There is an increasing awareness within business communities of the significance of going green and adopting various environment management techniques. 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., . (2022)
Amidst many strategic goals, the top-level managers should take a decision to add this Green HRM concept to the corporate level. Without the due attention of the top management, the implementation, and the practices of GHRM is not possible at all.
Adoption of Green HRM practices within an organization may face many challenges and issues which can be both strategic and tactical. Many pieces of research have been conducted and below are a few commonly identified challenges.
§ Lack of Top management interest and participation
§ Poor contribution of Senior Operational level managers
§ Unawareness of the real benefits of Green HRM
§ Poor policy document related to Green HRM
§ Staff resistance
§ Considerably high cost of practicing
§ Relate an insight of GHRM into vision and mission statement
Green human resource management practices include green job analysis and description, green recruitment, green selection, green induction, green performance assessment, green training and development, and green rewards. Hence obviously there are extra duties to discharge by the management and operational level staff to implement. Even though this will be a hard effort and the very beginning, after stimulating and policy documentation it will derive more benefits and then it will be easier than the previous stage.
, . (2022)., identified barriers to the implementation of green human resource management were also categorized into two groups i.e. the cause group and the effect group
In some organizations, there is a Management developed punishment system and penalties for non-compliance with environmental practices with the High support of top management involvement. Further, there are special rewards and gifts for GHRM practices and initiatives eg: The CEO award, The Chairman Awards
Hence the recognition will motivate employees to drive through the best green Human resources management.
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Qurat-Ul-Ain Mahmood, Riaz Ahmed, Simon P. Philbin. (2022) The moderating effect of big data analytics on green human resource management and organizational performance. International Journal of Management Science and Engineering Management 0:0, pages 1-13.
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Such an interesting topic Tashiya. Given the present situation the organizations have also to find out ways and techniques to deal with reduction in ecological footprints besides dealing with the economic issues. In order to attain success within the corporate community and to facilitate attainment of profit by the shareholders, organizations nowadays have to concentrate on social and environmental factors along with economical and financial factors (Govindarajulu & Daily 2004).
ReplyDeleteThanks for the complement Manodya,
DeleteYes this is very interesting and giving more insights to HR practices more towards to green aspects. As you very correctly pointed out , ecological and sustainable concept stand ahead compared with economical dimensions. Ferna ́ndez et al. (2003) conducted several studies which proved that paying for EM performance is really effective.
Companies now realize that they have to develop a powerful social conscience and green sense of responsibility where corporate responsibility is not just a brand building tool to have, but it is an essential factor for business development (Sathyapriya et al., 2013)