To explore the relation between green human resource management (GHRM) and the green supply chain (GSCM): Empirical evidence from industrial companies in Dhofar reign, Oman (original) (raw)

Green Human Resource Management Practices in Manufacturing Industry: Cases of Firms in the Southern Part of Malaysia

The Journal of Social Sciences Research, 2018

Green Human Resource Management (Green HRM) is vital in improving the management and productivity of organization. Green HRM is a new approach which is implemented in the organizations in order to improve the environmental management. There are several studies about green HRM and they are not adequate to provide guidelines to the organization. This paper focuses on the awareness of HR Manager about Green Human Resource Management in Manufacturing Industry. There are three objectives of study. The first objective is to determine to what extent HR managers in Manufacturing Industry aware about green HRM and second, to identify perceived challenges of adopting green HRM in manufacturing industry. The third objective is to identify perceived benefits of adopting green HRM in manufacturing industry. This study was conducted in Manufacturing Companies in the Southern Part of Malaysia. The methodology employed is qualitative inquiry as it able to generate deeper understanding of underexplored social phenomenon of the context under study. The data collection technique adopted is in-depth interview with the managers of HR department in manufacturing companies in Johore. The data analysis adopted for this study is thematic analysis. The result had shown that most HR managers were not aware about what the meaning of the term of green HRM but surprisingly their companies have already implement and adopt several elements of green HRM. The study has articulated the benefits of adopting green HRM but also attentive to the challenges in adopting the green HRM in their firms. In conclusion, this study provides a deeper understanding to the managerial perspectives on the benefits and challenges of green HRM.

Do green human resource management practices contribute to sustainable performance in manufacturing industry

International Journal of Environment and Sustainable Development, 2020

Sustainable performance is a key area of concern for Malaysian manufacturing firms in addressing environmental issues. The goal of this study is to examine the direct relationship between green human resource practices such as green selection and recruitment, green training and development, green assessment and sustainable performance. A quantitative research design is employed using survey primary data. Primary data collected from Do GHRM practices contribute to sustainable performance 413 248 ISO-14001 certified Malaysian manufacturing firms and analysed by SEM technique using statistical tools. Research findings confirmed a significant direct positive relationship between green human resource practices and sustainable performance within the selected firms. This study adhered recommendations and directions for future research with inherent limitations. The findings from this study will be useful for Malaysian ISO-14001 certified firms and elsewhere with a similar economy.

Key issues of Green Human Resource Management (GHRM) Practices-ALiterature Review

Green Human Resource Management (GHRM) is the use of HRM policies to promote the sustainable use of resources within organizations,Theobjective of this paper is to examine the Practices of Green Human Resource Management (GHRM)in the organizations based on the review of existing literature. GHRM is an emerging concept in Business fields;it has been generally observed that the existent literature has to be extended further from the perspective of functions of Human Resource Management (HRM).At present all most all type of organizations taking action for their business sustainability for long time, but most of the organizations intention is to earning more profit, it is only for short time, so organizations have to concentrate about their sustainability. This paper is going to providemore information about the practices of Green Human Resource Management Practices (GHRM) i.e. Green Job design and analysis, Green Recruitment, Green Selection, Green induction, Green Training and Development etc.

Green Human Resource Management and its Strategic Importance in the Modern Era: A Review and Research Framework

2020

Sustainability is a buzz word in this 21st century where not just the nations but the organizations are trying to achieve the sustainable development goals set forth by United Nation Organization (UNO). Green HRM (GHRM) as an organization level initiative of climate action is at times needed by the organizations as regulatory requirement. It is crucial to consider the gap between intended and implemented HRM practices as it can affect the performance in the organization Similar, research consideration is required for such an intended – implemented gap in GHRM which is a research gap in the literature of GHRM. This conceptual article emphasizes on aligning the intended – implemented gap on GHRM and proposes a new research framework for green HRM as a strategic advantage with the propositions to be validated by the future researchers. Green HRM is a source of strategic advantage and it requires a detailed review with updated literature on the current situation. Current study would ful...

