Economic Development and Changes in Human Resource Management in a Sustainable Agricultural Sector: Recent Evidence from Brazilian Sugar–Alcohol Companies

Abstract

Economic development causes significant changes in the innovative processes of resource management. The purpose of this article is to discuss the sustainability of resource management in sugar–alcohol companies operating in the most productive areas of Brazil and to analyze the profile of the companies in the sector in terms of innovation and adherence to practices of human resource management. The methodological procedures were based on qualitative research. Data collection was directed toward the population of companies in the sector of cane brandy production, having as the main criteria representativeness of human resource management and to be active. The results indicate that human management tends to be traditional in spite of several current economic challenges. The conclusions also highlight that the most highly mechanized companies are those that have adhered to strategic policies and practices, and that the traditional model of human management prevails in more than 70% of companies.

Part-Time Employment and Sustainable Human Resource Management in Shipping Companies in the Nigerian Maritime Industry in South–south Region

“…The economic sustainable human resource management aims at cleaner production by trying to optimize usages of resources, decrease wastages, so as to attain sustainability (Severo, De Guimaraes, Dorion & Nodari, 2015). Studies on human resource management indicates that the effective use of the potentials of employees provides a competitive advantage to an organization (Paulo, Edson, Isabel & Valeria, 2020). Researches on economic sustainability of human resource management is also said to tilt more towards strategic management which focuses on the contributions of human resource management towards organizational outcomes based on supply of qualified/talented professionals in strategic areas of the organization's operations (Sparrow & Otaye-Ebede, 2014 cited in Paulo et al, 2020).…”

“…The economic human resource management facet implies the ability of the organization to make profits and gain highly competitive advantage. Studies on HRM indicate that the effective use of the potential of employees provides a competitive advantage to an organization (Paulo et al, 2020). Karlshaus (2020), in their qualitative study on implementing part-time leadership as instrument for sustainable HR management, carried out a meta-analysis of existing studies, and found that part-time leadership model can aid the fulfilment of selected sustainable improvement goals.…”

Investigating Factors that Impact Employee Turnover in the Medical Device Industry in the United Arab Emirates

“…With human capital becoming the central focus for organizations, companies started to compete to retain and hire valuable employees using strategic human resources policies [4]. This aspect has shifted the power towards valuable employees that can demand better contractual terms or find it elsewhere.…”

Human resource accounting and organizational productivity of listed manufacturing firms in Nigeria

“…The problem of organizational productivity is quite enormous and challenging. According to Mourao, Kubo, Santos, and Mazucato (2020) the exigencies and complexities in reaching organizational productivity set goals have been constrained by many factors inhibiting effective productivity. These ranges from corporate underutilization of installed capacities in the manufacturing sector, arising from infrastructural deficits in Nigeria, multiplicity of tax obligations, inadequate supply of electricity to power installed plant and equipment to full capacities (Ortega & Fernando, 2019;.…”