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Green HRM - PPT.ppt

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Green HRM - PPT.ppt

  1. 1. Green Human Resources Management Athula Hewapathirana Doctoral Scholar MBA in HRM Certified TPM Practitioner
  2. 2. ‘Green HRM’ can be described as HRM is blended with environmental aspects
  3. 3. Background of the concept of GHRM  Concept of Triple Bottom Line contributes while playing a very vital role in several sustainability related paradigms. The TBL dimensions are also commonly called the three Ps: People, Planet and Profits and we will refer to these as the 3Ps (Slaper & Hall , 2011) , which are three main elements of sustainable development.  The importance of adapting green HRM practices has been increasing locally and globally, as the employees is now much more concerned about the environment protection while producing green products. The management cannot ignore it at any cost in present highly competitive situation.
  4. 4. Meaning of Term ‘Green’ or ‘Greening’ in the context of HRM ‘Green’ may have different meaning in different context 1. Preservation of the natural environment - Preservationist 2. Conservation of the natural environment - Conservationist 3. Avoidance or minimization of environment pollution – Non-polluter 4. Generation of gardens and looking-like natural places – Green Maker Source: Opatha, 2019
  5. 5. Purpose of Green HRM To create. Enhance and retain greening within each employee of the organization so that he or she give maximum individual contribution on each of the four roles, i.e Preservationist, Conservationist, Non-polluter, and Maker.
  6. 6. Importance of ‘Greening’ or ‘Green’ Jing and Yusliza (2016) argued that the immense attention to environmental issues has stimulated a growing number of organizations to adopt green practices into their business (p.421). An extensive number of studies have been carried out worldwide in terms of the importance of Green/Greening. However, these studies have integrated the environmental perspectives in HRM and Green HRM mostly. Mohd-Yusoff et al. (2017) argued that organizations, therefore, need to focus more on raising levels of awareness of the importance of green employee empowerment and HR business partner roles among managers (p.1242). It is high time that developing countries should acknowledge the importance of a greener sustainable environment and counter the growing global warming issues. (Zubair and Khan, 2019, p.5).
  7. 7. Authors Importance of ‘Greening’or ‘Green’ Charbel and Jabbour (2011) Since the 1990s, the environmental management area has been facing a challenging, but promising journey through companies. Such a journey has resulted in several practices and procedures aimed at making companies greener. Suhaimi Sudin (2011) As Callenbach et al. in 1993 argued that in order to carry out green management, the employee must be inspired, empowered, and environmentally aware of greening to be successful. Sumanta Dutta (2012) “Eco-consciousness or colour of ‘green’ is rapidly emerging in every dimension of our lives and workplaces are increasingly displaying an organized response to this challenge by bringing in ‘professional consciousness at an institutional level as well as individual employee level.’ With society becoming more environmentally conscious, businesses are starting to incorporate green initiatives into their everyday work environment. Hassan Jabbar and Muhammad Abid (2015) As Wagner in 2007; Molina-Azorin et al. in 2009 stated that the adoption of Green practices has been presented with a number of different advantages that would ultimately benefit the firm which has led to the emergence of the ‘green and competitive’ mantra. Renwick et al. (2015) According to Sonenshein, DeCelles, & Dutton in 2014 ‘as addressing climate change is frequently discussed among the general public and governments, the impact of green issues on work organizations appear more transparent and well known’. Shoeb (2015) Recently, there has been observed an increasing awareness within business communities on the significance of going green and adopting various environment management techniques. As Wirtenberg, Harmon, Russell, & Fairfield in 2007 stated that the sustainability issue is fast moving up on the list of priorities of the leaders of the corporate world as the awareness on incorporating ‘green’ into the corporate strategy is making its way into business, but still, the topic is not comfortable with most practitioners in the HR environment. Further, Shoeb (2015) stated that at the moment, the recent increasing trend of corporate focus on greening the business, the modern HR managers have been assigned with the additional responsibility of incorporating the Green HR philosophy in the corporate mission statement along with HR policies. Importance of Greening/Green
  8. 8. Authors Importance of ‘Greening’ or ‘Green’ Kathak and Pawan (2015), The stark realization of the impact of our day-to-day activities on the environment and the depleting natural resources have triggered, not just, individuals to go green but also organizations. The situation is grave. The globally growing concern for the environment compels businesses to move towards sustainable operations and formulate green policies. Furthermore, Kathak and Pawan (2015) argued that as companies begin recycling, upgrade to energy-efficient heating/air conditioning systems and seek production efficiencies that save energy or reduce carbon emissions, it’s natural to consider green benefits. Arulrajah and Opatha (2016) The employee is supposed to like ‘greening’ and enjoys doing ‘greening’ or he or she thinks that ‘greening’ is very important that the relevant top managers of the organization should develop programs to stimulate their subordinates to perform green duties to accomplish objectives relating to ‘greening’. Arularajah, Opatha and Nawarathne (2016) As the European Centre for the Development of Vocational Training in 2010 stressed that “Every job can potentially become greener. Understanding the environmental impact of a job, and its possible contribution to greener economies needs to be mainstreamed into education and training systems”. Avinash Pawar (2016) Organizations today trust that workers must be propelled, enabled, and naturally mindful of ‘greening’ with a specific end goal to do green management activities. Later studies have recommended that, because of the rising business case for green natural management, the situating of the ‘greening’ capacity assumes a key part in enhancing the ecological execution of organizations.
