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Across the globe, we are moving from an industrial-based financial system to a talent based economy. We are also entering a green economy – one in which consumer and employee expectations and future environmental change will require businesses to address “green” issues. Environmentally conscious organizations will become increasingly prominent as we re-enter into a period of growth. While CO2 growth may have stabilized during the recession, it is destined to increase again as businesses increase production and other business activities. In addition, during the recession, the main environmental focus of many businesses was placed on reducing waste and optimizing resources. A renewed focus on growth provides unique opportunities for businesses to become green by looking at ways to create new environmental DNA while producing operational savings by reducing their carbon footprint.
What is Green HR?
The term ‘green HR’ is most often used to refer to the contribution of people management policies and practices towards the broader corporate environmental agenda. Typical green activities include video recruiting, or the use of online and video interviews, to minimize travel requirements. Green rewards can include the use of workplace and lifestyle benefits, ranging from carbon credit offsets to free bicycles, to engage people in the green agenda, while continuing to recognize their contribution. While many employees often feel it is not their responsibility to protect the environment while they are at work, the new workforce of millenials are emphasizing environmental consciousness as they chose their employers. There is also a broader opportunity to engage the workforce given that more and more people seek meaning and self-actualization in their jobs. Other simple green actions include minimizing the amount of printed materials used in performance management, salary reviews and so on. While there is definitely a substantial amount of ‘green washing’ occurring in reducing waste, there are many opportunities here too. However, HR is never going to have a truly significant impact on a business through the improvement of HR processes alone so the greater opportunity is to contribute to the green agenda of the business as a whole.
Building the Green Business
HR can have a significant impact on the broader green agenda. For services-oriented business in particular, employee focused green initiatives can be extremely impactful since the workforce is often the largest single contributor to waste and pollution. Although green initiatives are often supported by an operations group, HR can also play a role in reviewing how the business works and identifying how people can act differently in order to reduce their use of energy and materials.
but finding more green ways to do business. this is not just about making the existing business more green. hairy. engaging employees and building a strong employee-centric culture. Strong environmental management can – and should – have an economic impact to an organization including reducing operational costs. HR can also work collaboratively with the workforce to encourage employees to think more environmentally consciously when developing products and services (and even creating products and services to help customers manage their environmental impacts). Unless employees are already highly engaged in helping a business succeed. and being able to compete for critical talent more effectively by leveraging an employment brand. Product and manufacturing companies have a great opportunity to look for supply chain efficiencies that can have both a long-term economic and environmental impact. More than a half a million of Wal-Mart employees have made personal commitments to the environment by supporting company-sponsored initiatives. In other words. 2 . Wal-Mart has been using ‘going green’ to offset negative press coverage regarding its treatment of employees and impact on local communities. for most businesses. flexible work schedules (allowing people to travel outside peak times). the employees and the profitability of the organization. Increased efficiencies in organizational hierarchies. establishing a green agenda can have a big impact on an organization and can also increase HR’s impact outside of traditional workforce and personnel areas. in the words of Jim Collins a BHAG – or big. if continued over a relatively lengthy period of time. “hot. it is unlikely that they will be very highly engaged in helping the business through better environmental management Creating a Green Brand Creating a green initiative requires a comprehensive approach throughout the organization. creating a green brand can be. In the evolution of HR. can make a very worthwhile contribution to the environment. organizations can embed a green “brand” at the core of the corporate strategy and throughout all aspects of sustainability and corporate social responsibility. Rather than using environmental policies to help achieve existing business objectives. The green opportunity for many organizations can be a compelling competitive advantage. an employer’s carbon footprint.Creating High Performing HR Systems: Green HRM A relevant focus should be placed on job and organizational design. Companies such as GE. it is both about seeking to recruit people who see environmental management as important. In terms of the corporate brand. increasing sales in new markets. including travel. etc. Shell and Nike have recreated their corporate brands around their social and environmental behaviors. there will still be limits to how far this approach can go. In terms of the employer brand. audacious goal. However. Sustainability and environmental management can be used as a beachhead for a number of ongoing initiatives which. Being “green” can become an integral part of the company’s way of doing business and a basis for both the organization’s corporate and employer brand. can uncover significant cost savings and efficiencies. more virtualized work or eliminating unnecessary time spent in the office and optimizing the use of company resources. Increasingly. companies around the global are supporting greener options include telecommuting.desking” or hostelling office space..
