Green HR essentially consists of two major elements namely environment-friendly HR practices and the preservation of knowledge capital (Mandip, 2012).
The Green HRM always promotes Eco-friendly products. Further, the whole production line ensures sustainable development and minimal effects towards the environment’s persistence.
At present, the general public is well aware of the sustainability concept and those who love the planet will definitely go with Eco-friendly products. They won’t think twice about paying a competitive price for those products as it ensures sustainability while ensuring the next generation’s needs and wants. Hence it will create a better reputation for the company and the product. This will lead to an increase in revenue, which is the main objective of a profit-oriented company.
As the corporate world is going global, 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 the business. Shoeb Ahmad | Tahir Nisar (2015).
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 defending and improving the human environment for present and future generations have become an imperative goal for mankind (Shaikh, 2010, p. 122).
The whole world is adopting Green HRM …… Why ?
Green HRM supports organizations to minimize expenses without losing talent.
It decreases a company's total costs as it becomes more effective concerning the use of electricity, water, and manufactured goods.
It helps to achieve greater employee job satisfaction and dedication, which leads to increased productivity. Further in the long run, the employee retention rate will be high.
Develop a culture of concern for the holistic well-being of fellow employees.
Small companies can also reduce their electricity costs by using technologies that are energy-efficient and less costly.
It can be used to create good public relations if an organization adds a green initiative to its workplace.
It improves corporate social responsibility practices and makes companies more attractive, employer branding-wise
This reduces operating costs and hence overall cost in the long run.
As it uses renewable natural resources and hence, we will never run out of vital resources such as water and electricity in the long run (sustainability).
It will slow down the effects of global warming due to a reduction in CO2 emissions.
Reference
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Jesús Ángel del Brío, Esteban Fernández & Beatriz Junquera (2007) Management and employee involvement in achieving an environmental action-based competitive advantage: an empirical study, The International Journal of Human Resource Management
Marcus, A., & Fremeth, A. (2009). Green management matters regardless. Academy of Management Perspectives, 23, 17–26.
Opatha, H. H., & Arulrajah, A. A. (2014). Green Human Resource Management: Simplified general reflections. International Business Research, 7, 101–112.
Pillai, R., & Sivathanu, B. (2014). Green Human Resource Management. Zenith International Journal of Multidisciplinary Research, 4, 72–82.
Sadia Cheema, Farheen Javed, Tahir Nisar. (2017) The effects of corporate social responsibility toward green human resource management: The mediating role of sustainable environment. Cogent Business & Management 4:1
Shaikh, M. (2010). Green HRM: A requirement of 21st century. Journal of Research in Commerce and Management, 1, 122–127.
Shoeb Ahmad | Tahir Nisar (Reviewing Editor) (2015) Green Human Resource Management: Policies and practices, Cogent Business & Management
Wagner, M., (2014). .4 European perspective on country moderation effects: Environmental management systems and sustainability-related human resource benefits. Journal of World Business, 50(2), pp.379-388.
