Green HRM

Greening Business Practices

NTPC
Electrostatic Precipitation Technology Afforestation in and around power plants resulting in bringing down air temperature Distributed Generation Environmental Monitoring Groups

Introduction
GREEN HUMAN RESOURCE MANAGEMENT is the use of HRM policies to promote the sustainable use of resources within business organizations and, more generally, promote the cause of environmentalism.

Green HRM Initiatives

Educating employees about climate change and other environmental issues, Training in working methods that reduce the use of energy and other resources, Promoting and incentivizing more sustainable means of travel to work (e.g. car sharing, cycling, public transport), Auditing employee benefits to eliminate those that are environmentally damaging (e.g. unnecessary provision of a high powered company car

Contd.
Make use of employee volunteering to support environmental charities and projects and to develop green initiatives at work. Where trade unions are present, green HRM may involve consultation and joint working with union environmental representatives (i.e. union representatives who are trained to promote a green agenda at work) to advance sustainable business practice.

Role of HR
Raise awareness about ecology and the environment, and the need to conserve them. Be able o demonstrate that 3R (reduce, reuse, recycle) adds value to the business and people

GREEN HRM AND RELATION TO OTHER HRM ASPECTS

1. 2. 3. 4. 5. 6. Recruitment and selection Training Performance management Reward system Job description Organizational culture

Recruitment and selection

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.

Training
Train front liners to analyze their work areas in environmental management Train to increase staff concerns and emotional attachment to environmental impact. Integrating environmental training and material use Training for the generation of eco-values Development of employee skills, competence building. Job rotation to train green managers of the future Using discussion packs, suggestions and interactive material in training and development Training skills for the development of renewable sectors and operations Union involvement in the green awareness

Performance Management
Each department green performance standards and indicators. Auditing of environment management systems and firm wide dialogue on green matters. Managers to have green targets, goals and responsibilities. Appraisal of employees based on green outcomes. Penalties for non compliance on targets in environmental management. Linking of the environmental management to the performance management not to be taken as a fashion.

Rewards
The formulation of a Green pay/reward system when the employee produces less waste than the standard. Tailor packages can be formulated to reward green skills acquisition. Use of monetary-based Environmental management rewards Use of non-monetary based EM rewards Developing negative reinforcements Development of positive rewards Establish good Public relations processes Link suggestion scheme to reward system & participation in Green HRM initiatives to

Job Description
The organization can be advised to introduce specified environmental management posts The organization can be advised that where possible job descriptions for highvolume hiring positions should be included, such as, responsibilities for minimizing negative environmental impacts.

Organisation Culture
The organizational culture has to be molded, projected and developed to highlight its need, importance and application in the organizations processes. The EM approach of the organization is reflected by the organizational culture that is formulated. The organization culture is formulated by the top management and on the founders vision. Therefore the strategic teams have to be convinced about the application of the practices and have to develop means to ensure their compliance.

BENEFITS OF APPLICATION OF GREEN HRM PRACTICES IN ORGANISATIONS:

Reduced energy consumption Reduced materials usage Reduced insurance costs Avoidance of fines for the transgression of environmental legislation Increased sales Improvement in operational efficiency

COSTS REALTED TO THE APPLICATION OF GREEN HRM

Training costs Pollution reduction equipment Inspection and appraisal Modification of operations Accounting errors