Trakia Journal of Sciences, Vol. 19, Suppl.

1, pp 276-281, 2021
Copyright © 2021 Trakia University
Available online at:
http://www.uni-sz.bg

ISSN 1313-3551 (online) doi:10.15547/tjs.2021.s.01.040

GREEN HUMAN RESOURCES MANAGEMENT: LINKING AND

USING GREEN PRACTICES FOR SUSTAINABLE BUSINESS
ORGANIZATIONS
K. Dimitrov*

Department of Industrial Business, Business Faculty, University of National and World

Economy, Sofia, Bulgaria

ABSTRACT
Green human resource management (HRM) is an emerging topic in today's society. The earth's natural
resources are coming under increasing pressure and resulting in over-consumption, which is leading to an
alarming situation for the environment and business. As a result, it is increasingly necessary for business
organizations to implement formal environmental initiatives. Green HRM is an emerging concept that gives
meaning to HRM activities that enhance positive environmental outcomes. The purpose of this paper is to
study the concept of Green HRM in more comprehensive manner. Research objective: to explore most
relevant green human resource management practices of business organizations. Research methods: This
study is totally based on secondary data collected from different sources - Books, Journals, Research Papers
and other. Results: This paper has analyzed the literature on Green HRM practices from the existing literature
of HR theory and practice. The key findings have identified and highlighted several green HRM practices
such as green recruitment, selection, hiring; learning, training and development; performance management
and appraisals; total reward system and other practices. Finally, the paper proposes some research agenda for
the future research.

Key words: Green organizations, Sustainable development, Green human resource management, Green
HRM practice

INTRODUCTION problems on a global level by involving business

Green human resource management (HRM) is an organization in their production processes. Thus,
emerging topic in today's society. The earth's it is increasingly necessary for them to implement
natural resources are coming under increasing formal environmental initiatives.
pressure, resulting in over-consumption, which is
leading to an alarming situation for the Traditionally, business organization only
environment. This disproportionate exploitation followed green initiatives if were imposed by law
of natural resources has also affected flora and or government. They have never been concerned
fauna, resulting in the reduction of forest animals, about the environment, but in recent years they
the disruption of food chains and the destruction have had to change their strategy, not only
of ecosystems. As a result of this and the growing because of increasing legislation and government
global concern for the environment, proposals, but also because of customer demand
environmentalists started to discuss ecological for such measures. Green initiatives address to
______________________________ the use and application of products, processes and
*Correspondence to: Kaloyan, Dimitrov, systems to sustain the environment; for example,
Department of Industrial business, Business Faculty, these processes may include the emergence of
University of national and world economyр 1700 new energy resources to meet society's needs, the
Sofia, Student town, UNWE, kdimittrov@unwe.bg, development of new ideas and innovative
+359 886 100 620
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 DIMITROV K.
strategies to help reduce the cause of THEORETICAL RESEARCH
environmental degradation (1). In the beginning of paper can be note that a
present deep theoretical analysis shows various
To solve the current situation, it is understood that authors who have many descriptive
organizations need to implement a green characteristics for the term “green” in HRM field.
corporate strategy, programme or event in In general, the use of human resource
various units of an organization, such as human management policies to promote sustainable use
resources, marketing, finance, research and of resources in business organizations and thus,
development, etc. But within all these units, the promote the causes of environmental
fastest growing one is green human resources. As sustainability. The main purpose of "green" is to
already mentioned, green HRM is an emerging use products, methods and practices that would
concept that gives meaning to HRM activities not adversely affect the environment by polluting
that enhance positive environmental outcomes (2, or depleting natural resources (2, 3). Another
3). important goal is to develop environmental
sensitivity in employees and inform them how
In order to address the development and
their own behavior can affect the environment.
promotion of new environmental innovations,
Here it is a question of motivation and to make a
business organization must raise the
person feel proud of participating in green
environmental awareness of employees through
practices and initiatives.
an efficient workplace from all possible points of
view. Thus, business organization try to adapt 1. What is Green HRM?
themselves to make their employees feel that they The increasing role of sustainable development of
are in a pleasant environment with remuneration business organizations, and especially its
and rewards, both monetary and non-monetary, to ecological aspect like a modern business
motivate employees. In this way, they will organizations’ competitive advantage, leads to
gradually get their employees to adopt the popularization of the issue of incorporating
environmental practices, and a training and ecological practices in the field of human
development programme. resource policy, called „Green Human Resource
Management“.
1. Research objectives
The purpose of this paper is to explore the Green About the meaning of Green HRM
HRM policies and practices of business The term “green” has become the buzz word
organizations based on the existing literature, in within the HR business field. Thus, the green
particular:
human resources support the creation of a green
- to study the concept of Green HRM in more workforce in business organizations that
comprehensive manner; understands, evaluates and practices
- to identify the basic and specific HRM functions environmental initiatives. And green human
linked with “green” way; resource management is now charged with
- to explore most relevant Green Human driving these strategies and making them as
Resource Management Practices in business efficient as possible (2).
organizations.