  9. 9. Authors Importance of ‘Greening’ or ‘Green’ Wayne O'Donohue & Nuttaneeya (Ann) Torugsa (2016) Their research findings highlighted that the significant moderating role of Green HRM in the implementation of a proactive approach to environmental management which successfully promotes the financial performance of small firms. Çigdem & Korhan (2016) Demand for green. As a general opinion, ‘green’ is perceived as marketable. The participants thought that customer sensitivity to ecological issues is increasing in Turkey, “People want to meet with green.” This is related to ecological tourism and its notably increasing demand. Pavitra Mishra, (2017) Interconnecting GHRM practices (such as green climate, recruitment, task force, environmental training, employee participation, performance management system, compensation, and benefits system) with green CSR will bring clarity to employees about the meaning and importance of greening for their organization. Sheena Fatima et al. (2017) If an organization would implement GHRM, the management should train employees to practice it, and then reinforce the behavior of obeying such practices by having HR officers link the reward schemes and provide green benefits. Poonam & Priyanka (2017) As Aggarwal & Sharma in 2015 argued that highlighted the concept of Green and Green HRM, along with focusing on its importance, advantages, and limitations for an organization that has an impact on sustainability. Weerakotuwa (2018) It is a growing need for organizations to move towards better environmental management: in other words, to go ‘Green’. Source: Hewapathirana , 2019
  10. 10. The Definitions of the Term GHRM Source Definitions Renwick, Redman and Maguire (2013) The integration of Corporate Environmental Management into HRM Jabbour, Santos and Nagano (2010) The greening of functional dimensions of HRM such as job description and analysis, recruitment, selection, training, performance appraisal and rewards, etc. Opatha (2013) All the activities involved in development, implementation and on-going maintenance of a system that aims at making employees of an organization green. It is the side of HRM that is concerned with transforming normal employees into green employees so as to achieve environmental goals of the organization and finally to make a significant contribution to environmental sustainability. It refers 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 Arulrajah and Opatha (2016) The environmental (green) orientation of all human resource functions or practices of an organization at all levels; Rethinking the basic concepts of HRM, its objectives, functions, processes, activities, and strategies in an environmentally friendly manner in order to accommodate the needs of ecological sustainability Bombiak and Marciniuk- Kluska (2018) The application of HR policies to promote sustainable use of company resources and to support ecology; and its primary objective is to develop ecological sensitivity in employees and to make them aware of how their own behaviour may affect the environment Opatha (2019) Concerned with planet-related matters such as green roles of employee, green HRM functions, green attitude and behaviour, and green performance of job Source : Opatha and Hewapathirana (2019), p.5
  11. 11. GHRM Characteristics 1. GHRM is a domain of HRM. 2. It is the result of the integration of environmental management into HRM. 3. It includes the greening of HRM functions. 4. It is a system of transforming normal employees in an organization into green employees. 5. It is for the benefit of the individual, society, natural environment, and the business. 6. It has policies, procedures, and practices that influence the greening of employees. 7. It focuses on the protection and enhancement of the natural environment through managing people at work. 8. It applies policies to support ecology. 9. It applies policies to promote sustainable use of organizational resources. 10.Its concern is with planet-related matters such as green roles of employees, green HRM functions, green attitude and behaviour, and green performance of the job. Source: Opatha and Hewapathirana (2019), p.11
