HR Practices for Sustainable Business Growth

HR practices business

Building your organisation on the foundation of solid company culture will help you ace employee engagement. We know the end game already – an even better employee retention ratio. HR professionals’ support fosters an organisation with the right effectiveness and efficiency. HRs are also responsible for the management of corporate governance, the company’s direction, winning ways of operations, and leading the way to sustainable company culture.

Practicing Sustainable Company Culture 

Sustainability is relevant to multiple definitions. Initially, it determines putting barriers on activities causing environmental damage. Sustainability also denotes a standard practice of standing through time and the changes it would bring. To summarise sustainability, it is ecological, social as well as economic.

This is where HR runs into the frame; the moral direction that they endorse is the exclusive solution. They tend to keep the company goals, employee’s welfare, and the business growth aligned, promoting sustainability policies and practices.

HR can create the blueprint of the principles employees need to abode with, ensuring they adhere to corporate social responsibility as well. Let us walk through some of the actionable decisions that HR could root for the sustainability factor.

  • Heighten engagement by introducing efficient strategies with a prime focus on transparency in communications.
  • Corporating ethical values that motivate and are of interest to the stakeholders (both from within and outside the organisation).
  • Corporating understanding through efficient collaborative measures.
  • Rework on the functional order of the organisation to find the gems that work and make such alterations accordingly.
  • HR skills do not majorly incline towards a harmonious environment alone, but look out for sustainability within human resources as well.

Proliferating Ideology of a Sustainable World 

Being economical is a concept many people outgrew and are much more inclined towards maximising profit sources. But is it all that is required to run a business? Can you run a business for the long term compromising on sustainable practices?

The short answer is “NO,” where people strive to create an impact on the environment. Brands that contribute to society, employees, and the clients as well are the number one choice. Here is how priorities took a major turn.

  • The majority of millennials are bound to work with corporations that have CSR in practice.
  • Customers tend to choose companies that serve a purpose rather than aim towards profit-making.
  • Job satisfaction is garnered when it is inclusive of societal or environmental responsibilities.

A Brief Follow-up Plan for HR

Willing to contribute to the respective parties and lead sustainable practice, HR personnel can incorporate the following:

  • Set a purpose and be outspoken about it

    Companies must draft a keen purpose or direction for the companies complying with the HR personnel. They must then collectively walk the stakeholders through the purpose and be vocal regarding how they would want to collectively achieve it.

  • Introduce sustainability in the brand

    Company policies must be inclusive of the sustainable goals, and HR must smartly amalgamate them both.

  • Sustainable infrastructure

    Adopt practices such as assets endorsing sustainability, safe, recyclable, and biodegradable materials. Other great ideas are to suffice for your company’s energy requirements, sustainable furniture, culture, and more.

  • Sustainable system

    Line up some amazing policies when it comes to employee benefits such as insurance, appraisals, promotions which bring in sustainable work culture. Develop a culture that would help your company stand tall today and tomorrow.

3 Ways HR Can Support Sustainable Growth

  • Hire following values

    Every new hire done should be in line with the values of the company. People hired should fit into the frame of values that companies promote. The idea should be to hire the right people and serve them with professional development. Investing in employees and helping them build leadership traits always works in favour of the company, for the future, when they need to fill such positions. 

  • Search for leaders within the organisation

    Promotions for any leadership roles must commence from within the organisation and not outside. When looking for candidates to lead your company, it is in your best interest to choose the one which is already well versed with the requisites of the company. This is in line with the previously mentioned point, where companies must invest in employees and get them ready for future leadership roles. 

  • Long-term leadership solutions

    Apart from the previously-mentioned points, HR can also incorporate strategies of long-term leadership solutions. This best supports the decision of a company to inculcate sustainable growth.

For instance, one of the solutions can mean setting a talent pipeline to keep the flow of value employees flowing.