and then receiving a small discount off a cup of coffee. Sky have also made additions to their holiday discount scheme to feature holiday companies operating in an environmentally friendly way. to help pupils undertake environmental projects. As described above. has established a ‘bigger picture' strategy to raise its customers’ awareness of the impact that individuals have just from living their lives. and a by-product of organizational green initiatives will often be increased awareness and visibility as an employer of choice in this important demographic. for example allowing employees to buy a coffee mug at their coffee bar rather than using disposable cups. but still very effective (at least for raising awareness). and to their volunteering program. for example to volunteering in schools. Specific actions within the company’s green program have included offering staff incentives for buying a hybrid car. 3 . on public transport and bikes. the opportunity includes: • • • Green HR activities reducing the environmental impact of HR activities Support for the green business. particularly ones in the younger Generation ‘Y’ and Millennial groups as being increasingly important as they make career decisions. Prizes are given to people with the most points. the largest UK-based television service. and beyond. Green initiatives are seen by prospective employees. providing the opportunity to significantly transform the way an organization works. Each employee’s individual portal to the company’s intranet shows a coral reef. Fewer points means the reef starts to get dirty and all the fish swim away. and to engage them in practical and inspiring ways to use energy efficiently. reducing the organizational impact on the environment. This is a really simple but also an imaginative and engaging solution Developing a green HR strategy provides a great opportunity for HR to increase its impact on the business. savings on carbon offsetting. and the more points that employees earn -.Creating High Performing HR Systems: Green HRM British Sky Broadcasting (Sky). Creating workplaces of the future. engaging staff in higher impact changes Creating a green employer as well as corporate brand. Sky has also launched a carbon credit card where employees receive points for taking public transportation or walking to work. Competition for the most talented of this generation is expected to be fierce. or video conferencing rather than taking a flight. and making strides to becoming a highly admired employer are all benefits that can accrue from the ‘greening’ of HR.the more fish and perhaps a shark swim around the reef. The company believes that to support this it needs to help its employees inspire others by becoming more progressive and efficient in their own energy use. The opportunity may be particularly significant in the US where businesses have typically done less to develop a positioning in environmental management. Some of the company's actions have been really simple.
few firms have made a concerted effort to leverage the company's environmental stance as a critical point in recruiting pitches.g. knowledge management. economic.g.. the world's only "recruiting machine. 4 . Like many emerging green companies. policies and/or practices that support or inhibit change around environmental issues International differences in Green HRM practices The Role of the HR function in environmental management The role played by trade unions and employee representatives in environmental Management Changing attitudes and behaviors related to environmental issues in the workplace A critique addressing the pros and cons for research and/or practice of focusing narrowly on environmental management versus addressing environmental concerns as part of a more expansive approach (e.Creating High Performing HR Systems: Green HRM Green hrm helps in following activities The influence of social. market and other external forces on the approaches to environmental management adopted by firms Workforce development needs created by increasing demand for employees in the newly emerging green economy Discussions of how and to what extent HR policies and practices can improve the environmental performance of organizations Specific HR philosophies. those related to strategic competitiveness. Firms like Google. and yes. even oldschool General Electric have led the way by undertaking major efforts to make being environmentally friendly a critical element of their employment brand. focusing on the Triple Bottom Line or striving for “sustainability”) Discussions of how current theoretical perspectives and frameworks (e. communities of practice) can be applied by reflective practitioners to create an eco-friendly organizational culture Recruiting & Selection Green Recruiting – Google Until recently. learning organization." leads the way not just in its environmental practices but also in publicizing their environmental record and approach. Google has hired a director who coordinates corporate environmental efforts in an attempt to match their corporate business strategy with their environmental efforts. Timberland. Google..
