Evaluation of opinions on sustainable hr strategies in private sector enterprises: The example of yalova province

The business world of the 21st century refers to a period marked by rapidly increasing crises, uncertainties, and environmental threats, during which the definitions of work, employers, and employees are being redefined. In this period, enterprises have realized that sustaining their existence solely through profit-oriented perspectives is insufficient. Under the influence of social, environmental, and economic pressures, they have begun to adopt sustainability principles. It is observed that human resource management (HRM) practices play a key role in the effective implementation of sustainability strategies within enterprises. This study aims to analyze the extent to which sustainable HRM strategies are adopted, implemented, and integrated into institutional processes in private sector enterprises in Yalova province. The concept of sustainability refers to a holistic approach that should be evaluated not only in terms of environmental aspects but also from social, ethical, and managerial perspectives. Within this context, HRM emerges as a strategic tool for organizations to achieve their long-term goals. The study employs a qualitative research design, using semi-structured in-depth interviews as the data collection method. The study group consists of 11 HR professionals working in various sectors of private enterprises in Yalova, selected through purposive sampling. Following ethical committee approval, the interviews were conducted face-to-face, and the collected data were analyzed thematically using MaxQDA 2024 software. Sustainable HRM is a holistic approach that directs enterprises away from short-term and narrow-scope objectives toward long-term success, employee well-being, and a sense of corporate responsibility. Sustainable HRM is not limited to recruiting employees or providing workforce suitable for positions; it presents an understanding that considers the needs of all stakeholders and places humans and the environment at the center. This research on private sector enterprises in Yalova province has provided important data regarding the regional-level implementation of sustainable HR strategies. The findings show that, in some enterprises, these strategies remain at the awareness level, and more structural approaches are required for their integration into organizational culture. This study again highlights that HR departments are not merely support units but the center of transformation. Because at the foundation of a sustainable business structure lies a sustainable workforce. HRM that invests in the physical, mental, and emotional well-being of employees, prioritizes environmental sensitivity, and adopts long-term employment policies contributes not only to business success but also directly to social benefit. In conclusion, sustainable HRM has become a strategic necessity that enables enterprises to act responsibly not only economically but also socially and environmentally in today's complex and changing business environment. The institutionalization of this understanding will contribute not only to the sustainability of enterprises but also to the sustainable future of the societies they belong to.