An overview of Green HRM Practices
(Tawk, 2022)
What is GHRM?
Green Human Resources Management (GHRM) is a new concept and
it’s becoming popular all over the world. GHRM can be defined as a set of
policies, practices and systems that stimulate the green behavior of a
company’s employees in order to create an environmentally sensitive,
resource-efficient, and socially responsible organization (Youmatter,
2021).
Sustainability is the ability to meet the needs of present
without compromising the ability of future generations to meet their needs.
Nowadays, sustainability strategies are growing fast within several companies.
The main purpose of going green is to reduce the potential negative impact that
energy consumption and pollution can have on the environment. Organizations
are nowadays realizing that, they must consider all social and environmental
impacts for their long term sustainability in addition to focusing on financial
profits.
Green recruitment
Generally, green recruiting as a “paper-free recruitment
process with a minimal environmental impact. It is sharing the company's solid
commitment towards the cause of environment with the candidates whom they are
trying to hire (Elizabeth, 2020).”
(Handen, 2019)
Organizations should appropriately appraise workers’ green behavior and align
their behavior to pay and promotion. Organizations should also encourage and
motivate employees to be engaged in green activities and contribute to
environmental management (Zahid Hameed, 2020). Green HRM is not only
beneficial for the individual employee and organisation but also beneficial for
the society.
The green human resource management (green HRM) has emerged
from organizations engaging in practices related to protection of environment
and maintaining ecological balance. The effect of Green HRM practices includes
green recruitment and selection, green training and development, green
performance management and appraisal, green reward and compensation, and green
empowerment on employee's environmental behavior.
Conclusion
Green HRM practices has a sustainable scope in all over the
world as well as in the organisation, green HR practices has been explored
green HR efforts have mainly focused on increasing competency within processes,
eliminating environmental desecrate, and restoring HR products, tools and
procedures consequential in greater efficiency and lower costs and aware the
employees to sustain by the help of share their values and social
responsibility.
References
Elizabeth, 2020. Green Recruiting is New Standard: How to
Start. Retorio.
Handen, 2019. Corporate Social Responsibility. Handen.
Tawk, C. J., 2022. Green Human Resources Management. Meirc.
Youmatter, 2021. Green Human Resources Management – Meaning
and Definition. Youmatter.
Zahid Hameed, I. U. K. T. I. Z. S. R. M. N., 2020. Do green
HRM practices influence employees' environmental performance?. Emerald
insight.
Insightful article on Green HRM! 🌿 It’s great to see how integrating sustainability into HR practices can benefit both the environment and employee engagement. Great work...
ReplyDeleteAn insightful article. An overview of Green HR practices is clearly defined.
ReplyDeleteA meaningful article for modern organizations. Green recruitment approaches such as paper-free recruitment processes should be encouraged with the help of cutting-edge technology.
ReplyDeleteThe concept of GHRM represents a significant shift in traditional HR practices by integrating environmental consciousness into every aspect of human resource management.
ReplyDeleteFantastic insight into Green HRM practices! You've clearly outlined how these practices contribute to sustainability on a global scale and within organizations. By focusing on process efficiency, reducing environmental impact, and promoting social responsibility, Green HRM not only enhances operational effectiveness but also raises employee awareness. This highlights the significant benefits of integrating green practices into HR strategies. Great work!
ReplyDeleteThe blog provides a concise overview of Green HRM, effectively introducing key concepts such as green recruitment and employee engagement. However the content would benefit from more specific examples, deeper analysis, and a clearer structure to enhance its impact.
ReplyDelete