Awareness-raising events such as their water and energy weeks encourage employees to use resource efficiently. staff attending Gaydon's energy awareness day learned about the importance of energy efficiency and were offered grants towards insulation for their own homes. legal and compliance functions through mandatory training on compliance requirements and execution at events in Europe (Prague). in fiscal 2008.to boost their recruiting leverage. key goals and environmental commitments. Their employees also learn about: environmental nest practice by observing the good work done by their colleagues and promoting these achievements through company magazines.Creating High Performing HR Systems: Green HRM Green Recruiting Helps Bring in Top Talent . from basic awareness to spill response training. recruiting experts say. they held events at Gaydon and Halewood to promote water . They plan to hold further awareness events at all sites in 2008. They also designed a special course for their global auditor training program in how to work with the corporate responsibility Module in regular supplier quality audits. professionally and precisely. 'centers of excellence' were used as best practice example on which to base environmental performance of the whole plant. UK Land Rover Group encourages all their employees to play a role in reducing the impacts of our operations. adding a special module on supply chain sustainability which they co-developed with their operating units and based partly on real-world situations that they had experienced.Land Rover Group.and energy . can help lure applicants. we not only trained their procurement staff intensively but also those in key interfacing roles such as quality management. and Latin America (Mexico and Colombia). compliance and legal affairs. These training help to ensure that their employees are fully equipped to answer questions on sustainability in the supply chain.General Electric In the race to attract the most talented innovative employees. Environmental notice boards at all sites display their sustainable development policy. they continued their successful program of procurement compliance conferences and put more then 400 senior managers in procurement. At Solihull.S. quality management. India (Mumbai). They run suggestion schemes to encourage employees to come up with new ways for us to reduce their environmental impacts. some companies like GE are painting themselves in green . In 2007. In addition. They also extended their procurement training program.a rich environmental green . Training Raising Employee Awareness .saving ideas through competitions and give-a ways. 5 . An environmental pedigree. Employee Training – Siemens Key activities in fiscal 2008 also included delivering more extensive training to employees who interface with suppliers or who specialize in providing buyers and quality managers with professional support in implementing the Code of Conduct for Siemens Suppliers. (New York). the U. They communicate with staff about environmental issues through briefings and regular newsletters. This is why. All Land Rover employees receive environment training appropriate to their job. For example. and to take appropriate action.
emphasizes only the addition of knowledge: The higher the SVA/1b. and saving them nearly $300 million. halving their waste release. Now standard practice company-wide. So far. the new metric provides a useful indicator of the long-term sustainability of different growth strategies. as such. estimate the potential cost savings. later estimates for 3M are that their 3P program has seen employees propose more than 4. determine future career development and remuneration. 6 . Rewards 3P(Pollution Prevention Pays) Program .Creating High Performing HR Systems: Green HRM Performance Management SVA/1b (shareholder value added per pound of production) – DuPont DuPont defines SVA as the shareholder value created above the cost of capital. preventing 1.3M 3M has encouraged employees to propose changes to generate revenue and reduce pollution through their Pollution Prevention Pays (3P) program. The inclusion criteria have been tightened up over the years in order to focus on those projects which are significant at a group level. their purpose is to enable management-level and non-managerial employees alike to set clear personal goals and to give and receive continuous. but SVA/1b. Along with more traditional financial measures like return on invested capital and cash flow. 3M claim their 3P initiative has produces more than 2. Indeed. The competition is open to individuals or teams of up to three employees. ECompetition – Roche Employees submit their suggestions as to how Roche can help to protect the environment or use energy or natural resources more efficiently. They provide a transparent measure of employees' environmental performance and accomplishments and. the greater the knowledge intensity in creating economic value. Performance Review Process & Management Review – Siemens Siemens' most important HR management instruments are their Performance Review Process and their Siemens Management Review.. Managers at the local site level then examine the feasibility of their employees' suggestions. and prizes are awarded for the best submissions. Ideas are evaluated by a team consisting of the eco-delegates and two members of the corporate SHE department (CSE). and saving them $850 million in pollution control and raw material costs.7 billion pounds of pollution. which typically is 10% to 12% for corporations in the United States. and commit to implementing the proposed improvements. open feedback.500 pollution solutions. A company can increase its SVA by adding either material or knowledge or both.750 projects worldwide.
The Green Core Team's role is that of a catalyst and driver for company-wide green targets. Worldwide. To fight corruption. Team Organizing Green Core Team – Avaya Avaya's executive team oversees the Green Core Team and considers Avaya's environmental stewardship a top priority. Compliance conferences in the regions and regularly scheduled meeting with their worldwide compliance Officers support their goal of strengthening cooperation within the compliance organization and exchanging best-practice examples. without any ifs. UK. All business activities have to comply with applicable laws and regulations. was launched to enable their people to share in the company's environmental success and to help them accumulate assets. ands or buts. 7 . Siemens also has internal organizations that are binding worldwide. They see the work of the compliance organization as an important career step for the respective compliance employees. environmental responsibilities were introduced in all job descriptions.Creating High Performing HR Systems: Green HRM Share Matching Plan – Siemens Siemens' Share Matching Plan. all Siemens managers and employees are bound to a fundamental rule: zero tolerance for corruption. This is backed by a Competency Management Program initiated together with Corporate Human Resources to systematically support and promote employees in the compliance organization. Under the terms of the scheme. open to their entire employee base as of fiscal 2009. therefore environment was defined as a criterion for the selection of new employees. Their compliance organization has been designed to provide interfaces and full transparency with other staff functions as well as with the company's operational units. participating employees receive one free Siemens share for every three shares they have purchased. roadmaps and actions. provided the latter are retained for a period of three years Job Description Land Rover's Environmental Job Description In the Rover Group. Compliance Organization – Siemens Clean business everywhere and at all times: this principle guides Siemens' actions and their company culture.
