3. Barriers and Challenges for Implementing Sustainable HRM
The incorporation of sustainability principles into human resource management (HRM) processes has become essential for organizational performance in the modern corporate landscape. However, as organizations work to match their HRM strategies with sustainability goals, they run into a variety of obstacles and difficulties that call for careful attention. These obstacles range from organizational fabric opposition to change to the difficulty of striking a balance between immediate needs and long-term, sustainable results. This initial investigation digs into the subtleties of these obstacles, illuminating the difficulties firms face when attempting to implement Sustainable HRM practices (Tanveer, 2023).
1. Resistance to Change:
A major obstacle to the effective adoption of Sustainable Human Resource Management (HRM) practices is resistance to change. Companies attempting to incorporate sustainability ideas into their HRM procedures may run into resistance from management and staff who are used to conventional procedures. This opposition may make it more difficult to adopt new procedures and make the transition to sustainable HRM.
(Holt, 2017) emphasize that resistance to change is a normal human reaction when people feel that their comfort zone is shifting. Employee fear originates from the necessity of changing ingrained routines, responsibilities, and expectations in sustainable HRM. (Oreg, 2003) notes that resistance may manifest as a result of apprehension about the unknown, worries about competence, or an unwillingness to give up tried-and-true methods.
Additionally, (Fernandez, 2011) notes that resistance can worsen when staff members believe that sustainable HRM practices are at odds with their personal values or risk their employment. Reduced engagement, passive-aggressive behaviour, or outright opposition to change initiatives can all result from this.
2. Lack of Awareness and Education:
A major obstacle to the successful implementation of sustainable human resource management (HRM) is the lack of knowledge and instruction in this area. Organizations are unable to fully understand the advantages, complexities, and potential effects of integrating sustainability principles into their HR processes as a result of this obstacle. The implementation of sustainable HRM efforts may be hampered by the concept's unfamiliarity with stakeholders, managers, and employees.
According to (Bull, 2016), firms frequently have trouble explaining the justification for sustainable HRM practices, which leaves workers and decision-makers in the dark. Lack of knowledge can breed scepticism and resistance since people may see sustainable HRM as an extra responsibility or a departure from accepted norms. For instance, according to (Paille, 2014), internal environment organization is essential for the successful adoption of sustainable HRM. If a company has the correct direction, establishing sustainable HRM becomes streamlined and easier to implement.
Insufficient knowledge of the environmental, social, and economic advantages of sustainable HRM practices can also prevent their incorporation (Cohen, 2019). Organizations must spend on educating their staff about the advantages that could result, such as higher stakeholder trust, improved employee happiness, and improved brand reputation.
3. Resource Limitations:
The successful implementation of Sustainable Human Resource Management (HRM) techniques is significantly hampered by resource constraints. Organizations wishing to implement sustainable HRM programs frequently need to make investments in infrastructure, training, technology, and expertise. Resource limitations may make it challenging to devote these essential investments, impeding the organization's capacity to completely incorporate sustainable practices within HRM procedures.
(Renwick, 2013) claims that the adoption of sustainable HRM practices frequently necessitates the inclusion of extra financial, human, and technology resources. However, due to a lack of resources, it may be necessary to choose between addressing other urgent issues and making investments in sustainable HRM.
Organizations with limited resources may find it difficult to set aside money for employee training in sustainable practices, the creation of new HRM technologies, or the creation of specific sustainability jobs, as further highlighted by (Renwick, 2013). Budget restrictions may cause sustainable HRM projects to be postponed, scaled back, or completely abandoned.
4. Short-Term Focus:
The study (Ramus, 2000) emphasizes how underinvesting in sustainability initiatives, such as sustainable HRM practices, might result from a short-term focus on profit maximization. Businesses may place a higher priority on cost-cutting strategies and immediate results than the potential benefits of developing a long-term workforce.
The failure to implement Sustainable Human Resource Management (HRM) practices can be largely attributed to the short-term orientation of many businesses. Organizations that place a high priority on short-term profits may be reluctant to devote money, time, and energy to sustainable HRM programs that frequently result in long-term returns.
5. Lack of Alignment with Business Strategy:
The misalignment of sustainable HRM practices and the organization's strategic objectives, according to (Bos-Nehles, 2013), might cause misunderstanding and prevent the adoption of sustainable HRM practices. Employees and stakeholders may doubt the organization's sincerity and commitment to sustainable HRM if sustainability is not incorporated into its basic principles and objectives.
