By sustainability-driven change, we mean the transformation of a company into an active agent of broad sustainable development. This paper focuses on two key features of this transformation: (i) the key role played by the company’s human resource (HR) management system within that process; and (ii) the fact that the transformation involves a variety of agents and that, among others, HR and sustainability managers are pivotal to the success of the process. Gaining consensus between them on those aspects of the HR system that support sustainability-driven change is a key success factor, as it results in a ‘strong’ HR management system that sends coherent messages to the organization. In addition, consensus between the two managers can be critical in preparing a compelling business case for sustainability for the senior management of the organization. This paper explores the level of consensus between the HR and sustainability managers using a survey of 89 managers in Italian companies committed to sustainability. The results of our research indicate which elements of an HR management system are seen as important for sustainability-driven change by both the HR and the sustainability managers and what differences in perception exist between them. Based upon our findings, implications for HR practice and research are then advanced and discussed.

Guerci, M., Pedrini, M., The consensus between Italian HR and sustainability managers on HR management for sustainability-driven change – towards a ‘strong' HR management system, <<THE INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT>>, 2013; 25 (13): 1787-1814. [doi:10.1080/09585192.2013.860388] [http://hdl.handle.net/10807/50033]

The consensus between Italian HR and sustainability managers on HR management for sustainability-driven change – towards a ‘strong' HR management system

Pedrini, Matteo
2014

Abstract

By sustainability-driven change, we mean the transformation of a company into an active agent of broad sustainable development. This paper focuses on two key features of this transformation: (i) the key role played by the company’s human resource (HR) management system within that process; and (ii) the fact that the transformation involves a variety of agents and that, among others, HR and sustainability managers are pivotal to the success of the process. Gaining consensus between them on those aspects of the HR system that support sustainability-driven change is a key success factor, as it results in a ‘strong’ HR management system that sends coherent messages to the organization. In addition, consensus between the two managers can be critical in preparing a compelling business case for sustainability for the senior management of the organization. This paper explores the level of consensus between the HR and sustainability managers using a survey of 89 managers in Italian companies committed to sustainability. The results of our research indicate which elements of an HR management system are seen as important for sustainability-driven change by both the HR and the sustainability managers and what differences in perception exist between them. Based upon our findings, implications for HR practice and research are then advanced and discussed.
2014
Inglese
Guerci, M., Pedrini, M., The consensus between Italian HR and sustainability managers on HR management for sustainability-driven change – towards a ‘strong' HR management system, <<THE INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT>>, 2013; 25 (13): 1787-1814. [doi:10.1080/09585192.2013.860388] [http://hdl.handle.net/10807/50033]
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Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/10807/50033
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