Green HR essentially consists of two major elements namely environment-friendly HR practices and the preservation of knowledge capital (Mandip, 2012).
The Green HRM always promotes Eco-friendly products. Further, the whole production line ensures sustainable development and minimal effects towards the environment’s persistence.
At present, the general public is well aware of the sustainability concept and those who love the planet will definitely go with Eco-friendly products. They won’t think twice about paying a competitive price for those products as it ensures sustainability while ensuring the next generation’s needs and wants. Hence it will create a better reputation for the company and the product. This will lead to an increase in revenue, which is the main objective of a profit-oriented company.
As the corporate world is going global, business is experiencing a shift from a conventional financial structure to a modern capacity-based economy which is ready to explore green economic facets of the business. Shoeb Ahmad | Tahir Nisar (2015).
The “Magna Carta” on Human Environment was declared in the first United Nations (International) Conference on Human Environment held in June 1972 in Stockholm declared that defending and improving the human environment for present and future generations have become an imperative goal for mankind (Shaikh, 2010, p. 122).
The whole world is adopting Green HRM …… Why ?
Green HRM supports organizations to minimize expenses without losing talent.
It decreases a company's total costs as it becomes more effective concerning the use of electricity, water, and manufactured goods.
It helps to achieve greater employee job satisfaction and dedication, which leads to increased productivity. Further in the long run, the employee retention rate will be high.
Develop a culture of concern for the holistic well-being of fellow employees.
Small companies can also reduce their electricity costs by using technologies that are energy-efficient and less costly.
It can be used to create good public relations if an organization adds a green initiative to its workplace.
It improves corporate social responsibility practices and makes companies more attractive, employer branding-wise
This reduces operating costs and hence overall cost in the long run.
As it uses renewable natural resources and hence, we will never run out of vital resources such as water and electricity in the long run (sustainability).
It will slow down the effects of global warming due to a reduction in CO2 emissions.
Reference
Christmann, P., & Taylor, G. (2002). Globalization and the environment: Strategies for international voluntary environmental initiatives. Academy of Management Executive, 16, 121–135.
Huselid, M. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38.
Jesús Ángel del Brío, Esteban Fernández & Beatriz Junquera (2007) Management and employee involvement in achieving an environmental action-based competitive advantage: an empirical study, The International Journal of Human Resource Management
Marcus, A., & Fremeth, A. (2009). Green management matters regardless. Academy of Management Perspectives, 23, 17–26.
Opatha, H. H., & Arulrajah, A. A. (2014). Green Human Resource Management: Simplified general reflections. International Business Research, 7, 101–112.
Pillai, R., & Sivathanu, B. (2014). Green Human Resource Management. Zenith International Journal of Multidisciplinary Research, 4, 72–82.
Sadia Cheema, Farheen Javed, Tahir Nisar. (2017) The effects of corporate social responsibility toward green human resource management: The mediating role of sustainable environment. Cogent Business & Management 4:1
Shaikh, M. (2010). Green HRM: A requirement of 21st century. Journal of Research in Commerce and Management, 1, 122–127.
Shoeb Ahmad | Tahir Nisar (Reviewing Editor) (2015) Green Human Resource Management: Policies and practices, Cogent Business & Management
Wagner, M., (2014). .4 European perspective on country moderation effects: Environmental management systems and sustainability-related human resource benefits. Journal of World Business, 50(2), pp.379-388.
Good post Dulakshi!
ReplyDeleteMost people are unaware of the advantages that globalization offers to their daily lives, such as easy access to a range of foods or new technologies produced by nations halfway around the world, because it is an established feature of our modern world.
Even if globalization improves people's lives, there are still certain issues with businesses extending across borders that might provide obstacles when firms need to make changes to their everyday operations, such as cultural differences.
Globalization has increased connectivity around the world. In order for firms or other organizations to gain influence abroad and conduct unrestricted operations on a global scale, this technique refers to the dissemination of business practices, politics, and culture across international borders (Jacobs, 2022).
