BazEkon - Biblioteka Główna Uniwersytetu Ekonomicznego w Krakowie

BazEkon home page

Meny główne

Autor
Tabatabaei Seyed Akbar Nilipour (University of Isfahan, Iran), Omran Ebrahim Salehi (University of Mazandaran, Iran), Hashemi Soheila (University of Mazandaran, Iran), Sedaghat Maedeh (University of Isfahan, Iran)
Tytuł
Presenting Sustainable HRM Model Based on Balanced Scorecard in Knowledge-based ICT Companies (The Case of Iran)
Źródło
Economics & Sociology, 2017, vol. 10, nr 2, s. 107-124, rys., tab., bibliogr. 59 poz.
Słowa kluczowe
Zarządzanie zasobami ludzkimi, Strategiczna Karta Wyników, Technologie informacyjne i telekomunikacyjne, Rozwój zrównoważony przedsiębiorstwa
Human Resources Management (HRM), Balanced Scorecard (BSC), Information and Communication Technology (ICT), Enterprise sustainable development
Uwagi
Klasyfikacja JEL: I, Z
summ.
Kraj/Region
Iran
Iran
Abstrakt
This qualitative study attempts to ground the value-added contribution of sustainable HRM in accomplishing the organization's mission using Balanced Scorecard (BSC). For this purpose, semistructured interviews were conducted with HR and sustainability experts of three knowledge-based ICT companies and university professors, and the obtained data was analyzed using thematic analysis technique. Critical success factors were identified in each four BSC perspectives regarding sustainability strategy in HRM. The results obtained and conclusions drawn suggest that sustainable HRM and BSC provide more opportunities to attain long-term organizational and business success, especially in today's complex and dynamic business context. This paper could enable practitioners gain better understanding of key requirements to sustainability goals in the 21st century via effective integration of sustainable HRM and Balanced Scorecard. (original abstract)
Pełny tekst
Pokaż
Bibliografia
Pokaż
  1. Braun, V, Clarke, C. (2006). Using thematic analysis in psychology. Qualitative Research in Psychology, 3(2), 77-101.
  2. Boyce, C., & Neale, P. (2006). Conducting in-depth interviews: A guide for designing and conducting in-depth interviews for evaluation input.
  3. Colbert, B., Kurucz, E., & Wheeler, D. (2007). Building the sustainable organization through adaptive, creative coherence in the HR system. Building More Effective Organizations, 310-333.
  4. Colbert, B. A., & Kurucz, E. C. (2007). Three conceptions of triple bottom line business sustainability and the role for HRM. People and Strategy, 30(1), 21.
  5. Debroux, P. (2014). Sustainable HRM in East and Southeast Asia. In: Sustainability and Human Resource Management (pp. 315-337). Springer Berlin Heidelberg.
  6. De Prins, P., De Vos, A., Van Beirendonck, L., & Segers, J. (2015). Sustainable HRM for sustainable careers: Introducing the 'Respect Openness Continuity (ROC) model'. Handbook of research on sustainble careers, 319-334.
  7. De Prins, P., Van Beirendonck, L., De Vos, A., & Segers, J. (2014). Sustainable HRM: Bridging theory and practice through the'Respect Openness Continuity (ROC)'-model. Management revue, 25(4), 263-284.
  8. Docherty, P., Forslin, J., & Shani, A. B. (eds.) (2002). Creating sustainable work systems: emerging perspectives and practice. Psychology Press.
  9. Docherty, P., Kira, M., & Shani, A. B. (2009). What the world needs now is sustainable work systems. Creating sustainable work systems. Developing social sustainability, 1-21.
  10. Dorenbosch, L. (2014). Striking a balance between work effort and resource regeneration vitality as a sustainable performance concept. Springer.
  11. Ehnert, I. (2006, March). Sustainability Issues in Human Resource Management: Linkages, theoretical approaches, and outlines for an emerging field. In: 21st EIASM Workshop on SHRM (pp. 30-31).
  12. Ehnert, I., & Brewster, C. (2008). An integrative framework for expatriate preparation and training. International HRM: contemporary issues in Europe, 2nd edn. Routledge, London, 107-129.
  13. Ehnert, I. (2009). Sustainable human resource management. A Conceptual and Exploratory Analysis from a Paradox Perspective, Heidelberg.
  14. Ehnert, I. (2009). Sustainability and human resource management: reasoning and applications on corporate websites. European Journal of International Management, 3(4), 419-438.
