Professional Documents
Culture Documents
Green HR
Green HR
1. Introduction
2. Literature Review
3. Objective of Study
4. Research Methodology
5. Analysis
6. Findings
7. Conclusion
8. Limitations
9. Bibliography
10. Annexure
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INTRODUCTION
Most people will say that Green HR involves reducing your carbon
Companies are quick to layoff when times are tough before realizing
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Green HR initiatives help companies find alternative ways to cut cost
without losing their top talent; furloughs, part time work, etc. More
edge way to keep top talent in house. Top talent is considered the
industry’s most valued asset, yet many corporations have been treating
This is a win/win scenario for the employee and the employer. First
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Take for instance, Soft Choice from Canada. Soft Choice has a public
pay their employees an extra $90.00 per month. Back in June, Soft
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RECENT SCENARIO OF GREEN
HR INITIATIVE
Many companies are adopting green HR which helps in reducing
and interviews, etc. Companies are quick to layoff when times are to
and practices that help safeguard and enhance worker health and well-
being; and for academics, they may reveal additional data to add an
HRM element
are sustainable because of their operations and culture, but it's the
employees who craft and execute those eco-policies and create that
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percent of working women expressed a strong preference in working
subsidized loan scheme for employees who opt for green technology
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managers, employees, customers and other stakeholders, however,
there are very few research studies that consider the role of human
organizations are
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operating in more environment friendly way. An organization’s
gs which now a days are linked with each other, this paper deals with
Green strategies.
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LITERATURE REVIEW
The impact of our daily activities on the environment and the desire to
green" could become the norm. In September 2007, the Society for
of practices organiza-
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tions have in place, human resource professionals' and employees'
important topic for research (Paawe and Boselie, 2003, 2005) and
some basic theoretical issues have been well accepted (Paawe and
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Boselie, 2005). It has contributed to our understanding of the
2003; 2005).
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In the past, sound economic performance of the firm was expected to
environmental management
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In summary, green management refers to the management of
and Ball, 2003), and it has gone beyond regulatory compliance and
Pullman et al., 2009; Siegel, 2009). Business firms play a key role in
society and cannot be isolated from the environment, and in fact, they
Thus, business should put more effort into the research on innovative
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BENEFITS OF HR INITIATIVE
green benefits:
work. Once they witness substantial energy savings from the solar
into the value of saving energy and resources at home and at work.
can draw some volunteers from the and some from employee
workforce. The group can meets monthly to bring changes such as the
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3. Publicly congratulate to employees who take advantage of the
transitsubsidies.
local media, which will publicize the unique employee beneflts. Every
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7. The concept has to be explained to the top management by
8. They can choose a green theme for events like the employee health
beneñts.
10. Employees and the public and media usually can see through an
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greater opportunity is to contribute to the green agenda of the business
as a whole.
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OBJECTIVE OF STUDY
1. To what extent and how HR policies and practices can improve the
in the workplace.
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RESEARCH METHODLOGY
Research methodology is considered as the nerve of the project.
complete the project and reach to any conclusion. The project was
based on the survey plan. The main objective of survey was to collect
getting result.
methods but also logic behind the methods used in the context of a
research study and it explains why a particular method has been used
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Research Process-
hose which are quite apparent and which manifest themselves. Latent
difficulties are those which are not so apparent and which, if not
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checked, would soon become evident. Unnoticed opportunities
explore them.
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Step 5: Present the findings
Finally we prepared a project report on our survey and along with the
Research design:
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To design something also means to ensure that the pieces fit together.
DATA COLLECTION
The task of data collection begins after problem has been identified.
While deciding about the method of data collection to be used for the
study the researcher should keep in mind two types of data viz,
The primary data are those, which are collected afresh and for first
those which have been collected by someone else and which have
using for his study. The method collecting primary and secondary data
differ
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PRIMARY DATA
compilation.
follows:
1. Observation method
2. Interview method
3.Through questionnaires
SECONDARY DATA
Secondary data means that are already available that is they refer to
the data, which have already been collected and analyzed by someone
else. When the researcher utilizes secondary data, then he has to look
into various sources from where he can obtain them. In this case he is
certainly not confronted with the problems that are usually associated
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with the collection of original data. Secondary data may be either
After the research problem, we have to identify and select which type
to collect the data. One of the important tools for conducting research
1. Questionnaires
Questionnaires:
This is the most popular tool for the data collection. A questionnaire
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Pie chart:
This is very useful diagram to represent data , which are divided into a
Bar chart:
a common base line and are equal widths. The lengths of the bards are
Sample unit
Professionals
Business man
Employees
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Working women
Students
Sample size
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ANALYSIS
- YES
- NO
Only 35 % were not aware. This shows that people are aware about
the term but are not aware about its practicasl application.
