivity, employee retention, employee engagement and performance. In an organization, the complete performance of a company relies on the performance of its employees. Sustainability has a sizable impact on the business model and strategy of business which is made keeping stakeholders of the organization into consideration and the employees of the organization are a part of its stakeholders. The sustainable method regarding HRM is to cultivate managers and leaders who can deal with the situations of today and tomorrow.
The department of Human Resources and the function of Human Resources contains methods to instill skills in employees that can lead to sustainable development of the organization. Sustainability is also about gaining a competitive advantage and the innovative skills and unique knowledge which can lead to attainment of competitive advantage. A sustainable HRM approach can give rise to positive outcomes for the organization like decrement of employee turnover, higher employee engagement, higher productivity, lower absenteeism and increased motivation. But to achieve this level of results through HRM functions, it is recommended to include HR managers in the improvement of strategies in the organization’s culture and practices.
But before implementing changes in the HR function of an organization which can have ground level effects, it crucial to successfully establish a relationship between employee performance/productivity, absenteeism observed in employees and changes in an organization after implementation of HRMS systems for the achievement of sustainability in the HR function.
Significance of Research
The changes that are coming in the current generation of organizations spread out towards the globe, it is extremely essential to aim for a sustainable approach for a company to avoid degradation or stagnation in the future. Employees are an organization’s assets and to retain them is a prime necessity in recent times. The rapid flow of changes at a global scale in the business scenario are caused by globalization and advancements in technology. Global workforces in an organization are harder to manage due to factors like complexity, wide scale of demographic changes, internationalization of several factors and unevenness and low quality in education systems.
The significance of HRM systems can be viewed through two diverse viewpoints of sustainability and the significance of people management in an organization. If viewed through a notion of sustainability it is remarkable to observe large global organizations embrace sustainable measure for development. Looking at the viewpoint of significance of managing people, it becomes absolutely necessary to rid the organization from problems like employee absenteeism, low productivity and lack of coordination among employees.
Retention of skilled employees and observing the employee culture of the organization for elements that might lead to frequent absenteeism are both necessary aspects to be observed and analyzed. As there are HRMS systems that promise to lead an organization to a sustainable future and alleviate HR related problems, it becomes crucial to assess the relationship between these factors by looking at organizations and how HRM systems have helped have helped them manage their employees in a better manner and aided in embracing a sustainable approach for organizational growth.
Analysis of Research Questions
This research is essential through an organizational perspective but it is also important to observe the goals of this research regarding what kind of problems can be solved through this research or establishing relationship between certain aspects of an organization. As the basis of this research is the observation of HR functions, by analyzing factors and changes in the HR department of an organization, it can be discovered that how the application of sustainability in HR practices can lead to improvement in employee performance and productivity.
Another subject of focus in this research will be absenteeism, regarding how it affects the organizational performance, what the causes for employee absenteeism are, and how absenteeism can be decreased in an organization through HR practices which are sustainable in nature. And by thorough examination of sustainable HR practices, nature of absenteeism and interrelationships between the relevant factors, a logical relationship can be established between sustainable HR practices and absenteeism.
By observing absenteeism and how it affects different factors of an organization, it can also be concluded through further analysis that in what ways can absenteeism as a factor cause fluctuations in job performance of an individual as well as the overall productivity of an organization.
When the element of absenteeism is observed, it can only be analyzed by looking at statistical data and forming patterns that establish a logical relationship between two factors. In this way, certain demographic data can also be derived through the observation of such data regarding absenteeism in an organization about the difference between the average quantity of absenteeism present between the male and female employees of an organization.
As the sustainable practices in an HR department can only be implemented by applying structural changes in an organization, it is crucial to gain an insight regarding the opinions of senior level management regarding sustainable HR practices in the organization which can be achieved by conducting interviews with senior level HR executives in an organization.