When it comes to organizational sustainability, it’s important to remember that it isn’t just a buzzword: it’s a necessity that every organization needs to take responsibility for to make a global impact. But what is an HR department’s role in developing organizational sustainability? In this article, we will delve into what an HR department should be doing to ensure sustainability and efficiency within their organization.

When creating lasting sustainable practices in your organization, the key is creating a Sustainable Human Resources Management model that will make sustainability a focus from the top down.

What Is Sustainable Human Resources Management?

Part of HR’s role in sustainability is operating human resources management tools. The function of human resources management (HRM) is pretty simple: to help an organization achieve its business goals in the most efficient way possible. A large percentage of the time that involves HR working with the people that make up the organization and getting everyone to help steer the organization toward success.

One aspect of creating a Sustainable Human Resources Management approach is adopting strategies and practices implemented system-wide that help an organization achieve its environmental and business goals. The end result is helping impact the organization itself and the greater environment it is part of by creating systems that help keep the long-term picture of the organization in mind.

But is this something that members of the organization are on board with? According to studies, yes! A survey by Salesforce shows that 82% of workers show an interest and a passion for helping the organization they are part of reach its ecological goals. And for guidance, every organization should turn to the department that helps steer the people: HR.

What Is HR’s Role in Organizational Sustainability?

HR plays an essential role in creating and working toward sustainability goals for an organization. HR’s role in sustainability can vary by company, but it should always be focused on what is best for the company. In order to lead the charge in your company, here are some actionable steps you can take as a department to create long-term sustainability for your organization and the environment it occupies.

HR Sustainability Initiatives Examples

If organizational sustainability is something your team or company wants to initiate, you may be wondering how you can get started. Here are six sustainability initiative examples your HR department can put into practice.

1. Define Your Organization’s Purpose in the Bigger Picture

It’s easy to say that a business’s primary purpose is to create a product or provide a service that will be helpful and profitable. However, your organization should have a greater sense than that. It should have a role in society that shows the world what your values are. HR is essential in defining precisely what this purpose is, how the people who make up your organization plan to achieve it, and creating a company culture that supports that purpose.

2. Review All the Company’s Practices

It’s great to define your company’s purpose and commitment toward sustainability, but are you putting your money where your mouth is? Review all the processes and practices that encompass your company’s day-to-day and make sure they are in line with the organizational sustainability goals you are working towards. Anything that is not in line needs to be addressed and changed to make sure all practices are leading toward the intended goal.

3. Make Your Goals Part of Your Recruiting and Onboarding

It’s going to take a great team of people to help you reach your sustainability goals. Make sure that these goals and the philosophy behind them are part of your efforts to attract and hire new talent to your team. If you are creating a culture that aligns with these goals, you must find additions to the team that will complement that culture and brings a lot to the table.

4. Make Sure Everyone is Well Trained

A lot of practices and processes that encourage sustainability require specialized knowledge on the part of all employees. That means HR is responsible for ensuring all stakeholders know the goals, what they really mean, and how their specific job plays a role in achieving them.

5. Empower Employees to Contribute

Instill in your company culture that employee ideas and suggestions are valued. Develop a procedure that allows employees from all levels of the organization to contribute ideas or identify problems of practice that they believe align with your organizational sustainability goals. This will nurture ownership over these goals on all levels and show employees that they have responsibility above simply implementing processes that are mandated from above.

6. Create Incentives

To help with buy-in on all levels of the organization, it’s essential to provide incentives to employees who are doing their part in reaching the company’s sustainability goals. Incorporate them into performance reviews and attach clear rewards to a well-done job. Offering incentives sends the message to employees that your goals toward sustainability are just as important as any other measure of success in your company.

Partner with an HR team to Improve Organizational Sustainability

At CoreCentive, we are passionate about helping you achieve your company goals by getting all your employees excited about them and willing to do their part. One great place to start is by assessing your current system that rewards employee service. Contact us today to discuss how we can assess your current reward system and procedures and develop them to help you achieve even more as a company!