Sustainable Development on the Organizational Level: The Importance of Human Resource Management for Employee Greening (original) (raw)

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.

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.

REVIEW ON IMPLICATIONS OF GREEN HUMAN RESOURCE MANAGEMENT IN BUSINESS

The Green Human Resource Management will assume a vital part in industry to advance the earth related issues by embracing it, in management rationality, HR arrangements and works on, preparing individuals and execution of laws identified with Environment Protection. Green Human Resource management is another rising idea in today's situation. Developing sympathy toward worldwide environment and the advancement of global principles for ecological Management has made a requirement for business to receive natural techniques and projects Organizations today have turned out to be more cognizant about the developing significance of Integration of natural Management and Human Resource Management. We are entering a green economy thus the effect of our day by day exercises on environment and our longing to make strides toward environmental friendliness has extended from quite recently people to organizations. Organizations today trust that workers must be propelled, enabled and naturally mindful of greening with a specific end goal to do green management activities. There is a lot of expansion in the reception of environment management frameworks by the corporate part. Writing has offered significance to selection of natural practices as a key target of organizational working making it essential to relate to the backing of human resource management hones This paper is a push to comprehend the suggestions with respect to the need and hugeness of Green Human Resource Management in Business

Contribution of Human Resources Management for Sustainability

Revista de Administração de Empresas

Human resource management (HRM) can promote a "sustainability mindset" (Ehnert & Harry, 2012) and contribute to facing the challenges imposed by the difficult management of the economic, social, and environmental spheres. However, there is still a lack of human resources to promote changes for sustainability in organizations (Singh, Olugu, Musa & Mahat, 2018). Thus, in this forum of the RAE-Revista de Administração de Empresas (Journal of Business Management), we invited colleagues to explore the role of green practices in HRM (Jerónimo, Henriques, Lacerda, Silva & Vieira, 2020) and to analyse how HRM contributes to sustainability-oriented performance (Muñoz-Pascual, Galende & Curado, 2020). The connection between HRM and sustainability invites us to reflect on how HRM practices support organizations in achieving sustainability goals. We believe that this forum was an opportunity for discussion that contributes to the implementation of the United Nations (UN) 2030 Agenda for sustainable development. Research on employee well-being and inclusion (Barrena-Martínez, López-Fernández & Romero-Fernández, 2019) addresses human resource policies and practices that are naturally multistakeholder sensitive and inclusive. Human resource practices contribute to the sustainable careers of employees, so it is particularly interesting to study how to reshape jobs and improve sustainable employability (Ybema, Vuuren & Dam, 2020), while respecting local cultures. Given the digital transformation that fosters more sustainable organizations (Seele & Lock, 2017) and the search for a change in leadership (Wart, Roman & Pierce, 2016), it is equally relevant FORUM | Contribution of human resources management for sustainability

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...

Corporate Practices of Green Human Resources Management

Foresight and STI Governance, 2021

Green education and development has a great impact upon improving the environmental performance of companies. Using the example of Iranian small and medium-sized oil and gas enterprises, the article evaluates the practices’ effect on environmental performance. The survey covered 386 employees from 30 companies. The most common measures of green human resources management were analyzed. All these practices have a positive and significant effect on the environmental performance of companies. The action of green education and development was introduced as the most effective measure. The results also demonstrated that four practices of green human resources management have a positive and significant impact upon performance due to environmental knowledge. Companies can use the findings of this research in implementing the green human resources management practices and continuous improvement of the environmental performance

Green Human Resource Management: The Path to Corporate Environmental Performance

International Journal of Applied Research in Management and Economics

As an emerging phenomenon, green human resource management (Green HRM or GHRM) means human resource management practices that enhance favorable environmental outcomes. Green HRM has become a widely accepted concept in today’s business world. The growing concern for the environment worldwide and the determination of international standards and protocols for the management of the environment have established the need for companies to adopt environmental policies and programs. The organizational setting is shifting its sight from a traditional structure to a modern capacity-based system that is expected to explore green facets of business as the corporate world is going global. With this emerging concept, it has been observed that the extant literature has to be extended further from the HRM functions perspective. The objective of this review is to explore the association between GHRM and corporate environmental performance, highlight some GHRM practices, and the relevance of GHRM to o...

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.

A Review of Green HRM Practices for Sustainable Development by Corporate Organizations

Zenodo (CERN European Organization for Nuclear Research), 2022

The present business policies have resulted in massive depletion of resources, increase in pollution, ecological imbalances and environmental degradation. This has compelled organizations to shift towards a green economy that seeks to promote ecologically sustainable businesses by reducing carbon footprints and preventing depletion of nonrenewable resources. Green Human Resource Management (GHRM) is playing a major role in bringing this change and promoting a green culture throughout the organization. It focuses on changing the thought, outlook and behavior of employees by introducing new practices in HRM(Human Resource Management) to achieve this objective. This has facilitated an increase in environmental awareness among employeesresulting in cost reduction, greater efficiency and more employee satisfaction. This paper, based on secondary sources of data, intends to explain the concept of GHRM, policies and practices associated with it, its advantages and challenges. It also seeks to construct a process model of GHRM based on this study.