  15. Ehnert, I., & Harry, W. (2012). Recent developments and future prospects on sustainable human resource management: introduction to the special issue. Management revue, 23(3), 221-238.
  16. Ehnert, I., Harry, W., & Brewster, C. J. (2014). Sustainable HRM in Europe. In: Sustainability and Human Resource Management (pp. 339-357). Springer Berlin Heidelberg.
  17. Ehnert, I., Harry, W., & Zink, K. J (2014). The future of sustainable HRM: Concluding thoughts and ways forward. In: Sustainability and Human Resource Management, CSR (pp. 423-442). Springer-Verlag Berlin Heidelberg.
  18. Ehnert, I., Harry, W., & Zink, K. J. (2014). Sustainability and HRM. In: Sustainability and Human Resource Management (pp. 3-32). Springer Berlin Heidelberg.
  19. Ehnert, I. (2014). Paradox as a lens for theorizing sustainable HRM. In: Sustainability and Human Resource Management (pp. 247-271). Springer Berlin Heidelberg.
  20. Ehnert, I., Parsa, S., Roper, I., Wagner, M., & Muller-Camen, M. (2016). Reporting on sustainability and HRM: A comparative study of sustainability reporting practices by the world's largest companies. The International Journal of Human Resource Management, 27(1), 88-108.
  21. Gollan, P. (2000). Human Resources, Capabilities and Sustainability, In: Sustainability: The Corporate Challenge of the 21st Century, eds. Dunphy, D., Beneviste, J., Griffiths, A., and Sutton, P., Sydney: Allen & Unwin, 55-77.
  22. Gollan, P. J. (2005). High involvement management and human resource sustainability: The challenges and opportunities. Asia Pacific Journal of Human Resources, 43(1), 18-33.
  23. Gollan, P. J. (2006). High involvement management and human resource line sustainability. Handbook of business strategy, 7(1), 279-286.
  24. Gollan, P. J., & Xu, Y. (2014). Fostering corporate sustainability: integrative and dynamic approaches to sustainable HRM. In: Sustainability and Human Resource Management (pp. 225-246). Springer-Verlag Berlin Heidelberg.
  25. Ghosh, S., Buckler, L., Skibniewski, M. J., Negahban, S., & Kwak, Y. H. (2014). Organizational governance to integrate sustainability projects: a case study. Technological and Economic Development of Economy, 20(1), 1-24.
  26. Guerci, M., Shani A. B., & Solari L. (2014). A Stakeholder Perspective for Sustainable HRM. In: Sustainability and Human Resource Management (pp. 205-224). Springer-Verlag Berlin Heidelberg.
  27. Guerci, M., & Vinante, M. (2011). Training evaluation: an analysis of the stakeholders' evaluation needs. Journal of European Industrial Training, 35(4), 385-410.
  28. Harry, W. (2014). The relevance of the vision of sustainability to HRM practice. In: Sustainability and Human Resource Management (pp. 401-419). Springer Berlin Heidelberg.
  29. Hirsig, N., Rogovsky, N., & Elkin, M. (2014). Enterprise Sustainability and HRM in Small and Medium-Sized Enterprises. In: Sustainability and Human Resource Management (pp. 127-152). Springer Berlin Heidelberg.
  30. Hoeppe, J. C. (2014). Practitioner's View on Sustainability and HRM. In: Sustainability and Human Resource Management (pp. 273-294). Springer Berlin Heidelberg.
  31. Jabbour, C. J. C., & Santos, F. C. A. (2008). The central role of human resource management in the search for sustainable organizations. The International Journal of Human Resource Management, 19(12), 2133-2154.
  32. Jackson, K. (2012). An essay on sustainable work systems: Shaping an agenda for future research. Management Revue, 23(3), 296-309.
  33. Kaplan, R. S., & Norton, D. P. (2004). The balanced scorecard: translating strategy into action. Harvard Business Press.
  34. Kira, M. (2003). From Good Work to Sustainable Development-Human Resources Consumption and Regeneration in the Post-Bureaucratic Working Life (Doctoral dissertation, Industriell ekonomi och organisation).
  35. Kira, M., & Lifvergren, S. (2014). Sowing seeds for sustainability in work systems. In: Sustainability and Human Resource Management (pp. 57-81). Springer Berlin Heidelberg.
  36. Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach? The International Journal of Human Resource Management, 25(8), 1069-1089.
  37. Lis, B. (2012). The relevance of corporate social responsibility for a sustainable human resource management: an analysis of organizational attractiveness as a determinant in employees' selection of a (potential) employer. Management Revue, 279-295.
