What does
mean by Green Human Resource Management (GHRM)
Green
HRM refers to the development, implementation, and maintenance of a system that
seeks to make employees of an organization environmentally friendly. The
environmental side of human resources management focuses on turning normal
employees into green employees in order to achieve organizational environmental
goals and ultimately make a significant contribution to environmental
sustainability.
These
policies, practices, and systems are aimed at making employees more
environmentally friendly for the benefit of themselves, society, the natural
environment, and the company.
Overall,
green human resource management is growing in popularity as companies learn
about the benefits of sustainable practices. This can help organizations
improve their environmental performance while also retaining employees who
value sustainability (Opatha, 2013).
In processing employment relations in Green HRM, organizations should consider
This process we can overlook under 6 sections for better understanding.
Recruitment:
Some general job
descriptions can help to reduce the number of environmental aspects. For
example, they might use virtual interviews instead of face-to-face interviews,
fill out online application forms, and promote the hiring of local people to
reduce transportation-related emissions.
Performance
Management (PM) and Performance Appraisal (PA): Performance management in
environmental management is a difficult task because different parts of the
company have different performance standards, and it is difficult to get good
data on the environmental performance of individual managers.
Performance
Appraisal (PA) is a process that helps managers learn about how they are doing
in relation to environmental responsibilities. This can include things like
environmental incidents, how a company uses environmental resources, and how
they communicate environmental concerns. This is important so that managers can
be held accountable, and learn to comply with environmental policies. The literature suggests that if environmental criteria are integrated into the
process of staff appraisal (by writing such responsibilities into all staff
action plans), then a learning culture in EM can be encouraged (Rees and Wackernagel,
1996).
Training and Development: Training helps organizations manage waste by teaching their employees how to identify and reduce waste in their work areas. This helps the employees to be more aware of waste and how to collect the relevant data.
Training
seems to be one area where the role of HRM in environmental management has been
recognized for some time (as job rotation provides a useful way to train green
executives or future Board members in EM, and is seen as a crucial part of
successful environmental programs (Wehrmeyer, 1996: 15).
Some
studies have found that having a lot of employee training is linked to a
company's level of environmental development. In Britain, some firms such as
HSBC are responding to the need for more management education in EM by using
big global projects to join up their global workforce
Employee
Engagement: Organizations
can engage employees in environmental sustainability initiatives, such as
recycling programs, eco-friendly commuting, and volunteering for environmental
causes.
Pay and Reward: Reward systems are a great way to encourage team waste reduction practices. In a work organization, these systems can help improve efficiency and achieve better results. A reward package is something that is given to someone as a way of encouraging them to do well in a particular activity or to help them learn new skills or knowledge. Rewards can be helpful in helping someone improve their performance over the long term, for example, if they know about environmental legislation or chemistry.
So, instead, organizations may wish to engage in giving employees positive rewards in terms of verbal feedback from supervisors, as such informal verbal and written feedback, might help motivate employees towards environmental improvements (Govindarajulu and Daily, 2004:369).
Recognition and Awards: Recognition and awards are effective ways to motivate employees and recognize their contributions to promoting environmental sustainability in the workplace. Here are some examples of recognition and awards in processing employment relations in Green HRM:
01. Green Employee of the
Month/Year: Organizations can recognize employees who demonstrate outstanding
commitment to environmental sustainability with an award or recognition as
Green Employee of the Month/Year.
02.
Environmental Leadership Award: Organizations can create an environmental
leadership award to recognize employees who have shown outstanding leadership
in promoting green practices in the workplace.
03.
Environmental Innovator Award: An environmental innovator award can be given to
employees who come up with innovative and sustainable solutions to
environmental problems within the organization.
04.
Green Certification: Organizations can recognize employees who have completed
environmental sustainability training or achieved certification in green
practices with a special designation or certificate.
Other
than the above there are many ways in which incentives can be provided in an
environmentally friendly way. For example, car mileage for company cars can be
extended to bicycle journeys and loans, staff can be offered financial
substitutes for car allowances, carpooling/sharing provisions can be
encouraged, and company cars can be limited to journeys beyond public transport
only.
Exit:
In terms of staff
exits, where dismissal occurs, it may be that any ‘general debriefing should
include an environmental dimension, and if staff resign, then HR managers need
to discover why (Wehrmeyer, 1996: 15), or that whistle-blowing green employee
(who highlight bad practices), are seen as at risk, as there is no legal
protection for them, meaning that they could be dismissed for breach of
confidentiality (Oates, 1996: 136).
Summary of
HR Processes involved in Green HRM (Source. Green
HRM: A review, process model, and research agenda)Let’s look at
the video view about Green Human Resource Management
Self-Reflection
Green
HRM (Human Resource Management) is a critical approach to managing human
resources that promotes environmental sustainability in the workplace. It
involves integrating environmental sustainability into HR practices, policies,
and procedures to reduce the organization's impact on the environment while
improving its social responsibility.
Green
HRM is essential for organizations to achieve sustainability goals and reduce
their carbon footprint. It involves several practices, including sustainable
recruitment and selection, eco-friendly employee training and development,
performance management, employee engagement, employee benefits, and creating a
green work environment.
The
adoption of Green HRM practices can bring many benefits to organizations, such
as improving the organization's reputation, reducing costs through eco-efficiency,
increasing employee productivity and satisfaction, and contributing to the
organization's overall sustainability goals.
As
society becomes more environmentally conscious, it is essential for
organizations to adopt Green HRM practices to remain competitive, attract and
retain top talent, and achieve their sustainability goals. By embracing Green
HRM, organizations can create a more sustainable future for themselves, their
employees, and the environment.
