Article Revise on Green Human Resource Management Perspective

Green HRM – Issues & Challenges

Mrs. Pallavi Kumari

Objectives
This paper seeks
To find the extent how HR policies & practices can improve the environmental
performance of organizations.
To identify the specific HR philosophies, policies & practices that support or
inhibit change around environmental issues.
To specify the changing attitudes & behaviors related to environmental issues
in the workplace as well as the role of HR professional in environmental
management.
To discuss on current theoretical perspectives & frameworks can be applied to
create an eco-friendly organizational culture.

Methodology
To understand the contribution of GHRM, data has been collected virtually from
various private organizations. The data collection process totally takes 4 weeks. The
survey not only done from the point of view from the bottom line employees but also
from the top level executives as well.

Findings
This review has synthesized scholarly inquiry into GHRM presented the seminal review
work that laid the foundation for the recent GHRM research.

Green human resource initiatives help companies find alternative ways to cut
cost without losing their top talent through maintaining people management
policies & activities.
Companies that wants to be more earth friendly need to make sure current
employees are on board with the goals through communication & training by
the HR professionals.
The best practice for greening the business are being the use to computerized
human resources information systems, applicant tracking systems & online
applications streamline hiring efforts.

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Employees need to be educated & trained on company objectives & green

initiatives to serve the company in an efficient manner with positive synergy.
Customers, the core concern of organization, should be educated also on how
to create a more earth-friendly environment through awareness creating
program.

Implications
This report provides frequent suggestions about most local utilities to reduce
the usage & save money through a proper utilization.
To encourage the green activities through going paperless exchange, recycling
waste materials & unnecessary disposing.
Reduce commuting encourages carpooling by provide preferred parking for
carpoolers. Offering transit passes to employees who take the bus or subway, &
bike racks foe cyclists.
Teleconference instead of traveling is encouraged to keep track the greenhouse
gas emissions.
Green attitudes & behaviors related to environmental issues in the workplace as
well as the role of HR professional in environmental management is emphasized
in green way to aware everyone.

Emphasize on
The article intensely emphasizes on the environmental issues, the decrease on wastage,
the proper utilization on every official equipment’s. The article also has a good
agreement to ensure good profit by ensuring the Green HR practices. It suggests some
very important actions to follow.

 To provide less stress budget to improve employee retention

 To increase desirability as an employer
 To inspire more problem solving initiative.

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Green HRM: An Organizational Strategy of Greening People

Dr. Parul Deshwal

Objectives
This paper seeks to advance the conceptual & empirical development of the GHRM
field by providing a systematic & focused review of GHRM research.

To study the concept of Green HRM in more comprehensive manner.

To study the practices & strategic implementation of Green HRM in the
organizations.
To study the benefits of adopting the Green HRM in the organizations.

Methodology
To prepare the report the researcher has done a descriptive analysis. The questionnaire
has been designed in a descriptive way & the employees from all level gave their
opinion in the following method, by which the report has been done.

Findings
The article mentions some various fields about the Green HRM why it should be
promoted, how to use & the benefits & challenges as well:

Green HRM ensures the sustainability of an organization as well as promotes

socio- economical background & long lasting solution.
It is beneficial to increase employee morale, improve employee relationship &
less turnover, provide lucrative opportunities for quality human talent, building
company image to attract good human resource.
There are also some challenges to maintain Green HRM like alter the employees
about it in a short span of time, not every employee in motivated towards it, it
is a cumbersome and lingering process for an organization.

Implications
In case of on‐boarding process with the use of new & advanced technology,
organizations need less paper in all aspects of recruitment & selection process
to cut the unnecessary cost.
In the process of sourcing & acquisition of human resources, HR department
makes green job descriptions for employees.

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Induction is designed in such a way to facilitate the integration of new

employees into a culture of green consciousness.
Performance management & appraisal systems should be developed to include
‘green’ targets to the key performance areas.
Learning & development process is covered with extensive use of online &
web-based training modules & interactive media for environment management
training & other functional areas as well.
Compensation & reward management should recognize the contributions of
each & every employee through green approach as the part of green
management.
Compensation packages should be customized to reward green skills acquisition
& achievements by employees.

Emphasize on
In this research, the researcher had shown some really very important sides of Green
HRM. These are:

 Friendly HR practices & the prevention of the knowledge capital which helps
the industry people to become conscious of their business.
 Corporate social responsibilities in a better way.

