Sustainable Human Resource Development: An Empirical Study from an Organization Perspective to a Community Perspective

The notion of human resource development is changing. It relates to individual development for organizational growth. Due to internationalization and technological advances, it is linked to the community, environmental, and Corporate Social Responsibility (CSR) agendas. Now, organizations realize the importance of creating products and services in a highly sustainable way. In this background, a study on HRD with a societal perspective is relevant for any firm’s sustainability. It helps to identify the confronts organizations face in addressing diversity and ethical awareness. Accordingly, this study is focused on the UAE among different industrial sectors with the help of a survey. It consists of both qualitative and quantitative analysis using SPSS 24.0. The outcome stressed the relationship between independent variables and the significance of sustainable HRD at the community level in shaping the well-being of the entire society. Hence, this study confirms that organizations must be vigilant in their actions and related activities regarding the welfare of stakeholders and the entire world. Further, the report sheds light on sustainable HRD practices for a sustainable community


Introduction -Sustainable HRD to community engagement
Evolution of Human resource development lights on the inventiveness of human, organizational, and societal environments it inhabits. In a broad aspect, HRD is an approach to raising the general population's capacity, expertise, and competencies. Society themselves are involved in various political processes for the well-being of citizens. When it comes to the societal and ethnic viewpoint, this humanity always looks for changes to have a better quality of life. Thus, it opens the door to transformation (Harbison and Myers, 1964). In this present century, HRD illuminates like a leader as it has supreme transformative power in empowering innovativeness, critical thinking, and drastic solutions to real-world problems. To support this view, Horwitz et al. (1996) argue that HRD is a process by which humanity acquires the know-how and talents to execute one's profession as well as to take part in various roles in society. A transformation through HRD in individuals can create responsible citizens in society and the entire nation through learning and growth. Hence, HRD can be considered a multi-disciplinary field. Paprock (2006) emphasizes that to increase the economic nation's productivity and output, HRD plays a pivotal role in developing the nation's human wealth.
Corporate Social responsibilities (CSR) in organizations identify that there are economic, social, and legal factors imposed on the way how businesses do and perform.
Investments in HRD thereby contribute to increased national and regional strength, the end of hunger, crime, illiteracy, and unemployment, and an improvement in the overall standards of existence (McLean, 2004).
This study explores the role of HRD in organizations toward community development. Moreover, it delineates the ethical responsibilities of HR professionals related to UAE law and the significance of training and development in shaping the same in the region. Thus, the conventional setting of HRD has changed as a result of the recognition that modern HRD has the resources and potential to have an influence on regions, nations, and the world at large (Kim, 2012).
Exclusion from employment prospects, human resource investments, team participation, and decision-making processes for people and groups is one of the hardest issues that employees face in the workplace (Shore et al., 2011). For businesses to become inclusive organizations, socioeconomic barriers between majority and underrepresented groups must be removed. These barriers can be based on things like race, gender, people with disabilities, ethnicity, and religious minorities. Keeping this notion in mind, the following are the purposes of the research.
1. To recognize the relationship between ethical practices and sustainable HRD.
2. To identify the importance of CSR and HRD in societal development.
3. To investigate the importance of managing diversity for a sustainable HRD. When it comes to CSR, the three viewpoints are; the narrow classical economic view (shareholder model) (Friedman, 1970); the socio-economic view (stakeholder model) (Simon et al., 1972;Arrow, 1973;Evan & Freeman, 1988;Bowie and Duska, 1990;Goodpaster, 1991, 1996in West 2006, and broad, maximal (stakeholder model) (Caroll, 1999(Caroll, , 2000Wood, 1991Wood, , 2002Porter & Kramer, 2002;Prahlad & Hammond, 2002), these approaches drew attention to the maximization of shareholder and stakeholder values, profitability, legal compliance, affirmative actions, and social contracts. Further, there is a need for strategic plans for creating a culture of cohesiveness through knowledge management in organizations (Parameswaran, 2020).  (Josephson, 1998). In this background, the study tries to analyze the ethical awareness in organizations to a sustainable HRD and the hypothesis to be tested is:

Ethical awareness for sustainable HRD
H1: Is ethical awareness and practices have a significant role in sustainable HRD?

HRD and CSR in Action
While ethics programs in organizations address behavior and decision-making, CSR is more macro-  (Fox, 2007). According to Carrol (1999), CSR refers to the economic, legal, ethical, and philanthropic responsibilities of a firm to its stakeholders. According to conventional insight, social accountability and ecological safety come at a major expense to a firm, which might further impair efficacy and attractiveness. Evidence, however,

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suggests that increasing an organization's green act can result in a higher fiscal turn as opposed to an increase in expenses and a decline in revenues. Owing to the mentioned situations, the next hypothesis for the study is: H2: Is CSR an important factor in HRD sustainability?