Reference
Govindarajulu, N. and Daily, B.F. (2004) ‘Motivating employees for environmental improvement’, Industrial Management and Data Systems, vol.104, no.4, pp.364-372
Rees, W. and Wackernagel, M. (1996). Our ecological footprint : reducing human impact on earth. Philadelphia: New Society Publishers.
Opatha (2013) ‘Green Human Resource Management: A Simplified Introduction’, Proceedings of the HR Dialogue, 01(01), pp. 12–21.
Oates, A. (1996) ‘Industrial Relations and the Environment in the UK’
Wehrmeyer, W. (1996). Greening people : human resources and environmental management. Sheffield: Greenleaf.
Nice concept, adoption of green HRM practices is an important step towards promoting sustainability and environmental responsibility within organizations.
ReplyDeleteYou are correct that implementing green HRM practices can be a significant step toward fostering organizational sustainability and environmental responsibility.
DeleteIncorporating environmental considerations into human resource management policies and procedures is what green HRM practices entail. Activities such as decreasing paper waste, creating sustainable transportation regulations, supporting green procurement methods, and encouraging employee participation in environmental projects can all fall under this category.
This is very good article & the concept. Practicing the concept will much more beneficial for the sustainable development (People, Planet & Profit) of any organization. This is the future of the Human Resources Management. A huge step was taken on the Green HRM at the period of pandemic.
ReplyDeleteI fully agree. Adopting green HRM practices not only promotes sustainability and environmental responsibility but also contributes to the organization's overall sustainable development. People, Planet, and Profit are the three bottom lines that are increasingly significant in current HRM practices, and firms that prioritize these three factors are more likely to prosper in the long run. The COVID-19 pandemic has also highlighted the importance of green HRM practices, as many organizations have had to adapt to remote work and digital communication. This has led to reduced carbon emissions from commuting and travel, as well as increased use of virtual meetings and conferences. By continuing to prioritize sustainable practices, even after the pandemic, organizations can reduce their environmental impact and contribute to a more sustainable future.
DeleteGood article. What are the potential benefits of Green HRM beyond environmental sustainability, such as improved employee engagement and retention, and how can organizations leverage these benefits to gain a competitive advantage in the market?
ReplyDeleteHi Tharinda, Beyond environmental sustainability, there are other possible benefits of Green HRM that can improve an organization's overall performance and competitiveness in the market. Green HRM practices can also lead to improved cost savings for the firm. Organizations can save money and enhance their bottom line by minimizing their use of energy and resources. Encouraging sustainable commute options, like cycling or public transportation, can also result in lower employee travel and parking expenditures.
DeleteReally good article. Could you kindly explain what will be the challenges one will face at the time of implementing this?
ReplyDeleteGreen HRM practices can provide a variety of hurdles for firms to implement. Some of these difficulties may include:
Delete01. Employees may be reluctant to change their work processes or may be unaware of the benefits of Green HRM practices, which results in a lack of excitement for the new initiatives.
02. Limited resources: Implementing Green HRM practices may require significant investments in technology, training, and other resources that may not be readily available or affordable for all organizations.
03. Lack of expertise: Some firms, particularly smaller ones, may lack the experience or understanding required to create and implement successful Green HRM practices.
04. Cultural barriers: Certain cultures may not be receptive to the idea of sustainability or may not prioritize environmental concerns, making it difficult to implement Green HRM practices in those contexts.
05. Regulatory compliance: Organizations may face regulatory compliance issues related to the implementation of Green HRM practices, such as environmental reporting requirements or safety regulations.
Thank you for sharing your thoughts and providing a comprehensive overview of Green Human Resource Management (GHRM). You have explained how GHRM focuses on turning normal employees into environmentally friendly employees to achieve organizational environmental goals and contribute to environmental sustainability.
ReplyDeleteYou have also highlighted the importance of considering various HR processes, such as recruitment, performance management, training and development, employee engagement, pay and reward, recognition and awards, and exit, in implementing GHRM practices. good luck.
Yes, that's right! In the blog, we emphasized the need of taking into account various HR processes when implementing Global Human Resource Management (GHRM) strategies. Recruitment, performance management, training and development, employee engagement, pay and reward, recognition and awards, and exit are all examples of HR procedures.
DeleteA good article. What additional advantages could Green HRM provide for businesses, such as increased employee engagement and retention, and how can they use these advantages to outperform rivals in the marketplace?
ReplyDeleteThank you very much! Beyond increasing employee engagement and retention, green HRM offers various benefits to firms. Here are a couple such examples:
DeleteImproved brand image: By adopting environmentally sustainable practices, businesses can enhance their brand image and reputation, which can be a competitive advantage in the marketplace. Customers are increasingly interested in supporting companies that are committed to sustainability, and a strong brand image can help attract and retain loyal customers.
Cost savings: Green HRM practices can also lead to cost savings for businesses. For example, implementing energy-efficient measures can reduce utility costs, while telecommuting and other flexible work arrangements can reduce overhead expenses. By reducing costs and increasing efficiency, businesses can gain a competitive advantage in the marketplace.
Innovation: Adopting green HRM practices can also spur innovation and creativity within an organization. By encouraging employees to think creatively about ways to reduce waste and improve sustainability, businesses can uncover new opportunities for growth and development.
To use these advantages to outperform rivals in the marketplace, businesses can take several steps. First, they should communicate their commitment to sustainability and environmentally friendly practices to customers, employees, and other stakeholders. This can help build brand loyalty and attract new customers who share these values.
Second, businesses should invest in training and development programs that promote sustainability and environmental awareness among employees. This can help build a culture of sustainability within the organization and encourage employees to identify and implement innovative green HRM practices.