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Green Human Resource Management Practices: A Review

A. Anton Arulrajah, Prof. H.H.D.N.P. Opatha & Dr. N.N.J.Nawaratne

Objectives
To emphasis on green human resource practices such as green recruitment & selection,
green training & development, green performance appraisal, green reward management
system & employee involvement.

Methodology
In order to achieve the stated review objective, a systematic review of literature was
conducted by using an archival method. This paper employs a methodology to review
as a desk research rather than a survey or any other mode of researching.

Findings
Companies that are environment concerned have their own environmental
policy framework. In case of green recruitment company integrate corporate
environmental policy & strategies with the recruitment policy of the company.
On the other h&, they express certain environmental values in their job
advertisements & select applicants who are sufficiently aware of greening to fill
job vacancies.
For measuring employee performance many organizations have established
environmental management information systems & environmental audits.
EMIS is not just used for reporting purposes, but should also be integrated with
performance appraisals of managers as well as employees.
Creating environmental awareness among the workforce by conducting
seminars & workshops at organizational level is important to achieve good
environmental performance. Providing training to encourage recycling & waste
management, supporting flexible schedules & telecommuting, & reducing long-
distance business travel are very useful to reduce the negative environmental
impacts of the organizations.
Nowadays companies focus on green reward management & they can practice
it in two ways such as financial & non-financial.
Companies provide training to the union representatives in environmental
management & provide opportunities to the employee to involve & participate
in green suggestion schemes.

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Implications
From job design function to employee relations, HRM has gigantic potential in greening
organization & its operations.
 By understanding & increasing the scope & depth of green HRM practices,
organizations can improve their environmental performance in a more
sustainable manner than before.
 For creating & maintaining sustainable environmental performance.

Emphasize on
In this research, the researcher had shown very important sides of Green HRM. These
are:

 HRM has gigantic potential in greening organization and its operations. This
research can be further used in case of improving Green HRM activities.
 This article can help the organizations those emphasize on environmental
training needs of employees in order to make them more environmental
concerned workforce.

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Green HRM: Goal Attainment through Environmental Sustainability

Prof. Dr. Mohammad Main Uddin & Md. Rabiul Islam

Objectives
To review extensive literatures in this field so as to identify gaps & scopes for further
study.
To develop a process model of green human resource management from entry
to exit.

Methodology
This study adopted archival method of literature review so that it enables the researcher
to structure the research, find gaps, scopes for further study & authentic knowledge
base in this field. Only the articles published & available online have been considered
for the study.

Findings
Green HRM involves environmentally-friendly human resource policies & practices
that will help organizations achieve its monetary goal through environmental branding
& to protect environment from any negative impacts.

The present study proposes future researchers to fill the gap in the existing
literatures by conducting empirical studies such as Green HRM practices in the
manufacturing or service organizations.
The process begins with recruiting prospective green employees into the
organization followed by green training & development, green performance
management & appraisal, environment-friendly employee-employer
relationships.

A Process Model of Green HRM

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Implications

Green training may create a green climate in which employees understand green
training & may include a series of programs, such as energy conservation &
waste reduction in the work process, providing opportunities to solve
environmental problems.
Today most of the companies have designed their organization job structure
according to environmental management. Sustainable development matter must
be included into the recruitment process as green recruitment process help in
attracting & retaining competent employee in the organization. Organization
with the help of employee support can achieve environmental sustainability.

Emphasize on
The present study proposes future researchers to fill the gap in the existing
literatures by conducting empirical studies such as Green HRM practices in the
manufacturing or service organizations particularly the organizations that are
polluting environment, Comparing Green HRM practices between developed &
developing countries, Green perceptions, attitudes of employer & employees,
barriers in the green HRM implementation etc.

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Green HRM – A Way to Greening the Environment.

Deepak Bangwal & Prakash Tiwari

Objectives

This paper seeks

To provide a knowledge how Green HRM can help or affect the employee &
their organizational practices & behavior against environment.
To support & raise the awareness of Green HRM.
To adopt the environmental practices as a crucial purpose of organizational
functioning to make it significant with the strength of HRM practices.
To suggest some social implications of Green human resource practices for
green organization.

