631
Copyright © 2011-15. Vandana Publications. All Rights Reserved.
Volume-5, Issue-2, April-2015
International Journal of Engineering and Management Research
Page Number: 631-635
Green HR Practices: Awareness and perception of People in Indore City
Tripti Chopra1, Amrita Nayak2
1
PhD Research Scholar Career Point University Kota, INDIA
2
PhD Research Scholar DAVV Indore, INDIA
ABSTRACT
Green HR is a trending and new concept in today’s competitive scenario. Because of the development of International standards and a growing concern in global environment related to green HR, the companies are now opting Green HR practices. It has become very important for organizations to be very conscious about environmental management. We have already entered into a green economy and it has a great impact over our daily lives. The result of this impact is a transition of green practices from individual level to organizational level. In green HR, organizations are required to do all the HR activities such as recruitment, selection, training, placements etc. in a greener way. An organization should reduce it carbon footprints by adopting green Hr practices. The companies and organizations empower and inspire their employees to adopt green HR practices. An organization creates awareness and makes and makes policies to promote green HR practices.
This paper is an effort in direction of green Hr practices, as it will be helpful in knowing the level of awareness regarding green HR among the People.
Keywords--- Green Hr practices, Service sector.
I.
INTRODUCTION
Every organization has an impact over environment through their operations, services and products as it is in frequent interaction with employees, shareholders, suppliers and customers. Organizations are now becoming aware of the environmental sustainability and this reason why many organizations have started integrating environmental management with other managerial function which also includes human resource management. Human resource department is supposed to use green practices so as to aid to environmental sustainability. Green HRM practices are becoming popular with this era of environmental sustainability. Green HR is nothing but the
use of HRM policies in such a way that it leads in promoting the use of resources in a sustainable manner.
The meaning and definition of green HR is very wider it has obtained different meaning for different people, Anjana Nath Regional Head HR, Fortis healthcare ltd defines Green HR as environment- friendly HR initiatives leading to better efficiencies, lesser cost and heightened employee engagement levels. It involves undertaking environment friendly initiatives resulting in greater efficiency, lower costs, and better employee engagement and retention which
Filling, Car sharing, Job sharing, Teleconferencing, Online training, Flexible working hours and Tele- commuting”.
Ashok Ramachandran, Director HR Vodafone Essar Ltd defines green HR as using every employee touch point to espouse sustainable practices and raise employee level of awareness.
There are many authors who have contributed in the field of HRM depicted that the success of strategic tools and innovation widely depends upon the quality of human resource of any organization. IN green HRM every employee is made aware of what green HR practices actually are and they are motivated to follow green HR practices.
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Review of Literature
Green HRM means using every employee interface in such a manner in order to promote and maintain sustainable business practices as well as creating awareness, which in turn, helps organizations to operate in an environmentally sustainable fashion. Hence, Green HRM encompasses two major elements: environmental-friendly HR practices and the preservation of the knowledge capital. Present study, focus on Green HRM as a strategic initiative by the corporate to promote sustainable business practices. [1] (Sushma Rani & Dr. K. Mishra, 2014)
There is a great deal of increase in the adoption of environment management systems by the corporate sector. Literature has given importance to adoption of environmental practices as a key objective of organizational functioning making it important to identify with the support of human resource management practices. Today there is debate and uncertainty associated with how green management principles can be implemented effectively amongst the workforce of the organization. This review article identifies how corporations today develop human resource policies for promoting environment management initiatives. [2] (Jacob Cherian1 & Jolly Jacob, 2012)
In the past, resonance economic performance of the organization was likely to assurance corporate achievement by organizations and its shareholders, but now it is no longer suitable; economic and financial outcomes need to be accompanying by minimization of environmental footprints and improved concentration to social and environmental features.
Green management is defined as the process whereby companies manage the environment by developing environmental management strategies in which companies need to balance between industrial growth and conservation the natural environment so that future generation may thrive [3] (Daily and Huang, 2001). This concept becomes a strategic main problem for businesses, mainly multinational enterprises operating their business globally [4] (Banerjee, 2001). Application of new technology could improve the environmental decline by developing, for example, the biotech products and by searching for alternative energy to reduce the use of finite natural resources. To present a comprehensive literature review of Green HR practices and to report the results of a survey on Green HR practices in certain automobile manufacturing organizations in India. Most automobile industries in India perceived greatest benefit to implementation of Green HR practices were improved employee morale and greatest barrier was cost of implementation. Drivers for implementation of Green HR practices were contribution to society followed by environmental considerations. Among top environmental practices is encouraging employees to work more environmental friendly. This study is timely and important
in that it examines the current status of Green HR practices in certain automobile organizations in India. [5] (Saba Jafri, 2012).