2. Research methods Some definitions of Green HRM

This study is based upon the secondary data Many researchers have variously defined what
collected from different sources related with now we think of as green HRM. Currently, the
concepts, policies and practices of GHRM. It’s a theory of green HRM is promoting greater
totally qualitative research based on the extensive concern among business organizations, both
analysis of existing relevant literatures. Literature within the private and public sector, which seeks
review related to the topic from different Books, to lighten the role of green HRM activities. This
Journals, Research Papers and other. There is a commitment to green practices will help to
systematic review of collected literature done in reduce environmentally degrading activities and
detail. to safeguard the environment for our present and
future generation.

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 DIMITROV K.
In general, green HRM is defined as “the process - To encourage workers to find opportunities in
of making employees green with the use of green their work to help their companies become more
HR policies and practices, and this is for the sustainable;
benefit of the individual, society, community and - To create teamwork which is essential to
for the whole planet” (3). According to achieving goals. When it comes to success,
Margaretha and Saragih “this integrates highly effective teams are crucial to any
environmentally friendly HRM initiatives and organization. Teams benefit because they are
practices for the sustainable use of resources, made up of people who think differently but work
resulting in increased efficiency, reduced waste towards a common goal. These ideas are then
and improved work attitude” (4). analyzed, as a result of which the best of them are
selected;
Thus, it can be stated that green human resource - To establish friendly relations between
management (GHRM) is a systematic, planned employers and staff. Relationships facilitate
alignment of typical human resource employee motivation and morale, as well as
management practices with the organization's increase productivity. In fact, positive
environmental goals (5). Also it can be relationships with employees are an intangible
understood like a set of policies, practices and and lasting asset and a source of competitive
systems that encourage green behavior of a advantage for any organization. If you want your
business organizations’ employees in order to employees to share their ideas, they need to have
create an environmentally sensitive, resource a clear idea of what's going on in the business
efficient and socially responsible workplace and organization. Being aware of the company is
overall organization. something that workers feel is an integral part of
it. Open communication creates an opportunity to
Important goals of Green HRM contribute to and influence decisions that affect
Green human resource management is paramount their professional lives.
to achieving broader goals such as cost savings, In general, it is good to insist on a greater
corporate social responsibility, acquisitions, environmental attitude of the company's
talent management and gaining a competitive workforce, as it is desired to act consciously
advantage. Here are some of the more important today and be alert to opportunities to become
goals of this specific type HRM (2-5): more sustainable in the future.
- To create awareness of current environmental
issues that are happening around the world - 2. The link of main HRM Practices and green
through newsletters or briefings with environmental management of business
environmental organizations from time to time; organizations: Green HRM
- To integrate a proposal scheme in the Some scientists and practitioners have linked
organization, in which every employee from the HRM with environmental management, naming
highest to the lowest level has the opportunity to it “green human resource management” or
contribute to the system. This goal will help to “environmental human resource management”
raise awareness of environmental issues, and new (2). Finally, GHRM defined as the HRM aspects
ideas for environmental practices will emerge of environmental management. For example,
from various sources. Dechant and Altman studied the importance of
- To train more employees on the methods of employee perceptions of a company's
work that allow to reduce waste, save energy and environmental performance (6). The authors
resources (recycling, turning off the lights or pointed out that employee perception is vital, as
turning off computers); employees are willing to work for a company
- To train more operational staff and business only when they feel that it brings them a profile
decision makers on the value chain processes of of value.
business organizations that allow to reduce waste,
save energy and resources - such as applying the Fernandez et al. recognize that “effective
circular economy to waste or rethinking energy implementation of green practices requires
sources; environmental awareness” and process
knowledge on the part of employees, and this is

