Going Green HR Policies

 

Going Green HR Policies

           

Sustainability is becoming the most common concept that is discussed today. Among all these strategies Green HR is used as a modest trend in HR. It is to ensure that all HR functions have used the concept of Green from training, development, and up to the recruitment process that is been considered going green and to ensure that that is carried out in an ecofriendly method. Green means environmental. „Green‟ or „Greening‟ has at least four meanings in the context of managing people at work/human resource management (HRM).

 

Why Now?

Sustainable HR is an updated concept of HRM based on creating a dynamic workforce plus being mindful of the ecological footprint.

Improve global awareness:  As environmental issues are arising day by day organizations should be attentive to relocate their impact on earth and to contribute via a sustainable way by following Green HR practices. 

Changing workforce dynamics:  Currently, more percentage of employees consider about the value of purpose under the work schedule purpose, and meaning in their engagement under such practices will keep the employees under high spirits and Sustainable HR practices provide a platform for organizations to demonstrate their commitment to making positive impacts that extend beyond profit margins, offering greater appeal to today’s job seekers.

 

Plus, points?

1.   01. Improvements in communication and collaboration

             Green HR always encourages all employees to communicate and improve their work.                 relationships.

2.    02. Increased Employee Engagement

They will always engage in activities plus the feeling of contributing will highly motivate them. They will always feel that they are also part of a community.

 

3.    03. Enhanced Organizational Efficiency

Green HR would enhance the processes and procedures resulting to increase the productivity. This would take away the boredom and support the value system within itself.

 

4.    04. Reduce the Cost.

Most of the Green HR practices would reduce the wastage and support to reduce the production costs which would increase from the other end to maximize their profit. While protecting the environment would support to the achievement of organizational objectives as well.

 

5.   05. Improved sustainability

Implementing sustainability will measure the consumption of energy and reduce the consumption of paper and toner plus the other energy sources as well.

 

 

How you play the game Implementations within

 

Having employees use public transportation and encouraging them to work remotely and promoting recycled materials plus conducting energy audits will always ensure are few examples for Green HR management practices.

Only by reducing the impact of the operations will not be a practical way of doing this but by using the steps to reduce the environmental impact of operations and to guide the bottom layer of the organization would be a sustainable effort under the practices such. “The environment has negative impact due to human footprints and has raised the global impact. (Rugman & Verbeke 1998).

·        Encouraging employees to get involved in participation. This refers to the given content that the employee participation should be more, and it should compensate with monetary figures either 100% or less.

·        And encouraging the usage of basics like encouraging the use of porcelain mugs or recyclable usage. So that to promote and practice the 5 R’s (refuse, reduce, repair, reuse, and recycle)

·        Practice the (refuse, reduce, repair, reuse, and recycle) at the office; reduce the wastage of paper plus using electronic signatures to promote go green concept.

·       Use email and soft documents for the internal communication plus in hiring and recruitment process.

 

 

How you play the game

Discussion of a Few HR Functions

 

1.Green Human Resources Management – Recruitment & Job Design

 Will continue before higher the workers even the JD would have designed together with other department and also Job advertisement even would design, and it shows the concerns that the organization carries plus the values and improve and promote the brand image of the company.

 

2. Green Human Resources Management – Selection Methods

Selection procedures will carry on based on the Candidate attitude towards the green practices that the values that the company has been practicing so far. After screening the CV HR should make sure that interview on such manner. That candidate would evaluate such as asking few questions related to climate changes mixes a business case with sustainability issues are two easy ways to understand someone’s degree of ecological awareness.

It is analyzed that that less number of organizations will focus on the individual level of impact (Daily et al., 2009).

 

Alternative to this to make sure the area is tested by offerings a google form test or checking the candidate walk in with training regarding to particular area in the end, a green score can also be given to each candidate and added to the overall spreadsheet of scores (if the traditional selection method taught in HR courses being followed) that will ultimately rank the top candidates.

 

3.Green Human Resources Management – Under Operations Process

HR can develop this procedure mainly with new recruiters and continue with that. 

 Online procedure can use to collect employees’ details and the documentation process can be shifted to provide based on the Internet such as offer letters, Promotional letters and the collection of CVs have done only through the email rather than by asking them to print and bring.

 Requesting for soft copies of certificates maintaining folders for each employee and to collect and to handle employees’ personal details employees’ documentation such as offer letters, credentials, CVs, or recommendation letters. It can as well be used with current employees’ health insurance or car contracts, salary, or information on other benefits.

 

This can implement with the newcomers via the induction session that is designed by educating them the company’s green policies and practices and values so they can mix with the culture easily and through introducing the green concepts will be helpful to run out the process easily and smoothly with less conflicts.

As discussed Green HRM has the primary objectives which lead towards the main objectives of efficiency, reduction of cost and CSR still there few according to - Parul Deshwal, it has the following benefits as well.

 

• ·        Improve the retention and turn over.
• ·        Building the brand and reputation improving the market share.
• ·        Increasing the quality internally and externally.
• ·        Reduction of cost with the use of managing the resources efficiently.

It is mentioned that the environment would change based on the employees (Harries & Helen, 2012). Happy Employees will lead to Happy customers and Green HRM practices will keep the organization standing above the competition. Go green will never disappoint you or either the workforce employment of green staff will be keeping more impact in the culture that exists within the organization.

Take a step in the right direction!

The Role of HR in Sustainable Business | Tyra Malzy | HR Leaders Podcast - YouTube

List of References

 lshuwaikhat, H. M., & Abubakar, I. (2008). An integrated approach to achieving campus sustainability: assessment of the current campus environmental management practices. Journal of Cleaner Production, 16, 1777–1785. http://dx.doi.org/10.1016/j.jclepro.2007.12.002

Haden, S. S. P., Oyler, J. D., & Humphreys, J. H. (2009). Historical, practical and theoretical perspectives on green management: an exploratory analysis. Management Decision, 47(7), 1041–1055. http://dx.doi.org/10.1108/00251740910978287

Harvey, G., Williams, K., & Probert, J. (2013). Greening the airline pilot: HRM and the green performance of airlines in the UK. The International Journal of Human Resource Management, 24(1), 152–166. http://dx.doi.org/10.1080/09585192.2012.669783

Daily, B. F., Bishop, J. W., & Govindarajulu, N. (2009). Conceptual model for organizational citizenship behavior directed toward the environment. Business & Society, 48(2), 243–256. http://dx.doi.org/10.1177/0007650308315439