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Green Human Resource Management: "The Earth Is What We All Have in Common." - Wendell Berry

Green human resource management (GHRM) aims to create an environmentally sensitive and socially responsible workplace through policies and practices that encourage green behaviors among employees. GHRM incorporates ecological practices into human resource management areas like recruitment, learning and development, performance management, and compensation. It helps companies reduce costs and environmental impact while engaging employees. Examples of early adopter companies include General Electric, Google, Infosys, and Hewlett Packard, who have integrated GHRM practices like e-recruiting, green training, and product take-back programs. GHRM is important for companies to contribute to sustainability beyond their CSR obligations and help address the pressing issues of climate change and environmental deterioration.

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MEGHANA DIGHE
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107 views3 pages

Green Human Resource Management: "The Earth Is What We All Have in Common." - Wendell Berry

Green human resource management (GHRM) aims to create an environmentally sensitive and socially responsible workplace through policies and practices that encourage green behaviors among employees. GHRM incorporates ecological practices into human resource management areas like recruitment, learning and development, performance management, and compensation. It helps companies reduce costs and environmental impact while engaging employees. Examples of early adopter companies include General Electric, Google, Infosys, and Hewlett Packard, who have integrated GHRM practices like e-recruiting, green training, and product take-back programs. GHRM is important for companies to contribute to sustainability beyond their CSR obligations and help address the pressing issues of climate change and environmental deterioration.

Uploaded by

MEGHANA DIGHE
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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GREEN HUMAN RESOURCE MANAGEMENT

“The Earth is what we all have in common.”


—Wendell Berry
What is Green HRM ?
Green Human Resources Management (GHRM) can be defined as the set of policies,
practices, and systems that stimulate a green behavior of a company’s employees in order to
create an environmentally sensitive, resource efficient and socially responsible workplace and
overall organization.
The growing role of sustainable development and, above all, its ecological aspect, in the
development of a modern company competitive edge, leads to the popularization of the
question of incorporating ecological practices into the area of human resource policy, referred
to as Green HRM.

WHY IS GREEN HRM IMPORTANT?


Ecological and environmental consciousness is the buzz word of today that is promptly
invading every dimension of our lives and workplace. Of late, our lifestyle both at personal
and professional level has started affecting the environment so adversely that we cannot risk
letting the repercussions go unchecked. Talks about climate change and global warming have
flooded our workaday interactions and long strides are being made in order to prevent further
deterioration. In the realm of these things, it is crucial for companies to do their bit and not
only within the boundaries of their CSR obligations, but also go beyond and inculcate green
initiatives in their daily workings.

SCOPE
Organizations in todays’ time are looking to contribute effectively to the society and going
above and beyond to introduce and infuse sustainable processes. This is where Green Human
Resource Management practices come into play. They can be adopted into almost all
functions of HR. Let us take a look at some of them:
 Recruitment and Selection Method
With the advent of the pandemic, it has become extremely obvious that companies possess
the capabilities and the technology to conduct these processes via an online mode. Various
technologies such as ATS are being employed to streamline the processes.  From candidate
sourcing, ranking, outreach and communication to the interview and offer stages, a robust
ATS has become essential to managing a high volume of candidates for multiple positions,
while still providing a great candidate experience. Interview rounds that are conducted with
the help of software’s such as Hirevue etc ensure that this process undertaken by HR ticks all
the boxes of a sustainable practice.
 Learning and Development
Learning and development is a method that focuses on improving the abilities, skills, and
attitudes of employees. Leaders should offer training materials to develop employee
knowledge and skills in environmental sustainability. Learning and development can
encourage the employees to find ways to help their organizations become more successful.

For environmental management training, companies can use digital media and web-based
training modules. Energy conservation, waste management, and recycling factors relevant to
the environment can become green training core points.

Performance Management and Appraisal


Performance management is a motivational approach to enhance employees' technical skills
that help in achieving company goals. Thus, performance appraisal can include sustainability
objectives measured with specific metrics to set up a greener company.

Green targets, tasks, and responsibilities such as creating green awareness and encouraging
them to participate in the company's green activities can also be considered when it comes to
managers’ performance appraisal.

 Compensation and Reward Management


Green compensation and reward management aim to acknowledge workers’ commitment to
developing a more sustainable organization. Three types of rewards are as follows-

 Monetary rewards can be in the form of salary increments, cash rewards, and bonuses.
 Non-Monetary rewards like leaves for special occasions, gifts, etc.
 Recognition-based rewards highlight the employee’s contribution towards the
company, appraisal from the top management, etc.

EARLY ADOPTION
Examples of Companies who adopted GREEN HRM
General Electric’s: Uses six sigma techniques for optimizing their operations to improve
environmental and social outcomes in a manner that increase overall performance
Google: Uses green recruiting technique- believes that most talented people get attracted
because of it
Infosys: e-recruiting staffing solution
Hewlett Packard: Product take-back programs, green packing and integrating design

CONLCUSION
As a process, Green HRM helps in achieving greater productivity with minimal expenditure.
It helps eliminate ecological waste and makes the best use of refurbished HR goods,
equipment and techniques. It aims to increase workers' engagement in a work environment
that allows the company to function in an environmentally friendly manner. The benefits of
Green HRM are manifold and range from lower costs for the organization to rebates and tax
benefits and having considerably low environmental impact. Juxtaposed to the current HR
practices Green HRM is the way forward.
"It is our collective and individual responsibility to preserve and tend to the world we live in"- Dalai
Lama
With global warming and climate change at its peak, it is the need of the hour for organizations to
adopt and inculcate various practices of Green HRM into their day-to-day dealing. This article
attempts to explore the scope and importance and takes a glance at early adopters of the practice.

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