This research explores the sustainable human resource management practices in the public sector with Malaysia government as the setting. This research was carried out using method of interview among senior officers in the central agency and document analysis as supporting evidence. It was found that sustainable HRM is very critical in the public sector to ensure retention of employees and thus contribute towards sustainable development of the country. The activities involve work promotions, training and development, leadership and engagement with employees especially among the millennials. In order to ensure sustainability of an organization, non-monetary rewards such as flexible working arrangement should be enhanced in the public sector. Having the right employees is the way to ensure organizational success in a highly competitive market. The impact of this research will create interest among the management in public sector to think strategically on sustainable HRM which in turn, will lead to sustainability in Malaysian public sector.
Barney, J. (1991). Firm Resources and Sustained Competitive Advantage. Journal of Management, 17(1), 99–120. https://doi.org/10.1177/014920639101700108
Boxall, P. (1998). Achieving competitive advantage through human resource strategy: Towards a theory of industry dynamics. Human Resource Management Review, 8(3), 265–288. https://doi.org/10.1016/S1053-4822(98)90005-5
Brewster, C. (2002). Human resource practices in multinational companies. In Handbook of Cross-cultural Management (pp. 126–141). Oxford: Blackwell.
Cappelli, P., & Keller, J. (2014). Talent Management: Conceptual Approaches and Practical Challenges. Annu. Rev. Organ. Psychol. Organ. Behav, 1(1), 305–31. https://doi.org/10.1146/annurev-orgpsych-031413-091314
Cohen, E., Taylor, S., & Muller-Carmen, M. (2015, December). HR’s role in sustainability. HR’s Asia, 18–19.
Coventry University Blog Network. (2016). The Importance of Sustainable HRM. Retrieved December 14, 2016, from http://blogs.coventry.ac.uk/london-uncovered/2015/03/19/the-importance-of-sustainable-hrm/
Creswell, J. W. (2003). Research design Qualitative quantitative and mixed methods approaches. Research Design Qualitative Quantitative and Mixed Methods Approaches. https://doi.org/10.3109/08941939.2012.723954
Cunningham, I. (2007). Talent management: making it real. Development and Learning in Organizations: An International Journal, 21(2), 4–6. https://doi.org/10.1108/14777280710727307
Denzin, N. K., & Lincoln, Y. S. (2008). The landscape of qualitative research. In Handbook of qualitative research (Vol. 1, p. 620). https://doi.org/10.1177/1094428109332198
Docherty, P. (2002). Emerging work systems: from intensive to sustainable. In P. Docherty, J. Forslin, & A. (red) Shani (Eds.), Creating sustainable work systems: emerging perspectives and practice. London: Routledge.
Ehnert, I. (2008). Sustainable Human Resource Management A conceptual and Exploratory Analysis from a Paradox Perspective. The effects of brief mindfulness intervention on acute pain experience: An examination of individual difference. https://doi.org/10.1017/CBO9781107415324.004
Ehnert, I. (2009). Sustainable Human Resource Management: A Conceptual and Exploratory Analysis from a Paradox Perspective. Ina Ehnert Sustainable Human Resource Management A Conceptual and Exploratory Analysis from a Paradox Perspective Physica?Verlag. https://doi.org/10.1007/978-3-7908-2188-8
Ehnert, I., & Harry, W. (2012). Recent developments and future prospects on sustainable human resource management. Management Revue, 23(3), 221–238. https://doi.org/10.1688/1861-9908
Fisher, C. (2010). Researching and writing a dissertation: an essential guide for business students. Pearson Education Limited. Pearson Education Ltd. Retrieved from http://books.google.com/books?id=JaUMkIFiuD0C&pgis=1
Guerci, M. (2011). La gestione delle risorse umane per la sostenibilita’ dell’impresa [The management of human resources through corporate sustainability]. Franco Agnielli.
Guerci, M., & Pedrini, M. (2014). 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, 25(13), 1787–1814.
Henning, E., Van Rensberg, W., & Smit, B. (2004). Finding your way in qualitative research. Pretoria: Van Schaik.