The failure to integrate Sustainable Human Resource Management (HRM) practices into an organization's overall business strategy can be a major impediment to their effective application. Sustainable HRM activities may be viewed as distinct, optional endeavours rather than crucial elements of the firm's mission if they are not incorporated into the broader goals and strategy of the organization.
Furthermore, according to (Hahn, 2015), without alignment, top management may not devote the essential time, resources, or commitment to sustainable HRM projects. As a result, there may be insufficient funding and support for the adoption of sustainable HRM practices.
6. Complexity:
The complexity of implementing Sustainable Human Resource Management (HRM) practices can be a substantial barrier to their successful adoption. Sustainable HRM involves multiple dimensions, such as recruitment, training, compensation, and employee well-being, each of which may require unique strategies and considerations. Navigating this intricate web of practices and integrating them cohesively can pose challenges for organizations.
According to (Renwick, 2016), the complexity of sustainable HRM practices can overwhelm organizations, especially if they lack a clear roadmap for implementation. The interdependencies between different HRM processes and sustainability goals can make it difficult to determine the most effective approach.
(Renwick, 2016) further point out that aligning sustainable HRM with diverse organizational functions requires careful coordination and collaboration. This complexity can result in difficulties in communication, decision-making, and resource allocation across departments.
Other Barriers
- Cultural Barriers:
- Organizations with deeply entrenched traditional HR practices might struggle to shift towards sustainable HRM due to cultural inertia.
- Measuring Impact:
- Quantifying the impact of sustainable HRM practices on business outcomes and demonstrating ROI can be challenging.
- Limited Data Availability:
- Lack of data on sustainability metrics, especially in emerging economies, can hinder progress.
- Regulatory Challenges:
- Different regions may have varying regulations related to sustainability and HR practices, adding complexity.
- Lack of Leadership:
- Without strong commitment from leadership, sustainable HRM initiatives may not receive adequate support and resources.
- Inconsistent Stakeholder Engagement:
- Sustainable HRM requires engagement from multiple stakeholders, and if they're not aligned, progress may be hindered.
In conclusion, it is clear that the path to the effective adoption of Sustainable Human Resource Management (SHRM) practices is a difficult one, fraught with obstacles and difficulties. Each obstacle emphasizes the necessity for careful planning and strategic action, from resistance to change and resource constraints to the detailed alignment with business strategy and the multifarious complexity of practices. These obstacles can still be overcome. These obstacles can be overcome by organizations that are committed to adopting sustainability as a core value through awareness campaigns, instruction, strategic alignment, and innovative resource allocation. Organizations may clear the way for a future in which sustainable HRM not only becomes a reality but also serves as a catalyst for both holistic company performance and societal well-being by recognizing and tackling these impediments head-on.
Referencing
Bos-Nehles, A., Veenendaal, A., & Pijpers, G. (2013). When HRM meets employee stakeholder concerns: The role of line managers. The International Journal of Human Resource Management, 24(9), 1838-1851.
Bull, A., & McEvoy, G. M. (2016). Sustainability and Human Resource Management: People as a Source of Competitive Advantage and Sustainable Organisational Performance. In Research Handbook of Green HRM (pp. 25-44). Edward Elgar Publishing.
Cohen, S. R., & Guthrie, J. P. (2019). Managing Sustainable Human Resource Management Implementation: An Integrative Framework. Sustainability, 11(10), 2766.
Fernandez, S., & Pitts, D. W. (2011). Understanding employee resistance to change—Toward a multidimensional view. Human Resource Management, 50(6), 681-704.
Hahn, R., Figge, F., Pinkse, J., & Preuss, L. (2015). Trade-offs in corporate sustainability: You can't have your cake and eat it. Business Strategy and the Environment, 24(2), 92-102.
Holt, D. T., Armenakis, A. A., Feild, H. S., & Harris, S. G. (2007). Readiness for organizational change: The systematic development of a scale. The Journal of Applied Behavioral Science, 43(2), 232-255.
Oreg, S. (2003). Resistance to change: Developing an individual differences measure. Journal of Applied Psychology, 88(4), 680-693.
Paille, P., Chen, Y., Boiral, O. and Jin, J. (2014), “The impact of human resource management on environmental performance: an employee-level study”, Journal of Business Ethics, Vol. 121, No. 3, pp. 451-466.
Ramus, C. A., & Steger, U. (2000). The Roles of Supervisory Support Behaviors and Environmental Policy in Employee "Ecoinitiatives" at Leading-Edge European Companies. Academy of Management Journal, 43(4), 605-626.
Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1-14.
Renwick, D. W., Redman, T., & Maguire, S. (2016). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1-14.
Tanveer, M.I., Yusliza, M.Y. and Fawehinmi, O. (2023). Green HRM and hospitality industry: challenges and barriers in adopting environmentally friendly practices. Journal of Hospitality and Tourism Insights.
Well described Harendra, In this article you have explained of the challenges organizations face when trying to integrate sustainability into their HR management practices. These challenges include resistance to change, lack of awareness and education, resource limitations, short-term profit focus, lack of alignment with business strategy, and the complexity of implementation (J. Hum. Resour. Manag. 2017). Overcoming these obstacles requires strategic planning, education, leadership commitment, and aligning sustainability goals with overall business objectives.
ReplyDeleteYou've highlighted some of the key challenges organizations encounter when embarking on the journey of integrating sustainability into HR management practices. Indeed, overcoming these obstacles demands a holistic approach that encompasses strategic planning, education, strong leadership commitment, and ensuring alignment with broader business objectives. It's a transformative process that requires dedication and a long-term perspective, but the rewards in terms of sustainable growth and positive societal impact are well worth the effort.
DeleteThe obstacle of lack of awareness and education is well-articulated. You've highlighted the importance of educating stakeholders, managers, and employees about sustainable HRM advantages and complexities. The connection between a lack of knowledge and skepticism or resistance is well-explained, and your reference to the internal environment organization underscores the significance of a clear direction.
ReplyDeleteMariappanadar (2020)states that implementing sustainable HRM often requires changes to existing processes and mindsets. Resistance to change from employees and management can hinder the adoption of new practices, even if they are beneficial in the long run.
I'm glad you found the discussion on the obstacle of lack of awareness and education in sustainable HRM relevant. Indeed, raising awareness and providing education are essential steps in fostering a culture of sustainability within organizations. Mariappanadar's (2020) perspective on the need for changes in processes and mindsets aligns perfectly with the challenges organizations face in implementing sustainable HRM.
DeleteGreat article and informative. The implementation of sustainable human resource management (HRM) can run into obstacles like lack of awareness, resistance to change, short-term focus, cost concerns, lack of integration, complexity, changing workforce dynamics, measurement challenges, regulatory constraints, leadership commitment, resource limitations, and cultural misalignment. A deliberate strategy, education, involvement at all levels, and a long-term vision that recognizes the advantages of sustainable HRM are necessary for overcoming these obstacles.
ReplyDeleteAccording to the IUCN/WWF (1991), sustainability is generally understood to mean "improving the quality of human life while living within the carrying capacity of supporting ecosystems." The discussion of sustainability in facility management (FM) includes taking into account the planning, designing, building, renovating, operating, and demolishing phases as well as how the building can be modified to fit with the purpose of its users, optimizing its resources throughout its life cycle. The sector is currently trailing behind in terms of implementation, despite the fact that FM practitioners generally agree on the necessity of implementing sustainable solutions. However, the social, cultural, and economic potential of sustainability has not yet been fully realized (Sarpin et al., 2016). The latter has largely accepted its environmental duties.
(Støre-Valen & Buser, 2019)
I appreciate your addition of the obstacles that can be encountered when implementing sustainable HRM, as well as the mention of sustainability in facility management (FM). It's clear that sustainability encompasses various aspects of organizational operations, and addressing these challenges requires a holistic approach, as you've mentioned. The definition of sustainability you provided from IUCN/WWF (1991) nicely encapsulates the core idea of balancing human life quality with the capacity of ecosystems. I hope that organizations can increasingly recognize the importance of sustainable solutions and integrate them effectively into their practices for the benefit of both society and the environment.
DeleteYour assessment is astute and insightful. Indeed, the journey towards effective adoption of Sustainable Human Resource Management (SHRM) practices is a challenging one, marked by various hurdles and complexities. These challenges underscore the critical importance of meticulous planning and strategic execution. From the resistance to change and limited resources to the intricate alignment with business strategy, each obstacle necessitates thoughtful handling.
ReplyDeleteHowever, your perspective remains optimistic. Organizations that are truly dedicated to embedding sustainability as a core value can triumph over these challenges. Through awareness campaigns, educational initiatives, strategic alignment, and creative resource allocation, these obstacles can be successfully navigated. This commitment paves the way for a future where sustainable HRM not only takes shape but also propels both comprehensive organizational performance and societal well-being. Your recognition of these impediments and the proactive approach towards overcoming them highlights the potential for transformative change.
