The earth is passing its life in an era where technological advancements have grabbed a major portion of it in every aspect. Even though these advancements have made human lives more convenient, on the other hand, it has adversely and severely affected and affected the balance of the earth. Even though the world has become developed in many areas in terms of technical, social, and economic, it has damaged the environment in a great manner.
Pollution of the environment, climate changes aroused by continuous global warming, a decrease in natural resources, and disturbances to the ecological system are some of the major threats to the environment which were caused by uncontrolled technological advancements.
Although technology plays a vital role in increasing and developing products to satisfy human needs, the environment is greatly and negatively affected as these technological advancements have no control or direction to be controlled. The emission of carbon dioxide to the environment is so heavy that, immediate action to prevent or lessen the volume or the pace of it is essential. In this context, the need for an environment-friendly approach is becoming more vital.
Before discussing the concept and the practice, it’s important to understand the keywords. Mainly there are two concepts; Green HRM and Employee engagement.
Human Resource Management is one of the crucial factors to be considered in the process of driving the organization towards the success (Armstrong, 2006)
Green HRM is a concept that can be defined simply as a situation where an organization uses its Human Resource practices to use entity resources efficiently and effectively while sustaining it; in other words, managing the organization’s resources in a way that will sustain the balance in the environment as well. Green human resource management (GHRM) research also can be defined as the HRM aspects of environmental management (EM), are relatively diverse and piecemeal (Douglas W.S. Renwick, Tom Redman1 and Stuart Maguire, 2012)
Green human resource management (GHRM) research, defined as the HRM aspects of environmental management (EM), is relatively diverse and piecemeal. (Renwick, Redman, and Maguire2, 2012).
Another scholar has defined Green HRM as follows. Green human resource management (green HRM) refers to a set of HRM practices that organizations adopt to improve employee workplace green performance. (Shen, Dumont, Deng, 2016)
According to Jabbour (2013, pp. 147– 148), Green HRM is concerned with the ‘systemic, planned alignment of typical human resource management practices with the organization environmental goals’
The other keyword of this study is “Employee Engagement”. It can be simply defined as the extent to which an employee is committed to the organization and how much he /she is willing to contribute to achieving the goals of the organization and the extent to which they are ready to contribute to the continued success of the organization. When an employee is highly committed to a company, he/she is giving maximum effort to achieve the goals of the organization.
It’s better to study how different scholars have seen the employee engagement concept;
Kahn (1990) was one of the first to theorize about work engagement. He described engaged employees as being fully physically, cognitively, and emotionally connected with their work roles.
Macey & Schneider (2008) study found the following:
The meaning of employee engagement is ambiguous among both academic researchers and among practitioners who use it in conversations with clients. We show that the term is used at different times to refer to psychological states, traits, and behaviors as well as their antecedents and outcomes.
While strategic Human resource management focuses on achieving the Organizational strategic objectives, the Green HRM will give a special sense of the sustainability which the whole planet is moving towards.
References
Aggarwal, s., & Sharma. B. (2014). Green HRM: need of the hour. International journal of management and social science research review, /(8). 63-70.
Armstrong, M (2006), a Handbook of Human Resource Management Practice.
Brad Shuck, Karen Wollard (2009). Employee Engagement and HRD: A Seminal Review of the Foundations.
Douglas W.S. Renwick, Tom Redman, Stuart Maguire ( 2012 ) Green Human Resource Management: A Review and Research.
Jie Shen, Jenny Dumont, Xin Deng (2016). Employees’ Perceptions of Green HRM and Non-Green Employee Work Outcomes.
Khan, N.U., Saufi, R.A. and Rasli, A.M. (2019), "Green Human Resource Management Practices among ISO14001-certified Malaysian Manufacturing Firms",
Muster, Viola; Schrader, Ulf (2011). Green work-life balance: A new perspective for green HRM.
Sathyapniya, J.. Kanimozhi. R. & Adiulaksham. V. (2013). Green HRM - Delivering High-Performance HR Systems. International Journal of Marketing and Human Resource Management. 4, (2). 19-25.
Shih, K -H., Chen, H.-J., Chen, J.C.H.. (2006). Assessment of sustainable development and knowledge of environmental management: internal auditors’ perspectives. Industrial Management & Data.
