Quel est le rôle de la gestion des ressources humaines (GRH) dans la mise en œuvre d’un programme de développement durable ?

De nos jours, le développement durable ne cesse de prendre de l'ampleur car les entreprises réalisent progressivement les enjeux de telles politiques. Cependant, il est important de les guider au cours de ce processus qui peut être désastreux s'il n'est pas correctement mené. Il s'agit, la plupart du temps, de se focaliser en premier lieu sur les problèmes environnementaux, avant même de traiter les questions sociales qui ne sont généralement pas le souci principal des politiques de développement durable, bien qu'elles soient importantes. Quel est donc le rôle de la gestion des ressources humaines dans la mise en application d'une politique de développement durable ? Comment les entreprises peuvent-elles employer la gestion des ressources humaines pour améliorer leur stratégie de développement durable ? Quels sont les avantages de développer une gestion des ressources humaines soutenable ?

[...] (Reynaud E.) In the meantime, international stakes are developing. The need to deal with diseases, foreign competencies, etc. is getting more urgent. We will see later on some examples of international initiatives. II How can a company use human resources management in the implementation of a sustainable development policy? The use of new human resources tools Sustainable development also implies taking into account ethical values and principles, therefore leading human resources to use new tools. (Reynaud E.) A new trend in companies nowadays is volunteering. [...]

[...] However, they tend to forget to use the human resources as an asset and a powerful implementation tool. Nevertheless, through a good use of the human resources, social services can be set up in the company, both nationally and internationally, hence the performances of the company, both in terms of sustainable development and of human resources. The real question is now how to convince reluctant companies to take the plunge and to set up a real sustainable human resources management. [...]

[...] These actions, which depend very much on the human resources willingness to set them up, contribute to the good image of sustainable development policies implementation in companies. It is even more striking to the employees and the locals when the company chooses to get involved in missions close to its activity (ibid.), e.g. the Danone group gives away free yoghurts to African communities every year Other tools and policies to implement On a national level Many actions can be undertaken in the company, most of them being simply to be careful to include a social dimension to what was usually done in the company. [...]

[...] This policy was set up in cooperation with CARE, an international development NGO. To go even further, Lafarge cooperated with local associations to launch a preventive campaign in the area. (Aggeri F.) Another example of international involvement is the hotel company Accor, which is involved in the definition and implementation of international standards on areas such as education, as well as the fight against prostitution and child exploitation. (ibid.) Both national and international dimensions must be taken into account in the implementation of a sustainable development strategy, in order to make the most out of it. [...]