The Green HRM concept and the practices are discussed at the strategic decision-making stages in global contexts.
The concept of Green HRM is a very important concept, especially in the recent past, as there are many new concepts are evolved around the given concept.
Even though this concept is not new to the western world, when it comes to the context of some medium and small-scale companies in Asian countries and some part of the world, it’s considered a novel concept. A few decades ago when ERP systems evolved, developed and implemented in many business organizations there were many competitive advantages. But still many were reluctant to embrace the new technology till the recent past. Also, many businesses struggled with ERP mainly because of the lack of skilled resources and inexperience with the given scope of the projects. For some companies, these barriers became insurmountable (Calegero, 2000). For many companies, the urgency to achieve Y2K deadlines and the lack of understanding of the complexity of these types of implementations resulted in a failure to optimize their business processes during implementation (Davenport et al 2002).
Unawareness of the real returns as well as not considering
the implementation stage can be seen as a major drawback as protecting the environment
has become a current need. It is mainly because a concept like Green HRM is not
specific only to an entity, country, or region but is important to the globe as
environmental pollution has become a huge threat to the well-being of the
entire world population. If the majority of the world can at least contribute
to society by implementing such an environmentally healthy approach in the long
run it would benefit the human being in a holistic approach.
It is an obligation to the general society.
According to S. C. Certo and S. T. Certo, organizations must at least decide and voluntarily carry out the legally required activities of social responsibility, which are not defined by law, and inform all stakeholders about the degree of the organization’s involvement in socially responsible activities (Certo, Certo, 2006).
There is a huge responsibility to rest with the top management as well as with the senior management to drive the employees towards green practices.
With the
increasing knowledge about the GHRM, it is apparent that the HRM departments
will be setting and executing GHRM policies that "pushes" the
employees towards "going green" and eventually attaining
sustainability (Lawler, & Boudreau, 2015; Pandey, Viswanathan, &
Kamboj, 2016).
Reference
Becerra-Fernandez, I., Murphy, K. E. and Simon, S. J. (2000),“Enterprise resource planning: integrating ERP in the business school curriculum” Communications of the ACM, Volume 43, No. 4, April, Pages 39 – 41.
Bennett, C. (2000), “Welcoming Address”, Application Hosting Centre, Sapphire Conference, Singapore.
Davenport, T., Harris, J. and Cantrell, S. (2002), The Return of Enterprise Solutions, Accenture.
Lawler, E. and Boudreau, J. (2015) Global Trends in Human Resource Management, Palo-Alto: Stanford University Press.
A great blog article Dulakshi. According to Saifulina et al. (2020), the implementation of green HRM strategies can contribute to the sustainable use of organisational resources, the establishment of environmental support and environmental organisational culture, improving overall organisational environmental performance. Many organisations have initiated green environmental policies and practices in recent years. For example, the use of plastic bottles and bags has been completely forbidden in the hotel, I work.
ReplyDeleteYes Afzal farook,
DeleteThe global as a whole needs to revisit this concept. So happy to hear the company you work for is practicing Green HRM .
Plastic water bottles contain chemicals, and those chemicals can leach into the water.
According to Ahmad and Nisar (2015), green performance appraisal is a process in which employees are stimulated to improve their professional skills in terms of environmental issues helping to attain the goals and objectives of environmental performance in a better way (Ahmad & Nisar, 2015).
Further Yusof, Z. B., & Jamaludin, M. (2013). Shared many more practices related to Green approaches in related to hotels and resorts. You might be interested in.
Good article Dulakshi, Furthermore, Aggarwal & Sharma (2015) highlighted the concept of Green and Green HRM, along with focusing on its importance, advantages and limitations for an organization which have an impact on sustainability. Sheopuri and Sheopuri (2015) also found that Green HR initiatives help companies to find alternative ways to cut the cost without losing their top talent; part time work, etc. The study also says that today companies could get competitive advantage over it,
ReplyDelete
DeleteYes Rayan, the study on green HRM was so interesting. Further, the increasing understanding of the companies as to how green initiatives not only benefit the environment but also help in the attraction and retention of the scarce talent pool makes GHRM today an important field of business management (Patel,2014)
Aggarwal and Sharma (2014) mentioned many advantages or benefits of GHRM in achieving broader objectives such as: cost saving, corporate social responsibility, talent acquisition, and management and gaining an advantage over the competition.