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All Journal International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) Journal of Accounting Research, Utility Finance and Digital Assets (JARUDA) International Conference on Health Science, Green Economics, Educational Review and Technology (IHERT)
Rakesh Sitepu
Universitas Muslim Nusantara Al-Washliyah
Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Economics, Econometrics & Finance Education Health Professions

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THE ROLE OF SUSTAINABLE HUMAN RESOURCE MANAGEMENT IN ACHIEVING ORGANIZATIONAL SUSTAINABILITY Misrokiah Husni Batubara; Kiki Aulia Paramita; Himi Agustina Daulay; Fauziah Nur Lubis; Sri Afrida Wahyuni; Rakesh Sitepu; Anggia Sari Lubis
International Conference on Health Science, Green Economics, Educational Review and Technology Vol. 7 No. 2 (2025): 10th IHERT (2025): IHERT (2025) SECOND ISSUE: International Conference on Healt
Publisher : Universitas Efarina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ihert.v7i2.530

Abstract

The global awareness of sustainability encompassing economic, social, and environmental aspects has fundamentally shifted corporate paradigms. Organizational sustainability is no longer seen as achievable through business strategy and technology alone but is critically dependent on how human resources are managed. This study aims to analyze the role of Sustainable Human Resource Management (Sustainable HRM) in realizing organizational sustainability. Using a descriptive analysis method, this research synthesizes and examines the theoretical foundations and practical applications of Sustainable HRM. The results indicate that Sustainable HRM, which integrates the principles of the Triple Bottom Line into HR practices, acts as a key facilitator for a sustainability culture, develops sustainable leadership, and aligns employee values with long-term organizational goals. Key practices distinguishing it from conventional HRM include Green HRM initiatives, promoting employee well-being and diversity, and fostering competency development for long-term employability. However, implementation faces challenges such as a lack of top management awareness and resistance to change. Conversely, it offers significant opportunities, including enhanced corporate reputation, increased employee engagement, and long-term resilience. The study concludes that Sustainable HRM is a strategic imperative for organizations seeking comprehensive and enduring sustainability.
THE RELATIONSHIP BETWEEN SUSTAINABLE LEADERSHIP AND SUSTAINABLE HUMAN RESOURCE MANAGEMENT PRACTICES Nabhani; Mansur Anakampun; Sunardi Siregar; Rakesh Sitepu; Anggia Sari Lubis
International Conference on Health Science, Green Economics, Educational Review and Technology Vol. 7 No. 2 (2025): 10th IHERT (2025): IHERT (2025) SECOND ISSUE: International Conference on Healt
Publisher : Universitas Efarina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ihert.v7i2.531

Abstract

Sustainable leadership has gained increasing attention as organizations seek to balance economic performance with social and environmental responsibilities. This study examines the relationship between sustainable leadership and sustainable human resource management (HRM) practices. Drawing on the sustainability and leadership literature, this research investigates how leaders who emphasize long-term value creation, ethical behavior, and stakeholder engagement influence the adoption of sustainable HRM practices, including employee development, well-being, fairness, and environmental responsibility. Using a quantitative research design, data were collected from employees across various organizations and analyzed using statistical techniques to test the proposed relationships. The findings indicate that sustainable leadership has a significant and positive effect on sustainable HRM practices. Leaders who demonstrate sustainability-oriented values and behaviors are more likely to foster HRM practices that support employee sustainability and organizational resilience. This study contributes to the growing body of literature on sustainability by highlighting the critical role of leadership in promoting sustainable HRM practices. Practically, the results suggest that organizations should develop sustainable leadership competencies to strengthen their human resource strategies and achieve long-term sustainability goals..
Co-Authors Adi Marsoni Agung Budi Wibowo Agus Pambudianto Agus Suryanto Sukisman Ahmad Akhmad Soleh Rowandi Siregar Anesthesia Aryan Putri Anggia Sari Lubis, Anggia Sari Anis Satu Rofiah Anna Yuliatin Arief Nur Adianto Arif Mustofa Ashari Ariandi Nasution Brita Maria Cahya Krisyanti Daniel Gobai David Ramadian Djoko Adhi Saputro Dwi Jeni Astutie Erik Aprizal Fachrurrozi Fanniza Putri Dwita Fauziah Nur Lubis Freddy Damara Hairul Hanafi Purba Himi Agustina Daulay Ihsanul Anhar Kiki Aulia Paramita Kurniawati Setyaningrum Malik Syahputra Purba Mansur Anakampun Misrokiah Husni Batubara Nabhani Niken Dwi Utari Nurul Hidayati Pramiantoro Sumaryono Rio Stefanus Guntoro Rizki Adha Rizky Prawita Utami Sri Afrida Wahyuni Sunardi Siregar Tika Yasadani Zulmi Syahputra Zulpaini Tanjung