Green management initiatives become an important factor in forward thinking business houses around the world. For this the employees and the employers must be inspired, empowered and environmentally aware of greening in order to carry out green management initiatives. Corporate green management required a high level of technical and management skills in employees, since the company will develop innovation focused environmental initiatives and programmes that have significant managerial implications [6] Anuj Sheopuri and Anita Sheopuri (2015). Green management is defined as the process whereby companies manage the environment by developing environmental management strategies in which companies need to balance between industrial growth and conservation the natural environment so that future generation may thrive [7]Lee( 2009)
It showed positive relationship between employees and employers facilitate productivity and involves empowerment, participation, and engagement activities. It promotes EM by aligning employees’ goals, capabilities, motivations, and perceptions with EM practices and systems. Individual empowerment positively influences productivity and performance, and facilitates self-control, individual thinking, and problem solving skills. Also for the successful implementation of Environment Management initiatives teamwork is essential in demonstrating the value of HR; it influences EM within organizations. HR managers can use teams to promote EM particularly when environmental problems are group-oriented. Further, through EM teamwork solutions may be devised to eliminate extant or future environmental problems at their sources [8] (Carter & Dresner, 2001).
This study argued that in order to take out green management, employee must be motivated, empowered and environmentally responsive of greening to be successful. To effectively implement green management initiatives and development environmental innovations, corporations require a high level of technical and management skills [9]Callenbach et. al., (1993)
II.
OBJECTIVE
To study about the awareness of Green HR practices among the people of Indore.
III.
METHODOLOGY
STUDY AREA
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COLLECTION OF DATA
The study has incorporated primary data. Primary data have been collected by distributing questionnaires among the people in Indore. To collect necessary primary information 120 questionnaires have been distributed among the respondents using convenience method of sampling. Out of them 96 duly filled in questionnaires have been obtained and these are the base of this study.
IV.
RESEARCH INSTRUMENTS
Questionnaires were the survey instruments used in this study.
The questions were designed on five points Likert Scale with ‘Strongly Agree’ dictating the highest level of believe, and ‘Strongly Disagree’ as the highest level of disbelieve.
V.
TECHNIQUE OF ANALYSIS OF
DATA
The collected data have been processed and analyzed by applying the software SPSS (Statistical Package in Social Sciences), Version-16. Tabulation and creation of graphical presentation have been done wherever found appropriate. To draw inferences on hypothesis framed, descriptive statistical tools such as Chi-square test has been used.
VI.
ANALYSIS AND
INTERPRETATION
While checking the awareness about green HR, it has been noted that there is no significant difference. It has been made clear by below table that the number of people who are aware and who are not aware about green HR is quite similar.
Q1
Frequency Percent Valid Percent
Cumulative Percent
Valid 1 61 15.8 15.8 15.8
2 104 27.0 27.0 42.9
3 78 20.3 20.3 63.1
4 94 24.4 24.4 87.5
5 48 12.5 12.5 100.0
Total 385 100.0 100.0
When we talk about the concept of Green HR around 16% population believe in the concept of Green HR. While around 18% population do not believe in this particular
concept. Again the difference between both aspects is not much to derive a conclusion.
Q2
Frequency Percent Valid Percent
Cumulative Percent
Valid 1 70 18.2 18.2 18.2
2 71 18.4 18.4 36.6
3 104 27.0 27.0 63.6
4 76 19.7 19.7 83.4
5 64 16.6 16.6 100.0
Tota
l 385 100.0 100.0
Only 14.8% people are aware that many companies in the world are going green. While 16.6%people say that they are not aware about companies going green.
Q3
Frequency Percent Valid Percent
Cumulative Percent
Vali d
1 64 16.6 16.6 16.6
2 72 18.7 18.7 35.3
3 92 23.9 23.9 59.2
4 100 26.0 26.0 85.2
5 57 14.8 14.8 100.0
Tota
l 385 100.0 100.0
The awareness about advantages of green products is just 14.8 %.
Q4
Frequency Percent Valid Percent
Cumulative Percent
Vali d
1 32 8.3 8.3 8.3
2 60 15.6 15.6 23.9
3 109 28.3 28.3 52.2
4 122 31.7 31.7 83.9
5 62 16.1 16.1 100.0
Tot
al 385 100.0 100.0
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Q5Frequency Percent Valid Percent
Cumulative Percent
Valid 1 91 23.6 23.6 23.6
2 74 19.2 19.2 42.9
3 93 24.2 24.2 67.0
4 59 15.3 15.3 82.3
5 68 17.7 17.7 100.0
Tota
l 385 100.0 100.0
When we talk about the implementation of Green HR, 13.8 % people say that the work of employees get hindered while 20.8 % say that it does not get hindered.
When we talk about the implementation of green HR in India, people have an equal opinion about that.