I appreciate your thoughtful response, which succinctly captures the essence of the challenges and opportunities associated with adopting Sustainable Human Resource Management (SHRM) practices. Indeed, these challenges are not to be underestimated, but they should serve as motivators rather than deterrents. Your emphasis on the importance of raising awareness, educating stakeholders, and strategically aligning efforts is both insightful and on point. What is particularly encouraging is your unwavering optimism. Your assertion that organizations, through dedication and proactive measures, can conquer these challenges is both inspiring and resonates with the potential for significant positive change. Your comment serves as a reminder that these hurdles, when confronted effectively, have the power to drive transformation, benefiting not only organizations but also society at large.
DeleteHarendra,
ReplyDeleteYour article delves into the hurdles organizations encounter while incorporating sustainability into HR practices. Challenges include resistance to change, insufficient awareness, resource constraints, profit-centric focus, misalignment with strategy, and intricate implementation. Surmounting these demands strategic planning, education, leadership commitment, and harmonizing sustainability goals with broader business objectives.
Yes Hisshanthi, these are some of the challenges when it comes to implementing SHRM. It will be a steep climb to unified implementation of SHRM but I believe it can be achieved and sustainability can be achieved in the near future.
DeleteYour clear explanation of the challenge posed by limited awareness and education is commendable. You effectively stress the necessity of enlightening stakeholders, managers, and staff about the benefits and intricacies of sustainable HRM. The link between ignorance and skepticism or opposition is astutely presented, while your mention of the organization's internal milieu emphasizes the importance of a well-defined path forward.
ReplyDeleteI have been actively engaging in advocacy for sustainability in the sense of environment as well as business hence this has become a normal topic of conversation. Therefore I am able to effectively navigate around the topic and make sure the needed explanation can given in a neutral stance. It's essential to emphasize the need for enlightening stakeholders, managers, and employees about the intricacies and advantages of sustainable HRM practices. Your recognition of the connection between lack of knowledge and potential resistance or skepticism underscores the importance of education in overcoming such hurdles.
DeleteSustainable HRM integrates sustainability principles into HRM processes, improving organizations' environmental, social, and economic performance. Benefits include reduced environmental impact, employee well-being, increased productivity, and enhanced reputation. Challenges include resistance to change, lack of awareness, resource constraints, and business strategy misalignment. Despite these obstacles, the benefits outweigh the risks, leading to long-term success.
ReplyDeleteWith regard to your opinion of Sustainable HRM, I absolutely agree. Incorporating sustainability concepts into HRM procedures has many benefits, including greater productivity, environmental responsibility, employee well-being, and improved business reputation. While obstacles like lack of understanding and reluctance to change still exist, they shouldn't stop firms from implementing sustainable HRM. The advantages ultimately surpass these difficulties, paving the way for long-term success.
DeleteThank you for sharing and I found your post to be informative!
ReplyDeleteYour article analyses barriers and challenges organizations face in implementing Sustainable Human Resource Management (SHRM) practices, focusing on resistance, lack of awareness, resource limitations, short-term focus, and alignment with business strategy.
Oreg's (2003) study explore into the psychological aspect of resistance and offers insights into how individuals react when confronted with shifts in their established routines and expectations. How can organizations effectively manage and mitigate resistance to change when transitioning to Sustainable HRM practices, particularly when employees perceive these changes as conflicting with their existing routines and values?
You've brought up a crucial point about how to manage and reduce change resistance when implementing sustainable HRM practices. The psychological aspects of resistance are discussed in Oreg's study, which is useful in this situation. Organizations can use a variety of tactics to manage resistance. First, concerns can be allayed by open and honest communication about the rationale for the transition to Sustainable HRM, its advantages for both the organization and the workforce, and how it fits with core values. Encourage a sense of ownership and lessen resistance by involving employees in decision-making and asking for their input. It's critical to offer training and assistance to staff members so they can adjust to the new procedures. Lastly, recognizing and celebrating early adopters and success stories can encourage others to embrace the changes, ultimately facilitating a smoother transition towards Sustainable HRM practices. I have discussed this further in the other article; please refer to get a detailed explanations on how to overcome these barriers to SHRM.
DeleteImplementing Sustainable HRM (Human Resource Management) faces obstacles such as resistance to change, lack of awareness, and short-term financial focus. Organizational culture shifts and aligning sustainability with HR practices require effort. Balancing social, environmental, and economic goals demands innovation. Overcoming these challenges involves leadership commitment, employee engagement, and strategic integration, ultimately driving a more ethical, resilient, and responsible approach to workforce management.
