Green Human Resource Management is a key enabler of the sustainability of an organization (Yong et al., 2020; Dumont et al., 2017). Green Human Resource Management comprises “HRM activities which enhance positive environmental outcomes” (Kramar,2014, p.1075). It refers to the HRM aspects of green management that aim to encourage pro-environment employee behavior in the workplace (Renwick et al., 2013).
The concept of Green HRM is an evolving and quickly spreading concept. It’s still at the experimental level as it has not been spread out all over the globe. Thus the organizations which are planning to adopt Green HRM could use more and more research studies when making decisions.
Protecting and preserving the natural ecosystem’s resources has been considered the main priority of decision-makers and top managers in various business fields (Howard-Grenville et al., 2014).
HR is considered a key success factor for the implementation of policies, and practices, for boosting sustainable performance (Harel and Tzafrir, 1999, Sheehan, 2014).
Greater awareness of the positive effects of green HRM will make it easier to implement and carry out GHRM practices in a consistent manner
Reduction of waste
_ Reduce plastic and paper usage: will immediately cut the cost as a whole
Improvement of Corporate culture
_ Enhanced responsibility
to employees.
With GHRM practices all employees will have few additional duties to discharge. Job enrichment and enlargement will lead for a high level of job satisfaction as well. Through GHRM practices the company will gain greater loyalty towards the company and the management.
Attraction of new customers
_ Eco–friendly products will attract more and more customers.
_ A better reputation for the company will indirectly increase the sales volume, hence the revenue and the margin as well,
Reference
Aggarwal, S., & Sharma. B. (2014). Green hrm: need of the hour. International Journal of Management and Social Science Research Review, /(8). 63-70.
The impact of green human resource management practices on sustainable performance in healthcare organizations: A conceptual framework, Journal of Cleaner Production, Volume 243, 10 January 2020, 118595.
Hawking, P., McCarthy, B. and Stein, A. 2004. Second Wave ERP Education,Journal of Information Systems Education,http://jise.org/Volume15/n3/JISEv15n3p327.pdf.
Brad Shuck, Karen Wollard (2009). Employee Engagement and HRD: A Seminal Review of the Foundations.
Frank, F. D., Finnegan, R. P., & Taylor, C. R. (2004). The race for talent: Retaining and engaging workers in the 21st century. Human Resource Planning, 27, 12.
Gim, G.C.W., Ooi, S.K., Teoh, S.T., Lim, H.L. and Yeap, J.A.L. (2021), "Green human resource management, leader-member exchange, core self-evaluations and work engagement: the mediating role of human resource management performance attributions", International Journal of Manpower, https://doi.org/10.1108/IJM-05-2020-0255.
Very useful article Tashiya, particularly in the post-industrial revolution era, which represents a substantial environmental devastation, awareness of an organization's environmental sustainability has lately increased. The current needs are favoring the commercialization of businesses that use methods and products that are more eco-friendly than those that follow traditional trends. Currently, sustainability is defined as development that satisfies current demands while also taking future generations' needs into account (Zahrani, 2022).
ReplyDeleteZacky Hassan,
ReplyDeleteYour point is very accurate. Green HRM practices derive more benefits than traditional methods. Further eco–friendliness will lead to the preservation of natural resources.
Further, with a good type of compensation system, organizations will encourage environmentally friendly practices and the improvements of services and processes and hence will increase customer satisfaction in the hotel industry (Govindarajulu & Daily, 2004).