Q7
Frequency Percent Valid Percent
Cumulative Percent
Vali d
1 48 12.5 12.5 12.5
2 98 25.5 25.5 37.9
3 56 14.5 14.5 52.5
4 134 34.8 34.8 87.3
5 49 12.7 12.7 100.0
Tot
al 385 100.0 100.0
Over 17.4 % people are of the opinion that companies are not willing to adopt green HR practices. While just 7% people say that companies are willing.
Q8
Frequency Percent Valid Percent
Cumulative Percent
Vali d
2 27 7.0 7.0 7.0
3 156 40.5 40.5 47.5
4 135 35.1 35.1 82.6
5 67 17.4 17.4 100.0
Tota
l 385 100.0 100.0
If we talk about the level of difficulty in implementing Green HR practices then 10.6 % people say that it is difficult for companies while 29.1 % people say that it is not difficult.
Q9
Frequency Percent Valid Percent
Cumulative Percent
Vali d
1 112 29.1 29.1 29.1
2 106 27.5 27.5 56.6
3 126 32.7 32.7 89.4
4 41 10.6 10.6 100.0
Tota
l 385 100.0 100.0
Only 6.2 % people feel that government should encourage companies to implement green HR while 9.9 % people feel that there is no need for that.
Q10
Frequency Percent Valid Percent
Cumulative Percent
Vali d
1 38 9.9 9.9 9.9
2 65 16.9 16.9 26.8
3 157 40.8 40.8 67.5
4 101 26.2 26.2 93.8
5 24 6.2 6.2 100.0
Tota
l 385 100.0 100.0
When we talk about the effectiveness of green HR we see that people have same response. Half of the people think that green HR is effective while other half people think that it is not effective.
Q6
Frequency Percent Valid Percent
Cumulative Percent
Valid 1 80 20.8 20.8 20.8
2 100 26.0 26.0 46.8
3 56 14.5 14.5 61.3
4 96 24.9 24.9 86.2
5 53 13.8 13.8 100.0
Tota
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Q11Frequency Percent Valid Percent
Cumulative Percent
Vali d
1 20 5.2 5.2 5.2
2 80 20.8 20.8 26.0
3 112 29.1 29.1 55.1
4 153 39.7 39.7 94.8
5 20 5.2 5.2 100.0
Tota
l 385 100.0 100.0
When we talk about the transformation of HR to green HR people again have the equal opinion. Half of the people believe in transformation while other half does not believe in transformation.
Q12
Frequency Percent Valid Percent
Cumulative Percent
Vali d
1 13 3.4 3.4 3.4
2 103 26.8 26.8 30.1
3 155 40.3 40.3 70.4
4 99 25.7 25.7 96.1
5 15 3.9 3.9 100.0
Tota
l 385 100.0 100.0
When we talk about the transit of HR to green HR in India, 16.6 % people believe that it is difficult to transit while 18.2% people feel that it is not difficult.
Q13
Frequency Percent Valid Percent
Cumulative Percent
Vali d
1 70 18.2 18.2 18.2
2 71 18.4 18.4 36.6
3 104 27.0 27.0 63.6
4 76 19.7 19.7 83.4
5 64 16.6 16.6 100.0
Tota
l 385 100.0 100.0
VII.
CONCLUSION
On the basis of above study it can be concluded that people in Indore are not much aware about the concept, practices and products of Green HR. People are also unaware about the advantages and practices of green HR practices. It can be inferred that people are not well versed with the trending concepts in HR.
REFERENCES
[1] Rani Sushma et al (2014), Green HRM: Practices and Strategic Implementation in the Organizations, International Journal on Recent and Innovation Trends in Computing and Communication ISSN: 2321-8169 Volume: 2 Issue: 11 3633 – 3639.
[2] Jacob Poopada Cherian, Jolly Jacob a Study of Green HR Practices and Its Effective Implementation in the Organization: A Review, International journal of business and Management, vol 7, no-21, 2012.
[3] Daily, B. F. and Huang, S. (2001). Achieving sustainability through attention to human resource factors in environmental management. International Journal of Operations & Production Management, 21(12), 1539-1552.
[4] Banerjee, S. (2001), Managerial perceptions of corporate environmentalism: interpretation from industry and strategic implications for organizations, Journal of Management Studies, Vol. 38, No. 4, pp 489-513.
[5] Saba Jafri, © 2012 Elixir Green HR practices: an empirical study of certain automobile organizations of India 8. humancapital-shaki.blogspot.com/.../e-hrm-for-green-hr-towards-green.
[6]Anuj Sheopuri and Anita Sheopuri (2015) Green Hr Practices in the Changing Workplace, Business
Dimensions, Vol. 2(1), 13-26, ISSN 2348-2745 (Online).
[7]Lee, K. H. (2009). Why and how to adopt green management into business organizations: The case study of Korean SMEs in manufacturing.
[8]Carter, C., & Dressner, M. (2001). Purchasing’s Role in Environmental Management: Cross-functional Development of Grounded Theory. The Journal of Supply Chain Management, 12-27.
