The Link Between Sustainability Reporting and the Core Characteristics of Sustainable Human Resource Management
oraz | 13 gru 2021
O artykule
Article Category: Research Article
Data publikacji: 13 gru 2021
Zakres stron: 15 - 24
DOI: https://doi.org/10.2478/ijcm-2021-0010
Słowa kluczowe
© 2021 Banu Esra Aslanertik et al., published by Sciendo
This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
A Demonstration of Content Analysis and Scoring
| Long-term orientation | Identification of the availability of human resources in the future; identification of the needs of the future employees; elimination of the “hire and fire” approach | Competent workers with future skills, carrier orientation and planning (Very Exhaustive) | 4 |
| Care of employees | Health and safety management; work–life balance | Work–life balance, Health and Safety Management policies, family violence support mechanisms (Very Exhaustive) | 4 |
| Care of environment | Evaluating the employee performance according to environment-related criteria; fostering “eco-career”; employee rewarding according to environment-related criteria | Not mentioned | 0 |
| Profitability | Share programs | Wage Payment Systems, technical and developmental performance evaluation, bonuses (Exhaustive) | 3 |
| Employee participation and social dialogue | Different types and forms of participation | Employee participation, strong social communication, club activities, worker voluntariness activities (Very Exhaustive) | 4 |
| Employee development | Job rotation; different training forms and methods; the transfer of experience; focus on future skills and employability | Future skills and employability, job rotation, apprenticeship and job training, talent management policies and programs, education academy, worker satisfaction |
4 |
| External partnership | Cooperation with education system; partnership with all external stakeholders | Partnership and strong communication with universities, apprenticeship programs, partnership with all external stakeholders |
4 |
| Flexibility | Flexible working arrangements; job rotation | Flexibility and job rotation |
2 |
| Compliance beyond labour regulations | Involves employee representatives in many decision-making processes beyond those for which worker participation is a statutory requirement; financial and nonfinancial support | Participatory management, integrating the personnel in decision-making processes through a Bank-Labour Union Common Board Mechanism |
3 |
| Employee cooperation | Teamwork; good relationships of managers and employees | Strong internal communication, consultancy mechanism, HR Support Call Centre, Digital Internal Communications Platforms |
4 |
| Fairness and equality | Fostering diversity; respectful relationships; fairness as regards as remuneration, career | Freedom, respect, fairness, transparency and trust-based culture, opportunity of equality, diversity, Female Labour Force Statistics |
4 |
Scores Achieved from Core Characteristics of Sustainable HR
| YAPI VE KREDI | 36 | 23 | 13 |
| HALKBANK | 29 | 17 | 12 |
| VAKIFBANK | 25 | 14 | 11 |
| AKBANK | 22 | 15 | 7 |
| GARANTİ BBVA | 20 | 15 | 5 |
| İŞ BANKASI | 19 | 14 | 5 |
| ŞEKERBANK | 9 | 4 | 5 |
Content Analysis Details of Şekerbank
| Long-term orientation | Identification of the availability of human resources in the future; identification of the needs of the future employees; elimination of the “hire and fire” approach | Not mentioned | 0 |
| Care of employees | Health and safety management; work–life balance | Occupational Health and Safety |
1 |
| Care of environment | Evaluating the employee performance according to environment-related criteria; fostering “eco-career”; employee rewarding according to environment-related criteria | ScoreCard, Environment-related project |
1 |
| Profitability | Share programs | Not mentioned | 0 |
| Employee participation and social dialogue | Different types and forms of participation | Cooperation with nongovernmental organisations |
1 |
| Employee development | Job rotation; different training forms and methods; the transfer of experience; focus on future skills and employability | Training and Development, remote learning |
2 |
| External partnership | Cooperation with education system; partnership with all external stakeholders | Cooperation with nongovernmental organisations |
1 |
| Flexibility | Flexible working arrangements; job rotation | Flexible working hours |
1 |
| Compliance beyond labour regulations | Involves employee representatives in many decision-making processes beyond those for which worker participation is a statutory requirement; financial and nonfinancial support | %40 unionised employees |
1 |
| Employee cooperation | Teamwork; good relationships of managers and employees | Not mentioned | 0 |
| Fairness and equality | Fostering diversity; respectful relationships; fair remuneration, career | Equal opportunity principles |
1 |
HR Activities and HR Orientations
| Recruitment and staffing | Employee well-being |
| Performance management | Safety |
| Compensation and benefits | Psychological status |
| Talent management and development | Job satisfaction |
| Training and development | Coping with stress |
| Leadership development | Health conditions |
| Communication | Work–life balance |
Integrated Structure for Sustainable HR Characteristics and HR Orientation Dimensions (Classification of Characteristics Based on HR Orientations)
| Care of environment | Long-term orientation |
| Profitability | Care of employees (safety and health) |
| Employee development | Employee participation |
| External partnership | Compliance beyond labour regulations |
| Flexibility | Employee cooperation |
| Fairness and equality |
Scores Achieved by Banks from Each Characteristic
| Long-term orientation | 17 |
| Care of employees | 18 |
| Care of environment | 5 |
| Profitability | 13 |
| Employee participation and social dialogue | 17 |
| Employee development | 20 |
| External partnership | 16 |
| Flexibility | 4 |
| Compliance beyond labour regulations | 16 |
| Employee cooperation | 16 |
| Fairness and equality | 18 |
Scoring System of Core Sustainable HR Characteristics
| 0 | Not mentioned | Core aspects are not included |
| 1 | Very limited | Core aspects are poorly included |
| 2 | Limited | Core aspects are included by some quantitative data only, such as statistics or tables |
| 3 | Exhaustive | Core aspects are included as detailed descriptions, graphs, statistics under most of the headings |
| 4 | Very exhaustive | Nearly all different types of core aspects are well reported, explicitly expressed, and very well detailed under different headings |