Methodology

 Secondary Sources

Findings
In this paper we see that there are certain factors which contribute specific role in
employee implementation of green principles, these factors are recruitment, training,
motivation & green pay/rewards in order to make sure that the organization get right
employee green input & right employee green performance of job.

Green HRM initiatives to decrease the waste of paper, fuel consumption related
to interview travel by using paper free recruitment process digital method like
online application form, online interviews or telephonic interviews are
conducted. It diminishes the rate of environmental degradation.
Green performance management plays very important role in the effectiveness
of green management work over passage of time because they guide employee
performance to the environmental performances need by the organization.
Green training & development train employee working methods that reduces
waste, proper utilization of resources, conservation of energy & reduces the
causes of environmental degradation.

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Green compensation & reward is another potentially powerful tool for

supporting environmental management activities, this may help to make effort
for the attainment of environmental goals.
Green Compensation & rewards can be given in many forms such as
 Tailor packages to reward green skills acquisition
 Use of monetary-based EM rewards (bonuses, cash, premiums)
 Use of non-monetary based EM rewards (sabbaticals, leave, gifts)
 Use of recognition-based EM rewards (awards, dinners, publicity,
external roles, daily praise)
 Develop negative reinforcements in EM (criticism, warnings,
suspensions for lapses)
 Develop positive rewards in EM (feedback)
 Link participation in Green initiatives to promotion/career gains
(managers advance through supporting staff in EM).

Implications
This paper mainly focused on social implications of Green HRM practices which
improve employee morale & this may help to save environment & that will be
beneficial for both the company & the employees.

 Improvement rate of retention in employee

 Improved public image
 Improvement in attracting better employees
 Improvement in productivity
 Improvement in sustainable use of resources
 Reduction of practices that cause the degradation of the environment
 Reduced utility costs
 Save environmental impact
 Rebates & Tax benefits
 Increased business opportunities

Emphasize on
The article intensely emphasizes on the two approaches, such as Green HRM Function
& Process & Social Implications of this.

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It emphasizes on the environmental issues, the decrease on wastage, & the proper
utilization on every official equipment’s. The article also has a good agreement to
insure that the organization earn good profit by insuring the Green HR practices. It
suggests some very important actions to follow.

 To decrease the waste of paper, fuel consumption related to interview travel by

using paper free recruitment process.
 To guide employee performance to the environmental performances needed by
the organization.
 To train employee for working methods that reduces waste, proper utilization
of resources, conservation of energy & reduces the causes of environmental
degradation.
 To improve employee morale & this may help to save environment & that will
be beneficial for both the company & the employees.

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Green HRM in Pursuit of Environmentally Sustainable Business

Kathak Mehta, Pawan Kumar Chugan
Objectives
This paper seeks
To explain the concept & importance of Green Human Resource Management
policies & practices.
To explain how the HRM function, by its policies & practices, can contribute to
environmentally sustainable business & the relevant practices could be
followed.

Methodology
Realizing the valuable contribution of GHRM to the bottom line, researchers used to
collect information and data for the purpose of making business decisions. They use
publication research, secondary sources such as survey report and other research
techniques, and could include both present and historical information.

Findings
Significance of Green HRM: It ensures long term health & sustainability of
both the organization’s internal & external stakeholders. Thus there is a growing
need for the integration of environmental sustainability into human resource
management (HRM) – Green HRM.
Advantages of Green HRM: Green programs at the workplace can promote
social responsibility among workers & help retain top talent. Several advantages
of green workforce are as follows:
 Environment-friendly business decisions
 Desirability as an employer
 Employee retention
 Improved sales
Economics of Green HRM: In order to deliver to the expectations of the green
stakeholders (which include customers, civil society organizations, voluntary
sector, regulators & more), organizations must embrace sustainability.
Green HRM Practices: Without developing personnel & implementing
sustainable strategies, it’s rather difficult to go green successfully. Some of the
HR initiated green programs being implemented in organizations including-

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 Adopt video-conferencing or internet based applications for meetings &

reduce business travel
 Making internal company documentation (including plans etc.) online
 Reducing paper usage & promote ways for the same
 Offering work-from-home options to employees & opportunities for
"telework"
 Car-pooling programs, etc.