members of the managing board." All Siemens managers are required to spread this message from Siemens president and CEO Peter Loscher throughout the company. Organizational Learning Organizational Learning of Colombia's Cauca Valley In 1968 and 1993. "Only clean business-everywhere and at all times. which focused on transferring knowledge to employees and the various productive units. because a worldwide employee survey on compliance conducted in the summer of 2008 confirmed that their messages have reached their employees. The success of the environmental management activities of this organization has to be attributed to its effort of organizational learning. Organizational Learning of Dow Chemical Dow Chemical in the USA annually publishes its Waste Elimination Idea Book.Creating High Performing HR Systems: Green HRM Organizational Culture "Tone-from-the-top" Principle – Siemens The behavior of managers plays a decisive role in the creation of an integrity culture. it took into account the opinions of the representatives from local companies when devising its strategies. Their top management acted as compliance ambassadors and spoke at employee town hall meetings and with local managers about the importance of compliance. It contains the main ideas and projects used in procedures of pollution reduction in one year. by using a process of attempt and making mistakes. By the end of the period being reported. Nowadays. Cauca Valley could continuously improve its programme of pollution reduction of effluents because. pollution reduction programmes run by this Colombian company are recognized by the World Bank as some of the most effective in the world. The visits focused in particular on those countries that are especially important for the success of the compliance program due to their high business volume or existing corruption risks. 8 . Compliance has the highest priority at Siemens as part of their corporate responsibility. These efforts paid off. This book is distributed to the various plants of the company in order to motivate discussion. the chief compliance officer and top managers of the compliance organization had visited a total of 54 regional companies. Learning by exploration took place when Cauca Valley corporation introduced a system of fees to control the water pollution by companies of the region.
building green responsibilities directly into job descriptions could provide a two-fold benefit. being green could be strategically valuable to tomorrow’s HR. the company behind the survey. managing director of Buck’s Communication. why not ask yourself what role you could play in helping to save the planet. With these competencies in mind. If you work in HR. For example. which analyzed responses from 93 organizations from a range of different industries. In this respect. people want to work for greener businesses. it could work with decision makers to define and disseminate information and instructions to its people. printers and lights when leaving the office. and second. As well as contributing to an important corporate social responsibility. the motivation to get involved might be driven by the fact that. concluded that “there is still much more that organizations can do”. HR could work with IT departments to define policies on the correct use of computer power management systems. If being green is not reason enough. More widely. and promoting the reduction of paper use. HR has a significant opportunity to contribute to the green movement. If HR has a vested interest in a company’s environmental practices. with the overall objective of improving business performance. including encouraging online/tele-conferencing to reduce travel. A survey conducted in the US. re-training and behavioral management of people. first ensuring green policies are explicitly part of an employee’s responsibilities. this positive action could make the company a more attractive employment proposition for new talent. HR is already involved in the development. or promote the importance of turning off computers. Its closeness to people across departments makes it arguably the best-placed business function to introduce and enforce greener working practices and change environmentally unfriendly behaviors. Increasingly. It also has a role in defining organizational policies. or where video or web conferencing could be used as a greener alternative. it could position the business as a more attractive proposition to new talent. a role which could help to both save the planet and recruit new employees. It is clear that whilst HR cannot always take the lead in an organization’s green approach. increasingly. it is apparent that managing certain green policies from within HR could be advantageous. training. HR could play a role in defining policy. 9 . providing routes for employee feedback on ideas which could help to improve environmental efficiencies. Employees who are familiar with their own job roles may be best-placed to identify green opportunities and proactively suggest improvements. HR could define instances where face-to-face offsite meetings are necessary. For example. identified some commonly practiced green-friendly HR initiatives. HR leaders could pursue green initiatives on a number of levels. Human resources (HR) has a role to play in building greener businesses. And while its scope may be limited to managing the behaviors of people (as opposed to directing wider strategic or operational policies). so that they can learn how to behave in more environmentally friendly ways.Creating High Performing HR Systems: Green HRM HR has a role in the pursuit of greener business practices. new recruits are likely to consider the green credentials of employers. Don Sanford. To go further. such as flexible working rules or codes of conduct. The survey commented that “employee involvement in green programs dramatically increases when organizations appoint an individual to lead the efforts”. Where an individual’s choice of behavior could impact the environment.