  12. 12. The summary of studies reviewed on Green HRM functions from year 2000 to 2019 No Green HRM Functions Author/’s 1 Green Job Design Guerci and Carollo (2015), Arulrajah et al (2015), Opatha (2016), Aykan(2017), Bombiak & Marciniuk-Kluska (2018), Hussain (2018), Weerakotuwa (2018), Shah(2019), Dhawan(2019) 2 Green Job Analysis Opatha (2013), Opatha & Arulrajah (2014), Arulrajah et al (2015), Das et al (2016), Opatha (2016), Aykan(2017), Mohd-Yusoff et al (2017), Bombiak & Marciniuk-Kluska (2018), Shah(2019), Halawi & Zaraket (2018) 3 Green Human Resource Planning Arulrajah et al (2015), Opatha (2016), Aykan(2017), Hussain (2018) 4 Green Recruitment Renwick & Maguire (2008), Jackson et al. (2011), Cherian & Jacob (2012), Renwick et al. (2012), Opatha (2013), Opatha & Arulrajah (2014), Jabbar & Abid (2015), Renwick et al. (2015), Guerci and Carollo (2015), Ahmad (2015), Mehta & Chugan (2015), Bangwal & Tiwari (2015), Obaid et al. (2015), Arulrajah et al. (2015), Dumont (2015), Guerci (2016), Das et al. (2016), Jain(2016), Pallavi & Bhanu(2016), Opatha (2016), Pawar (2016), Aykan(2017), Mohd- Yusoff et al (2017), Mishra(2017), Likhitkar & Verma (2017), Siyambalapitiya et al (2018), Mashala (2018), Bombiak & Marciniuk- Kluska (2018), Hussain (2018), Shah(2019), Saeed et al. (2018), Zaid et al(2018), Halawi & Zaraket (2018), Dhawan(2019), Shahriari & Hassanpoor (2019), Ahmed et al (2019), Zubair & Ali Khan(2019)
  13. 13. Cont. 5 Green Selection Renwick et al (2012), Opatha (2013), Opatha & Arulrajah (2014), Renwick et al (2015), Guerci and Carollo (2015), Mehta & Chugan (2015), Arulrajah et al (2015), Dumont (2015), Das et al (2016), Jain(2016), Opatha (2016), Aykan(2017), Mohd-Yusoff et al (2017), Mishra(2017), Likhitkar & Verma (2017), Siyambalapitiya et al (2018), Mashala (2018), Hussain (2018), Shah(2019), Saeed et al(2018), Halawi & Zaraket (2018), Dhawan(2019), Zubair & Ali Khan(2019 6 Green Hiring - 7 Green Induction Opatha (2013), Opatha & Arulrajah (2014), Arulrajah et al (2015), Opatha (2016), Aykan(2017), Hussain (2018), Weerakotuwa (2018), Halawi & Zaraket (2018) 8 Green Performance Evaluation Renwick & Maguire (2008), Jackson et al (2011), Renwick et al (2012), Opatha (2013), Opatha & Arulrajah (2014), Renwick et al (2015), Guerci and Carollo (2015), Ahmad (2015), Mehta & Chugan (2015), Bangwal & Tiwari (2015), Arulrajah et al (2015), Dumont (2015), Das et al (2016), Jain(2016), Pallavi & Bhanu(2016), Opatha (2016) Pawar (2016), Mohd- Yusoff et al (2017), Mishra(2017), Siyambalapitiya et al (2018), Mashala (2018), Bombiak & Marciniuk-Kluska (2018), Hussain (2018), Farid & El- Sawalhy (2018), Shah(2019), Saeed et al (2018), Zaid et al(2018), Halawi & Zaraket (2018), Dhawan(2019), Shahriari & Hassanpoor (2019), Ahmed et al(2019), Zubair & Ali Khan(2019) 9 Green Training & Development Jabbour C.J.C.(2011), Opatha(2013), Opatha & Arulrajah (2014), Arulrajah et al. (2015), Dumont (2015), Guerci and Carollo (2015), Obaid & Alias (2015), Ahmad (2015), Arulrajah & Opatha (2016), Arulrajah et al. (2016),Opatha (2016), Patel (2016), Pallavi & Bhanu (2016), Weerakotuwa (2018), Yong, Yusliza & Fawehinmi (2019), 10 Green Career Management -
  14. 14. 11 Green Reward /Pay Management Jackson et al (2011), Bangwal et al (2017) , Cherian & Jacob (2012), Renwick et al (2012), Opatha (2013), Opatha & Arulrajah (2014), Jabbar & Abid (2015), Renwick et al (2015), Ahmad (2015), Mehta & Chugan (2015), Bangwal & Tiwari (2015), Arulrajah et al (2015), Dumont (2015), Das et al.(2016), Pallavi & Bhanu(2016), Opatha (2016), Pawar (2016), Mohd-Yusoff et al. (2017), Mishra(2017), Likhitkar & Verma (2017), Bangwal et al. (2017), Siyambalapitiya et al (2018), Mashala (2018), Hussain (2018), Farid & El-Sawalhy (2018), Shah(2019) , Saeed et al (2018), Zaid et al.