Implications
Environmental management: To implement a set of cost-effective priority
actions on the basis of well-articulated societal preferences & goals for the
maintenance or improvement of ambient environmental quality, the provision
of environmentally derived or related services.
Environmental performance: The conservation, maintenance &
enhancement of natural resources & ecosystems are required for the protection
of the environment.
Sustainable competitive advantage: Environmental issues cannot (usually) be
resolved by designating an individual but dedication & teamwork are paramount
for improving environmental performance.
Designing & evaluating effective green HRM: It requires an understanding of
the green consequences associated with an organization’s operations, supply
chain, distribution processes, customer behaviors, product life cycles, etc. which
makes the implementation complex.

Emphasize on
This article mainly emphasizes on the significance of GHRM & the role of HR function
towards ‘Green’ culture.
 New recruitment & selection guidelines to meet corporate GHRM policy.
 Training & development for existing work force on corporate GHRM policy.
 Performance management based on corporate GHRM policy.
 Employee involvement contributes to optimize work processes by better co-
ordination.

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Green HRM Research in Emergence: A Review & Future Directions

Shuang Ren, Guiyao Tang & Susan E. Jackson
Objectives
This paper seeks to advance the conceptual & empirical development of the GHRM
field by providing a systematic & focused review of GHRM research.

To understand the antecedents, contingencies & outcomes of GHRM from the

strategic HRM perspective
To emphasize on a critical analysis of GHRM concerning its conceptualization,
measurement & theoretical basis
To articulate the contextual factors that will be addressed in future GHRM
research, including cultural influences that have been largely overlooked.

Methodology
Understanding the contribution of GHRM to the bottom line, researchers take a
dynamic perspective in future studies & collect data from multiple sources on
performance outcomes over several time periods in a greater time frame.

Findings
This review has synthesized scholarly inquiry into GHRM presented the seminal review
work that laid the foundation for the recent GHRM research.
Linking various conceptual treatments of the GHRM concept to its origins &
evolution reveals an urgent need to provide clarity to the concept of GHRM, &
thereby supports the development of a systematic & valid GHRM instrument
that has cross-cultural validity.
Evaluating theoretical perspectives proved more difficult. Owing to the
relatively young age of GHRM as a field, there is not yet sufficient variety in
the theoretical perspectives utilized to assess which are likely to prove most
useful for future development. Strategic HRM seems to be the dominant meta-
theory for the foundation of GHRM, yet the field of strategic HRM itself has
been criticized as lacking theoretical depth & sophistication. However, this
weakness creates various opportunities for innovative & important research in
the GHRM field.
Integrating empirical evidence explains GHRM-related phenomena & reveals a
fast-growing GHRM literature with many issues still unanswered.

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Implications
Our framework suggests that organizations take a better decision to foster
GHRM in both organization-initiated changes related to EM & employee
perceptions & interpretations of GHRM.
Every organization faces resource constraints. So, encouraging employee-
driven initiatives is needed & can be introduced through this heavy analysis.
Organizational citizenship behaviors can be directed outside the work domain
in the form of personal initiatives—toward other people in the workplace in the
form of mutual support & toward the organization in the form of support for the
organization’s commitments.
It is advisable for organizations to embed GHRM practices & responsibilities
across all levels within the organization through incorporating GHRM goals &
practices into the information management system.
Managers may find that they can use the available GHRM scales to assess &
compare the relative extent & degree of GHRM practices in different units of
the organization, to compare GHRM across partners in the supply chain, to
benchmark one’s organization against other organizations, or to monitor
changes overtime within the organization.

Emphasize on
The proposed framework highlights & organizes several likely antecedents,
consequences, & contingencies of GHRM & positions GHRM systems within an
organization’s wider management context. With the continued awareness of
environmental sustainability, GHRM is now clearly a legitimate field of academic
pursuit. It has the potential to offer new insights into transformation of the forms &
means of management, employment, & organizing across the world.

 Offer new insights into the context of profitability & sustainability as well.

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Green HRM in Pursuit of Environmentally Sustainable Business

Kathak Mehta & Pawan Kumar Chugan

Objective
The objective of this article is to explain the concept & importance of Green Human
Resource Management policies & practices, & explain how the HRM function, by its
policies & practices, can contribute to environmentally sustainable business & the
relevant practices could be followed.

Methodology
The study is primarily based upon the secondary data. For this extant literature related
to the topic from different databases, websites & other available sources were collected.
A systematic review of collected literature was done in detail.

