Green HRM - Practices in Organisations
Green HRM - Practices in Organisations
Green HRM - Practices in Organisations
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Abstract: The purpose of this study is to analyze the importance of Green Human Resource
Management(GHRM). Green human resource management is almost getting an important role in business for
making better profit range and avoids wastage of corporate resources by following the Ecological principles. It
initiatives within HR form a wider form of corporate social responsibility. It plays a vital role in industry to
promote the environment related issues.
Keywords: HRM, GHRM, Environment, Practices, Responsibility
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Date of Submission: 20-02-2019 Date of acceptance: 06-03-2019
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I. Introduction
Green HRM is the emerging topic in current scenario. There is a growing need for strategic Green
HRM– the integration of environmental management into HRM . An organizations Human Resource function
can be influential in facilitating comprehensive approach for creating a culture of sustainability. Now a days, it
is observed that the business communities adopt environment management system which in turn is a tool to
provide competitive advantages and helps in controlling the environmental impacts. Now companies realize and
build up social consciences for Green HRM practices and corporate social responsibility. The HRM functions
develop environmental sustainability within the organization through the Green HRM practices and policies
with sustainability goals reflecting 'Eco- focuses'. Green HRM includes all related HRM practices like-selection
and recruitment, training and development, compensation and rewards, performance appraisal and employment
relations etc. Green HRM practices are capable to attract and hold good employee in the organization and also
helps in promoting and reducing the replacement cost. Strategic Green HRM practices and polices support
sustainable use of wealth in the organization and develops employee confidence and satisfaction.
lead towards the better organizational performance. Organizations are going towards green practices in order to
enhance their image, increase employee morale, to gain competitive edge and to considerably reduce their cost
(Alhadid& Abu-Rumman, 2014). The adoption of these practices has been presented with a number of different
advantages which would ultimately benefit the firm which has led to the emergence of “green and competitive”
mantra (Wagner, 2007; Molina-Azorin et al., 2009). Some of the benefits associated with this adoption include
improvements related to firms operational performance (Jackson et al., 2012), promotion of teamwork (Jabbar et
al., 2010), improvements in organizational culture (Jabbar et al., 2012) and reduction on overall cost (Hart
1997). Preservation of environment is considered a value that cannot be compromised (Wenstop and Myrmel
2006). Green innovation is important in organizations because it saves environment from pollution, saves
energy, and recycling. Wastage from organizations is yet another dilemma to consider. Measures must be taken
to control and reduce the amount of fritter by managing green product innovation and green process innovation
(Alhadid and Abu-Rumman 2014). Large organizations are more inclined to green HRM conscat the same time
be more socially responsible (Ahmed, Montagno and Firenze 1998). A Moreover the Ability-Motivation-
Opportunity theory proposes that green HRM policies can enhance an organization’s human capital by
increasing employee capabilities which can be further interpreted to the firms performance outcomes, for
instance increased productivity.
Green HRM use human resources management policies to support the sustainable use of available
resources within business and mostly these resources are environment sustainable. Green HRM helps in
implementation of green human resources policies like as–planning, selection, recruitment, training &
development,compensation etc. In this green World, the green HR or people management function has
sustainability and its people management and talent management engage with the people and customers,
communities and contractors all turn into equal employees along with shareholders.
Green Management:
A green organization is distinct as a place of work that is well planned, environment relevant, and
socially accountable. In the green management they have highlighted the balance betweenorganizational
developments for prosperity and protecting the natural environment so that the future generation may succeed.
To implement any corporate environmental plan, numerous plan of company like as-supplychain management,
human resources marketing are merged together. However, chief element of the human resources department is
corporate social responsibility (CSR), so Green HRM is the extensive agenda of corporate social responsibility.
Green HRM mainly involves two elements like- Environment friendly HR practices and Preservation of
knowledge capital
Fig:2
Green HRM mainly involves two elements like- Environment friendly HR practices and Preservation
of knowledge capital . In the Green HRM employee focused on achieving the organizational goal and solve the
environmental related problems. However, the organization has set up the duties and responsibility that
integrated the environmental activities.
The Green HRM divides its element into two parts which are as follows:
Fig :3
V. Conclusion
Organizations across the world are working toward implementing GHRM practices to gain competitive
advantages among the corporate world. Complete adoption and integration of GHRM in business is not
impossible but requires a changed approach toward the existing HR practices on part of both the management as
well as employees simultaneously. In the process, many HR professionals ascertained that green initiatives were
a necessary aspect of overall corporate social responsibility. companies are becoming more aware about their
responsibilities towards environment . By doing so companies are not only reducing their dependence on scarce
resources and easing the pressure on the planet but also improving their operational cost.
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IOSR Journal of Business and Management (IOSR-JBM) is UGC approved Journal with Sl.
No. 4481, Journal no. 46879.
Dr.J.Krithika. " Green HRM - Practices In Organisations." IOSR Journal of Business and
Management (IOSR-JBM), Vol. 21, No. 3, 2019, pp. -.74-77