Impact of Green HRM for business organizations.

 

Green HRM is refers to all the activities involved in development, implementation and ongoing 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. The purpose of Green HRM is to create, enhance and retain Greening within each employee of the organization so that he or she gives a maximum individual contribution on each of the four roles, i.e., preservationist, conservationist, non-polluter, and maker. (Opatha, H. H. D. N. P. 2013)

Benefits of Green HRM?

• ·       Organizations have huge growth opportunities by being green and creating a new friendly environment, which helps in huge operational savings by reducing their carbon footprint.
• ·       Create a culture of having concern for the wellbeing and health of fellow workers.
• ·       Improvement in the retention rate of the employee.
• ·       It helps in achieving higher employee job satisfaction and commitment, which leads to higher productivity and sustainability.
• ·       Improved public image.
• ·       Promote employee morale.
• ·       Reduction in the environmental impact of the company.
• ·       Reduction of environmental damage.
• ·       Encouraging employees, through training and compensation, to find ways to reduce the use of environmentally damaging materials.

Disadvantages of Green HRM

• ·       Initial costs.
• ·       Inadequate savings.
• ·       Increased capital outlays.
• ·       Uneven competition.
• ·       Marginal impact.

The theory is that if everyone were to go green, it would have a significant and noticeable impact, but not everyone can be convinced to go green, and many believe that doing so has no real impact outside of economics. This makes going green a personal choice for many.

• ·       Employee apathy and reluctance

Many employees feel that it is not their responsibility to protect the environment while they are at work.

 

Conclusion

Nowadays industries consume more energy than what is essential, so it leads to more pollution. That’s why it is necessary to create a managerial system based on green processes and products to decrease the pollution. Besides, the opportunities are provided in green technology. Green HRM is more and more important nowadays to reduce the global warming, to reduce the natural disasters (Acid rains, red rains, Tsunamis, flooding, hurricanes, droughts etc.), to reduce the health diseases owing to pollution, minimize harms to animals and other natural creatures, to ensure survival of humans and business organizations for a prolonged period of time.

 

 

References

Iedunote. (N.D.) Green HRM: Definition, Advantages, Green HRM Practices, Policies.[online] Iedunote. Available from: https://www.iedunote.com/green-hrm [Accessed 29 March 2021].

 Opatha, H. H. D. N. P. (2013) Green Human Resource Management: A Simplified Introduction. Department of HRM University of Sri Jayewardenepura, Volume 01, No.01, 2013 [Online]. Available at http://www.dr.lib.sjp.ac.lk/bitstream/handle/123456789/3734/Green%20Human%20Resource%20Management%20A%20Simplified.pdf?sequence=1&isAllowed=y. [Accessed on 29^th March 20]

 Piyush Jha (2016) Green HRM. [online] Available from   https://www.youtube.com/watch?v=1UYdQHHbxcU [Accessed 30 March 2021].