Findings
It is brought out how the HRM function, by its policies & practices, can
contribute to environmentally sustainable business.
GHRM is a new corporate approach to the environment which is must to
embrace the green agenda.
Adopting environmental practices help companies save money, find new
sources of business & avoid trouble & to be more economical to go green than
it is to continue endangering the environment in general.

Implications
To green the business, managing the employee through a green policy is must
for an organization & the pros & cons of this recent trend is furnished in this
report for the future implications.
This topic can highlight the role of HRM activities in supporting green
initiatives & to some extent even influencing environmental management
strategies.
Though the green movement & Green HR are still in the stages of infancy,
growing awareness within organizations of the significance of green issues have
compelled them to embrace environment-friendly HR practices with a specific
focus on waste management, recycling, reducing the carbon footprint, & using
& producing green products.

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This report lets a major employee to feel strongly about the environment &
exhibit greater commitment & job satisfaction toward an organization that is
ever ready to go ‘Green’.
This report will assist the present generation to feel their responsibility towards
the Green HRM, Green movement, utilization of natural resources & helping
the corporate to maintain proper environment, & retain the natural resources.
Studies that observe the overall impact of GHRM systems rather than individual
practices would be particularly helpful to reduce degradation of the environment
become healthier both physically & financially &, make the world a cleaner &
safer place to live.

Emphasize on
Green HR efforts have resulted in increased efficiencies, cost reduction, employee
retention, & improved productivity, besides other tangible benefits. Increasingly they
are delivering tangible benefits to the business, rather than simply adding a gloss to br&
& reputation. These new processes, policies, products & tools are actually helping to
ensure compliance & improve productivity too.

 Tangible benefits to the business as well as

 Intangible benefits to the business in disguise.

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An Innovative Approach of Green HRM: Practices in the Organization

Ms. Jyoti Rohilla

Objectives
This study represented the Green HRM practices & strategies implementation in the
organization.
 To study the concept of Green HRM & Green Management in the organization.
 To study the practices & strategies implementation of Green HRM in the
organization.

Methodology
The study is based upon the secondary data. Extant literature related to the Green HRM
& Green HRM practices are available from websites & other available sources that are
collected from different books, journals, research papers, & other media.

Findings
Based on this review, found that the significance of Green HRM practices is
essential for encouragement of employee confidence & Green HRM benefit
both the company & the employee.
In the organization number of Green HRM initiatives are available & it is
necessary to implement them & communicate them to the employee.
Green HRM practices include various HRM function like as- recruitment,
selection, training & development, performance appraisal, compensation &
reward & employee relation etc.
Employee participation & concerned would play an important role in promoting
Green HRM, civilizing organizational ecological performance by focusing on
waste management, recycling, continuing, safety standards, implementing
learning & training modules & promoting environment friendly culture.

Implications
Green HRM use human resources management policies to support the
sustainable use of available resources within business & mostly these resources
are environment sustainable.

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In the green management they have highlighted the balance between

organizational developments for prosperity & protecting the natural
environment so that the future generation may succeed.
Green HRM helps in implementation of green human resources policies like as–
planning, selection, recruitment, training & development, compensation etc.
In the Green HRM employee focused on achieving the organizational goal &
solve the environmental related problems.
Today most of the companies have designed their organization job structure
according to environmental management. It is truly precious initiative &
practice to protect the environment for the viewpoint of HRM.
Sustainable development matter must be included into the recruitment process
as green recruitment process help in attracting & retaining competent employee
in the organization.
Organization with the help of employee support can achieve environmental
sustainability. Orientation program related to Green HRM would be very
cooperative in that phase.
The green training & development educate employees about environmental
training & development & also educate employees about energy awareness in
the organization & reduce wastage, & solve environmental problem in the
organization
Green initiates & responsibility taken by employees & conclusion of green
results. However, performance appraisal method should also include Green
target one of the key presentation area of employee
Compensation & reward is the major Green HRM practices through which
employees are rewarded for their performance.

Emphasize on
The practices and strategies implementation of Green HRM in the organization.
Employee participation and concerned would play an important role in
promoting Green HRM.
The green training and development educate employees about environmental
training and development.
Compensation packages are something related to acquiring designed green skill
and they are having long term impact.