Institute of Health Management Malaysia. (2013). The Talent Grooming Programme for Technical Healthcare Professionals (TGP). Putrajaya: Institute of Health Management Malaysia. Retrieved from http://www.ihm.moh.gov.my/images/files/TGP/Garispanduan_TGP.pdf
Kontoghiorghes, C., & Frangou, K. (2009). The association between talent retention, antecedent factors, and consequent organizational performance. S.A.M. Advanced Management Journal, 74(1), 29–36,58. https://doi.org/10.1016/s0001-8791(03)00050-2
Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach? … International Journal of Human Resource Management, 25(8), 1069–1089. https://doi.org/10.1080/09585192.2013.816863
Mariappanadar, S. (2012). Harm of efficiency oriented HRM practices on stakeholders: an ethical issue for sustainability. Society and Business Review, 7(2), 168–184. https://doi.org/10.1108/17465681211237628
Mariappanadar, S. (2013). A conceptual framework for cost measures of harm of HRM practices. Asia-Pacific Journal of Business Administration, 5(2), 103–114. https://doi.org/10.1108/17574321311321595
Myers, M. D. (1997). Qualitative Research in Information Systems. MIS Quarterly, 11(3), 128–145. https://doi.org/10.4135/9781849209687
Pricewaterhouse Coopers. (2011). Millenials at work: reshaping the workplace. Retrieved from http://www.pwc.com/gx/en/issues/talent/future-of-work/download.html
Priem, R. L., & Butler, J. E. (2001). “ View ” a Useful Is the Resource-Based for Strategic Management Perspective Research?? Academy of Management Review, 26(1), 22–40. https://doi.org/10.5465/AMR.2001.4011928
Public Service Department of Malaysia. (2016a). Kajian rintis pelaksanaan pengaturan kerja fleksibel dalam perkhidmatan awam. Putrajaya.
Public Service Department of Malaysia. (2016b). Official Portal Public Service Department. Retrieved December 2, 2016, from http://www.jpa.gov.my
Qu, S. Q., & Dumay, J. (2011). The qualitative research interview. Qualitative Research in Accounting & Management, 8(3), 238–264. https://doi.org/10.1108/11766091111162070
Rapley, T. (2008). Doing conversation, discourse and document analysis (2nd ed.). London: Sage.
Sena, J., & Abraham, B. (2008). Utilizing technology to support sustainability. In Creating Sustainable Work Systems: Developing Social Sustainability (p. 84).
Strauss, A., & Corbin, J. (2008). Basics of Qualitative Research: Techniques and Procedures for Developing Grounded Theory. Basics of Qualitative Research Grounded Theory Procedures and Techniques (Vol. 3). https://doi.org/10.4135/9781452230153
Weng, Q., & McElroy, J. C. (2012). Organizational career growth, affective occupational commitment and turnover intentions. Journal of Vocational Behavior, 80(2), 256–265. https://doi.org/10.1016/j.jvb.2012.01.014
World Commission On Environment And Development. (1987). Our Common Future. Oxford. https://doi.org/10.2307/2621529
Xavier, J. A. (2013). Managing people: strategic human resource management initiatives in the public service. In N. A. Siddiquee (Ed.), Public Management and Governance in Malaysia (pp. 50–63). Hong Kong: Routledge.
Yin, R. K. (2009). Case Study Research: Design and Methods. Essential guide to qualitative methods in organizational research (Vol. 5). https://doi.org/10.1097/FCH.0b013e31822dda9e
Zaugg, R., Blum, A., & Thom, N. (2001). Sustainability in human resource management. … und Personal der Universität Bern und …. Retrieved from http://www.empiricon.ch/web/downloads/pblc/sustainability_in_hrm_2001.pdf
Ibrahim, N. S., & Rahman, R. A. (2017). Sustainable Human Resource Management Practices in the Malaysian Public Sector: An Exploratory Study. International Journal of Academic Research in Business and Social Sciences, 7(4), 1010-1022.
Copyright: © 2017 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode
