Selected aspects of sustainable human resource management as perceived by managers

The purpose of this article is to explore managers' views on their role in shaping the impact of Sustainable Human Resource Management (SHRM) on personnel risk, with a particular focus on the importance of the psychological contract.Design/methodology/approach: The study is based on qualitative in-depth interviews conducted among a group of 35 managers from various industries and sectors, including IT, finance, higher education. Findings:The results indicate diverse approaches to the implementation of SHRM practices in the context of personnel risk mitigation.Managers emphasized their special role in promoting organizational stability and long-term development of human resources through their awareness and competence.The analysis revealed the significant impact of the psychological contract on building trust in teams, fostering innovation, and minimizing employee risks. Research limitations/implications:The study is limited by its qualitative nature and the specific sample of 35 managers, which may not be representative of all industries and sectors.Practical implications: The data obtained from this study can be used to design effective solutions for SHRM, taking into account both the factors conducive to the implementation of the psychological contract and the multifaceted determinants of personnel risk.The findings highlight the importance of managerial awareness and competence in promoting organizational stability and long-term development of human resources. Social implications:The research underscores the importance of the psychological contract in building trust within teams and fostering innovation, which can have a positive impact on organizational culture and employee well-being.Originality/value: This paper provides new insights into the role of managers in shaping the impact of SHRM on personnel risk, with a particular focus on the psychological contract.It contributes to the existing literature by highlighting the diverse approaches to SHRM practices and their implications for personnel risk mitigation.