The substantial focus on achieving corporate sustainability has necessitated the implementation of green human resource management (GHRM) practices. Jamal, Tauseef et al.(2021).
https://www.semanticscholar.org/paper/A-Study-on-Implications-of-Implementing-Green-HRM-in corporate bodies with special reference to developing nations (2017).
Talent attraction, acquisition and Induction
Adherence to online advertising attracts more resumes
and thereby can reduce paper waste. It can support organizations
to minimize expenses without losing talent. Not like in-person physical
interviews conducting online interviews save time and energy indirectly as
well.
With the best green HRM
practices the reputation of the company will boost, and thereby more and more
candidates will attract. Consistent practice of GHRM will create a brand image
and brand value. Bhatnagar J.,
Srivastava P., (2008).
HR should ensure at the
selection process determine the applicants’ willingness to embrace eco-friendly
choices after the first screening of CVs. During an interview, some questions
should focus on environmental issues or a group dynamic that combines a
corporate strategy with sustainability concerns. With this method, HR can
initiate a green score - card for candidates as well. This will support the new
employees to adapt to the company culture as well.
At the induction stage, the proper communication of GHRM policies is really vital. And this awareness will lead to the best- fit for the existing culture.
Talent retention and engagement
Green HRM practices always
pass additional responsibilities to employees and employees will be happy as it
is a job enrichment and they will be happier with their participation
acceptance in ensuring the green culture.
This will ensure employee recognition as well as employee satisfaction. Hence the retention rate would increase more and more. (Ghani et al. 2002) Happy employees will work more productively. Also, it develops a culture of concern for the holistic well-being of fellow employees.
Green Performance management
Without using paper-related evaluations always encourage to use of the HRIS system and online practices for continuous performance appraising.
Green training and development
§ Starting from the Induction training program
keep the green essence for each and every training tract
§ Conduct
an internal environment & energy audit in the organization
§ Conduct eco-friendly or Go Green Surveys
Green compensation
Acknowledging
workers’ commitment towards green practices will motivate them to do more
initiatives and commit to their deliveries.
§ Always appreciate and value of the employees and reward them on Monetary rewards _ salary increments, cash rewards, and bonuses.
§ Non-Monetary rewards like leaves for special occasions, gifts, etc.
§ Recognition-based rewards highlight the employee’s contribution towards the company, appraisal from the top management
Green employee relations and Green initiatives for HR
§ Green building _ instead of traditional office environment green aspects can introduce. Green deco, green materials and furniture reduce the exploitation of natural resources
§ Promote Paper fewer functions and streamline the processes with an eco-friendly move
§ Conserving of Energy use efficiently, eco-friendly services
§ Recycling and waste disposal management
§ Power Saving by early morning office startup and arranging the rosters which support the energy saving.
§ Recycling mechanism of waste materials and used papers
§ Reduce business travel - Teleconference instead of travelling
§ Save water - Monitor sinks and toilets for leaks that wastewater
Reference
Ambler T., Barrow S., (1996), “The Employer Brand,” Journal of Brand Management,
4.3, pp. 185–206.
Bhatnagar J., Srivastava P., (2008), “Strategy
for Staffing: Employer Branding and Person-organisation Fit,” Indian Journal of Industrial Relations,
44.3, pp. 35–48.
Fulmer I. S., Gerhart B., Scott K. S., (2003),
“Are the 100 Best Better? An Empirical Investigation of the Relationship
between Being a “Great Place to Work” and Firm Performance,” Personnel Psychology, 4.1
pp. 965–993.
Jamal, Tauseef et al. “Perceived Green Human
Resource Management Practices and Corporate Sustainability: Multigroup Analysis
and Major Industries Perspectives.” Sustainability (2021).
Ramasamy, Adimuthu et al. “A Study on
Implications of Implementing Green HRM in the Corporate Bodies with Special
Reference to Developing Nations.” The
International Journal of Business and Management 12 (2017): 117.
Srivastava, P., & Bhatnagar, J. (2010).
Employer Brand for Talent Acquisition: An Exploration towards its
Measurement. Vision, 14(1–2), 25–34.
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