possessing solid business acumen and be able to connect the soft skill and process dots to hard dollars. Many publicly traded company operations are subject to multiple jurisdictional requirements. Once this is defined. it will need to be incorporated into the company’s vision. values as well as touted in their marketing materials. You want to score some significant green points with the C-suite? Learn more about the new reporting laws and create ways to support your CFO in this requirement. Skills. it is the wave of the future and a way for HR to align themselves more closely with the CFO and financial accountability. 10 .Creating High Performing HR Systems: Green HRM How to Create a Sustainable … Green … HR Function Knowledge. and all communication vehicles. While there are websites that can help you do this. The Financial Accounting Standards Board is looking for more footnote disclosure about a company’s environmental liabilities. No easy task here. from very local to international or supranational regimes. certain new and proposed changes to environmental accounting rules may affect current and near-term qualitative and quantitative disclosure. According to a memorandum by Betty M. The role would be highly visible and would have to form strong communication channels. both internally and externally. this also will take savvy communication and collaboration skills to interface with all functions with in the organization. which includes recruiting and all of its processes. the sustainability officer will be responsible to identify the current carbon footprint. Then I would recommend a three-step process to recreate the HR function. so a good team approach and an ability to influence others will be a must. and Abilities (KSAs) Once the organization establishes that social responsibility and sustainability is important to their business strategy. A sustainability officer need not have 100 years experience in that one industry. they must define what this will mean to the company. website. This is not a “nice to have” activity.com. but we know most HR folks go into HR so they don’t have to deal with numbers all day long! (Side note here: that perception sure is changing!) Relating to finance. but assigning the deliverable to one job function actually makes quite a bit of sense. it was reported that environmental costs and liabilities associated with preparing environmental disclosure for Securities and Exchange Commission filings can be a complicated process.carbonfootprint. but should understand the business as a business . mission. such as www. so some good PR and platform delivery skills would be required. Dealing with all the related functions to get the messages created and delivered will be challenging enough. according to a Harvard Law School Corporate Governance blog posting. The person filling the role will need to be a team player with an exceptional attention to detail. Recently. Finance background is always good. Huber and Brianne Lucyk.
deploy steps to eliminate waste. or the ability to donate reward monies to charitable causes. Eliminate Using proven business process re-engineering. When I was investigating whether organizations go green to save money or for more esoteric reasons. These methodologies are accepted business practices even for the “soft” processes. but also support the alignment of personal values with organizational values on many different levels. and procedures and communicate them effectively. Focus on creating a congruent and authentic employment brand will help your organization 11 . and relational activity. it also applies to retention. We worked together to eliminate redundancy. Total Quality Management and Continuous Quality Improvement are not just for Six Sigma companies. and enlightenment is staggering. What is the company’s business proposition as it relates to being green? While sustainability is a factor in building an employment brand and HR function of the future. She explained that her organization did not go green for social consciousness. After forming a representative team of subject matter experts. mission. That struck me as funny. Include your leader in this exercise allowing them to see what needs to be cut and the potential cost benefits from making the commitment. you probably have a ton of practices that could use some dusting off and reinvention. use of green fuels and solar power. but more for the realized cost savings and process improvement. The outcome was that the team reduced the cycle time for the vacancy rates by 60%! Trust me here.Creating High Performing HR Systems: Green HRM Evaluate Does the company’s organizational culture. It continues to be abundantly clear that values not only create cultures. waste. Don’t allow for “green washing. it was just not the impetus I expected for launching their sustainability efforts. Illuminate Bring to life the new concepts.” You cannot afford a misstep in this communication activity. Not that they don’t leverage their green side. vision. as I travel so much and have always applauded hotels that have implemented so many green approaches. When I was an internal in Health Care. we deployed the Juran principles to the cycle time for filling vacancies for our nursing positions. and values support social responsibility? Organizational culture and values congruence is paramount the creation of a green recruiting function. Process re-engineering related to being green might be a chicken and egg situation. personal evolution. and duplication of efforts. The amount of blogs that speak to values. we began creating a process map which allowed us to all see the complicated steps that had been created in this process. I had a conversation with a high level HR professional in the hospitality industry. These are just some of the latest trends in going green. Some of these incentives include subsidies for buying hybrid cars. on-site farmers’ markets. processes. Organizations that are not implementing environmental policies or changing the way they’re doing business may lose current employees to companies that have established themselves as an eco-friendly company or offer socially responsible incentives. deeper connectivity. This all feeds into the school of thought that today’s individuals are seeking experiences with deeper meaning.
