REVIEW ON IMPLICATIONS OF GREEN HUMAN RESOURCE MANAGEMENT IN BUSINESS (original) (raw)
Related papers
Green human resource management: need of the modern era
2020
Recently, there has been observed an increasing awareness within business communities on the significance of going green and adopting various environment management techniques. As the corporate world is going global, the business is experiencing a shift from a conventional financial structure to a modern capacity-based economy which is ready to explore green economic facets of business. Today, Green Human Resource Management (GHRM) has become a key business strategy for the significant organizations where Human Resource Departments play an active part in going green at the office. It refers to using every employee to support sustainable practices and increase employee awareness, commitments and involvement on the issue of sustainability. This paper largely focuses upon the various Green Human Resource Practices pursued by the organizations all over the world and, explains the simplified meaning of GHRM. The review finds considerable evidence of the positive impact of EI in EM with e...
" GREEN " HUMAN RESOURCE MANAGEMENT-A PREREQUISITE FOR SUSTAINABLE ENVIRONMENT
In 21st century there is growing need for the integration of environment with the human resource management. The birth to green generation-The " Magna Carta " was declared to be the first United Nations Conference on Human Environment, held in June 1972 in Stockholm. The role of human resource process in translating green human resource in organization daily practice to acquire sustainable environment in work place. Green Management requires high technical knowledge and skill among the employee. So, the employee of the organization must be inspired, assured and cognizant of greening environment and business world through green management activities and approaches. The green organization has create network of world renewed experts in environment development .Sustainable business initiatives can lead to social, corporate and environment sustainability in short involves focusing on people, profit, price and in good business strategies.
Green Human Resource Management and Environmental Sustainability
2016
Purpose-The main purpose of this study is to understand the effect of green human resource management practices on environmental sustainability. Companies that have responsibility about environmental issues want to reach green goals. Therefore, green movement in human resources policies as recruitment, selection, training and development, performance evaluation can improve environmental performance of the organization. Methodology-In this study, we make theoretical suggestions for further studies to understand green human resources practices and its role in environmental sustainability. Findings-Organizational culture, structure and strategy should be shaped to enhance sustainable development in the organization. By this way, organization would be more engaged in social and environmental responsibilities by their organization' adaptation to green human resources practices. Conclusion-These implications are valuable to understand the human side of environmental management and its contribution to sustainable human resource management. Green human resources management (GHRM) which also develops corporate reputation can foster employees' involvement in environmental practices and make them motivated in green activities.
Administrative Sciences
The main purpose of this paper is to integrate the literature on human resource management (HRM) and environmental management. Moreover, the paper shows the role that green human resource management (GHRM) plays in environmental management activities. This article examines the main relationships between human resource management and environmental strategy, emphasizing reciprocal influences. Moreover, the main human resource practices used in the literature are examined. In addition, methodological approaches that can be appropriate to advance the study of the link between human resource management and environmental strategy are proposed. Ideas for future research are also provided. As the role of human capital in implementing environmental management is a mature field of research, a new topic known as green human resource management has emerged. We examine studies that analyze both the relationship between general human resource management and environmental strategy and between gree...
Policies and Practices of Green Human Resource Management
Journal of International Cooperation and Development
Social responsibility and environmental management have been for some years at the focus for a lot of companies, which do consider them as important part of their strategy. Human resource management is one of the functional strategies and part of top management in the organizations capable of playing a particular role in crafting and implementing policies that contribute to the environmental management and responsibility. This orientation, recently recognized as “Green HRM”, is broadly elaborated in the worldwide HRM literature and closely related to the environmental management system. The companies do implement practices of HRM by orienting them towards the engagement of employees in green management. Processes like recruitment, selection, training and performance compensation are perceived and “modeled” in the light of green management practices. This paper intends to present the green approach of HRM in the theoretical framework, based on the existing literature, and also to evi...
Green Human Resource Management: A Conceptual Study
2020
As we are moving towards industrialization it increases business production, technology and other business activities. Increment in number of industries had given rise to the use of machinery and other heavy equipments which in turn, used fuels as source of energy, which is the reason for environmental degradation. To save our environment from hazards and to achieve environmental sustainability by adopting green practices it is a high time to become aware about the green concept. The paper tries to explain about Green HR Concept, its importance, its meaning, what are the reasons for greening, ways to make Human Resource functions green and some previous studies on Green HRM conducted by various researchers. The paper will enhance knowledge, awareness, better understanding about the green management idea.
