Impact of Green Human Resource Management practises on sustainability & performance
The main expectation of adopting green is to reduce the negative impact of energy consumption. Green Human Resource Management (GHRM), is a part of a more sustainable strategy for business management to accomplish the environmental pillar of sustainability (Jeronims, et al 2020).
The idea of being environmentally friendly and the contributions towards an organization is explained with the following four concepts. (Sardana, 2018).
1. Preservationist-The meliorist is anticipated to safeguard the resources from any
kind of action leading to loss and changes in its structure. Various square measures utilized by people to safeguard land, forest, plants, soils, water, air, animals, and different resources. A meliorist guarantees their correct use and can avoid damages.
2. Conservationist- optimum use of resources, using with the principle of minimum use for an extended amount, keeping in mind concerning the long run.
3. Non- bad person - Following the principle of non-contaminations of resources in terms of their uses, the non -polluter can make sure that resources don't seem to be wasted, ill-used, and don't become toxic and non- warrant any use by individuals.
4. Maker-He is essentially the creator, enabler, helper, of surroundings-friendly activities and initiatives for the graceful performance of inexperienced HRM practices within the organization. Such persons developed the natural resources for the advantage of people and keep the environments, user friendly and exquisite.
Few GHRM Practises are as below,
- Green Hiring; It is a well-famed unit of cut back the turnover and attaining a higher level of retention of workers. We discover that there's a war of talent that goes on among numerous corporations. To attain these objectives the company has to understand the importance of drawing in new talents. Numerous environmental activities and inexperienced image of the organization facilitate the attraction of fine employees. The organization needs to follow recruitment strategies to attract employees with similar environmental values and beliefs (Cherian & Jacob, 2012)
- Green Training: Devising coaching and development program that target skills aims behaviour to stop the deterioration of resources and making sensitivity towards environmental problems is the aim of the coaching and development program. Such programs target educating the workers concerning the worth of atmosphere management and to coach them to reduce the waste and conserve energy. Pieces of training should be effective and developing environmental skills, knowledge, awareness, and attitudes (Daily & Huang, 2001)
- Green Performance; The Greenway of Performance management is the process of enhancing the skills and competence levels of the employees while they are engaged in achieving the organizational goals. As we know the quality of humans is responsible for improving the performance as well as increasing revenue levels of the organization leading it to better profitability. All such can be achieved if the principles of green performance management are followed in the organization.
- Green Compensation: Reward and compensation area necessary for workers to be rewarded for his or her performance. 60 minutes practices incorporating inexperienced reward and compensation ways end up in linking individual interest with the organization’s interest and influence the staff to offer most attention at the work and inspire them to contribute their best to realize structure goals.
Global Context
GHRM is one of the latest trends today. Google uses green recruiting techniques listing which is outlined because the method is attracting new hires. UN agencies haven't solely information and talent however additionally behaviour, angle, and approaches that get into line with environmental management practices of the organization. Employees who perceived GHRM practices influence workplace green behaviours in two psychological processes of the cognitive and the affective route (Chen, S et al 2021). A study by Musiyo, P. and Qin, S. (2021) revealed that GHRM practices in training and development, recruitment and selection, performance management and appraisal, reward and payment, employee involvement, and leadership have a notable effect on green or environmental performance. Companies with strong green policies benefit from brand recognition and sales increment (Wee and Quazi, 2005). Green 60 minutes practices square measure boost worker well being within the work.
Conclusion
GHRM facilitates employees with the role of green tasks and improves green behaviour at the workplace. This will create and enhance the green performance and motivate them to engage and contribute to green activities. GHRM reduces the cost and bad effects to the environment of energy consumption and helps organizational productivity and sustainability. In Sri Lanka, most of the areas has become industrialized and usage of natural resources are high. Wastage is being released to the open areas and the ecosystem is highly affected. When implementing Green HRM practices in Srilanka these have to be given more attention.
