green Hr

2. ESOTERIC

3. Kazi Minhazul Haque
B-120202203

5. • Green Human Resource Management (Green HRM)
– Integration of Environmental Management with Human Resource
Management
Green HR involves two essential elements:
1. Environmentally-friendly HR practices
2. The preservation of knowledge capital
Green HRM

6. Green
HRM
Circumventio
n of
Paper
Green
Commute
Green
Sleeves
Green
Materials
Green HR
Policies
Green
Workplace

7. • Meeting quality expectations as defined by customers
Total Quality Management

8. • Using of telephonic, online and
video interviews
• Providing friendly workplace
and lifestyle benefits
Green HRM Process

9. Cont.
• Recruiting knowledge and highly
skilled workers
• Practicing green values

10. Md. Nurnabi
B-120202160

11. Firms

12. Why Go Green….

13. Practices Of Green HRM

14. Abu Talha Mohammad Nafiz
B-120202142

15. What will increase if we use Green
HR
1. Employee motivation and engagement (through a shared set of values).
2. Create competitive advantage from the opportunities presented by
changing markets.
3. Reduce labor turnover (because the organization is one in which people
want to work)
4. Improve the health of the workforce (for example, by encouraging cycling
to work, car sharing, public transport).

16. Some HRM functions and ways of making
them green
HRM Function Green policies, procedures, or practices
Job analysis *To include environmental dimension as a duty in job description.
*To include green competencies as a special component in job specification.
Selection *To select applicants who are sufficiently aware of greening to fill job
vacancies.
*To select applicants who have been engaging in greening as consumers
under their private life domain

17. Some HRM functions and ways of making them
green
HRM Function Green policies, procedures, or practices
Job analysis *To include environmental dimension as a duty in job description.
*To include green competencies as a special component in job specification.
Selection *To select applicants who are sufficiently aware of greening to fill job vacancies.
*To select applicants who have been engaging in greening as consumers under their
private life domain
Training *To develop induction programs showing green citizenship behavior of current
employees.
*To impart right knowledge and skills about greening (the four green roles) to each
employee through a training program exclusively designed for greening.
*To do training needs analyses to identify green training needs of employees.

18. Some HRM functions and ways of making
them green
Performance evaluation To evaluate employee's job performance according to
green-related criteria
evaluation To include a separate component for progress on
greening in the performance feedback interview.
Rewards To give financial incentives to employees for their
good green performance of job
management To give non-financial rewards such as praises and
recognitions to employees for their greening.

19. To avoid or minimize global warming.
To avoid or minimize natural disasters such as acid rains, red rains, tsunamis, flooding, hurricanes,
droughts etc owing to informal, harmful and greedy usage of natural resources for production and
consumption.
To avoid or minimize health diseases owing to pollution.
To avoid or minimize harms to animals and other natural creatures.
To ensure appropriate balance of relationships among plants, animals, people, and their
environment.
To ensure survival of humans and business organizations for a prolonged period of time.
Green Human Resource Management Principles

20. Md. Shafiqul Islam
B-120202155

21. Development stage of Green HR

23. What we get from Green HR

24. Bank Ledger

25. Green HR to create green culture

26. Actual gain of GREEN HR

27. Media to live forever

28. Md. Abdullah Al Masud
B-120202205

29. Findings and Challenges

30. Initiatives by Companies

31. Reazul Kabir
B-120202130

33. “Going green is no more a
mere certification or brand, it’s
becoming the way of life.”