As per the below Twitter message of Dr Douglas W.S.Renwick, one can imagine the importance of the Green HRM concept and its usage in business operations. Accordingly, by 20th June 2021, over 1000 citations on green HRM publications had been recorded.
The concept and the GHRM
practices is an eye-openers for all parties in the interest of sustainable
development and growth. And for the human who loves the planet as a whole.
Link : https://mobile.twitter.com/hashtag/greenHRM?src=hash&f=image
Many giants in the business world are now practicing Green
HRM practices and thereby confirming the high employee participation in their
business operations.
Employees will be motivated and feel happy as they engage
in eco-friendly business operations. Hence, a company need the right people
with the right attitudes and skills towards these best green HRM practices.
It could only be effectively implemented if the companies
have the right people with the right skills and competencies (Daily and
Huang 2001).
The objectives of the green HRM
would present per the below four main aspects,
§
Preservation
of the natural environment
§
Conservation
of nature
§
Minimization
of environmental footprint
§ Generation of natural places
A Green Workplace could have one or more of the following
components: written environmental policy, specific targets for improving EP,
publication of environmental reports, EMS, environmental purchasing policy,
environmental training and education, fossil fuel use reducing policy and
policy of reducing the use of the unsustainable product (Ramus, 2002).
Google is leading the way in publicizing its environmental record and its environmental practices (Kaur, 2013)
Link
https://www.wired.com/story/what-googles-open-communication-culture-is-really-like/
Reference
Cherian, J. P.. & Jacob. J. (2012). .4 Study of Green HR
Practices and Its Effective Implementation in the Organization: A Review. International
Journal of Business and Management. “(21).
25-33.
Daily, B., & Huang, S. (2001). Achieving
sustainability through attention to human resource factors in environmental
management. International Journal of Operations & Production Management,
21, 1539–1552.
https://www.wired.com/story/what-googles-open-communication
(Accessed: 6 th
December 2022).
Robertson, J. L, & Barling, J. (2013). Greening organizations
through leaders’ influence on employees’ pro-environmental behaviours. Journal
of Organizational Behavior. 34.
176-194.
Sharmin, S., (2015).
Green HRM: An Innovative Approach to Environmental Sustainability. AIMS
International.
SHRM. (2008).
Green Workplace. Society for Human Resource Management (SHRM). 6.
Wagner, M., (2013).
“Green” Human Resource Benefits: Do they Matter as Determinants of
Environmental Management System.
Yusoff, Y.M., Ramayah, T. & Othman, N., (2015a). Why Examining Adoption
Factors, HR Role and Attitude towards Using E-HRM is the Start-Off in
Determining the Successfulness of Green HRM? Journal of Advanced Management
Science. 3(4). pp.337-343.
Great post Tashiya !! Furthermore, the training as a critical Green HRM intervention, not least to increase staff awareness of the environmental impact of their organization's activities (Bansal & Roth 2000), equip staff with fundamental skills, such as how to gather salient waste data (Jabbour et al. 2010), and increase the level of "eco-literacy" and environmental expertise in the company (Roy & Therin 2008). Frontline employees that are well-trained and environmentally conscious are best positioned to discover and decrease waste since they are closest to it (Bansal & Roth 2000).
ReplyDeleteThanks Romeda.
DeleteIvancevich (1995), training may be understood as a systematic process that leads the employees’ behavior towards accomplishing the set of organizational objectives.
Environmental training (ET) stands out as one of the primary methods through which HRM support EM (Daily et al., 2012; Jabbour, 35 2013; Brío et al., 2008, 2007). According to Teixeira et al. (2012), “green training is one of the most important tools to develop human resources and facilitate the transition to a more sustainable society”. It’s used to improve the capacity to address EM situations (Jabbour, 2013).
New good concept Tashiya. Green Recruitment and Selection (GRS) is a new green human resource management practice. As per (Do Dieu Thu Pham, 2019)that is receiving increasing attention from researchers in the field. GRS refers to the process of recruiting and selecting candidates who are sensitive to environmental issues and committed to environmental performance. When done well, it facilitates post-entry stages in the organization, such as green training and development, and green employee engagement.
ReplyDeleteYes, well said, Samatha, The engagement of employees matters a lot in the implementation of this concept. Further Opatha and Arulrajah (2014) mentioned four roles for an employee
ReplyDeleteto become a green employee; which are: a preservationist, conservationist,
non-polluter, and maker. Maker is the employee who intentionally builds parks and places which have plants, trees, and grass. A Green employee is a nature-lover or an eco-activist (Opatha and Arulrajah, 2014).
A very relevant topic Tashiya. Furthermore Rani & Mishra (2014) states that green HRM means using every employee interface in such a manner in order to promote and maintain sustainable business practices as well as creating awareness, which in turn, helps organizations to operate in an environmentally sustainable fashion.
ReplyDeleteExactly. and Nelushan More and more people are passionate about environmental
Deletestewardship and appreciate the opportunity to obtain training in this area.
Employees should have access to workshops and conferences, ecologically-
friendly (eco-friendly) topic (Liebowitz, 2010).
Good content Dulakshi. Further to adding, Green HRM practices are more effective tools for making businesses and their activities in the sector environmentally friendly, Through the adoption of green HRM methods, green performance, green behaviors, green attitude, and green competencies of human resources can be changed and reformed (Adif, Na`am and Nazir, 2020)
ReplyDeleteThank you for the comment Ann.
ReplyDeleteAccording to Rugman & Verbeke (1998), environmental issues are some of the most complex and significant managerial challenges of twenty-first century. It includes climate change, resources depletion and reduction of biodiversity and ecosystem integrity. Rapid destruction of natural resources is seen and heard. Organizations are responsible for the environmental degradation (Alshuwaikhat & Abubakar, 2008; Haden et al., 2009).