GREEN HUMAN RESOURCE MANAGEMENT

 WHAT DO YOU MEAN BY GREEN HRM 

Green Human Resource Managemnt ( GHRM ) can be defined as a set of policies, practices and systems that stimulate the green behaviour of a company's employees in order to create an environmetally sensitive, resource - efficient, and socially responsible organization.

Figure 1: History of Green HRM
(eduarticle.medium.com)

WHAT IS THE MAIN GOAL OF GREEN HRM ?

The main goal of Green HRM is to make the employees aware of the intricacies of environment management i.e. what action is needed, how it functions and how does it help the environment. The exercise really motivates the employees and develops a sense of pride in them for being a part of  the going green program.

COMPONANTS OF GREEN HRM

Green HRM consists of two essential elemants:

1. Environmentally friendly HR practices

2. Preservation of knowledge capital

It entails undertaking environment friendly initiatives resulting in career efficiency, lower costs and better employee engagement and retention which in turn help organization to reduce carbon.

HOW TO IMPLEMENT GREEN HRM

There are four steps involved in implementing green HRM practices :

1. Have an environmental vision as a guide.

2. Provide training to employees to share there environmental goals and visions.

3. Assess environmental performance of employees.

4. Recognize and reward employee's environmental activities.

Figure 2 : Impact of Green HRM
( edunet.com)

DIFFERENCE BETWEEN HRM AND GREEN HRM

Green HRM is when the field of HR focuses on expanding its role to support the organization in the pursuit of sustainability. In green HR,HRM policies are used to stimulate and support the sustainable use of resources and preserve the natural environment. 

Figure 3 : Green HRM
(Researchgate)

GREEN HUMAN RESOURCE POLICIES

1. Sourcing and aquisition of human resources

2. Green recruitment and selection

3. Orientation

4. Learning and Development 

5. Green performance Management

6. Green compensation and reward management

GREEN HRM PRACTICES

1. Encouraging employees through training and compensation, is to find ways to reduce the ways of environmentally damaging chemicals in their products.

2. Assiating employees in identifying ways to recycle products that can be used for play grounds for children who don't have access to healthy play ares.

3. Designing company's HRM system is to reflect equity, well-being  and development, thus contributing to the long-term health and sustainability of both internal and external communities.

4. Emphasizing long-term employee security is to avoid disruption for employees, their families and their communities.

STRATEGIC ASPECT OF GREEN HRM

1. 'The green products/services portfolio'' including waste and pollution management, resource replacement, sustainable design and adaptive reuse.

2. ''The green workforce''including Human Resource strategies, culture,recruiting and retention,training, career path diversity and development.

3. ''The green workplace''including global locations, physical plants, ergonomics, virtual workplaces, green building, environmental discharge, waste and energy use and resource.

4. ''The green function/process model''.

4. '' Green management and Governance princples.''

BENEFITS OF GREEN HRM

• Helping companies to bring down costs without losing their talent.

• Organizations have huge growth opportunities by being green and creating a new friendly environment , which helps in enormous operational savings by reducing their carbon footprint.

• It helps in acheiving helping higher employee job satisfaction and commitment which leads to higher productivity and sustainability.

• Create a culture of having concern for the wellbeing and health of fellow workers.

• Improvement in the retention rate of the employees.

• Improved public image.

• Promotes employee morale.

• Improvement in attracting better employees.

Figure 4: Green HRM
( Slideshare.com)

DISADVANTAGES OF GREEN HRM

• Intial costs

• Inadequate savings

• Increased capital outlays

• Uneven competition 

• Marginal impact

• Employee apathy and reluctance

IS GREEN HRM THE SAME AS E-HRM?

The concept of E-HRM ( also known as paperless or Green HRM ) typically includes using less possible paperwork at all HR functions like recruitment and selection, training, performance review, etc. to create a sustainable , environment friendly and competitive advantage through employee engagement.

Figure 5: ERM and GHRM
( Youtube)

CONCLUSION

As a process, Green HRM helps in acheiving greater productivity with minimal expenditure. It helps eliminate  elogical waste and makes the best use of refurbished HR goods , equipment and techniques. It aims to increase worker's engagement in work environment that allows the comopany to function in an environmentally friendly manner.

REFERENCES

• Green HRM : Definition, Advantages, Green HRM Practices, Policies| Available at: https://www.iedunote.com/green-hrm [ Accessed April 2023 ]

• Green HRM : Available at : https://blog.vantagecircle.com/green-hrm/ [ Accessed April 2023 ]

• Available at : https://www.rapidfinance.com/blog/the-pros-and-cons-of-going-green/ [ Accessed April 2023]

• Available at : https://youmatter.world/en/definition/green-human-resources-management-meaning-definition/#:~:text=Green%20Human%20Resources%20Management%20(GHRM,efficient%2C%20and%20socially%20responsible%20organization [ Accessed April 2023]

Written by : Himani