Please use this identifier to cite or link to this item: http://hdl.handle.net/10419/93050
Authors: 
App, Stefanie
Merk, Janina
Büttgen, Marion
Year of Publication: 
2012
Citation: 
[Journal:] Management Revue [ISSN:] 1861-9916 [Publisher:] Hampp [Place:] Mering [Volume:] 23 [Year:] 2012 [Issue:] 3 [Pages:] 262-278
Abstract: 
This conceptual article examines how Sustainable Human Resource Management (Sustainable HRM) can help establishing an attractive employer brand that can address the different needs and expectations of potential and existing employees, without compromising a consistent employer image, which can result in a sustained competitive advantage. Sustainable HRM should help firms attract and retain high-quality employees, because by integrating Sustainable HRM practices into the employee value proposition, they establish a unique, attractive employer brand. An extended employee life cycle concept depicts how the employer brand promise can be delivered to address the different needs and expectations of potential and existing employees.
Subjects: 
sustained competitive advantage
Sustainable HRM
employer branding
employee life cycle
JEL: 
J20
J21
M12
M14
M51
M54
Persistent Identifier of the first edition: 
Document Type: 
Article

Files in This Item:
File
Size
139.38 kB





Items in EconStor are protected by copyright, with all rights reserved, unless otherwise indicated.