GREEN HUMAN
RESOURCE
MANAGEMENT
Submitted to: Miss Nighat
Submitted by:
Khizer Pasha Bbhm-f19-296
Ghulam Fareed Bbhm-f19-274
Muhammad Hammad Bbhm-f19-280
Subject: Human Resource Management
Table of Contents
Introduction to GHRM
Green HRM Process
Advantages of GHRM
Implement Green HRM
Green HRM policies
Green HRM Strategies
Conclusion
Green HRM
As an emerging concept, Green Human
Resource Management (GHRM) means,
“HRM activities which enhance positive
environmental outcomes”
Itrefers to the policies, practices and systems
that make employees of the organization
green for the benefit of the individual,
society, natural environment and the
business.
Green HRM
Green HRM maintains its green objectives all
throughout the HRM process of recruiting,
hiring, training, compensating, developing and
advancing the firms’ human capital.
Green Recruitment
Green job descriptions with environmental
aspects are now being included for employees
within the recruitment agenda.
Process of hiring individuals with knowledge,
skills, approaches and behaviors that identify
with environmental management systems
within an organization.
E.g. German firms such as Siemens & BASF
use environmental activities and a green
image to attract high quality staff.
Green Performance Management
The job description should be aligned with green
tasks and goals to be achieved.
The HR staff should modify the performance
appraisal rating system to include dimensions for
rating people on the following behavioral and
technical competences:
Team work, Collaboration, Diversity, Innovation
and Environmental Stewardship.
Green Compensation
In accordance to a strategic approach for reward
and management, modern organizations are
developing reward systems to encourage eco-
friendly initiatives embarked upon them by their
employees.
Employee participation in Green initiatives
increases the chances of better green
management as it aligns employees’ goals,
capabilities, motivations, and perceptions with
green management practices and systems.
Green Compensation
Eco-friendly ideas should be welcomed from
all employees irrespective of their designation
which will encourage their interest in
environmental issues and make best use of
applying their skills.
E.g. Firm policies that support employee
eco-initiatives and supervisors who support
employee environmental actions have been
seen in firm practice in the US and Europe as
at GE Plastics in the Netherlands.
Advantages of GHRM
Paperless Conservation of
Office
Energy
Implement Green HRM:
Recruitand pick human beings devoted to the
environment.
Trainand examine personnel performance
based on environmental standards.
Implement ways of rewarding man or woman
and collective environmental performance is
remunerated and non-remunerated methods.
Stimulate non-stop education in environmental
control.
Conti…
Treatenvironmental elements as values
of company subculture .
Promote interaction between teams to
cope with environmental problems and
try for non stop development of
environmental control sports.
Green HRM policies:
There are not any doubt that groups that are the main
motive of environmental issues. They need to
therefore play a massive position in addressing
environmental management problems. Bebbington
(2001)has identified a huge range of GHRM
practice.
1. Sourcing and acquisition of human sources.
2. Green recruitment, and selection.
3. Orientation.
4. Green performance control.
Conti…
5. Learning and improvement.
6. Green compensation and reward
management.
Green HRM Strategies
There is still a growing immense need for the sake of
the formulation of green HRM strategies,
incorporating the literature, processes, models and
examining their implications on overall firm
performance and the firms are also under immense
pressure from various stakeholders for integrating
green HR policies and strategies into overall firm
strategy rather. The general purpose of this article is to
discuss the idea of green HRM practice from a
theoretical point of view and to study the strategic
implementation of it on variant traditional HR
functions indeed.
Conclusion
• Is The Most Important Asset Of An Organization That
Plays An Important Role In Managing The Employees.
• The Recent Increased Trend Of Corporate Focus On
Greening The Business, The Modern HR Managers Have
Been Assigned With Additional Responsibility Of
Incorporating The Green HR Philosophy In Corporate
Mission Statement Along With HR Policies.
Conti…
• Changes In Corporate Perspectives Related To The
Environmental Initiatives Can Be Seen In Written Policy
Statements.
• . Green Process And Policies Are Now Making Their Way
Through Within The Hr Space Complementing The
Existing Green Practices And Initiatives.
Practices
• Encouraging employees, through training and
compensation, is to find ways to reduce the use of
environmentally damaging chemicals in their products.
• Assisting employees in identifying ways to recycle
products that can be used for playgrounds for children
who don’t have access to healthy places to play.
• Designing a company’s HRM system is to reflect
equity, development, and wellbeing, thus contributing
to the long-term health and sustainability of both
internal (employees) and external communities.
Conti…
• Emphasizing long-term employment security is
to avoid disruption for employees, their families,
and their communities.
• Use of job portals of companies for recruitment
and custom of telephone, internet, and video
interviews, which can lessen the travel
requirements of the candidate and affecting the
reduction in paperwork.