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Green Human Resource Management Practices: Scale Development & Validity

Guiyao Tang, Yang Chen, Yuan Jiang, Pascal Paill & Jin Jia

Objectives
This study is the first & also the most comprehensive one to measure main human
resource practices for environmental management, which can provide broader focus for
further research & for practitioners.
To develop a theoretically grounded & empirically validated instrument to
measure GHRM.
To prove that GHRM includes five dimensions: green recruitment &
selection, green training, green performance management, green pay &
reward, & green involvement.
To identify dimensions & items in our study can help firms create GHRM
policy

Methodology
To confirm the correspondence between the definition of GHRM & the operational
procedure used to measure it, two independent studies has been conducted such as
exploratory factor analysis (EFA) based on one sample & confirmatory factor analysis
(CFA) based on another.

Findings
This study has several potential limitations that should be addressed in future research.
This can give a sufficient understanding of GHRM in a non-western context,
but it is also necessary to recognize cross-cultural HRM practices in EM.
Connecting the eastern & western contexts in future research would ensure this
issue is addressed.
The level of attention companies pay to GHRM practices also differs, so it
would be useful to examine other measurements of GHRM that are not
identified in our findings.
The development & validation of a GHRM scale is the prerequisite for further
research in this field. A study that tests the scale in that situation would
contribute to further insights into the effect of GHRM on individual or
organizational performance.

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Implications
Green recruitment & selection & performance appraisal was examined from the
perspective of employee lifecycles & stated that candidates with environmental
awareness should be selected by the company & then evaluated based on the
organization’s green criteria.
It is important for organizations to carry out green performance management
activities, such as balancing metrics to measure environmental outcomes &
determining how to distribute responsibility throughout the whole organization
to guide employees to align their behaviors with environmental objectives &
also provide clear information to employees concerning what they should do or
not do.
Green training may create a green climate in which employees understand green
training & may include a series of programs, such as energy conservation &
waste reduction in the work process, providing opportunities to solve
environmental problems.
This study indicated that social & recognition rewards were more effective than
monetary rewards in GPR.
Employee engagement in green activities is vital to the effective implementation
of environmental strategies & one of the significant challenges faced by
organizations today.

Emphasize on
Green training may create a green climate in which employees
understand green training and may include a series of programs.
Evaluating managers’ green outcomes emphasizes their role in
environmental management, which can lead them to be more
responsible for their performance.
Encouraging Green Involvement involves providing employees with
opportunities to engage in quality improvement.
A green learning climate and the various communication channels
enable employees to be well informed about environmental issues in
their workplace.

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Summary of the Articles

HRM: Human Resource Management is the process of procuring, developing,

motivating & maintaining the competent workforce to achieve the organizational
strategic goals in an effective & efficient manner.

Green HRM: Green HRM is the use of HRM policies to promote the sustainable use
of resources within organizations and, more generally promotes the causes of
environment sustainability.

So, Green HRM is the process of personnel management to ensure sustainability

through bringing out each employee’s inner capability.

Philosophy
Greening Greening to touch
Mind Environment every
employee.

Need for Green HRM

Ensure Sustainability: Sustainability is the development that meets the present

without compromising the ability of future generations to meet their needs. Green HRM
ensures the sustainability of an organization as well as promotes socio- economical
background & long lasting solution for the organization.

Reduce Carbon Footprint: In case of green recruitment process, organizations call for
online applications to reduce paper work, to reduce physical efforts & to reduce time &
extra cost.

Gain Competitive Advantage: Green human resource initiatives help companies find
alternative ways to cut cost without losing their top talent through maintaining people
management policies & activities.

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Ecological Balance: a state of dynamic equilibrium within a community is referred as

the ecological balance. Green HRM brings a state of equilibrium in the organization
through calculating the implementation cost of an innovation & the benefit from the
innovation in every field.

Motivate Employee: The entire model of Green HRM is mainly concerned with the
employee for the betterment of employee & implemented by the employee. That
works as a motivational factor in individual performance.

Reach Tangible Benefit: Adopting environmental practices help companies save

money, find new sources of business & avoid trouble & to be more economical to go
green than it is to continue endangering the environment in general.

Gain Intangible Benefit: Green HRM has brought out a new dimension in the HRM
function by its policies & practices that can contribute to environmentally sustainable
business & return intangible benefit in disguise.

