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It is very interesting the discussion on the different approaches to HRS and why they might or might not be feasible in different organizational environments. The theories and how they consider the human element vary significantly from mechanistic- Cartesian  to holistic – contingent.


Important elements such as strategic integration, commitment, flexibility and quality are linked to factors such as the organization’s social role and the impact it has on society.

Unfortunately, most of businesses still treat the human and intellectual elements of an organization as exploitable resources; when in reality the ideal scenario would be  the exchange of knowledge and resources resulting in something tangible that would benefit society somehow and then generate profits.

Some companies such as Whole Foods Market have demonstrated excellence through higher purposes than just profits. According to McKey and Sisodia it is fundamental that employees are aware of the importance of their work for the others. Social responsibility should not be a separate program within a company, it should be the company itself represented by its employees.


Pilbeam, S. Corbridge, M. (2010) People resourcing and talent planning: HRM in practice. 4th ed. London: Prentice Hall International.

McKey, J. Sisodia, R. (2013) Conscious Capitalism: liberating the heroic spirit. Boston: Harvard Business School Publishing.