GREEN HUMAN RESOURCE MANAGEMENT PRACTICES: A MODERN TOOL OF SUSTAINABILITY (original) (raw)
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International Journal For Multidisciplinary Research
The ever increasing population and changing lifestyles are making the environmental problems more critical. Higher education institutions can be the best solution to solve this solution. Higher education can play a crucial role in sustainable development of any nation. The present study is attempted to know the awareness of faculties and their satisfaction about Green HRM Practices adopted in their colleges. The study chosen is descriptive in nature. The same size is determined as 200 faculties through Stratified Random Sampling Method. In society and the environment, the academic institution plays a unique role. Many higher educational institutions have developed green initiatives to assist faculties in protecting the environment; however it is impossible to fully apply green HRM policies. In spite of this, there is a need to understand the Green HRM practices in the Educational Sector. This study will be beneficial to the higher education institute for being responsible for the pr...
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.
"A STUDY OF GREEN HRM AND ITS EVALUATION WITH EXISTING HR PRACTICES IN COLLEGES"
Studies in Indian Place Names (UGC Care Journal), 2020
Green HRM means HR practices directed towards greening and contribution in environment sustainability. Our focus of study was GHRM and its implementation with existing HRM practices in colleges where the HR department plays a major role. We have also focused on determining the gap in the application of green HRM practices. The study is conducted in 16 colleges of Navi Mumbai region with the help of questionnaire which has been asked to HR and office and administration department of respective colleges. It has been found that half of the colleges visited are completely aware about Green HRM. Major green practices the colleges do are reusing and conservation of energy. On the basis of our research HR department should motivate and encourage employees to pursue green practices and should give proper training to the employees before implementation of green initiatives. Should encouraging the employees for attending the workshops, conferences and seminars on different aspects of environmental sustainability. Employees should also have given the freedom to modify or create new processes which are eco-friendly within the organization framework and policy and take disciplinary action for the employees who violate rules of green practices
Assessing Green HRM Practices in Selected Companies of Chhattisgarh
In current setup companies are aware about the rising significance of incorporation of Green hrm practices as it is affecting the sustainability of organisations in long run. The concept of Green HRM essentially deals with the use of HRM policies and practices to uphold the sustainable use of resources within business organizations and meanwhile promote the cause of environmental sustainability. The concept of green HRM focuses on the initiatives undertaken with the objective of protecting the environment and saving our mother earth from the natural and man-made disasters in future. The paper deals with the concepts of green HRM, its benefits and various green HR initiatives and practices which leads to green HRM at workplace. There are 23 public sector units in Chhattisgarh which has immense scope to adopt Green HRM practices. The paper deals with sustainable practices which can be adopted by the companies for lucrative business scope in coming era.
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)
United International Journal for Research & Technology (UIJRT), 2021
Recently, there has been noticed expanding mindfulness inside business networks on the meaning of becoming environmentally viable and embracing different environment management strategies. As the corporate world is going worldwide, the business is encountering a shift from a conventional financial structure to a modern capacity-based economy that is ready to explore green economic facets of the business. Today, Green Human Resource Management (GHRM) has become a key business methodology for the critical associations where Human Resource Departments have a functioning influence in practising environmental awareness at the workplace. In India steel industry is one of the major public sector industries; where there is immediate attention needed for going green. In this context current article investigates factors contributing to Green HRM in the study area.
A Study on Green HRM Practices in an Organization
International Review of Business and Economics, 2018
Now a day, the go green policies are adopting in various environment management techniques. In India, the corporate world is going global; it's become essential to explore green practices in the business as well as in an environment. This study focuses on various green HRM practices followed in the organization. The paper largely focuses on the various green HRM practices and the relationship between corporate social responsibility and the green humanresourcemanagement.Andthestudy extended giving suggestions to the human resource department about initiatives to make the organization green and utilization from those values.
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.
RECOMMENDATIONS TO ASSOCIATION FOR ADOPTING PRACTICES OF GREEN HUMAN RESOURCE MANAGEMENT (G-HRM
International Journal of Scientific Research in Engineering and Management (IJSREM), 2019
Human resource management is an asset and most precious resource of any company. It is only one living resources out of all existing resources. As per the changing environment study an external environment become more competitive and interdependent. Resources crisis, crunching, increasing demand, globalization and most recent de-globalization is a situation where need to do brainstorm on finding an updated and innovative practices of HRM. One invented practice of involving green effects with HRM is Green Human Resource Management (G-HRM), it could be the integrated practice with existing practices which will provide modest solution and upgrade the HRM practices. The study of this paper is based on HRM practices and specifically of one practice as Recruitment and selection with the impact of Green Human Resource practices including 5Rs (Reduce, Reuse, Recycle, Replenish, Restore). Objective of this paper is to finding out the various greening activities towards sustainability. This would initiate with the spreading awareness about Green HR and its effect on environment sustainability, resources availability and utilization. This paper is more focused on policies of recruitment and selection could be integrated with Green factors where it can enhance employee outcome. Facilitate to various organization & association for motivating them to enhance activities of Green. Further objective of study is giving scope to work on analyzing benefits and cost analysis of green practices implementation. A questionnaire survey done with 20 students of Post graduation where we can try to find out the perception of candidates towards Green Recruitment and Selection innovative and updated practices
Effect of green human resource management practices on environmental sustainability
International Journal of Human Capital in Urban Management (IJHCUM), 2020
In today’s world, green human resource management is one of the most important factors in forward-thinking your environment-friendly business. Most of the researchers are of the view that employees must be empowered and environmentally aware of greening while carrying out green human resource management practices. The present study is examining the impact of different Green human resource practices on environmental behavior directly or indirectly via Pro-environmental behavior. The data is collected through questionnaire from the educational institutions in Baltistan region. The sample size is 300 employees of public universities. A Structure Equation Modelling is utilised to obtain the relationships between the variables. The results show that green human resource management practices have a strong direct impact on Environmental sustainability while the indirect relationship between green environmental training and sustainable environment through a mediator “pro-environmental behavior”. The results illustrate that Green Performance Management and Appraisal has a positive (β=0.27), Green Reward and Compensation and environmental sustainability which again shows a positive (β=0.14) and significant impact of Green Reward and Compensation on environmental sustainability. Green Training and Development also shows a positive (β=0.29) and Green Training and Development has a positive and significant relationship. The results suggest that the mediator does not sensitise environmental sustainability. The study suggests that Public Sector universities need to train and compensate their employee to reduce environmental degradation and make their contribution to the sustainability of the environment.