Journal of Chengdu University of Technology, 2021
Research Objective: To develop a GHRM model using best practices for environment-friendly organizations. This research brings innovative Green HRM practices for the HR professionals to experiment with. Green HRM, the new strategic problem in management appeared in the 1990s and became globally known in the 2000s. Most of the studies highlighted the importance of green HRM in the working conditions of the organization. Research Problem: Awareness of Green HRM policies and their impact on the effective environment performance through employees' private and work-life is yet to be created. Research Gap: The impact of Green HRM policies in the organization on EPF through employee work-life is yet to be closely studied. Research Objective: To study the practices and strategic implementation of Green human resource management policies to improve the EPF in environment-friendly organizations. Research Methodology: The data collected through the interview is analyzed through the content analysis technique which helps us in making replicable and valid inferences by interpreting their textual responses. Recommendations: Most of the organizations employing Green HRM practices are now attracting and retaining the employees compared to other organizations. Conclusion: The efficiencies created by Green HRM can reduce the operational cost incurred and induce the employers to take up Corporate Social Responsibility in a better way. The future of green HRM is very promising for all the stakeholders.
Green Human Resource Management
Academia Letters, 2021
Green in this context refers to the presence to that color in our natural environment. Therefore, being conservationist, preservationist, environmentalist , nature lover/non-polluter and maker of sustainable innovations is someone who can be called green. Green HRM refers to implementing or applying environmentally sustainable practices and alleviating the employee's commitment on issues of environmental sustainability using HRM practices like policy development, recruitment, performance Management or employee relations. Evolution of this term 'Green HRM' was brought about through in the year 1996, by Wehrmeyer in his book 'Greening People'. Where he talked about increasing sustainability through the most important resource-people. Educating them about the importance of such practices, implementing policies to bring these practices in play and also rewarding people who practice environmentally sustainable practices to encourage them and keep the practice in loop, it highlighted work attitudes, personal motivation towards jobs or the organization. Also, the relations with the colleagues are some elements which help succeed environmental management. (Mishra et al. 2014). However in recent years the meaning has been given by other authors like Sudin in 2011, who says that there are positive effects of green capital on corporate environment and also gives competitive advantage to firms. So two motives that it covers is considerable amount of impact on environment and that impact needs to be sustainable. (ibid). Margaretha and Saragih, bend towards initiating greener practices / culture in the corporate sector to enhance efficiency, lower the costs and improve employment arrangement. (ibid).
Green HRM: Practices and Planned Application in the Organizations
Green HRM is the developing issue in present era. There is rising demand for purposeful Green HRM the blend of environmental management into HRM. Organizations Human Resource purpose can be significant in serving a comprehensive method for creating a philosophy of sustainability. The approach involve smearing variations to the dissimilar purposes of HR like recruitment, introduction, training and expansion, managing implementation, and also regulating employee recompense. Green HRM outline within HR form a broader form of business social accountability. The Green Human Resource Management will contribute an significant role in organizations to aid the environment connected difficulties by supposing it, in management viewpoint, HR strategies and performs, teaching people and application of laws linked to Environment security. In this paper an effort has been made to encourage the significance Green HR contains two vital basics environment friendly HR follows and safeguarding of Information wealth. Green HRM means using every employee boundary in such a method in order to encourage and sustain sustainable business performs as well as generating consciousness, which in chance, helps corporations to control in an ecologically sustainable manner. Hence, Green HRM includes two main fundamentals: ecofriendly HR performs and the protection of the information wealth. Current study, emphasis on Green HRM as a planned creativity by the corporate to encourage sustainable business performs
Green human resource management: how to implement environmental issues into HR practices
E3S Web of Conferences
The purpose of study is to analyze the spread of practices of GHRM in Ukraine and develop conceptual basis for the implementation of environmental issues into HR practices. The paper focuses on the providing integrated approach to GHRM practices, which should be implemented in all HRM functions. The article contains important theoretical and methodological principles for research of GHRM. The research showed that the GHRM could be seen as a tool for implementing corporate social responsibility programs related to environmental protection. Furthermore, GHRM covers a wide range of practices related to encouraging environment friendly behaviour and innovative environmental initiatives of employees. The analysis has shown that the green issues and development of the green economy are relevant for Ukraine, but the GHRM practices have not become widespread. This has been confirmed by the results of analysing job advertisements in the HRM sphere, posted on the most popular job sites. The a...