Yes, Upul you grabbed the point. this has an indirect effect on our lives. As a whole this talks about the green planet. Lado and Wilson (1994) defined the HRM system as “a set of distinct but interrelated activities, functions, and processes that are directed at attracting, developing, and maintaining (or disposing of) a firm’s human resources”. Thus, HR is properly seen to play a key role in Environmental Management (EM) in the organization.
DeleteA good read. Actually we need to promote and educate people on green HR policies as world needs more eco friendly solutions.
ReplyDeleteYes Rahman, A need of the era.
DeleteRecently both developed and developing countries became more
concerned about the importance of environmental issues and
sustainable development (Sharmin, 2015)
Good concept Dulakshi, Agreed what you have mentioned , The relationship between voluntary environmental practices (e.g., environmental management systems), competitive advantage and financial performance has received increasing attention not only from academics but also from practitioners, with an important debate on environmental management and firm competitiveness (Dwyer et al. 2009; Albertini 2013; Martín-de-Castro et al. 2016).
ReplyDeleteYes Sharmila, because of those competitive advantages by now many giants in the business world are keener on this concept, Especially Google, TOYOTA, IBM.
DeleteProtecting 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)
Aguinis et al. (2013) stated that monetary rewards can be a very powerful determinant of employee motivation and achievement which, in turn, can advance to important returns in terms of firm-level performance. Garg and Rastogi (2006) identified the key issues of job design research and practice to motivate employees’ performance and concluded that a dynamic managerial learning framework is required to enhance employees’ performance to meet global challenges.
ReplyDeleteWhile agreeing with the given cited articles, I would suggest reading more specific literature that the blog has shared. when the company adopts Green HRM practices it leads to high motivation and a high level of engagement.
DeleteAgreed Dulakshi, Environmentally friendly HR proposals increase efficiencies, lower costs, and foster a culture of employee engagement, allowing organizations to operate in an environmentally sustainable manner. The growing concept of green human resource management is important for both organizations and employees (Rani and Mishra, 2014)..
ReplyDeleteDefinitely Safiya,
DeleteWagner (2013) defined EMS as a set of common ‘Green’ practices aimed at improving Employee performance. The green HRM concept and the practices matters for organizations as well as for employees. Further at last it creates a happy planet.
That is why the whole world is keen on this. Recently both developed and developing countries became more concerned about the importance of the environmental issues and sustainable development (Sharmin, 2015). Our future generations also will get real returns as well; Safiya.
Good topic and an insightful blog post. Further, would like to add that GHRM is directly responsible in creating a green workforce that understands, appreciates, and practices the green initiative and maintains its green objectives all throughout the HRM process of recruiting, hiring, training, compensating, developing, and advancing the company's human capital (Mathapati, 2013, p. 2). It refers also to the policies, practices, and systems which make employees of the organization green for the benefit of the individual, society, natural environment, and the business itself (Opatha & Arulrajah, 2014).
ReplyDeleteDulakshi, Thank you for your complimentary reply. Sounds good to encourage.
DeleteThe same research study, it has very clearly analyzed the effects on overall performance. Green HRM practices are more powerful tools in making organizations and their operations green. The green performance, green behaviors, green attitude, and green competencies of human resources can be shaped and reshaped through the adaptation of green HRM practices.
In 2011, Jabbour defined green HRM as „the level of the greening of human resource management practices‟ in terms of functional and competitive dimensions of HRM. Green HRM is referred to “all the activities involved in the development, implementation and ongoing maintenance of a system that aims at making employees of an organization green. Opatha, H.H.D.N.P. & Arulrajah, a. A., (2014).
The global practices are more concerned about sustainable practices (Renwick, Redman and Maguire, 2013). Businesses must adhere to global trends in order to stay relevant and retain employees.
ReplyDelete