Green HRM will be the future

Green HRM

The concept of Green HRM practices is being immersed at present in the corporate world, so as leaders we have to discover ways and means to foster sustainable development within the organization. Embracing environment-friendly HR practices in the organizational strategy formulation may lead to a growing competitive advantage in this global business territory. Environmental management has become a vital global issue and needs to have a proactive mechanism as an amicable solution. Organizations are playing a vital role to light up this Green HRM strategy to drive sustainable goals which link to organizational goals. Therefore, practicing Eco-friendly HR initiatives may have various impacts on the overall performance of an organization. Below are pointed out some of the main impacts as a result of initiating Green HRM for sustainable development.

                                     I.          Protecting the natural environment

                                   II.          Higher productivity rate

                                 III.          Helps in saving the organization’s cost

                                IV.          Elevate brand recognition

                                  V.          Increase employee retention

                                VI.          Improve employee morale

GHRM is directly responsible for creating a green workforce that understands, appreciates, and practices green initiatives and maintains its green objectives all throughout the HRM process of recruiting, hiring, training, compensating, developing, and advancing the firm’s human capital (Mathapati, 2013).

 Sustainability

Sustainability is defined as a chance for businesses to present long-lasting solutions that will help increase the socioeconomic background whereas ongoing to generate jobs and economic wealth well into the future. Green business practices were defined as those that concentrated on environmental stewardship and social responsibility. The term Sustainability, Sustainability development, corporate sustainability, and corporate social responsibility are often exchangeable. (DR. K MARSHRU)

Sustainability consists of three components:

• o   Person environmental protection
• o   Economic growth
• o   Social Equity

Therefore, sustainable development is a balance between people, profit, and the planet.

 As per the given situation in the case study, we as HR should implement Eco-friendly policies to create a green atmosphere for all aspects of HR functions. So, we have to plan and execute policies and practices to achieve this green concept. As indicated below all functions of HR comes under the green concept.

Recruitment and Selection

Talent acquisition is a war in this textile manufacturing industry, therefore always we must be competitive with our competitors. So, all vacancies can be advertised in job portals and other social media including company FB etc. Then paperless recruitment strategy must be implemented to minimize environmental impact. We have to introduce virtual interviews for new recruits. To further streamline and enhance the recruitment process, the Harrison Talent Assessment Tool and the Hogan Assessments can be introduced to map the behavioral sequence of applicants for selected senior roles against the global benchmarks for similar positions. The Harrison's Talent Assessment is introduced for positions up to the General Manager level and the Hogan Assessment for those above the General Manager level. A competency mapping exercise will be initiated to measure behavioral and technical competencies associated with senior roles and is expected to create minimum expected standards for positions from Manager and above

Compensation and Benefits

We must ensure that employees performing similar job roles receive equal compensation and benefits, regardless of gender, whilst our remuneration structures and benefits packages are renewed annually and are competitively aligned with industrial and global benchmarks. It should be linked compensation benefits to green projects. Employees should be given a chance to initiate Eco-friendly or green assignments when their compensation is evaluated. Whereas a percentage should be allocated for planting project contribution at the annual review. Further once leave encasement must be motivated to invest in Eco-friendly projects with some other incentives.

Green Induction

An employee introduction program must be executed to enable newly recruited employees into a new culture of an organization of green concept. During this induction, newly recruited employees must be felt that they are going to be a part of a green environment and must be actively involved to continue this process.

^{Green Training and Development}

Before we go into the implementation of green /Eco-friendly concepts under this green management and sustainability, we have to assess the existing capabilities of skill, knowledge, and attitudes of employees. Then as per the gap identification, we should plan training to bridge the gap. So, it leads to an increase in their skill, knowledge, and attitude toward green management. There we should arrange environment-related concepts like carbon footprint, energy conservation, waste minimization, recycling etc.  But it is very important to arrange those training without any impact to the environment. It means all training must be Eco-friendly.

Ex:     paperless training

On line training

Green Performance Management

All these performance criteria must be linked to green performance management. Once we prepare a Job Description, it has to be included green or Eco-friendly responsibilities to review at the evaluation forum. Not only that green management responsibilities need to be set up as a goal of employee KPI. Then they tend to achieve it. Further, all departments must be assigned a CSR on green management and must be linked to a rewards system.

Green Reward Management

Both financial and non-financial rewards systems should be attached to green skill development achievements. Therefore, we have to attend to their contribution to developing green/Eco-friendly concepts within an organization. Then we can reward those who have contributed. Not only that we can introduce a Rewards & Recognition policy for green initiatives can be recognized. Then we can reward accordingly.

 Conclusion

All facets and applications of HRM that aim to promote environmental sustainability are included in the research area known as "green human resource management" (Green HRM). Without sacrificing financial performance, it is intended to balance corporate and social objectives. When it comes to creating enterprises that are environmentally sustainable, green HRM has emerged as a significant applied subject of study.

Pls review the video for a better understanding

 

 ·       Reference

• Green HRM: Practices & Strategic implementation in the organization, International Journal JRITCC

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