  38. Mariappanadar, S. (2003). Sustainable human resource strategy: The sustainable and unsustainable dilemmas of retrenchment. International Journal of Social Economics, 30(8), 906-923.
  39. Mariappanadar, S. (2014). The model of negative externality for sustainable HRM. In: Sustainability and Human Resource Management (pp. 181-203). Springer Berlin Heidelberg.
  40. Maślanka-Wieczorek, B. (2014). Talent management and high performance work system. Journal of International Studies, 7(1), 102-108.
  41. Melnikas, B. (2010). Management specialists in the knowledge based society: Life-long learning oriented human resource development. Journal of Business Economics and Management, 6(3), 155-170
  42. Moroko, L., & Uncles, M. D. (2008). Characteristics of successful employer brands. Journal of Brand Management, 16(3), 160-175.
  43. Osranek, R., & Zink, K. J. (2014). Corporate human capital and social sustainability of human resources. In: Sustainability and human resource management (pp. 105-126). Springer Berlin Heidelberg.
  44. Patton, M. Q. (2001). Qualitative Research and Evaluation Methods (2nd Edition). Thousand oaks, CA: Sage Publications.
  45. Pipoli, G., Fuchs, R. M., & Priale, M. A. (2014). Sustainable HRM in Peruvian Companies. In: Sustainability and Human Resource Management (pp. 359-377). Springer Berlin Heidelberg.
  46. Rae, K., & Sands, J. (2013). Creating sustainable benefits for stakeholders of organisations using the strategy mapping framework. e-Journal of Social & Behavioural Research in Business, 4(2), 14.
  47. Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 114.
  48. Rhodes, J., Walsh, P., & Lok, P. (2008). Convergence and divergence issues in strategic management - Indonesia's experience with the Balanced Scorecard in HR management. The International Journal of Human Resource Management, 19(6), 1170-1185.
  49. Ricardo de Souza Freitas, W., Jose Chiappetta Jabbour, C., & Cesar Almada Santos, F. (2011). Continuing the evolution: towards sustainable HRM and sustainable organizations. Business strategy series, 12(5), 226-234.
  50. Schuler, R. S., & Jackson, S. E. (2005). A quarter-century review of human resource management in the US: The growth in importance of the international perspective. Management revue, 11-35.
  51. Stacey, R. D. (2007). Strategic management and organisational dynamics: The challenge of complexity to ways of thinking about organisations. Pearson education.
  52. Taylor, S., & Lewis, C. (2014). Sustainable HRM in the US. In: Sustainability and Human Resource Management (pp. 297-314). Springer Berlin Heidelberg.
  53. Taylor, S., Osland, J., & Egri, C. P. (2012). Guest editors' introduction: Introduction to HRM's role in sustainability: Systems, strategies, and practices. Human Resource Management, 51(6), 789-798.
  54. Wagner, M. (2011). Environmental management activities and sustainable HRM in German manufacturing firms-incidence, determinants, and outcomes. German Journal of Human Resource Management, 25(2), 157-177.
  55. Wehling, C., Guanipa Hernandez, A., Osland, J., Osland, A., Deller, J., Tanure, B., Neto, A. C. & Sairaj, A. (2009). An exploratory study of the role of HRM and the transfer of German MNC sustainability values to Brazil. European Journal of International Management, 5(2), 176-198.
  56. Wirtenberg, J., Harmon, J., Russell, W. G., & Fairfield, K. D. (2007). HR's role in building a sustainable enterprise: Insights from some of the world's best companies. People and Strategy, 30(1), 10.
  57. Zaugg, R. J., Blum, A., & Thom, N. (2001). Sustainability in human resource management. Evaluation Report. Survey in European Companies and Institutions. Arbeitsbericht des Instituts fur Organisation und Personal der Universitdt Bern und des eidgenossischen Personalamtes.
  58. Zink, K. J. (2014). Social Sustainability and Quality of Working Life. In: Sustainability and Human Resource Management, (pp. 35-56). Springer-Verlag Berlin Heidelberg.
  59. Zink, K. J. (2005). Stakeholder orientation and corporate social responsibility as a precondition for sustainability. Total Quality Management and Business Excellence, 16(8-9), 1041-1052.
Cytowane przez
Pokaż
ISSN
2071-789X
Język
eng
URI / DOI
http://dx.doi.org/10.14254/2071-789X.2017/10-2/8
Udostępnij na Facebooku Udostępnij na Twitterze Udostępnij na Google+ Udostępnij na Pinterest Udostępnij na LinkedIn Wyślij znajomemu