A Study of Green HR Practices, Its Awareness and Implementation in The Industries in Nasik
A Study of Green HR Practices, Its Awareness and Implementation in The Industries in Nasik
A Study of Green HR Practices, Its Awareness and Implementation in The Industries in Nasik
3(1):114-118
(JanuaryFebruary,2014)
Abstract
Green Human Resource management is a new emerging concept in todays scenario. Growing concern for global
environment and the development of international standards for environmental Management has created a need for
business to adopt environmental strategies and programmes Organizations today have become more conscious about the
growing importance of Integration of environmental Management and Human Resource Management. We are entering a
green economy and so the impact of our daily activities on environment and our desire to go green has expanded from
just individuals to organizations. Organizations today believe that employees must be inspired, empowered and
environmentally aware of greening in order to carry out green management initiatives.
This paper is an effort to helps researcher to identify whether organizations today in Nasik are aware about this
concept of green human resource management and if the organizations are aware what different initiatives and efforts do
they take to make their HR practices and environment green.
Key Words- :- Green HRM, Environment Management, Green Economy, green Management initiative, Environmental
strategies.
1. Introduction
All organizations have impact on the environment through their operations product and services and through
frequent interaction with shareholders, employees, customers and suppliers. Organizations today are becoming more
aware about the environmental sustainability Organizations have stated integrating Environmental Management and
Human Resource Management GREEN HRM practices. Green HR is the use of HRM policies to promote the
sustainable use of resources within business organizations and, more generally, promotes the cause of environmental
sustainability. Green initiatives within HRM form part of wider programmes of corporate social responsibility.
The need for a proactive approach to environmental management across the world and the adoption of environment
management systems by the corporate sector is increasing 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. The main environmental focus of many businesses is placed on reducing waste and
optimizing resource. Human Resource Management has also started taking initiatives. Many companies are adopting
green HR practices which help in reducing carbon footprint through less printing of paper, video conferencing and
interviews, etc. The HR Professional today is also helping the companies to adopt strategies to green their business
through online sharing of training/self-learning materials, by Encouraging employees to turn off their computer monitor
when they are away from their desk, it also encourages its employees to keep minimum lighting during non- working
hours and more usage of LED is also encouraged by the organizations, Green HR is one which involves two essential
elements: environmentally friendly HR practices and the preservation of knowledge capital. Green HRM policies and
practices also help to safeguard and enhance worker health and well-being.
1.1 Importance o HRM in Environmental Management
Lado and Wilson (1994) defined the HRM system as a set of distinct but interrelated activities, functions, and
process that are directed at attracting, developing, and maintaining (or disposing of) a firms human resources. HR
practices are generally implemented with the strategic systems that are in line with the culture and business strategy
(Boselie, 2001).
In order to implement an effective corporate green management system it is important to promote a great deal of
technical and management skills among all employees of the organization (Daily et al., 2012; Unnikrishnan and Hedge
2007).
To study the amount of awareness among the organizations in Nasik with regard to the Green HR Particles.
To study the Green HR initiatives taken by the manufacturing organizations in Nasik.
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(JanuaryFebruary,2014)
The above graph indicates the extent to which the Green HR practices are adopted by industries in Nasik. Maximum
of them said that they do follow the green hr practices in each and every function followed by few saying that they follow
green hr practices to some extent
Graph-5.2
When aske about the level from which Green HR practices are adopted in their organization, maximum of the
respondents said that it is followed from middle level management while other said it is followed at all levels followed
by employee level and top level management.
Graph 5.3
Maximum of the Industries in Nasik do not have formal policies for implementing green HR practices in their
organization followed by few who have formal polices to some extent. very few companies in Nasik have formal
policies for practicing green HRM in their organizations
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Graph 5.4
Industries in Nasik do have encouragement policy for their employees who follow or implement any green practice
in the organization. Which gives encouragement to other employees to do so,.
Further data was collected on the extent to which the organizations implement Green HR practices on four different
segments-
0-20%
5.5 Recruitment
2140%
41-60%
6180%
81-100%
Q-1
Q-1
Q-3
12
Q-4
10
Total
10
30
20
10
Percentage
2.78
13.89
41.67
27.78
13.89
The table above helps the researcher to understand the extent to which industries adopt green recruitment practices
like conducting interviews and joining formalities online, carrying out paperless work during the recruitment process.
The interpretations drawn from the above table makes it clear that still today only to a certain extent companies apply
green practices, in their recruitment process, by not conducting interviews and joining formalities completely online and
not getting rid of paperless work during recruitments.
5.5 Training and Appraisal
21610-20%
40%
41-60% 80%
81-100%
Q-1
Q-1
Q-3
Q-4
Total
24
18
10
12
Percentage
11.11
33.33
25.00
13.89
16.67
The table above helps the researcher to analyze the extent to which the companies adopt green practices during
Training and performance appraisal.. The respondents were asked whether the training programme , training material
and appraisal system are done online and also the extent to which paperless work is carried out during these processes.
The interpretations drawn from the above table were, less than 60 percent of the training and appraisal activities are
carried out online. Companies still are not able to adopt paperless practices in both the areas.
0-20%
81-100%
Q-1
10
Q-1
Q-3
10
Q-4
12
Total
10
10
38
14
Percentage
0.00
13.89
13.89
52.78
19.44
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(JanuaryFebruary,2014)
From the Table above , researcher has tried to identify about the general record keeping activities carried out by the
organizations. The respondents were asked about whether do they maintain electronic files, is there an online leave
application and electronic salary slip generation in the organizations..
The interpretations that were drawn by the researcher were that, maximum of the companies carry out their record
keeping activities electronically
0-20%
81-100%
Q-1
Q-1
Q-3
Q-4
10
Q-6
12
Q-6
Q-7
Q-8
Total
Percentage
26
18.06
32
22.22
42
29.17
30
20.83
14
9.72
Table 5.8 shows the results of routine activities undertaken by organizations to help keep their environment green.
When asked organizations about different practices viz- video conferencing, telecommuting and flexi timing, ecofriendly bags/ material, use of PCR and rain water harvesting etc. the interpretations drawn from the results were,
companies in Nasik give importance to certain activities to keep their environment green like- compositing food waste
and encouraging employees to use eco-friendly bags and eco- friendly material. Also car sharing/ company transport and
rain water harvesting is encouraged to certain extent followed by practices like tele-commuting, flexi timing and video
conferencing.
Graph 5.9
When asked organizations about, whether do they undertake any training on green practices to be adopted by the
employees in their day- to day activities, more than half of the companies said that they do undertake and encourage
employees to adopt and implement green practices and help make their organizations environment green.
Graph 5.10
Even though companies in Nasik have encouragement policies for adopting green practices , maximum of the
companies do not reward their employees who use eco- friendly materials in the organizations,
Conclusion
The emerging concept of green human resource management carries a great importance for both organizations and
employees With the help of this paper, researcher has tried to focus on the awareness and implementation of green HR
practices in organizations in Nasik.
Organizations today in Nasik are well versed about the green HR concept that has been put forward to help them to
keep the environment green but still few companies are not able to put it in to practices in different functional areas of
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(JanuaryFebruary,2014)
Human resource Management. This paper has also helped the researcher to identify the areas like training and
development, performance appraisal system and some routine activities where non implementation of this concept of
Green HRM takes place.
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