TO A GREEN HRM

 

Green HR is when the field of HR focuses on expanding its role to support the organization in the pursuit of sustainability. In green HR, HRM policies are used to stimulate and support the sustainable use of resources and preserve the natural environment.

 

 What is Green HRM?

The term Green HRM has become the buzz word within the business field at present and its significance is increasing manifold with the passage of time. This term has also its secured position as a hot topic in recent research works since the awareness on environmental management and sustainable development has been increasingly rising day by day all-round the globe. Today the topic Green HRM not only includes awareness toward environmental affairs, but also stands for the social as well as economic well-being of both the organization and the employees within a broader prospect.

Before proceeding further, first of all we take up the question, “what is Green HRM?” Different authors have given different definitions for this term such as—“Green HRM is the use of HRM policies to promote the sustainable use of resources within organizations and, more generally promotes the causes of environment sustainability”. GHRM is directly responsible in creating green workforce that understands, appreciates, and practices green initiative and maintains its green objectives all throughout the HRM process of recruiting, hiring, training, compensating, developing, and advancing the firms human capital. It refers to the policies, practices, and systems that make employees of the organization green for the benefit of the individual, society, natural environment, and the business.

(Institute, n.d.)

 

 

 

GHRM functions future direction

GHRM is a manifesto which helps to create green workforce that can understand and appreciate green culture in an organization. Such green initiative can maintain its green objectives all throughout the HRM process of recruiting, hiring and training, compensating, developing, and advancing the firm’s human capital.

(Institute, n.d.)

 

(HOSAIN, n.d.)

Green Recruitment

Attracting high-quality staff is a key HR challenge in the “war for talent. Firms are now beginning to recognize the fact that gaining reputation as a green employer is an effective way to attract new talent. German firms such as Siemens, BASF, Bayer and Mannesmann use environmental activities and a green image to attract high-quality staff. The Rover Group carmaker, in Britain, makes environmental responsibilities and qualifications part of every job profile. Increasingly, green job descriptions with environmental aspects are now being included for employees within the recruitment agenda.

 

Green recruiting is a system where the focus is given on importance of the environment and making it a major element within the organization. Complementing this, the recruits are also enthusiastic, and to some extent, passionate about working for an environment friendly “green” company.

(Institute, n.d.)

 

Green performance management

Performance management (PM) is the process by which employees are prompted to enhance their professional skills that help to achieve the organizational goals and objectives in a better way. The recognition of the corporate strategy culminates into the PM. With the EM affecting global business strategy, PM is also being influenced by the green wave in a possible positive manner. Green performance management consists of issues related to environmental concerns and policies of the company. It also concentrates on use of environmental responsibilities. Today some firms deal with the issue of PM by installing corporate-wide environmental performance standards, and Green information systems/audits to gain useful data on environmental performance.

The most important aspect of PM is performance appraisal. In addition to meeting the criteria of reliability, validity, and fairness, effective performance appraisals provide useful feedback to employees and support continuous improvements in the firm’s environmental outcomes. (Institute, n.d.)

 

 

Green training and development

Training and development is a practice that focuses on development of employees’ skills, knowledge, and attitudes, prevent deterioration of EM-related knowledge, skills, and attitudes. Green training and development educate employees about the value of EM, train them in working methods that conserve energy, reduce waste, diffuse environmental awareness within the organization, and provide opportunity to engage employees in environmental problem-solving. Green T&D activities make employees aware of different aspects and value of environment management. It helps them to embrace different methods of conservation including waste management within an organization. (Institute, n.d.)

 

Green compensation

Rewards and compensation are the major HRM processes through which employees are rewarded for their performance. These HR practices are the most powerful method which links together an individual’s interest to that of the organization’s. We also assert that incentives and rewards can influence employees’ attention to the maximum at work and motivate them to exert maximum effort on their part to achieve organizational goals. (Institute, n.d.)

 

 Green employee relations

Employee relations are that aspect of HRM which is concerned with establishing amicable employer–employee relationship. The relationship facilitates motivation and morale of the employees as well as, increases the productivity. Basically, employee relations involve employee participation and empowerment activities. It also helps prevent and resolve problems arisen at workplace that may affect the work. In fact, positive employee relations are an intangible and enduring asset and a source of competitive advantage for any organization. (Institute, n.d.)

Green initiatives for HR

Organizations generally organize HR practices into systems that are consistent with their culture and business strategy. We can say that green initiatives included in HRM manifesto is a part of corporate social responsibility in the long run. Today, organizations are implementing and integrating green initiatives in their agenda with the help of their human resource. Managers make sure that their HR is utilizing green human resource practices in appropriate manner. (Institute, n.d.)

Green building

The organizations round the globe are considerably opting for green building as their workplace and offices as an alternative to traditional offices. The phenomenon is quite trend setting as Green buildings fulfill certain criterion for reducing the exploitation of natural resources that are utilized in their construction.

 (Institute, n.d.)

Conservation of energy

Conservation of energy in the office has the potential for a great environmental impact. In an effort to provide more efficient and eco-friendly services, offices around the world have implemented several energy conservation initiatives to reduce the environmental impact. The HR department at the UK arm of Sky has started a campaign where the employees are asked to turn off PCs, TVs, and lights when leaving, to use 100% renewable energy, and introduced solar lighting (Davies & Smith, 2007), Whereas the HR department of other British organizations is emphasizing upon their travel policy which promotes car sharing and the increased use of public transport (Simms, 2007).

(Institute, n.d.)

 

Recycling and waste disposal

Recycling is the methodology of processing used up materials (waste) into new and useful products. Recycling reduces the use of raw materials that would have been otherwise used to produce new products. Consequently, this practice saves energy and reduces the amount of waste that is thrown into the dustbins, thereby making the environment cleaner and the air fresher. As a part of their green initiatives, several organizations are implementing recycling program to increase the amount of recycled products and decrease the amount of waste.

(Institute, n.d.)

 

References

HOSAIN, S. (n.d.). www.researchgate.net. Retrieved from www.researchgate.net: https://www.researchgate.net/figure/Figure-1-Green-Human-Resource-Management-Process_fig1_304169968

Institute, H. R. (n.d.). https://hrmi.org/green. Retrieved from https://hrmi.org/green: https://hrmi.org/green-hrm/