The Role of Electronic Human Resource Management on the Practices of Green Human Resource Management (original) (raw)
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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.
GREEN HUMAN RESOURCE MANAGEMENT (GHRM) PRACTICES IN ORGANIZATIONS: A COMPREHENSIVE LITERATURE SURVEY
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, telecommuting, 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.
2021
Substantial growth in the economy and the broad utilization of regular assets has become a significant issue in the advanced world. Green Human Resources Management (Green HRM) has as of late pulled in the consideration of scholastic specialists and experts. This paper examination is to investigate the green human asset the executive’s practices of associations dependent on the existing literature Organizations. The required data for this study were collected from various research papers, websites and companies report. The paper proposes some potential HR activities for Green organizations. This study aims to highlight the Green Human Resource Management through various HRM functions in the companies.
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...
The positive outcomes of ‘going green’ and the undemanding modes of implementation of the same have not only made people from every facet of businesses aware of but also have subtly lead to its facile execution. Due of trends of globalization and modernization in businesses, the organizations are slowly trying to comprehend the importance of sustainable businesses and hence enactment of green human resource management is becoming indispensable strategically. More and more organizations are actively trying to go green at offices. The paper primarily focuses on briefly understanding green human resource management, listing of practices relating to it, rewards of green human resource management and the scope of other initiatives for building it further.
Implementing Green Human Resource Management, Cost-Effective Strategies and Tools
International Journal of Human Resource Management and Research, 2019
All over the world, there has been a significant concern among business leaders to adopt green strategies to reinforce sustainable practices and increase employee's commitment to the issue of environmental sustainability. As a result, the modern HR managers have been assigned with the responsibility of incorporating the green HR policies in the organizations along with the responsibility of playing a vital role in implementing the overall environmental strategy of the organizations. As a result, HR managers are in the search of various tools and technologies which will help them implement the environmental strategies and sustainability. This paper aims at suggesting some cost-effective tools and techniques for HR managers in implementing green HRM and sustainability. Through an extensive review of the literature on green HRM practices and collecting primary data using observational and experimental techniques, this paper proposes the tools and techniques which can be used in any organization without any major change in the existing infrastructure. Besides, various benefits of implementing green HRM, both monetary and non-monetary benefits, have been pointed out. Finally, the paper suggests some pragmatic initiatives for HR managers for going green in HR function and making the organization green as a whole.
Now a days the companies are adopting the green HRM practices very rapidly. There are many intentions behind this phenomenon, The concept of green HRM emerged in the back drop of green business practices. Though, no specific source is found on the introduction of the concept of green HRM, employees are giving due concern to green HRM practices such as recruitment, performance management and appraisal, training and development, employee relations and pay and rewards. Results also emphasize the need for a customized approach to enhance employee performance through green HRM practices.
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.
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...
Green Human Resource Management: A Case Of Malaysia
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 organizations. The main purpose of this study focused on training and development of Employee Knowledge, Employee Skill and Employee Attitude towards the implementation of Green Human Resource Management (GHRM). A total of 150 questionnaires were distributed via email to the organizations who implemented GHRM in Malaysia, but only 100 were returned. The results of the analysis indicated employee skills as the most significant factors for organization to implement GHRM. For the practicality of this study, GHRM is anticipated to be well implemented when the employee skills are emphasized.