HR Going Green

(www.peoplematters.in, n.d.)

Green human resource management  is about on how practice  HRM functions as recruitment , selection , induction, rewarding , performance appraisal are practicing in ecofriendly way.

Main goals of Green HRM can be defined as three points.

1. Deduct waste and make it to Zero waste 
2. Improvement of corporates culture
3. Attraction of customers

By following green HRM will help organization in two ways. First is to follow environmental friendly policies and practices while having high efficiency without creating carbon footprints. The concept of green management for sustainable development has various definitions; all of which generally, seek to explain the need for balance between industrial growth for wealth creation and safeguarding the natural environment so that the future generations may thrive (Daily and Huang, 2001)

In here we are suggesting implementing green concept in HRM by following below areas.

    • Recruitment and selections

    • Induction

    • Training and development

    • Performance management

    • Reward and recognition

(www.youtube.com, n.d.)

GRS is referred to as “a process of recruiting and selecting candidates who are sensitive to environmental issues and willing to commit to environmental performance” (Tang et al., 2018).

That I have suggested the below process of recommendation which is covering main areas which mentioned in above and the CSR as the normative step.

Green Recruitment and Selection

GHRM practices have a vital influence  on  employees. Business activities have simultaneous effect on humans and nature. Thus, private and public organizations are increasingly looking for solutions for these environmental issues. Governments, private and public companies are facing challenges in greening opportunities. Human Resource Management (HRM) practices have been relatively slow in addressing environmental issues (Jackson et al., 2011).

When recruiting employees management should consider to hire employees who love to support to this culture by willingly. Before that organization should make reputation which is friendly towards environment. 

The environmental sustainability  of organizations should reflect on their publications and activities (Arulrajah et al., 2015)

Job analysis and  job description should be environmental aspects and green accomplishment and the organizational expectation on environmental from future employees. 

 Green Training and Development 

Green training and development should be done to educate employees on environmental friendly practices and enable them to understand new environmental concepts. It is important to consider employee training while designing environmental training to get optimum output.

Organization should aware all employees on their green HRM policies and procedures to get high output.

As the investment in employee training is an important topic of current management function in the organization (Bulut & Culha, 2010). Therefore, access to green training is considered as the core factor of HRM functions, along with the other HRM activities (Bulut & Culha, 2010; Tanova & Nadiri, 2005).

Green Performance management

HR managers should integrate performance evaluations criteria to safeguard environment management against any damage. 

Green Reward management

Financial and non financial rewards should be adjust to appreciate the green achievements and skills acquisitions. 

management can implement rewards for environmentally innovative new ideas and performance. And to reward on teams who have better performance on environment.

 Switch to paperless office 

In addition to that organization can work towards paperless environment which can you more cloud files and cloud space to do works and store details like personal data , salary and pay details and etc.

 This will be based on electronic documentation management environment as the alternative for the use of storage for paper files.

This will more cost effective Department will experienced of reducing cost for printing documents , buying paper files and shipping documents by using mail systems. 

These soft wares may manage e documents effectively rather than having hard files in cupboards and it will easy to to updates to HR generalists. 

Conclusion 

At last, having a green workforce helps organizations to become more comfortable and proud of the impact on their offices and other facilities and on society to get customer loyalty since they have best practices on environment.  Furthermore, it helps companies innovate (in a way that allows them to be cost-efficient) and come up with new procedures and products.

References 

• www.peoplematters.in. (n.d.). People Matters - Interstitial Site — People Matters. [online] 

    Available at: https://www.peoplematters.in/site/interstitial?return_to=%2Farticle%2Femployee-                      engagement%2Fhow-green-is-your-hr-13949 

          [Accessed 1 May 2023].

• www.youtube.com. (n.d.). Green HRM for business organizations. [online]

          Available at: https://www.youtube.com/watch?v=gHm8pMk9sF4&t=125s

          [Accessed 2 May 2023].

• Ahmad, S. (2015). Green Human Resource Management: Policies and practices. Cogent Business & Management, 2(1)

         [Accessed 2 May 2023].