ReplyDeleteNice article and a good read.
Indeed, it's crucial to recognize these obstacles and actively work towards overcoming them to create a more sustainable, ethical, and responsible workforce management approach. Your mention of leadership commitment, employee engagement, and strategic integration highlights key elements in successfully navigating the transition towards Sustainable HRM.
Deletereally enjoyed reading your blog post on the barriers and challenges for implementing sustainable HRM. It's an important topic that is often overlooked. I agree with you that one of the biggest challenges is a lack of understanding of what sustainable HRM is and why it's important. Many businesses still see it as an added cost or a luxury, rather than an investment that can save them money and improve their bottom line in the long run.
ReplyDeleteAnother challenge is a lack of resources. Implementing sustainable HRM can require a significant investment in time, money, and training. This can be a barrier for small businesses or businesses that are struggling financially.
Despite these challenges, I believe that sustainable HRM is essential for businesses that want to be successful in the long term. It's a way to attract and retain top talent, improve employee productivity, and reduce costs.
I'm glad you're raising awareness of this important topic. I hope your blog post will help more businesses adopt sustainable HRM practices.
Thanks for writing such a great post!
Hello Chinthaka, I am glad you enjoyed reading my blog post on the challenges of implementing SHRM. Your insights regarding the common perception of sustainable HRM as an added cost or luxury and the resource constraints that businesses might face when trying to adopt it are spot on. Indeed, raising awareness about the long-term benefits and positive impacts of sustainable HRM is crucial, and I hope this blog post contributes to that awareness. Thank you for your thoughtful comment, and I share your hope that more businesses will embrace sustainable HRM practices for their long-term success.
DeleteAn excellent and enlightening article indeed. The introduction of sustainable human resource management (HRM) might encounter hindrances such as inadequate awareness, resistance to alteration, myopic viewpoints, financial apprehensions, absence of integration, intricacy, shifting workforce dynamics, measurement complexities, regulatory limitations, wavering leadership dedication, resource confines, and cultural disparities. To surmount these barriers, a purposeful approach, education, engagement across all tiers, and an enduring outlook that acknowledges the benefits of sustainable HRM are imperative.
ReplyDeleteYour recognition of the need for a purposeful approach, education, and engagement across all levels, along with a long-term perspective, aligns with the strategies required to overcome these obstacles effectively. It's heartening to see your understanding of the significance of sustainable HRM and the efforts required to make it a reality.
DeleteAn excellent and enlightening article indeed. The introduction of sustainable human resource management (HRM) might encounter hindrances such as inadequate awareness, resistance to alteration, myopic viewpoints, financial apprehensions, absence of integration, intricacy, shifting workforce dynamics, measurement complexities, regulatory limitations, wavering leadership dedication, resource confines, and cultural disparities. To surmount these barriers, a purposeful approach, education, engagement across all tiers, and an enduring outlook that acknowledges the benefits of sustainable HRM are imperative.
ReplyDeleteAn excellent and enlightening article indeed. The introduction of sustainable human resource management (HRM) might encounter hindrances such as inadequate awareness, resistance to alteration, myopic viewpoints, financial apprehensions, absence of integration, intricacy, shifting workforce dynamics, measurement complexities, regulatory limitations, wavering leadership dedication, resource confines, and cultural disparities. To surmount these barriers, a purposeful approach, education, engagement across all tiers, and an enduring outlook that acknowledges the benefits of sustainable HRM are imperative.
ReplyDeleteThis comprehensive article provides a profound analysis of the challenges encountered while implementing Sustainable Human Resource Management (HRM) practices. It underscores the complexities posed by resistance to change, the lack of awareness, resource limitations, short-term focus, and alignment issues. The inclusion of scholarly research enhances the credibility of the insights provided. Additionally, the article acknowledges the multifaceted nature of these challenges and emphasizes the need for strategic approaches to overcome them. By shedding light on these barriers, the article contributes valuably to the discourse on sustainable HRM, guiding organizations toward an enlightened path for embracing sustainability while addressing hurdles effectively.
ReplyDeleteI appreciate your comment on the difficulties with implementing sustainable HRM that were raised in the article. Your understanding of the complexity of these difficulties and the value of strategic methods is in line with the article's emphasis on finding effective solutions to these problems. I'm happy to hear that the analysis in the essay helped businesses move toward integrating sustainability in HRM.