Teixeira, A. A, Jabbour. C. J. C., & Jabbour. A B LD. S. (2012). Relationship between green management and environmental training in companies located in Brazil: 4 theoretical framework and case studies. International Journal of Production Economics, 140(1), 318-329.
Wagner, M., (2013). “Green” Human Resource Benefits: Do they Matter as Determinants of Environmental Management System
Wagner, M., (2014). .4 European perspective on country moderation effects: Environmental management systems and sustainability-relate human resource benefits. Journal of World Business, 50(2), pp.379-388.
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
Agree on the content Dulakshi, Employee engagement refers to things that are positively effective related to carrying out work that has aspects of vigor, dedication, and absorption (Schaufeli, Bakker, & Salanova, 2006). Employee engagement is a positive individual attachment, commitment, loyalty to one or one line of work (Xiao & Duan, 2014), or the individual's positive psychological state regarding their work (Saks & Gruman, 2014).
ReplyDeleteWell said Azhar. “Employee Engagement”. It can be simply defined as the extent to which an employee is committed to the organization and how much he /she is willing to contribute to achieving the goals of the organization and the extent to which they are ready to contribute to the continued success of the organization. Gemma Robertson-Smith, Carl Markwick,, (2009).
DeleteGreat article Dulakshi. Further, the green recruitment process includes the hiring of green-aware candidates without the use of paper i.e. employee applications can be accepted on the web. Interviews can be made either on the telephone or online (Harvey, Bosco & Emanuele, 2010). The induction of green recruitment encourages the involvement of employees in the monitoring of long-term competency and informing employees about the green company-wide initiatives like reducing wastage and greenhouse gasses. This ultimately facilitates in improving environmental performance (Mandip, 2012).
ReplyDeleteYes William
DeleteThe main goal for recruitment and selection is to attract potential applications and hire them as employees for a given organization ( Jabbour and Santos,2008a)
To fill an existing and projected job openings, the recruitment process aims to locate and motivate potential candidates to apply; therefore, the recruitment process influences the quality and diversity of candidates for a specific vacancy ( JAbbour etal., 2008; Fayyazi,2015)
As you very correctly said and as well as per many literatures YES, by adhering to the Green HRM we can ensure high environmental performance and there by happy planet.
Great article Dulakshi, furthermore employee engagement has been conceptualized in different ways, for example, according to Men (2015), it is the positive attitude held by the employees toward the organization and its values. The level of employee performance is highly determined by the level of commitment an employee has toward their organization and its values (Selvarasu & Sastry, 2014). An engaged employee is aware of business context and works with colleagues to improve performance within the job for the benefit of the organization (Ologbo & Sofian, 2013).
ReplyDeleteYes, Chathuri, reading more literature gives a better understanding.
DeleteIt’s better to study how different scholars have seen the employee engagement concept. Macey & Schneider (2008)
Great article Dulakshi. reen HRM practices also have important factors such as green training and development. Obaid and Alias (2015) have defined development as the “Development of attitudes, behaviors, knowledge, and skills in the employees that stop the corrosion of environment-related attitudes, skills and knowledge come under the umbrella of training and development.” While, on the contrary, training is defined as “the process of preparing multi-talented individuals for the improvement of instruction necessary for innovations” (Rani and Mishra, 2014; Gill et al., 2021).
ReplyDeleteAgreed on your comment Manjula. starting from the Induction training the said green concept needs to address.
DeleteEnvironmental training (ET) stands out as one of the primary
methods through which HRM support EM (Daily et al., 2012; Jabbour, 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”.
Great article and an interesting topic Dulakshi, Green HR is something contemporary in nowadays organizations. Adding to the above, Green HR focuses on the development, implementation and maintenance of all activities aimed at making staff members supportive and committed to sustainable goals. Initiatives encompass HR processes of staffing, performance management and appraisal, training and development, and employment relations aligned with the organisation’s sustainability goals (O’Donohue & Torugsa, 2016).
ReplyDeleteYes Wasana the topic is very vital as well as very interesting to read as well as to practice.
DeleteAccording to the Rothenberg (2003), successful environmental management in an organization requires contributions from human resource management. Similarly Jabbour and Santos (2008) also stated that superior environmental performance outcome requires human resource practices that support the whole implementation and maintenance of environmental management systems in the organizations.