GREEN HRM
FREDERICK OWUSU SARPONG
WHAT IS GREEN HRM?
• The term “greening” has four meanings in the context of managing people at work.
1. Preservation of the natural environment;
which sees to it that all the things in the world which are neither caused nor controlled by
human beings are kept in their original form and protected from harm, loss, or negative change.
2. Conservation of the natural environment;
which is about being very careful in the way of using natural things so they last as long as
WHAT IS GREEN HRM? (CONTD.)
3. Minimization of environmental pollution: This has do with A halt on the contamination of water, air and the atmosphere, etc.
WHAT IS GREEN HRM? (CONTD.)
• Green HRM (GHRM) refers to all tasks and duties
involved in evolving, pursuing and prolongation of A system that targets at making human resource of an organization environment conscious in their private and professional lives (Aggarwal & Sharma, 2015). • 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 HRM includes two necessary facets:
WHAT IS GREEN HRM? (CONTD.)
• “GHRM is directly responsible in creating green workforce that understands,
appreciates, and practices green initiative and maintains its green objectives all
throughout the HRM process of recruiting, selecting, training, compensating,
developing, and advancing the firms human capital” (Mathapati, 2013, p. 2).
• It refers to the policies, practices, and systems that make employees of the
organization green for the benefit of the
WHAT IS GREEN HRM? (CONTD.)
•
Green HRM basically pursues the
promotion of business practices
that are attuned to achieving
ON GOING DEBATE AMONG
SCHOLARS
IS GREEN HRM APPLICABLE
OR
WHY SOME SCHOLARS SEE GREEN
HRM AS A SYMBOLIC CONCEPT
1. The general public do not rank
environmental issues as among the most important.
According to a survey of members of the public in the United Kingdom, there is a long list of barriers to public engagement around the issue of climate change, including lack of knowledge, uncertainty and
skepticism, distrust of information sources, externalizing of responsibility and threats are seen as being far off in the distance, other things are
WHY SOME SCHOLARS SEE
GREEN HRM AS A SYMBOLIC
CONCEPT
2. Complexity of term is another issue that make GHRM symbolic.
Designing and evaluating the Green HRM action requires an understanding of the environment.
WHY SOME SCHOLARS SEE
GREEN HRM AS A SYMBOLIC
CONCEPT
3. The lack of clear terminology regarding the use of the concept green HRM is
another issue that make green HRM symbolic.
Terms like sustainability” and “sustainable development” ( Savitz & Weber, 2006; Jabbour & Santos, 2008a, b;
Mirchandani & Ikerd, 2008; Ehnert, 2009; Pfeffer, 2010) Muller-Camen et al. (2010) also suggested “socially
WHY SOME SCHOLARS SEE GREEN HRM AS APPLICABLE
The Phenomenon is gaining grounds in management research (Jackson & Seo, 2010).
Numerous business schools have established research centers devoted to the topic. Policy makers and nongovernmental
organizations (NGOs) also have been active.
Even the UN global compact in collaboration with the association to advance collegiate schools of business and several other
WHY SOME SCHOLARS SEE
GREEN HRM AS APPLICABLE
• THE PRACTICE OF GREEN HRM LEADS TO COST SAVINGS
(AGGARWAL & SHARMA 2015)
• WHERE GREEN HRM HELPS IN REDUCING COST BY THE USE OF ENERGY EFFICIENT ELECTRICAL APPLIANCES;
COMPETITIVE ADVANTAGE, WHERE GREEN HRM HELPS IN GAINING COMPETITIVE EDGE BY GREEN BRAND BUILDING AND THE CREATING MORE SATISFIED AND LOYAL
WHY SOME SCHOLARS SEE
GREEN HRM AS APPLICABLE
1. Attracting eco-friendly talents
Where green HRM attracts employees who are
WHY SOME SCHOLARS SEE
GREEN HRM AS APPLICABLE
Green HRM is substantive because, going
through all the various function of HR, there are supporting real evidence of the practice of green HRM. Some of the HR functions that show the infusion of Green HRM include;
• Recruitment
• Training and development • Performance Appraisal
RECRUITMENT
• Several surveys conducted in the UK and the US indicate that graduates and other job applicants pay attention to the environmental management practices and performance of companies and use such information when deciding where to seek
employment (Wehrmeyer, 1996; Stringer, 2009). • Firms are beginning to recognize that gaining a
reputation as a green employer is an effective way to attract new talent (Phillips, 2007;
TRAINING AND DEVELOPMENT
(T&D)
• Employees are nowadays being educated about the value
of protecting the environment,
• Training in working methods that conserve energy, reduce waste, diffuse environmental awareness within the
organization, and provide opportunity to engage employees in environmental problem-solving are nowadays considered (Zoogah, 2011).
• Green T&D activities make employees aware of different aspects and value of environment management.
• It helps them to embrace different methods of
PERFORMANCE MANAGEMENT
• Jackson et al (2011) have indicate that some
approaches to measuring environmental performance include ;
• Adopting corporate-wide metrics for assessing
resource acquisition, usage and waste.
• Implementing information systems to track resource
flows
• Conducting field audits to provide employees
opportunities to identify problems while gaining
REWARD AND MOTIVATION
• Some managers and executives, are now tying
incentives to the attainment of environmental goals (Milliman & Clair, 1996).
• Eg. DuPont have experimented with tying the
salaries and bonuses for middle managers and senior officers to environmental stewardship practices and performance in the USA (May & Flannery, 1995).
• Europe is no exception, companies such as Neste
Oil link managers' bonuses to environmental
