Green HRM Practices at Various Companies (original) (raw)

Green HRM: Practices and Strategic Implementation in the Organizations

Green HRM is the emerging topic in current scenario. There is increasing require for strategic Green HRM the combination of environmental management into HRM. Organizations Human Resource function can be important in helping a broad approach for making a culture of sustainability. The strategy engage applying changes to the different functions of HR like recruitment, induction, training and development, conducting performance appraisal, and also determining employee compensation. Green HRM scheme within HR form a wider form of corporate social responsibility. The Green Human Resource Management will participate an important role in organizations to help the environment related problems by assuming it, in management philosophy, HR policies and practices, training people and implementation of laws related to Environment safety. In this paper an attempt has been made to promote the importance Green HR involves two essential elements environment friendly HR practices and preservation of Knowledge capital. Green HRM means using every employee interface in such a manner in order to promote and maintain sustainable business practices as well as creating awareness, which in turn, helps organizations to operate in an environmentally sustainable fashion. Hence, Green HRM encompasses two major elements: environmental-friendly HR practices and the preservation of the knowledge capital. Present study, focus on Green HRM as a strategic initiative by the corporate to promote sustainable business practices.

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 HRM PRACTICES IN THE ORGANIZATION

International Journal of Advance and Innovative Research Volume 7, Issue 1 (VIII): January - March, 2020, 2020

As an initiative to save the environment and sustainable development management of corporate houses of India adopts various green techniques and polices for the protection of the environment. Not only in India but also at a global level it gaining Importance. It is important for every stakeholder in the corporate world including employees, managers, and other stakeholders including customers. There is very bit research studies conducted on the concept of Green human resources management structure in organizations to achieve the overall organizational goal of sustainability development. There is thus a rising requirement for environmental management in human resource management referred to as Green HRM. A combination of Human resources management and Green initiatives programs initiated by corporates are covered under corporate social responsibility (CRM). Green HRM is a recent concept that is responsible for creating a green workforce that can understand and to encourage green culture within an organization. Green HRM has two basic elements i) environmentally friendly Human Resource Practices and ii) The preservation of knowledge capital. This study deals with the adoption of Green HRM practices which are considered as a part of the Corporate Social Responsibility of the corporate house. Keywords: Green HRM, Green HRM part of Corporate Social Responsibility (CSR)

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

Emerging Trends of HR practices in Green Initiatives

The Corporate world is emerging from financial perspective to environment perspective. All organisations want to promote the environment sustainability for the betterment of future organisation need. Green Human Resource Management means combination of Human resource Management into Environment management. It consists of two elements namely environment-friendly and preservation of Intellectual capital. the term green human resource refers to the HR activities into the promotion of environment friendly and sustainability use of natural resources.

GREEN HR: THE ESSENCE FOR SUSTAINABILITY IN THE 21ST CENTURY

The Green human resources management is a new management philosophy is based on green movement related to Protection of surroundings and pattern in which " green " concept applied to the field of human resource management. It's essential meaning is to take " green " management tools to enhance ecological benefits i.e., " To defend & improve the human environment for present and future generation has become an imperative goal for mankind. " Green HR is basically for economic and social perspective to achieve employees' psychology, human and ecological harmony. It was affirmed that, Green HR is the use of Human Resources Management policies to endorse the sustainable use of resources within business communities on the significance of going green and adopting various environment management techniques in business organizations and to our surrounding milieu, more generally, promotes the cause of environmental sustainability. The Green HRM involves indispensable elements i.e. 'environmental friendly HR practices', which will as well help the producers and Manufacturers in visualization and brand building. Rigorous implementation of the ISO 14000 standards and environmental audit systems will help change the organizational culture and approach towards waste management& pollution. In this paper an attempt has been made to promote the importance of Green HRM in polluting industries. The topic of environmental sustainability is drawing increased attention. Efficiency created by Green HRM can help cut operational costs and facilitates the industry professionals to realize their Corporate Social Responsibility in an enhanced manner.

An Overview of Green Human Resource Management Practices

International Journal for Research in Applied Science & Engineering Technology (IJRASET), 2022

Generous growth in the economy and the extensive utilization of regular assets has become a matter of concern in the advanced world. As a result, Green Human Resource Management (Green HRM) practices has gained importance in research area. This paper discusses the concept of green HRM practices and some of the popular initiatives adopted by the organizations, in general, towards achieving the environmental sustainability. This paper also highlights some of the green HRM initiatives taken by the Taj Group of Hotels, Resorts and Palaces. The required data for this study were collected from various research papers and websites.

Green HRM: An organizational strategy of greening people

The corporate world is changing the perspective from a business oriented financial perspective to a competency based economy and green economy. As the world is moving towards green economy, the responsivity of corporate has expanded to go green. The term Green human resources refer to promotion of sustainable employee practices with the help of interface of every employee. Its aim is to increase the awareness among the employees on the issue of sustainability. Green HR deals with the HR activities which are environment friendly and promote the sustainable use of resources in the organizations. This in turn, help business organizations to trim down employee carbon footsteps by the likes of teleconferencing, sharing of car, telecommuting, filing electronically, virtual interviews, recycling, online training, etc. Present study, focus on Green HRM as a strategic initiative by the corporate to promote sustainable business practices. The researchers will also try to come up with the various ideas applied by the organizations for practicing green human resource practices and the impact on organizational outcomes. Hence, at the end the research shows that Green HRM encompasses two major elements: environmental-friendly HR practices and the preservation of the knowledge capital which helps the industry people to become conscious of their business and corporate social responsibilities in a better way.

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...

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...