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The management was also supportive shown by will to take part in extensive inquiry. In order to attain sustainability, there is the need to incorporate holistic integration because it can lead to a sustainable enterprise. Some of the sustainable companies include such elements all around in certain aspects of development sustainability such as concern for environmental stewardship (Wirtenberg, Harmon & Fairfield, 2006).
Making sustainability the core of business strategy and the Human Resource may act as fundamentals to achieving sustainability. Sustainability may also be realized by having a strategic focus, and having initiatives, around the development of the organization and management of talents in the company. The top management or the HRM sees the initiatives and talents nurtured. Companies should spend time to strengthen their organizational capabilities instead of worrying about the losses incurred in a day. The acknowledgement of the HR as leaders is also a key step to achieving sustainability because the HR can take part in change management, leadership development, collaboration, and teamwork (Spooner, & Kaine, 2010).
The HR contributions in development are of great essence because companies need to build an environment of development. Companies should offer maximum leadership development chances for their potential employees. In addition, the HR educates the subordinate staff about the need for sustainable development and its advantages (Borland, 2009). This is by leveraging the learning management system, to educate the employee to gain knowledge concerning sustainability as an easy program aimed at upgrading the employee's competencies. Undertaking such measures will lead to a sustainable enterprise (Gollan, 2006).
The participation of the human resource in ethics and governance covers a high level of leadership in involvement with ethics oversees committees, assessments, design, and administration of ethics and compliance, including the desired ways of as well as sustainability and...
The HR also has the role of developing competencies, mutual strategies, and organizational capabilities to support the company's aim of achieving sustainability (Borland, 2009). These companies appreciated the HR roles in building the company's sustainability. The involvement of the HR tended to be greatest in development areas crucial in strengthening the company (Wirtenberg, Harmon & Fairfield, 2006).
References
Aggerholm, H.K., Andersen, S.E., & Thomsen, C. (2011). Conceptualizing employer branding in sustainable organizations. Corporate Communications: An International
Journal, 16: 105 -- 123
Liebowitz, J. (2010). The Role of HR in Achieving a Sustainability Culture. Journal of Sustainable Development, 3(4). Retrieved from www.ccsenet.org/jsd
Wirtenberg, J., Harmon, J. & Fairfield, K.D. (2006). HR's Role in Building a Sustainable
Retrieved from http://view.fdu.edu/files/hrrolesustpaper.pdf
Examining understandings of economic, social, and environmental sustainability. Journal of Strategic Management Education, 8(1), 77-92. Retrieved from http://search.proquest.com/docview/1315889189?accountid=35812
doi:http://dx.doi.org/10.1108/02651330910972039
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