. This is not a “flavor of the month” or a new concept. Companies large and small are seeing a significant increase in the ROI of their recruitment and retention programs by creating an employment brand. Corporate Office Building Greening the building means getting certified as a “GREEN BUILDING”. ESSENTIAL GREENING ACTIVITIES FOR HR 1. Smarter Performance which translate into cheaper products. Gaining Reputation. It’s economically useful has a direct impact on the profit and enhances the return on investment. Some practices can be: Mandating use of disposable paper Giving option of drinking coconut water in canteen instead of soft drinks Switching off the system at lunch time. By this it can save around 50% of all the energy consumed in the economy as it uses air conditioners and office equipments. Separate Department Having a separate department like “ENVIRONMENT MANAGEMENT TEAM” which drive the green awareness both within and outside to as a social contribution. Its impact on business and HR. Low cost. and repel employees. Car pooling Using natural daylight instead of electricity 12 . Fortune 500 companies have been doing it for years and your organization might have the right stuff…you just might not be leveraging your green practices and programs in your recruitment efforts. One component of a significant employment brand is its green recruiting practices. retain.Creating High Performing HR Systems: Green HRM attract. perception and goodwill. Better Power Utility. Two bodies are set up with the help of UN for certification--- LEED INDIA GRIHA 2.
buying hybrid cars. Elimination or reduction in the use of bottled water. newspapers. Initiate Cleanliness Drive Local news papers helps in initiation of cleanliness and educating underprivileged ones with the help of volunteers 6. Create an Questionnaire “How to green our company” And get it filled by the top management as it creates awareness at right place and amongs right people. using mass transit. Changing transportation habits. 4. Increased recycling Decreased printing 8. pen .Creating High Performing HR Systems: Green HRM 3. 5. including limiting car trips. photocopy ink. plastic and Styrofoam cups 9. and biking or walking to work. that are subscribed by the organization and their disposable. EXAMPLES OF PROUD COMPANIES • • • • • • • Toyota Tata J C Atkinson and Son (Manufacturing) Carillion (Construction) Co-operative Financial Services (Financial Services) Pureprint Group (Printing and Publishing) Skanska UK (Construction) 13 . Switching to compact fluorescent light bulbs and other energy saving and green products 11. 7. carpooling. Using reusable grocery and lunch bags 10. Conduct a Research Within the organization on consumption of resources like paper.
A. & Ventresca. policy and the natural environment: Institutional and strategic perspectives By Hoffman.Human Capital . and healthy living • Offering opportunities for employees to "tele work" or work from home • Ride/Share programs Environmental responsibility a part of their organization’s mission statement and view the promotion of social responsibility as the most critical objective of their green programs. Companies are incorporating and working toward integrating a number of green practices. (Eds.com 14 . www.).Creating High Performing HR Systems: Green HRM • • HBOS (Financial Services) Loughborough Student’s Union (Education) CONCLUSION According to The Greening of HR Survey "green" initiatives that companies are utilizing involving their workforce and human resource practices. CA: Stanford University Press.com .. M. The various green programs followed by the companies are:----• Using the internet or teleconferencing to cut down on business travel • Putting Summary Plan Descriptions (SPDs) or other company information online to reduce printing • Promoting the reduction of paper usage • Implementing wellness programs around proper nutrition. International Journal of Training and Development . Hardcover.management. J.www. French. Human Resources Management by Wendell L.greenhrm. There are several areas for HR practitioners to consider in the green space . 2002. References Harvard Business Review on green business strategy by Harvard Business School Press Books.hrmthejournal.hrm. www. www.com .Industrial Relations Journal www. fitness.com . Human Relations Journal of Management . 2007. J.books. Indian Journal of Training and Development Human Resource Management Journal .org Human Resource Development Review . Organizations.
com 15 .Creating High Performing HR Systems: Green HRM www.managementjournals.
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