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achieved by integrating green practices with recruitment portfolio. In addition, the new
training and development (7). Thus, GHRM recruits made aware with the environmental
practices are the actual human resource policies and allegiance of the company at the
programs, processes and techniques that actually commencement of the job itself. Research
get implemented in the organization or business addressing these questions will help the new
unit. recruits to carry on with the green policies as well
as cooperate with the management in establishing
Green recruitment, selection and hiring green policies to achieve the goals of the
Attracting high-quality employees is a key company.
challenge for human resources in the "talent war".
Good selection and hiring helps the organization Ultimately, hiring a "green" workforce that
attract more value-added workers. We can't just understands, practices, and improves
hire everyone if we want the right people for the environmental policies helps organizations feel
job. Organizations do their best to hire comfortable and proud of the impact their offices
exceptional people because they bring her more and other facilities have.
success. That's why hiring the right people is the
Green learning, training and development
secret to maintaining a strategic advantage. In
Learning has already become a way of creativity,
green recruitment, job screening procedures
faster development and maintaining a strategic
generally focus on environmental aspects, such as
advantage. Employers focus on skill-specific
the roles and responsibilities of environmental
types of training. The purpose of any training is
reporting and the identification and influence of
to educate employees about regulatory and
candidates with environmentally related
technical work standards, and to develop new
experience. These practices ensure that
skills to meet those standards. Initially, as green
successful candidates possess personality and
training becomes more popular among
attitudinal attributes that avoid waste and show
companies, they are likely to adopt different
creativity and innovative ideas in relation to the
training approaches, creating a set of
environment (8).
circumstances for research to evaluate the appeal
Several different recruitment methods are and success of the variety of approaches. Some
commonly used to find the best candidates in studies confirm that in order to manage effective
today's global world. To see how well they are green training, it is crucial to promote green
doing, more and more organizations are actively training in an organization, as training is about
monitoring their data sources for recruitment. educating and raising employees' awareness of
Intelligence tests, personality examinations, various environmental issues and developing new
structured interviews, task tests and performance skills to deal with these issues (9).
reviews are widely used selection methods. In
Green human resources management includes the
addition to the specific competency requirements
practice of introductory training according to the
for the vacant position, green literacy and conduct
company's green standards - values, rules,
requirements are also announced when selecting
requirements, responsibilities, sanctions and
new employees. Applications are submitted
rewards. Trainings are regularly held in various
online to save resources and time, and the job
programs for learning green culture and green
interview includes questions on green literacy
skills through seminars, presentations, case
and behavior. Business organizations that adhere
studies and online courses. Organizations need to
to green human resource management prefer
train their employees in best business practices
those candidates who have had specific
related to environmental initiatives. In addition,
environmental initiatives in their professional
employees involved in sustainable training and
biographies and have participated in similar
education must be able to educate customers
projects.
about the benefits of being more environmentally
The green employers include green job friendly and buying green products.
descriptions, eco-friendly locations, paper less
As a component of green HRM, any training and
interviews, and such other practices in their
development practices should focus on
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 DIMITROV K.
developing employees' skills, knowledge and rewarded for their results. These HRM practices
attitudes about environmental conversation and are the most powerful method that connects the
environmental management initiatives. interests of the individual with those of the
organization. Incentives and rewards can
Green performance management and maximize the attention of employees at work and
appraisals motivate them to make maximum efforts to
Generally, performance management is the achieve organizational goals. According to a
process by which employees are encouraged to study by Forman and Jorgensen on the
improve their professional skills, which help to importance of employee participation in
better achieve organizational goals and environmental programs, it is observed that
objectives. Recognition of corporate strategy employee engagement in environmental
ends with performance management. It’s also management programs increases when they are
being influenced by the green wave in a possible offered compensation for environmental
positive manner. Green performance responsibilities. Respectively, there are three