References
Chen, S., Jiang, W., Li, X., Gao, H. (2021) ‘Enhancing the firm's green performance in oil and mining industries: based on cognitive-affective system theory. Journal of Environmental Research and public health,21(18)
Cherian, J., & Jacob, J. (2012). A study of green HR practices and its effective implementation in the organization: A review. International Journal of Business and Management, 7(21), 25–33.
Daily, B. F., & Huang, S. (2001). Achieving sustainability through attention to human resource factors in environmental management. International Journal of Operations & Production Management, 21(12), 1539– 1552.
Jeronims, H. , Henriques, P. , Lacerda, T. , Silva, F. and Vieira, P. (2020). Going green and sustainable: The influence of green HR practices on the organizational rationale for sustainability, Journal of Business Research, 112, Elsevier Inc, pp. 413-421https://doi.org/10.1016/j.jbusres.2019.11.036
Musiyo, P. and Qin, S.(2021). Enhancing the firm's green performance through Green HRM: The modern role of green innovation culture, Journal of Cleaner Production. Elsevier Inc, https://doi.org/10.1016/j.jclepro.2020.125720
Saradana, A. (2018). Turning green into gold through practices, Journal of Management Awareness, 21. pp.63-73
Wee, Y. S., & Quazi, H. A. (2005). Development and validation of critical factors of environmental management. Industrial Management & Data Systems, 105(1), 96–114.
The Hayles Company, attempting to travel through the inexperienced HRM to attain the structure goals. They need a semi-permanent setup of the property. They need sought-after to confirm a best-in-class, consistent approach to managing the Group-wide ESG topics through a comprehensive ESG Framework. The Framework clearly sets out their semi-permanent aspirations, targets and actions commit to cut back their environmental footprint, produce AN inclusive, rewarding, and safe operating atmosphere, while empowering the communities during which they operate.
ReplyDeleteGreen HRM involves undertaking environment-friendly HR initiatives resulting in greater efficiency, lower costs and better employee engagement and retention, which in turn, help organizations to reduce employee carbon footprints by electronic filing, car sharing, job sharing, teleconferencing, and virtual interviews, recycling, telecommuting, online recruitment and training, energy-efficient office spaces, etc.
ReplyDeleteDeveloping a green culture has the ability to affect employee behavior and introduce certain values that build an internal culture. Green behavior is assumed to be instrumental in the implementation of the green HRM culture and adopting formal environmental strategies.
ReplyDeleteThe Green Human Resource Management plays an important role in the industry to promote the environment-related issues.Organizations need to conduct an environmental audit, thus changing the organizational culture, thinking about waste management, pollution and helping the society and its own people, those are getting affected by pollution. It will also make employees and society members aware of the utilization of natural resources more economically and encourage eco-friendly products.
HR should have a better vision, involvement and opportunity to (re)define and contribute to the organization’s Green Agenda. After all, all possible Green Policies are always being carried out by Humans!
ReplyDeleteit all starts with providing environmental education training to both managerial and non-managerial employees. Some companies go as far as creating environmental awareness seminars for their employees’ families and even for their customers too.
Yes Isuru, Human Resource Management of many organizations have taken many steps to go green.Some of them are green printing, going paperless, creating eco friendly talent, reduce commuting, green auditing, recycling, creating green policies and awarding green awards.
DeleteGreen human resource management and sustainable performance is a relatively new concept
ReplyDeleteand organizations realized its importance and this is why organizations are taking a keen interest to implement GHRMPs in organizations. By implementing GHRMPs, organizations can gain a competitive advantage over their competitors and it also helps organizations to retain talented staff, reduce turnover, and increase sustainable performance.
Green human resource management and sustainable performance is a relatively new concept and organizations realized its importance and this is why firms are taking keen interest to implement GHRMPs in organizations. By implementing GHRMPs firms can gain a competitive advantage over their competitors and it also helps organizations to retain talented staff, reduce turnover, and increase sustainable performance.
ReplyDelete