HRM & Green HRM

Key Term HRM GHRM

Belief & Central vision and shared values Centrally shared environmental vision
Assumptions Strong culture Environmental culture

People People
Strategic Strategic driven Cross-functionally driven
Driven Pursuit of excellence and pursuit of environmental excellence
competitive advantage and sustainable practices

Systems structure
Systems structure and institutionalize
Supervisory and change
Management Policy champion and change leadership
leadership
Structure Two-way relationship and open
Two-way relationship &
dialogue
personal control

Environmental commitment &

Commitment and teamwork
teamwork
Recruitment and selection
Management Environmental recruitment & selection
Appraisal and reward
Direction Environmental appraisal & reward
Training, development &
Environmental training, development &
learning
learning

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Functions of Green HRM

Green HRM is the latest buzzword in organizations today. With a lot of emphasis and
focus of the top management on sustainability, Green practices are being adopted and
corporations today are developing human resource policies for promoting environment
management initiatives.

Green Planning
Process that identifies current and future human resources needs for an organization to
achieve its goals through using online to reduce the cost & effort of traditional paper
based method.

The entire process is done on the online basis using statistical tools & internet is used
mostly for market survey as well as program implementation & evaluation.

Green Recruitment
Green Recruitment means a paper-free recruitment process with a minimal
environmental impact. Applications are invited through online mediums like e-mail,
online application forms or the Global Talent Pool. If possible, telephone or video-
based interviews are conducted to minimize any travel-related environmental impact.

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Green Selection
The process by which HR manager select competent employees by reducing carbon
footprint from the acquisition process. This approach attracts the selected pool to move
positively towards the organization.

Green Training & Development

Training is the process of proving skills & knowledge to middle level & lower level
employee to carry on the day to day specific job. While developing is the process of
knowledge & skills to the top level manager to face the future challenges.
Green training & development indicate to the process of unlocking the inner potential
of every individual, groups and teams through bringing them into a team.

Knowledge Skills Abilities

Green Performance Management

Green performance management is an ongoing process of communication between
supervisor and an employee that occur throughout the year, in support of accomplishing
the strategic objectives of the organization.

For measuring employee performance many organizations have established

environmental management information systems & environmental audits. EMIS is not
just used for reporting purposes, but should also be integrated with performance
appraisals of managers as well as employees. Management efforts to set a performance
standard & measure every ins & out of every employee to be comply with standard.

 Lower Cost
 Short Lead Time
 High Quality
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Green Compensation & Reward

Green compensation and reward are the major elements which mainly focused on
attracting, retaining and motivating the employee and lead to the achievement of
organizational goal and improve the organizational commitment.

Employee Participation in Green HR Practices

Employee participation in Green initiatives strengthens the possibility of effective
green management that results an improving environmental management systems
within the work place such as effective and efficient usage of resource depletion of
wastage and minimize the presence of pollutants from workplaces.

Green Learning
Every organization works to ensure a learning centered environment in the workplace
through green engagement philosophy.

 Enables the work team to learn anywhere at any time

 Bridge geographical gap in the learning concept

Waste Disposal
Waste management (or waste disposal) are the activities and actions required to manage
waste from its inception to its final disposal. Reduce, reuse, recycle are the greatest
ways to eliminate waste from the environment through which green HRM is concerned
for.

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Green Talent Management

The ‘talent’ in an organization is the current employees and their valuable knowledge,
skills and competencies. Talent management (or succession management) is the
ongoing process of analyzing, developing and effectively utilizing talent to meet
business needs.
Green talent management refers to the contribution of people management policies and
activities towards a broader agenda. It involves a specific process that compares current
talent in a department to the strategic business needs of that department.

Environmental Sustainability
Sustainability is the ability to exist constantly. Environmental sustainability is the rates
of renewable resource harvest, pollution creation, and non-renewable resource
depletion that can be continued indefinitely. Green HRM works continuously from its
journey to ensure sustainable work environment by the efforts of all employee at all.

Sustainability concerns with:

 Environmental responsibility
 Economic stability
 Social commitment
 Individual Health.

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Green Work-Life Balance

A concept that could hamper the greening process as the green HR policies focus only
on employees’ working role. People have distinctive modes of living. They practice
specific consumption patterns in their everyday life. Therefore employees’ private role
as consumers is considered crucial for learning and practicing environmental attitudes
and behavior & imbalance in work & family life is incurred.

