Improved competitiveness and increased overall performance.Reduction in the environmental impact of the company.Dolan’s (1997) study of USA MBA students found that most of the graduates would take a lower salary to work for environmentally responsible organizations. Improvement in attracting better employees.Organizations can promote environmental contributions to the media through press releases to earn the attention of potential customers and possible new sales. Any time a firm adds a green initiative to its workplace, it can use the event to generate positive public relations. Improvement in the retention rate of the employee.Create a culture of having concern for the wellbeing and health of fellow workers.It helps in achieving higher employee job satisfaction and commitment, which leads to higher productivity and sustainability.Organizations have huge growth opportunities by being green and creating a new friendly environment, which helps in enormous operational savings by reducing their carbon footprint.Helping companies to bring down costs without losing their talent.It will also make employees and society members aware of the utilization of natural resources more economically and encourage eco-friendly products.Įxperts have identified the benefits of GHRM, which are mentioned below: Organizations need to conduct an environmental audit, thus changing the organizational culture, thinking about waste management, pollution, and helping the society and its people, those are getting affected by pollution. The Green HRM may also help the employers, manufacturers in building brand image and reputation. Organizations must formulate HR policies and practices, train people to increase awareness about the environment, and implement laws related to environmental protection. The Green Human Resource Management plays an important role in the industry to promote the environment-related issues. Green HRM involves undertaking environment-friendly HR initiatives resulting in greater efficiency, lower costs and better employee engagement and retention, which in turn, help organizations to reduce employee carbon footprints by electronic filing, car sharing, job sharing, teleconferencing, and virtual interviews, recycling, telecommuting, online recruitment and training, energy-efficient office spaces, etc. Green behavior is assumed to be instrumental in the implementation of the green HRM culture and adopting formal environmental strategies.Īccording to Mandip, the practice of green HR should be translated into the HR processes, such as recruitment, training, compensation, etc.įrom the definitions stated above, it can be concluded that Green HRM needs the participation of all the organization’s members to create and keep the organization green. Developing a green culture can affect employee behavior and introduce certain values that build an internal culture. Therefore, developing a new organizational culture through GHRM practices becomes a manager’s concern. Focus on Green HRM as a strategic initiative promotes sustainable business practices. Green HR initiatives help companies find alternative ways to cut costs without losing their top talent. It involves undertaking environment-friendly HR initiatives resulting in greater efficiencies, lower costs and better employee engagement and retention, which in turn, help organizations to reduce employee carbon footprints by the likes of electronic filing, car-sharing, job-sharing, teleconferencing, and virtual interviews, recycling, telecommuting, online training, energy-efficient office spaces, etc. Typical green activities are performed to travel requirements through video recruiting or the use of online and video interviews.
It refers to using every employee to support sustainable practices and increase employee awareness and commitments on the issue of sustainability.Īnjana Nath defines Green HR as environment-friendly HR initiatives leading to better efficiencies, less cost, and heightened employee engagement levels. The term green HRM is mostly used to refer to the contribution of HRM policies and practices towards the broader corporate environmental agenda. Ramachandran defines Green HRM as the integration of environmental management into human resources management.
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