Does Green HRM Really Used?
Does Green HRM Really Used?
What is Green HRM?
Green HRM has become more
important in current business field and its significance is growing diverse
with the time. GHRM is a hot topic since the awareness on sustainable
development and environmental management has been gradually increased.
GHRM is engaging of forming
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 evolving the organizations
human capital (Mathapati, 2013).
In present world it seems that a significant number of organizations practice green human resource management. Determining and making about these green HRM practices which are being practiced and are to be practiced by the organization will contribute meaningfully to the HRM field (Arulrajah, A.A. et al, 2015).
Need for GHRM
It is imprecise that need of the
realistic environmental management drive all round the world. This is due to damage
to the environment by the industrial pollutants and impairment of natural
resources drastically. The first United
Nation’s Conference on Human Environment held in1972 in Stockholm decided that
to protect and improve the human environment for present and future generation.
Green HRM functions future direction
GHRM helps to create green workforce that can accept green culture that can maintain its green objectives all throughout the HRM process of recruiting, hiring and training, compensating, developing, and advancing the firm’s human capital (Dutta, 2012).
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Green recruitment
The process of recruiting people with knowledge, skills,
approaches, and behaviors that identify with environmental management systems
within an organization and passionate to serving for an environment friendly “green”
company.
Green performance management
The process by which employees are encouraged to improve their
professional skills that help to accomplish the organizational goals and
objectives in a well way with green wave.
Green training and development
Green training and development teach employees about the value
of environment, train them in working methods that save energy, reduce waste within
the organization, and offer chance to involve employees in environmental
problem-solving (Zoogah, 2011).
Green compensation
Modern organizations are developing reward systems to encourage
eco-friendly initiatives to get on their employees.
Green employee relations
Employees give their own ideas at workplace and help to make environment
that beneficial to green management practices and systems.
Conclusion
Though the Green HR is still in the early stages, growing awareness within organizations of the significance of green issues, environment-friendly HR practices with a focus on waste management, recycling, reduction of carbon footprint, and consuming and making green products. Most employees feel powerfully about the environment and, show bigger obligation and job satisfaction toward an organization that is ready to go “Green”.
References
Arulrajah, A.A. et al (2015). Green Human Resource Management Practices: Available at <https://journals.sjp.ac.lk/index.php/sljhrm/article/view/2130> (Accessed on 20 July 2021)
S. (2012). Greening people: A strategic dimension. ZENITH: International Journal of Business Economics & Management Research, 2, 143–148. Available at <https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2382034> (Accessed on 21 July 2021)
Mathapati, C.
M. (2013). Green HRM: A strategic facet. Tactful Management
Research Journal, 2(2), 1 Available at <https://www.indianjournals.com/ijor.aspx?target=ijor:sajmmr&volume=3&issue=9&article=007>
(Accessed
on 20 July 2021)
(2015) Green Human Resource Management: Policies and practices, Cogent Business & Management Available at <https://www.tandfonline.com/doi/full/10.1080/23311975.2015.1030817> (Accessed on 20 July 2021)
D. (2011). The dynamics of Green HRM behaviors: A cognitive social information processing approach. Zeitschrift fur Personalforschung, 25, 117–139 <https://journals.sagepub.com/doi/abs/10.1177/239700221102500204> (Accessed on 21 July 2021)
