In that a balance can be maintained among

In the 21st
century environmental problems are a big concern for the global community. It’s
important that it requires resource conservation and the inhibition of
environmental pollution across all human activities. But what does this green
movement mean? It’s a political movement which advocates four important
principles: environmentalism, sustainability, nonviolence and social justice. So,
the goal of using HRM policies is to promote the use of resources within
business organizations so as to promote environmental sustainability. More
specific: the integration of corporate environmental management into HRM. This refers to policies,
practices and systems of the company itself that makes employees green for the
benefit of the individual, society and natural environment (Opatha, Anton& Arulrajah,
2014). In this article, I’m trying to present the reader with information and
knowledge gathered from articles to change the way of thinking about
environmental issues in a business environment. Arulrajah, Opatha & Nawaratne (2015) say
that the contribution lies in extending the scope and depth of green HRM in
materializing sustainable environmental performance of organizations. According
to Mazur,B (z.j.) the number of studies which seek to clarify the role of HRM
activities in supporting and perhaps even driving environmental management
initiatives is increasing. The business community is
supposed to earn profits but not at the cost of environment. In order to attain
success, it is required that the environment plays a significant role in
sustainable development so that a balance can be maintained among social,
economic and environmental factors (Madan, 2016). But most
important, all departments in an organization need to work together in a join
effort to invest towards the implementation of any corporate environmental
change. To enhance the environmental sustainability, organizations are researching
green HRM practices. Arulrajah et al. (2015) talked about job design, job
analyses, human resource planning, recruitment, selection, induction,
performance evaluation, training and development, reward management, discipline
management, health and safety management and employee relations. These
practices are programs, techniques and processes which will have an effect on
organizations. I will explain two of them.

 

Green
recruitment:

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When organizations focus on
green recruitment, some companies integrate corporate environmental policy and strategies
with the recruitment policy of the company. In some job descriptions, they
involve environmental aspects. These include environmental reporting roles and
health and safety tasks, where staff are exposed to harmful substances/potential
emissions (and their extent). Also matching personal attributes to needed
environmental competencies, i.e. buying-in specialist competencies via new
hires or investing in training. Induction for new recruits is needed to ensure they
understand and approach their corporate environmental culture in a serious way
(Wehrmeyer, 1996). A survey by the British Carbon Trust confirms that most of
the employees (more than 75%) consider working for an organization perceived it
as important that they have an active environmental policy to reduce carbon
emissions (Clarke, 2006). Attracting environmentally aware talent might be
facilitated by pro-active branding of the organization as a high-quality “green
employer of choice” (Renwick et al, 2008; Jackson et al, 2011). Firms are
beginning to summarize that it’s an effective way to attract new employees by
gaining a reputation as a green employer. Why is this effective? When
environmentally employers attract talented employees that are needed to implement
corporate environmental management initiatives, it eventually will contribute achieving
the environmental goals of the organization. Additionally, in order to attract
environmentally concerned people for job vacancies, job advertisements of some
companies express certain environmental values (e.g. be a part of the green
team of ABC.. or we are a socially and environmentally responsible employer) in
their job advertisements (Arulrajah, Opatha & Nawaratne,2015).

 

Green
training and development:

 

Employee training and
development programs should include social and environmental issues at all
levels, from technical health and safety considerations on the shop floor, to
strategic sustainability issues at executive management and board level
(Mandip, 2012). They should cover the full range of social, environmental and
economic risks and opportunities involved with the business and the means to
identify them (Mandip, 2012). About what should they inform the employees? First
of all, inform them about the vison and mission statement of the company. They
need knowledge about the green procedures and policies, the sustainable
benefits, green products and company-wide initiatives. (e.g. greenhouse gases).

According to Arulrajah et al. (2015) we have to provide environmental training
to the organizational members (non-managerial employees and managers) to
develop and improve required skills. Knowledge is an important function of
green HRM. According to Jackson, Renwick, Jabbour & Muller-Camen (2011) it’s the right way
to provide training to encourage recycling and waste management, supporting
flexible schedules and telecommuting and reducing long-distance business travel.

Conducting seminars and workshops about the green movement is also important.  Arulrajah et al. (2015) say that apart from
these, some organizations celebrate annual “environmental day” at
company/organization level. They organize many competitive programs for
nonmanagerial employees, managers and children of employees. This is also a
good practice to inculcate certain key eco-values among the workforce as well
as their family members. (Arulrajah, Opatha & Nawaratne, 2015)

 

 

Benefits and
downsides.

 

If we discuss the benefits
of introducing green HRM we could conclude that the employees who have more
knowledge of sustainable careers, interest in carpooling, flexible working
hours and green thinking are more successful in maintaining themselves in less
budgets. A new emerging green economy is also improving the workforce. And the
employees benefit from it. An important benefit is that green employees are
more engaged which will lead to more innovative solutions to dynamic
change-related business problems. Workforce desire in green organizations will
also be improved due environment friendly practices. Green employees will learn
different kinds of behavior, not just at the workplace but also in private
life. Mazur,B (z.j.) said in her study that since reciprocal interactions
between professional and private life occur, a “green work­life balance
concept” is suggested to facilitate environmentally friendly behavior in both
life domains. She also said that the concept offers chances not only for the
environment, but also for the company and its employees by increasing, work
motivation and job retention. Of course, there are also some downsides. In
order to strengthen green organizational behavior, it is important to
acknowledge that environmentally relevant attitudes and behavior are not
learned exclusively at the workplace, but also in private life. People have
distinctive modes of living. (Mazur, z.j.) It’s also an issue to effectively
advance employees’ environmental behavior. It’s also a downside that green
products are more expensive than the previous use of the organizations. A lack
of support can also be a disadvantage because green changes require a lot of
support and dedication. Going green is minimizing the use of paper but if an
employee loses the theft of computer, sensitive information could fall in the
wrong hands. It’s a good thing to invest in the environment. You can begin
small by going paperless, recycle, hiring eco-friendly talent, reducing
business travel and save water. Subsequently an organization can develop in a
green HRM by exploring opportunities for implementing alternative energy
sources and green manufacturing processes. After that, they can arrange a
survey among employees where they can conclude how well the organization is
doing by going green. On the basis of the results they can gather suggestions
and insights for future actions with respect to environment friendliness.

 

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