Why Green Human Resources is Crucial?

 

Problems with biodiversity and ecological imbalances are getting worse every day. At national and international conferences, a large number of scientists and researchers are debating national concerns such as carbon credits, global warming, and climate changes that lead to natural disasters. Natural resources on Earth are under tremendous pressure to meet the needs of future generations and overuse of these resources as raw materials by factories, industries, and other commercial entities has increased environmental damage. Companies are becoming more conscious of their social duty in light of these concerns. Ahmed et al., (2021)

What is Green HR practices

Green HRM entails implementing eco-friendly HR practices that improve employee engagement and retention while also increasing effectiveness and lowering costs. The human resources department of a firm performs a variety of tasks that are included in green HRM. It facilitates the adoption of green HR practices in the areas of planning, hiring, choosing, managing, and employee relations in addition to lowering the amount of paper used. It gives the office a more green atmosphere. Each and every action taken as part of green HRM adds value to both the firm and its employees. Amrutha and Geetha,(2021)

Green HR and corporate social Responsibility

Any company environmental program must be implemented by a number of organizational departments, including operations, marketing, finance, and human resources. However, the human resources department bears the primary obligation for corporate social responsibility (CSR). Despite the fact that green HRM is a more comprehensive corporate social responsibility program. Human resources and their associated processes provide the fundamental basis of any business within the firm. An organization's green HRM is comprised of two main components. Eco-friendly HRM and Elements of Green Human Resource Management Anwar et al., (2020) Sabokro, Masud and Kayedian, (2021)

COMPONENTS OF GREEN HRM → Green recruitment → Green Selection →

Green orientation → Green Training → Green performance Kim et al., (2019)

Advantages of Green HR Practices

It lowers labor turnover and boosts employee morale. => It aids in employee

retention. It offers exceptional human talent financially rewarding prospects. It

aids in enhancing the company's reputation to draw in quality personnel.

enhances the company's reputation in the marketplace. Additionally, it can be

employed as a marketing tactic. It enhances the general quality of the company,

both inside and externally. It strengthens the company's ties to all of its

stakeholders, including the media, government agencies, shareholders, suppliers,

and vendors in addition to customers. Asadi et al., (2020)

Businesses today are constantly working to include "the green" idea into their company strategies. Companies seek to apply the green idea to cut costs as well as to comply with many international treaties. When it comes to this, human resources are crucial. Because of this, the HR department now has an even greater need to integrate the green HR concept into both HR policies and the company strategy.

Increased output, cost effectiveness, and employee retention are the results of implementing green HR.

HEIKH1 ,ISLAM2 &  RAHMAN(2019)

References

• Ahmed, M., Guo, Q., Qureshi, M.A., Raza, S.A., Khan, K.A. and Salam, J. (2021). Do green HR practices enhance green motivation and proactive environmental management maturity in hotel industry? International Journal of Hospitality Management, 94, p.102852. doi:https://doi.org/10.1016/j.ijhm.2020.102852.

• Amrutha, V.N. and Geetha, S.N. (2021). Linking organizational green training and voluntary workplace green behavior: Mediating role of green supporting climate and employees’ green satisfaction. Journal of Cleaner Production, 290, p.125876. doi:https://doi.org/10.1016/j.jclepro.2021.125876.

• Anwar, N., Nik Mahmood, N.H., Yusliza, M.Y., Ramayah, T., Noor Faezah, J. and Khalid, W. (2020). Green Human Resource Management for organisational citizenship behaviour towards the environment and environmental performance on a university campus. Journal of Cleaner Production, 256, p.120401. doi:https://doi.org/10.1016/j.jclepro.2020.120401.

• In-text citation: Asadi, S., OmSalameh Pourhashemi, S., Nilashi, M., Abdullah, R., Samad, S., Yadegaridehkordi, E., Aljojo, N. and Razali, N.S. (2020). Investigating influence of green innovation on sustainability performance: A case on Malaysian hotel industry. Journal of Cleaner Production, 258(258), p.120860. doi:https://doi.org/10.1016/j.jclepro.2020.120860.

• Kim, Y.J., Kim, W.G., Choi, H.-M. and Phetvaroon, K. (2019). The effect of green human resource management on hotel employees’ eco-friendly behavior and environmental performance. International Journal of Hospitality Management, 76(1), pp.83–93. doi:https://doi.org/10.1016/j.ijhm.2018.04.007.

• Sabokro, M., Masud, M.M. and Kayedian, A. (2021). The effect of green human resources management on corporate social responsibility, green psychological climate and employees’ green behavior. Journal of Cleaner Production, 313, p.127963. doi:https://doi.org/10.1016/j.jclepro.2021.127963.