Human resources management with the corporate sustainability dimension: A research on BİST sustainability index

Increasing environmental, economic and social problems in a globalized world with the difficulty of not being able to keep up with technological developments, the competition of businesses with competitors is gradually decreasing. At this point, the concept of sustainability has emerged. This concept gives businesses a competitive advantage and offers a new management approach. It also contributes to the balance between environmental, social and economic dimensions. Businesses that want to ensure the continuity of their assets must fully realize corporate sustainability and make the most of the resources they have in order to maintain their competitive advantage. In this respect, one of the most important sources that makes businesses different from their competitors and gives them a competitive advantage is "human." Businesses need to take a human-focused approach in carrying out their management and realize this situation in a sustainable way. Realizing human resources management (HRM) in a sustainable manner helps businesses to gain a significant strategic advantage over their competitors. The sample of the study is composed of 54 businesses that are quoted (included) in the Istanbul BIST-Sustainability Index of the Borsa of Turkey and which publish sustainability reports. Human Resources (HR) applications included in the sustainability reports of enterprises were examined according to the high performance working system with content analysis. The high performance operating system is a model created by Shih et al (2006). The aim of this study is to present the issues that are at the forefront of the field of HRM. HR practices included in the model can be listed as the ability to do business (applications that support the choice and development of employees), the meaning of the job for the employee (participation of employees and common information platforms), motivation to do business (promotion and wage opportunities that affect the performance of employees), and job assurance. As a result of the study, it was determined that HR practices under the business infrastructure heading of the HPWS model created by Shih et al (2006) of enterprises with index quota (included) were preferred. However, it has been found that HR applications that support the basic applications included in the model are not preferred by businesses.