You are looking at 1 - 2 of 2 items

  • Author or Editor: Peggy De Prins x
Clear All Modify Search
You do not have access to this content

Peggy De Prins, Ans De Vos, Lou Van Beirendonck and Jesse Segers

In this chapter, the concept of sustainable careers is positioned within a broader framework of sustainable HRM. It broadens the scope from a single career-perspective to a more integrated HRM and Corporate Social Responsibility (CSR) perspective. ‘Respect’, ‘Openness’ and ‘Continuity’ are introduced as the three building blocks of sustainable HRM. Although interest in these blocks is not new in itself, our contribution lies in the critical reflection upon and redirection of existing HRM practices, systems and themes towards the ROC model. As such, sustainable HRM should be seen as a complementary perspective. Its aim is not to substitute the strategic HRM perspective, but to offer a correction given the concretization of the latter from a unilateral business management point of view. Sustainable career management, as a specific domain of HRM, brings respect, openness and continuity into the management of employees’ careers by balancing short-term and long-term needs, focusing on employability and work ability, following an inclusive approach, tailoring to individuals’ needs and providing career support.