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Personal development should be the starting point for all the roles, functions, relationships and structures in which we exist and operate.Thus, for example, without a completed cycle of personal development, we cannot be parents. Without successfully passing the personal development exams, we cannot finish school. Without successfully working hours on ourselves, we can’t get a job anywhere, let alone in some positions. Without a completed personal development program, we cannot act publicly or be in a position to make important decisions. So the thesis is that before we act externally, we first develop ourselves internally. Now, what would that mean? And what does the development of my smallness have to do with the development of organizations, the profession and society?It matters because our smallness is one of the wheels in the mechanism of change. And if we do not “maintain” and do the service on ourselves, it is likely that we will slow down, brake or disrupt the operation of the entire mechanism. If we “maintain” and develop emotionally, mentally and physically, the relationships in which we participate also develop, regardless of the sign of private or business.Lay the Basics of Yourself firstLet’s first understand that personal development is not a level of education. No education. No expertise. Nor material status. Nor is it an achieved function. Nor is our definition of performance. Simply put, personal development is self-management. Your emotions. Conditions. Beliefs. Its potentials and limitations. And in order to be able to manage them, we first need to understand them. It is a process of different shades, vibrations and tastes that does not tolerate autocratic style. But autocratically strives for sustainability. The most important thing to know is that personal development begins with stepping out of your comfort zone. And through dialogue with our inner tenants, which we call fear, belief, anger, sadness, etc., and only when we notice them and dare to “communicate” with them do we open up the possibility of separating from them.Understanding yourself and your wholeness is not selfishness but a necessity and a need. And I dare say, it should become an obligation. Such as taking a driving test. Lay the Basics of Yourself first and then move on. In life. In relationships. In organizations. In society. Lay down your values, beliefs, fears, limitations, and potentials and learn to change what doesn’t benefit you. And it is when we pass acceptance, respect, discipline, courage and responsibility that we make the greatest possible contribution to the sustainable development of society and the planet. And after laying the Basics, we move on. Learning never stops. And in vain all our definitions, laws, declarations, strategies and action plans if there is no awareness that sustainable development begins u i s to ourselves. With our deeds and deeds.The secret link between personal and sustainable development Sustainable development there is not some theoretical concept. And it’s not just about the environmental dimension. Ultimately it is mindset about respecting everyone and everything around you. Mindset about change in which we must serve as a role model. Or let’s say it by Pareto’s principle; if each of us changes by 20%, we will improve the world by 80%. Our little one is not so small anymore, is it? It is not a utopia. Nor ecstatic idealism. And whether stupid or meaningful, like it or not, personal and sustainable development have their own dynamics and they are very strong. They love on both a macro and micro level.”Development that meets the needs of today without compromising the ability of future generations to meet their needs [1]”, is the generally accepted definition of sustainable development which indicates that we need to understand what we need while thinking of others. The question is can we sustainably manage social resources and other people’s potentials if we have not become an expert in sustainable management of our own potentials in terms of our strengths, needs, time and capabilities?Photo: LinkedinSecond, learn: learn, do, biti i live and work together, there are four key areas of learning and development of sustainable development that advocate: ability and courage to overcome obstacles and solve problems, creativity of thinking or going beyond established frameworks and stereotypes, future orientation, acting responsibly, commitment but with self-esteem, self-awareness , the ability to establish and clarify values and respect others [2]. Do you notice how much Personal Development is actually in these areas of learning?Third, what is worth to us to manage space and resources sustainably if we do not have the same approach to the people who do it all, implement it and ultimately consume it. What does it mean to manage people sustainably? If we simplify extremely, we are talking about a long-term perspective that, in addition to the financial aspects, is also vigilant about other factors of business and success. Like Big Brother. He sees everything and everything is important to him. It respects all participants and strives to understand their behavior. We can talk about the macro (labor market) and micro (organization) level, and that there are numerous challenges in tourism at the global level, we concluded by analyzing 8 of the 17 goals of sustainable development related to the workforce [3]. Some of them are not even touched, let alone have results.It is important to know that what makes sustainable human resource management different from strategic management is the strong focus on the individual [4]. In terms of diversity management, advocacy and ensuring work-business balance, and turning human resource management into a lever of competitiveness and employer branding [5]. These “pillars” of sustainable HR management can be understood as a litmus test of employee relations. And for the experiment to succeed, the key is the cooperation and involvement of the Management, middle and line management. Take, for example, the CEO of a hotel company, the director of one of the hotels and the head of the hall of the same hotel. Or if we’re talking about a smaller system, let’s take the restaurant owner and his chef.So we look from the bottom up. And the first thing to ask is; whether the assistant chef and all the other kitchen staff testify both in the large hotel and in the smaller sustainable restaurant mindset your superiors? Can I confirm with certainty that in addition to all the problems, situations, competition, taxes, laws and other side effects of business, they are always seen primarily as human beings? Does this (and other) groups of employees see in their superiors ambassadors of sustainable policies? And role models and incentives to take responsibility? And the people who have laid the Foundations of Themselves and who will help them do the same themselves (if not)?Sustainable human resource management Sustainable human resource management is “long-term socially and economically efficient recruitment, development, retention and dismissal of employees [6]. It is worth pointing out again and visualizing (Figure 1) that the individual is in absolute focus. Hallelujah!And no matter how small, big, simple, complex, in this or that activity, an organization that has this mindset he asks himself questions: do we demonstrate respect for the diversity of our employees? In what ways can we provide them with a work-business balance? How can we improve their competence and employability? And how can we help our individuals become aware of their responsibility? Both towards the organization and towards oneself. And how to turn it all into value that employees themselves will pass on to customers?There are principles, tools, measures, paradoxes and examples of good practice in the world of sustainable human resource management. And they deserve a more detailed approach. And until these analyzes and texts, the best thing we can do for ourselves, the organization, the profession and society is to see what stage we are in laying the famous Foundations of Ourself. And then enjoy the beginning of a wonderful friendship with Sustainable Development.Author: Dr.sc. Marinela Dropulić RužićLiterature [1] Brundtland, World Commission on Environment and Development 1987 “Our Common Future” report available at: http://www.odraz.hr/media/21831/odrzivi_razvoj.pdf[2] Education for Sustainable Development, Handbook for Primary and Secondary Schools, available at: http://www.azoo.hr/images/izdanja/OOR_2011_web.pdf[3] Baum T, Cheung C, Kong H, King A, Mooney S, Nguyen Thị Thanh H, Ramachandran S, Dropulic Ruzic M, Siow ML. Sustainability and the Tourism and Hospitality Workforce: A Thematic Analysis. sustainability. 2016; 8 (8): 809. http://www.mdpi.com/2071-1050/8/8/809/htm [4]De Prins P. (2011), Duurzaam HRM: Synthetische academische introductie Retrieved J: cited by: Rompa I, Explorative Explorative research on sustainable human resource management. Retrieved June
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