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Sustainable HRM in Peruvian Companies

In: Sustainability and Human Resource Management

Author

Listed:
  • Gina Pipoli

    (Universidad del Pacífico)

  • Rosa María Fuchs

    (Universidad del Pacífico)

  • María Angela Prialé

    (Universidad del Pacífico)

Abstract

Finding ways to manage organizations sustainably with regard to their human/social, natural and economic resources along with administering work-life balance and managing talent are a major challenge for HRM (BCG (2008) Creating people advantage: how to address HR challenges worldwide through 2015. Presented at WFPMA World HR Congress, London 14 Apr 2008), also in Latin America. In this chapter, we will focus on the role of HRM supporting Sustainable human resources management (HRM) systems in large Peruvian companies. A model with the following three key elements is used in this research: work-life balance, personal autonomy in professional development and employability of the workers (see Zaugg et al. (2001) Nachhaltiges Personalmanagement: Spitzengruppenbefragung in europaïschen Unternehmungen und Institutionen. Arbeitsbericht Nr. 51 des Instituts fûr Organisation und Personal. Universität Bern, Bern). The methodology of this research involved the use of online questionnaires among Human Resource (HR) managers of companies operating in Peru. In addition, 32 HR managers were interviewed. The results show that the three elements are present but in an emerging stage. The present study intends to analyze this complex topic, providing a panoramic view of companies operating in Peru by studying their understanding of sustainability in HRM.

Suggested Citation

  • Gina Pipoli & Rosa María Fuchs & María Angela Prialé, 2014. "Sustainable HRM in Peruvian Companies," CSR, Sustainability, Ethics & Governance, in: Ina Ehnert & Wes Harry & Klaus J. Zink (ed.), Sustainability and Human Resource Management, edition 127, pages 359-377, Springer.
    • Handle: RePEc:spr:csrchp:978-3-642-37524-8_16
    DOI: 10.1007/978-3-642-37524-8_16
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