management consists of issues related to different types of remuneration (11): Monetary
environmental concerns and policies of the rewards - in the form of salary increase, cash
company. It also concentrates on use of incentives and bonuses; Non-monetary rewards -
environmental responsibilities. Today some creative leave, special leave, discounts or gifts for
business organizations deal with the issue of employees; Recognition-based rewards -
performance management by installing highlighting the environmental contribution of
corporate-wide environmental performance employees through wide publicity, public praise
standards, and Green information systems/audits and evaluation of sustainability efforts by senior
to gain useful data on environmental performance management.
(10).
Another proven practice is that a positive
The most important aspect of performance employee-employer relationship facilitates
management is performance appraisal. The productivity and involves empowerment,
appraisal includes indicators for evaluating green participation and engagement activities. It
behavior - compliance with standards, progress in promotes improvements by aligning employees'
the acquisition of green skills, initiatives and goals, capabilities, motivations and perceptions
innovations. In addition to meeting the criteria of with business practices and management systems.
reliability, validity and fairness, effective Individual empowerment positively influences
performance appraisal provides useful feedback productivity and performance, and facilitates
to employees and helps to continuously improve self-monitoring, individual thinking and
the company's environmental performance. The problem-solving skills. Teamwork is also
Human Resources Department should modify the essential for the successful implementation of
performance appraisal system to include environmental management initiatives to
dimensions for appraising people in the following demonstrate the value of HR which can use teams
behavioral and technical competencies: to promote environmental management,
teamwork, collaboration, diversity, innovation, especially when environmental issues are group-
and environmental management. Such oriented (12).
competencies would strengthen the company's
core green values. Managers should discuss Finally, the HR practices, such as green
employee performance and provide the necessary recruitment, selection, hiring, training,
feedback not only during the planned evaluation development, performance management and
time, but throughout the year. This practice will appraisal, total reward systems, and others, as
help employees increase their green knowledge, mentioned above, also address the safety,
skills and abilities security, accountability and more sustainability
of environmental management in the business
Green total reward systems field.
Remuneration and compensation are the main
HRM processes through which employees are
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CONCLUSION 3. Opatha, H.H., Arulrajah, A.A., Green human
The increase attention to environmental issues resource management: Simplified general
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organizations to adopt green practices into their 7, 101–112, 2014
business. An extensive number of studies have 4. Margaretha, M., Saragih, S., Developing new
been carried out and acknowledged the corporate culture through green human
importance of HRM in organizations. However, resource practice, international conference on
studies on integration of environmental business, Economics, and Accounting,
perspective in HRM – green HRM have been Bangkok Thailand, 20–23 March 2013
scarce. Thus, this research can be concluded by 5. Jabbour, C.J.C., How green are HRM
rooting its importance in the adoption of green practices, organizational culture, learning and
practices in business organizations that can lead teamwork? A Brazilian study. Ind. Commerc.
to better performance, improved organizational Train, 43(2), 98-105, 2011
culture, cost reduction, efficient utilization and 6. Dechant, K., Altman, B, Environmental
improved company goodwill. leadership: from compliance to competitive
advantage. Academy of Management
The findings that can be drawn from this paper Executive, 8(3), 7-27, 1994
could potentially enrich the understanding of the 7. Fernandez, E., Junquera, B., Ordiz, M.,
organizational drivers that activate companies' Organizational culture and human resources
awareness of the importance of people's behavior, in the environmental issue, The International
and offers a new perspective by highlighting Journal of Human Resource Management,
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process, green human resource management 8. Mwita, M. K., The Role of Green Recruitment
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minimum expenditure. It helps eliminate green Industries in Tanzania: A Case of Tanzania
waste and makes the best use of refurbished HR Tobacco Processors Limited (TTPL)
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In conclusion, it can be stated that this paper is an
1(12), p.951-953, 2015
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10. Deshwal, P., Green HRM: An organizational
HRM Practices. The author truly believe that
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GHRM is great way to implement the good eco
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11. Forman, M., Jorgensen, S., The Social
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