Samiya Touseef

GREEN HRM: NEED OF THE

HOUR
 Agenda

A
Green Human Resource management has its
basis on Green movement related to The
Protection of Environment and saving the
Planet from various disasters. Present
research paper tries to understand the
concept of Green and Green HRM, its
importance, advantages and limitations for
an organization that wish to survive in this
modern era with a view of sustainability.

GREEN HRM: NEED OF THE HOUR 2

 Introduction
Ecological imbalances and biodiversity issues are increasing day by day. Excess
utilization of natural resources as raw materials by factories, industries and other
commercial organizations has led to increase in environmental pollution and there
is also huge pressure on these resources of our Earth to fulfill requirements of
coming generations. In the light of these issues, companies are becoming aware of
their responsibility towards the society from where they get resources. The
technical term for this is Corporate Social Responsibility

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 Objective of the Study

The main objective of this study is to realize the significance, benefits and challenges or
limitations Green Human Resource Management offers to the contemporary biz world.
Following are the secondary objectives of this study:
• To throw light on the concept of green HRM.
• To facilitate or support further research in the field
 Areas of focus

F
GREEN HRM
• Green HRM refers to all tasks and duties involved in
evolving, pursuing and prolongation of a system those targets
at making human resource of an organization environment
conscious in their private and professional lives. Green HRM
means outlining the strategies for awareness of green practices
in order to promote and prolong sustainable business activities
which in turn help organizations to conduct in an environment
friendly manner.
GREEN HR
• Green HR refers to using every employee interface to promote
sustainable practices and supplement employee responsiveness
and commitments on the problems of sustainability. Green HR
plays important role in organizations to support the environment
connected problems by accepting it and in management
viewpoint HR policies and practices, training people and
implementation of rules linked to environmental protection
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 LITERATURE REVIEW

A key finding of “The Greening HR Survey” indicates that 54% organizations, incorporated environmental management in their business
operations, 74% used web to reduce travel, 76% promote reduction of paper use & 60% implement wellness/fitness programs for employees.
Corporations are going the green mile, points out that number of consultancy and corporate taking initiatives on Green HR and Green
Movement e.g. Gensol Consultants (P) Ltd., the Hyatt Regency, id 8 Media Solutions adopted Green lifestyle. Lastly, the giant Pepsico has
reduced its water use by 15%. It concludes to say that HR has vital role in pursuit of green business practices, role in saving the planet,
recruiting, training and development of a green workforce and enforcement of environment friendly green practices and amendments in
environment unfriendly behaviors .
Green” or “greening” has at least four meanings in the context of managing people at work / human resource
management:
1. Preservation of the natural environment: all the things in the world which are neither caused nor controlled by human beings and they
include land, forests, plants, animals, and other natural phenomena are referred to as the natural environment. To keep it in its original
form and protect it from harm, loss, or negative change.
2. Conservation of the natural environment: to be very careful in the way of using it in order to let it last as long as possible, to use it at the
minimum level so that future generations will be able to utilize it.
3. Avoidance or minimization of environmental pollution: to stop contaminating the water, air, atmosphere, etc. through unpleasant and
poisonous substances and wastes. To guard against outcomes that will ultimately endanger the planet/earth where humans and non-
humans are living.
4. Generation of gardens and looking-like natural places: to create parks and places which have plants, trees, and grasses.

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 Green Practices and its Impact
COMPANY NAME GREEN PRACTICE IMPACT

INFOSYS New ERP system and Private cloud implementation 85% reduction in energy consumption
Smart meters 50% reduction in lighting
consumption

NOKIA Green operations and facilities Reduction in volatile organic

Shifting from Air to Ocean transport compound by 40%
Introduced energy efficient 80% reduction in Carbon dioxide
chargers(AC-20 & AC- 50) Reduction in no load
consumption by 73%

ITC Manufacturing & Freight Management Reduction in Carbon dioxide

Waste Management from 15,63,526 ton to 14,74,558
Water Management ton
99.8% waste is recycled
Fresh water intake reduced from
3645 L/unit to .3495 L/unit

LUFTHANSA Active noise production Reduction of 18,000 ton of

GROUP eFLY campaign carbon dioxide per year.
Airport eMOVE Two million paper were saved
Reduction in carbon dioxide and
noise emission

COCA- COLA Up gradation of 30 air handlers Reduction of carbon dioxide by

Energy management devices 650 metric ton
Reduction of 3.1 million metric
ton of carbon dioxide

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 SIGNIFICANCE OF GREEN HRM

Cost Savings: Green HRM helps in reducing cost by the use of energy efficient electrical appliances such as 5- star air
conditioners, energy efficient monitors, CFLs and LEDs light bulbs, and recycling and reusing products. For example,
using refill pouches of hand wash instead of using soaps and bottles.