Background to identify the importance of diversity studies.
At the start of the twenty-first century, research and theory development connected to the inclusion of societal identities, and diversification showed signs of a progressive change, according to the literature. Additionally, there has been a rise in global cooperation, which has led to a cross-cultural flow of thoughts, principles, and conceptual frameworks. Individual intergroup differences in the workplace have received inconsistent attention in the past from academics and researchers. Studies on gender and intergroup interactions, for instance, were more common or related fields of study; yet, they were often explored using various paradigms and taxonomies (Mor Barak, 2014). One of the main causes of hatred, prejudice, exploitation, and even crimes in workplaces is the unforeseen global population booms that have produced indigenous varied work settings. However, a conducive organizational culture can foster an inclusive work environment (Stotzer & Hossellman, 2012

Research Methods
Data collection methods include quantitative questionnaires as well as qualitative interviews with a variety of demographics. In quantitative research, hypotheses are usually tested using experimental methods and survey research to test general principles (Babbie, 1992). A qualitative study usually collects narrative data rather than numerical data, like the transcript of an in-depth interview conducted in an unstructured manner. As these observations are nonnumerical, they will be analysed by organizing, reviewing, and interpreting the data to clarify phenomena in nature rather than by experiments, incorporating the experiences and views of all participants in the study (Steckler et al., 1992). In the present study, the subjective aspects are analysed with a personal meeting as culturally subtle interviews are more effective than standardized quantitative interviews. First, the study synthesizes the concerns related to CSR, ethical matters, and managing diversity and developed hypotheses that can be tested in quantitative research. Second, to explain the result of a qualitative survey, quantitative analysis can be utilized as a qualitative survey follows a quantitative survey. Third, both types of analyses can have a great  (Hughes et al., 2003). Additionally, a pilot study amongst the industrial sectors in the UAE also helps to construct a selforganized questionnaire with a five-point Likert scale containing 28 indicators. A Likert scale, which typically uses a 5-or 7-point ordinal scale for each statement, can be used to score the respondents' responses based on how much they agree or disagree with each item. (Likert, 1932). The independent variables are CSR, ethical awareness, and managing diversity toward the dependent variable, sustainable HRD. Table 1 shows the questionnaire's general structure, including the dependent variable, independent factors, and associated measures. In Table 1

Model fit indices
The next part depicts the model fit indices for three dependent variables.

Hypothesis Test
The outcome of the SEM demonstrates each latent variable's effect on competitive advantage (H1 through H3) and is shown in Table 8    According to Table 9's values, ethical awareness among employees is a regulatory construct that significantly affects SHRD since its standardized direct effect is more than the advised value of 0.4 (p-value is significant) at 0.85. Similarly, to this, the other latent variable CSR's value of 0.76 supports the significant threshold. Likewise, managing diversity has a value of 0. 82. The result makes the significance clear when taking into account all pertinent criteria since the p-value is 0.001.

Path
Regression  The regression coefficient for SHRD confirms the significance of its related factors as the p-value is < 0.001 and reliability is 0.60.

Findings and Interpretations
The CFA model, which first offers the model of fit, supports the robustness of the data with various variables (Table 2). It supports the idea that HRD is a process by which humans obtain the information and skills necessary to carry out professional duties in addition to other roles in society, culture, the arts, and politics (Horwitz et al. 1996 (Schwartz, 2004).
All three latent components showed statistically significant positive connections with one another (Table 3). The values for normed x 2 , GFI, AGFI, NFI, TLI, CFI, RMR, and RMSEA in their significance level confirm that the selected model is fit for the study (Bentler & Bonnet, 1980 (Fox, 2007;Carrol, 1999

Limitations of the Study
As this is empirical research, it needs more time to gain an adequate response from all respondents. Also, it requires more participants for an accurate response. This can be more expensive and can lead to bias. The topic carries more practical implications than theories. It relates to the strategic goals of the firms and keeps on altering to UAE strategic goals and policies. Therefore, longitudinal and/or cohort studies can be used to broaden this sort of research. Furthermore, as HRD interventions in businesses are more in line with subjective factors, they limit the realistic portrayal of ethical standards (Schwartz, 2004). Smaller samples do not allow generalization because they are not enough to represent the target audience.

Future scope
Sustainable HRD is an umbrella term for a sustainable society. The contribution of HRD not only highlights the individual and organizational level but to the community and social development. Since the research addresses structural, cultural, and HRD challenges, it may be applied to global companies. As the UAE is a melting pot of variety and inclusiveness, one of the factors, managing diversity, can be thought of as a separate subject with cultural sensitivity. Moreover, many works of literature stressed for effective measurement of ethical implications in firms as this is a very sensitive topic (Schwartz, 2004). Furthermore, this topic can be seen through the lens of a green environment, since the environment has a major impact on business operations both domestically and globally.