(2018), Halawi & Zaraket (2018), Dhawan(2019), Pham et al. (2019), Shahriari & Hassanpoor (2019) , Zubair & Ali Khan (2019) 12 Green Incentives Management Guerci and Carollo (2015), Dhawan(2019) 13 Green Welfare Management Mishra(2017), Weerakotuwa (2018) 14 Green Discipline Management Renwick & Maguire (2008), Opatha (2013), Opatha & Arulrajah (2014), Arulrajah et al (2015), Jain(2016), Opatha (2016), Shahriari & Hassanpoor (2019) 15 Green Health and Safety Management Arulrajah et al. (2015), Opatha (2016), Shah(2019) Zubair & Ali Khan(2019) 16 Green Management of Employee Movements (Turn Over) Renwick & Maguire (2008), Ren et al (2017), 17 Green Grievance Management Jain(2016), Siyambalapitiya et al (2018) 18 Green Labour/ Employee Relations Renwick & Maguire (2008), Renwick et al (2015), Ahmad (2015), Arulrajah et al. (2015), Opatha (2016), Likhitkar & Verma (2017), Siyambalapitiya et al (2018), Mashala (2018) Farid & El-Sawalhy (2018), Shah(2019), Dhawan(2019), Shahriari & Hassanpoor (2019) Source: Hewapathirana , 2019
  15. 15. The Summary of different Green HRM Functions Green HRM Functions Author/’s Employee Involvement Renwick & Maguire (2008), Renwick et al. (2015) Participation Renwick & Maguire (2008), Renwick et al. (2015) Green empowerment Mashala (2018), Renwick et al. (2015) Employee Motivation Renwick & Maguire (2008), Renwick et al. (2015), Bissing-Olson (2013) Source: Hewapathirana , 2019
  16. 16. Advantages of Green HRM 1. Helping companies to bring down costs without losing their talent. 2. Organizations have huge growth opportunities by being green and creating a new friendly environment, which helps in enormous operational savings by reducing their carbon footprint. 3. It helps in achieving higher employee job satisfaction and commitment, which leads to higher productivity and sustainability. 4. Create a culture of having concern for the wellbeing and health of fellow workers. 5. Improvement in the retention rate of the employee.
  17. 17. Advantages of Green HRM 6. Improved public image. Any time a firm adds a green initiative to its workplace, it can use the event to generate positive public relations. Organizations can promote environmental contributions to the media through press releases to earn the attention of potential customers and possible new sales. 7. Promote employee morale. 8. Improvement in attracting better employees. Dolan’s (1997) study of USA MBA students found that most of the graduates would take a lower salary to work for environmentally responsible organizations. 9. Reduction in the environmental impact of the company. 10. Improved competitiveness and increased overall performance. Cont.
  18. 18. 11. Reduction of utility costs significantly. Even small businesses can significantly reduce their utility costs by using technologies that are energy-efficient and less wasteful. 12. Rebates and Tax Benefits. Going green is easier with the assistance of governments, local authority, Water supply authority, and electricity companies that offer tax incentives and rebates. 13. Increased business opportunities. Some government agencies, commercial businesses, and non-profit institutions mandate that only businesses that meet specific green standards can bid on their contracts. Some also mandate that their purchasing departments only buy green products or use products and services sold by companies that meet certain green standards. 14. Reduction of environmental damage. Encouraging employees, through training and compensation, to find ways to reduce the use of environmentally damaging materials. Advantages of Green HRM Cont.
  19. 19. Green HRM Bundle and Green Orientation of HRM
  20. 20. Green HR requirements (needed to achieve corporate environmental objectives) Figure 8.3 Source – Green Human Resources Requirement (Opatha and Arulrajah, 2014, p.105) Green Competencies Knowledge and skills about greening Green Attitude Cognitive aspect (believing in greening) Affective aspect (Positive feeling about greening) Behavioural aspect (intention to behave positively) Green Behaviour Green Organizational Citizenship Behaviour Green interpersonal Citizenship Behaviour Green Official Behaviour Green Results Green Innovation Green Outcome
  21. 21. General System Theory (GST) Source : Adapted by Hewapathirana et al. (2020)
  22. 22. Thank You!

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