Competitive Advantage: Green HRM helps in gaining competitive edge by green brand building (creating brand as an
environment friendly organization), creating more satisfied and loyal employee base and customer market by
implementing green strategies.

Eco- Friendly Talent: Green HRM attracts employees who are preservationists and conservationists and wish to work in
a sustainable environment. This helps in the fulfillment of self- actualization needs of such employees. Green HRM also
develops a learning environment to educate HR on efficient green practices to be utilized in their professional as well as
personal lives

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 ADVANTAGES OR BENEFITS OF GREEN HRM

• It increases employee morale.

• It helps in employee retention and reduces labor turnover.
• It provides lucrative opportunities for quality human talent.
• It helps in building company image to attract good human resource.
• Improves brand image of the company in the market.
• It can also be used as a marketing strategy.
• It improves the quality of the overall organization both internal and external.
• It provides competitive advantage to the company in industry as well as the market.
• With increasing global issues, many organizations are becoming vigilant of their activities and their impact over the environment.
• Green management practices are also beneficial to the companies as it helps to save money and reduces ill- effects on the environment
• It stimulates innovation facilitating growth, improvement in quality and enhancement of procedures and methods.
• It helps in efficient use of resources and manages risks more effectually.
• It develops green learning environment in the organization.
• It leads to refinement of employee behavior in order to develop eco- friendly habits in their private and professional lives.
• It serves as a helping hand in realization of the self- actualization needs of an employee.
• It helps in generation of employment opportunities.

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 CHALLENGES OR LIMITATIONS TO GREEN HRM
Apart from the above mentioned advantages or benefits, green HRM faces certain challenges. The challenges or limitations of Green
HRM are as follows:
• It is difficult to alter the behavior of employees in a short span of time.
• Not every employee is equally motivated to participate in the promotion of Green HRM practices in the organization.
• Developing the culture of Green HRM in entire organization is a cumbersome and lingering process.
• It requires high investment at initial stage and comparatively slow rate of return.
• Sourcing and recruitment of green employees with quality talents is a challenging task.
• It is difficult to measure the effectiveness of green HR practices in employees’ behavior.
• HR professionals are faced with being expected to provide the essential green structures, green processes, green tools,
and green thinking to make the best selection and develop the future green leaders of the organization

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 Summary
Thus, it is possible to argue that an employee who may be manager or non- manager is supposed to perform four roles for
the purpose of becoming a green employee.
1. Preservationist: He does keeping the natural environment in its original form and protecting it from harm, loss or
negative change.
2. Conservationist: He becomes very careful in the way of using the natural environment in order to let it last as long
as possible.
3. Non- polluter: He does preventing from contaminating water, air and atmosphere etc. through unpleasant and
poisonous substances and waste.
4. Maker: He does creating gardens and looking like natural places.

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 Green HRM practices enable productive use of organization’s space and
infrastructure. It improves management and employees and employee-
employee relationships by sharing of resources and responsibility to
manage and develop green practices to inculcate courtesy of sustainability.
It helps in minimizing environmental pollution by encouraging practices
like car- pooling, video conferencing, e- recruitments, use of CFC- free air
fresheners, recycling, online training programs, etc. Green HRM is not
only a part of HRM but it provides a new dimension to entire
organization. Green HR efforts have most importantly focused on

Conclusion increasing KSA, cut down and knock out environmental havoc and
restoring HR product tools and procedures. Environment friendly HR
processes give better efficiency, minimize costs and manage to develop
and nurture a culture of engaged employee helping organization to operate
in a sustainable manner. To conclude, Green HRM is the need of the hour,
requirement of this century to outlast in the contemporary biz world by
having an edge over the competitors, developing distinct green image in
the market, conforming corporate social responsibility and accomplishing
the motives of being an entrepreneur by generation of employment
opportunities for talented eco- friendly manpower
Thank You