Abstract:

This study was prepared to examine the effect of organizational learning on sustainable HRM practices applied in businesses. For this purpose, a quantitative study was conducted with the participation of 132 employees working as human resources specialists in 58 companies included in the BIST sustainable index. By analyzing the data obtained from the participants, it was desired to determine the relationship between organizational learning and sustainable HRM, the effect of organizational learning on sustainable HRM, and the effect of demographic variables on the perception of sustainable HRM.According to the findings obtained, the sub-factors of sustainable HRM, working conditions, employee development and happiness sub-factor, in-house knowledge sharing sub-factor, environmental sensitivity sub-factor and determination to learning sub-factor significantly and positively affect, at the same time, working conditions, employee development and It was seen that the happiness sub-factor was affected by the open-mindedness sub-factor and the environmental sensitivity sub-factor was significantly and negatively affected by the shared vision sub-factor. When the effects of the variables on the perception of sustainable HRM were examined, it was determined that the age factor had an effect on the perception of flexibility practices, while the age and education variables had an effect on the perception of the paperless-digital processes sub-factor.

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