Deploying Environmental Management Across Functions: The Relationship Between Green Human Resource Management and Green Supply Chain Management

Journal of Business Ethics, 2016

Balancing environmental, social, and economic performance is today considered a key responsibility that firms have toward society. As a result, academics, practitioners, and political decision makers are increasingly paying attention to environmental management systems improving a full spectrum of environmental performance. In that regard, even if recent literature suggests that environmental management should be deployed through a cross-functional approach, extant literature mostly focuses on independent functional systems. This paper addresses this gap investigating how the deployment of environmental management in the human resource functionadopting green human resource management (GHRM) practices-and the supply chain function-adopting green supply chain management (GSCM) practices-impact on environmental and financial performance. We draw from a multiple-respondent survey of human resource and supply chain managers in multiple industries in Italy. The study suggests that GHRM and GSCM impact on both environmental and financial performance and shows that GHRM and GSCM exert those impacts in a joint fashion. Indeed, our results show that GSCM plays a mediating role in the relationship between GHRM and performance. Overall, our results provide researchers and managers with relevant insights into the cross-functional deployment of the environmental values and principles across functions. Keywords Environmental performance Á Financial performance Á Green human resource management Á Green supply chain management Abbreviations GHRM Green human resource management GSCM Green supply chain management RBV Resource-based view (of the firm) SC Supply chain HR Human resource

Green Human Resource Management (GHRM) Practices in Organizations: A Comprehensive Literature Survey by Dr. Aquil Hussain

Abstract The concept of Green Human Resource Management is founded on green movement related to Protection of Environment and save the Earth from future adversities which are in outcome of some human activities as well as natural disasters. The topic of environmental sustainability is attracting increased attention. Green human resources refer to using very employee interface to promote sustainable practices and increase employee awareness and commitments on the issue of sustainability.It involves undertaking environmental friendly HR initiatives resulting in greater efficiencies,lower costs and better employee engagement and retention which is in turn help organizations to reduce employee carbon footprints by the likes of electronic filing ,car sharing, job sharing and teleconferencing and virtual interviews,recycling ,teelcommuting,online training,energy efficient office spaces etc. The “Magna Carta “ on Human Environment was declared in the first United Nations(International) Conference on Human Environment held in June 1972 in Stockholm declared that to defend and improve the human environment for present and future generation had become an imperative goal for mankind. In present research paper researcher has endeavored to promote the significance of Green HRM in current business and other organizations and to study the latest environmental friendly solutions to stay Green in the Human Resource Management function. KEYWORDS: Green HRM, Green Recruitment, Environment, Green Selection, Training and Development, Performance Appraisal.

The Impact of Green Human Resource Management Practices with Sustainable and Operational Performance: A Conceptual Model

Lecture notes in networks and systems, 2022

Although wide ranges of studies are available on manufacturing sustainable performance issues, literature on Green Human Resources Management (GHRM) practices and their impact on manufacturers' sustainable and operational performances is scare. This study aims at identifying GHRM practices and to assess their impact on sustainable and operational performance. This current study adopted systematic literature and content analysis approach for the development of a conceptual model. It has been found that most influencing GHRM practices are green recruitment and selection, green training, green performance evaluation, and a green reward system. The uniqueness of this study is the evaluation of the GHRM practices with sustainable and operational performance in a single study. Moreover, the paper highlights that manufacturing organizations must focus on GHRM practices to deliver enhanced sustainable performance besides operational performance to achieve competitive advantage. For future studies, there is a need to empirically verify the proposed conceptual model presented in this paper.

Effects of Green Human Resources Management on Firm Performance: An Empirical Study on Pakistani Firms

European Journal of Business and Management, 2016

The present study aims to investigate the impact of Green Human Resource like green recruitment, green training and development and green learning on the Firm Performance in Pakistan. Responses are gathered from 376 Pakistani firms. The HR Managers provided the information regarding green HRM in their firms. All the responses were collected on five point likert scale using a close ended questionnaire. The data was analyzed using SPSS. Multiple regression analysis is applied to test the effect of green HRM variables; green recruitment, green training and development and green learning on firm performance. The result indicates that all variables significantly affect the performance of the firm. The results are very useful for HR department and top management to develop their policies of green HRM. Future research can be conducted on other functions of HRM and its relation with employees and firm performance. Keywords : green human resource mangement, firm perfromance, green recruitmen...