Delete"Great blog! It's wonderful to see a discussion on the barriers and challenges of implementing Sustainable HRM. Acknowledging these obstacles is the first step towards finding innovative solutions. Let's keep the momentum going and work together to create a more sustainable and equitable future for HR practices!
ReplyDeleteIndeed, acknowledging the barriers and challenges of implementing Sustainable HRM is crucial for finding innovative solutions and advancing towards a more sustainable and equitable future in HR practices. Let's continue working together to drive positive change and foster sustainability in HRM.
DeleteVery informative article. You've emphasized the significance of teaching managers, employees, and stakeholders on the benefits and complexity of sustainable HRM. By identifying and overcoming these barriers, sustainable HRM not only becomes a reality but also acts as a stimulus for both overall corporate performance and social well-being.
ReplyDeleteEducating managers, employees, and stakeholders about the benefits and complexities of sustainable HRM is a crucial step in overcoming barriers and making sustainable HRM a reality. By working together to address these challenges, we can not only enhance corporate performance but also contribute positively to societal well-being.
DeleteThis blog provides a comprehensive exploration of the obstacles organizations face when implementing Sustainable Human Resource Management (SHRM) practices. It highlights key challenges, such as resistance to change, lack of awareness, resource limitations, short-term focus, and misalignment with business strategy, that organizations must address to fully integrate sustainability principles into HRM.
ReplyDeleteThe detailed examination of each obstacle, supported by references and expert insights, offers valuable guidance for organizations looking to overcome these barriers. Additionally, the inclusion of additional barriers, such as cultural inertia, measuring impact, and regulatory challenges, adds depth to the discussion.
Overall, this blog serves as a valuable resource for organizations aiming to embrace sustainability in HRM and emphasizes the importance of strategic planning and commitment to achieving long-term sustainability goals.
Hi Manilka! I'm delighted the blog was thorough and instructive for you. In fact, if businesses want to successfully incorporate sustainability into HRM, they must face the challenges associated with putting Sustainable Human Resource Management (SHRM) approaches into practice. Your acknowledgement of these extra obstacles and your focus on strategic planning and dedication are in line with the blog's objectives of assisting companies in attaining their long-term sustainability goals.
DeleteThis was an insightful article. Within the context of a developing nation like SL, the resistance to change and a lack of understanding and education can be the biggest obstacles. However, by recognizing the importance and adjusting methods to the local context, SL can pave path for the effective adoption of sustainable HRM practices.
ReplyDeleteYou've highlighted an important aspect of implementing sustainable HRM practices in developing nations like Sri Lanka. Indeed, resistance to change and a lack of understanding and education can be significant obstacles, but recognizing their importance and adapting strategies to the local context can help overcome these challenges and facilitate the effective adoption of sustainable HRM practices. Your insight is valuable in the context of developing nations, and it emphasizes the need for context-specific approaches in promoting sustainability in HRM.
DeleteHarendra your blogs are really insightful and I've enjoyed reading these so far. This article is very informative and I hope the growing businesses will look into implementation of Sustainable HRM in future.
ReplyDeleteHello Senuri! Thank you for the comment. I am glad my blogs piqued your interest pertaining to SHRM. There are multiple blog posts further explaining SHRM I hope you had the opportunity to go through them.
DeleteLoved reading your blog. Its such an insightful read.
ReplyDeleteThank you Minura! I will make sure to keep publishing such articles for you to enjoy.
DeleteGreat job summarizing these common challenges in SHRM initiatives. Business organizations can get an overall idea of the obstacles and implement strategies to mitigate them in order to develop sustainable HRM practices. Your insights are valuable. I look forward to reading more of your articles on this topic in the future.
ReplyDeleteI'm glad you found the summary of common challenges in SHRM initiatives valuable. It's important for organizations to be aware of these obstacles and develop strategies to overcome them in their journey towards sustainable HRM practices. I appreciate your interest in this topic, and I'll certainly continue to explore and write more on this subject in the future.
DeleteVery useful article.
ReplyDeleteBarriers such as lack of knowledge, lack of motivation, lack of experience also needs to be considered more and addressing all them will be a advantage for the organization for log term run even in the challenging situation.
You're absolutely right; barriers like lack of knowledge, motivation, and experience are also important considerations when implementing sustainable HRM practices. Addressing these barriers can indeed be advantageous for organizations in the long run, especially in today's challenging and rapidly changing business landscape. It's essential to recognize and tackle these obstacles to create a more sustainable and effective HRM framework.
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