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Q2. To what extent HR policies can improve environment and make
- Great
- Average
- Low
- No effect
to make the GREEN theme hit. 15% respondents feel that HR policies
are having no role at all as there are other things which one go for
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rather HR policies as it is difficult task to implement these policies
-High
-Medium
-Low
others understand about the very concept and importance of all this.
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-Eliminating excess use of paper (A)
-Any other.(D)
Conclusion- Respondents felt that there are many other things like
REUSE.
They felt policies are important but more can be done at individual
level.
Q5. How you are contributing to the place you work or spend
maximim time.
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- (A) Recycle, Reduce, Reuse
- (C)Doing basics like switching lights and monitors off when are
not required.
Conclusion- Most of the people don’t know exacxtly how they are
contributing. They want a change but are not aware how green
green they are not aware that every wastage can be stopped and then
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-Trend now a days (A)
they don’t know how to take the first step. They know steps are
needed to be taken right now but they don’t know exactly what to do.
- Very Much
- Average
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- Very Less
HRM and 60% respondents feel it too. Indian organizations are giving
due respect to the fact that they owe to the society and country so they
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- At the HR level
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FINDINGS
GREEN HRM
can promote social responsibility among workers and help retain top
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talent. More than 60 percent of survey respondents have made
educating their workers about how their behaviors in the and at home
affect the environment not only this but the companies are offering a
solution
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as working with companies to appoint green coordinators in local
ofñces to help develop plans and serve as points of contact for green
practices.
compact fluorescent light bulbs and other energy saving and green
walking to work.
workforces.
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Flexibility is often the driver of change, and it's at the heart of our
free on-site consultations on how t hey can reduce usage and save
timers to automatically turn off lights, use energy efñcient light bulbs,
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Reduce commuting – Encourage carpooling by provide preferred
the bus or subway, and bike racks cyclists. Reducing business travel
the miles driven and flown and buy «carbon offsets» from a non-proñt
Buying green –
Tell suppliers that you are interested in sustainable products and set
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CONCLUSION
Green ideas and concepts are beginning to gather pace within the HR
rather than simply adding a gloss to brand and reputation. These new
agenda.
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manuals, policies or other company information online to reduce
printing.
The companies can promote the reduction of paper usage and focus on
paper around the and for bottles and cans in the break area. The
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included offering staff incentives for buying a hybrid car, savings on
projects. Some of the company's actions have been really simple, but
still very effective (at least for raising awareness), for exam-
ple allowing employees to buy a coffee mug at their coffee bar rather
than using disposable cups, and then receiving 10p off a cup of coffee.
encing rather than taking a flight. Prizes can be given to people with
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money, flnd new sources of business and avoid trouble. Green
public
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Limitations of the project-
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BIBLIOGRAPHY
WEBSITES
WWW. GOOGLE.COM
WWW. WIKIPEDIA.COM
Research Paper of 2010 conference on “Green World and HR”
Research paper of 2011 on “ Green HRM”
Research paper 2012 “LM Tripathi om “ Green HRM
initiative.”
ECONOMIC TIMES
Organization Management (T.N.CHABBARA)
HR Policies by R.L Makkad
HRM (T.N. Chabbara)
ANNEXURE
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QUESTIONNAIRE
- YES
- NO
- Great
- Average
- Low
- No effect
-High
-Medium
-Low
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Q4. Best practice for going green can be-
- Computerized training.
- Vehicle sharing
-Any other.
Q5. How you are contributing to the place you work or spend
maximim time.
- (C)Doing basics like switching lights and monitors off when are
not required.
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Q7. How much Indian organizations are promoting Green HRM?
- Very Much
- Average
- Very Less
- At the HR level
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