Implementing Green Human Resource Management, Cost-Effective Strategies and Tools (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 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: need of the modern era
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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...
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 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 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.