Conceptual Distinctions Between Traditional Human Resource Management And Sustainable Human Resource Management

Abstract

Bao Xiaorong, Baasansukh Badarch, Tseren Ganbaatar and Bayasgalan Tsogtsuren

This article aims to examine the theoretical foundations of sustainability theory and analyze its implications for the evolution of Human Resource Management. Specifically, it compares traditional Human Resource Management (HRM) and Sustainable Human Resource Management (SHRM) models to clarify how organizations conceptualize employees, design HR practices, and balance performance with long-term sustainability. The analysis demonstrates that while traditional HRM enhances efficiency, productivity, and competitive performance, its short-term and performance- driven orientation limits its ability to sustain human resources over time. The findings show that SHRM, grounded in sustainability theory, provides a more comprehensive and future-oriented framework by integrating economic performance with employee well-being, organizational learning, ethical responsibility, and long-term organizational resilience.

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