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Implications of Green HRM

Ten ideas for making the most of organization’s efforts to provide green benefits:

1. Employees can be advised to start making changes at home, and then watch them
practice environmentally responsible behaviors at work. Once they witness substantial
energy savings from the solar panels or Energy Star-rated refrigerator, they’re more
likely to buy into the value of saving energy and resources at home and at work.

2. Employees can be asked to suggest ways the organization can go green. For Example,
Companies can start an employee “green team” that can draw some volunteers from the
firm’s and some from employee workforce. The group can meet monthly to bring
changes such as the addition of transportation incentives and the use of recycled papers.

3. Publicly congratulate to employees who take advantage of the company’s green

benefits and then publishing a quarterly, online newsletter devoted exclusively to their
stories—and to reminding workers about green benefits and how to participate.

4. It is essential to look beyond the obvious benefits like mass-transit subsidies.

5. Everyone can be informed about green benefits like job candidates, shareholders, the
media and community. In advertising campaigns environmental issues can be focused.
Press releases can be send to local media, which will publicize the unique employee
benefits. Every employee communication must be green.

6. It is important to review what employees have already done and it must be publicized
them while focus can be done to rewrite job descriptions to highlight any green aspects
of a position.

7. The concept has to be explained to the top management by collecting data. Example:
Gathering information on whether quality job applicants are accepting job offers
because of the organization’s green benefits. HR professional can make it a point to ask
candidates how important those benefits were to their decision.

8. They can choose a green theme for events like the employee health fair; benefits
enrollment fair, holiday parties, recognition ceremonies, even staff meetings.

9. Helping employees to understand the real, cash value of green benefits.

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10. Employees and the public and media usually can see through an organization’s
attempts to hype its green benefits and practices. Publicize what the companies are
doing.

Actions of Companies to Go Green

Conducting an energy audit

Most local utilities offer businesses free on-site consultations on how they can reduce
usage and save money. Frequent suggestions include: Improve insulation, install timers
to automatically turn off lights, use energy efficient light bulbs, keep temperatures at
comfortable ranges that are not excessively cool in the summer and warm in the winter.

Conducting annual program

It is important to survey employees to assess how well the organization is doing with
regard to implementing green business practices. The survey should request
suggestions for becoming a greener organization. This will enable the organization to
assess going green progress and provide information, suggestions and insight for future
actions.

Going paperless
Encourage everyone to use e-mailing while conducting day to day operation to reduce
paper work & to reduce the physical effort of communication.

Reduce commuting
Encourage carpooling by provide preferred parking for carpoolers). Offering transit
passes to employees who take the bus or subway, and bike racks for cyclists.

Communicating about Going Green issues

Inform suppliers and customers about efforts. And get in touch with local regulatory
agencies, many of which offer financial incentives to businesses that implement green
initiatives. Keep employees and shareholders or investors informed about going green
progress.

Implement green manufacturing processes

Use energy-efficient equipment, and streamline processes to use fewer steps and less
materials and packaging.

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Provide leadership and resources for going greening

Assign a respected executive-level person to head up going Green or Organizational
Sustainability initiatives. Including “going green” in company’s mission statement and
business plans.

Implement green policies

Establish policies and standards such as hardware energy consumption, waste disposal,
using recycled and environmentally superior content, water and energy efficient
products and alternative fuel vehicles, among other measures.

There is no question that green is definitely in fashion these days and as businesses are
awakening to the fact that going green is not only the responsible thing to do but can
also be good for their bottom line, they are often looking to their own HR teams to get
their in-house green initiatives off the ground. For some, green HR practices involve
directly addressing their organization’s carbon footprint by reducing paper use, cutting
back on unnecessary travel and generally looking for ways to streamline processes for
more efficient use of resources. For others, a more holistic application of the concept
of sustainability to their organization and workforce is the key to practicing what is
coming to be known as “Green HR.” For those who choose to take a more holistic
approach to the greening of their organization and HR processes, include how to attract
top candidates who value a commitment to the environment, how to retain knowledge
gained by their more experienced workers, and keeping in contact with and recalling
employees lost due to the economic downturn. To address these needs, clear green
messaging and branding on corporate career sites and in job descriptions is
recommended. While the word green has in recent years come to symbolize a
commitment to conservation and the environment, it has had many other connotations
in the past, including young and inexperienced. Green HR is still a young one with
room for many more voices and opinions.

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