Course Title: Human Resource Management

Course Code: 00882

Assignment Topic: Developing Environmentally

Friendly HR Policies at City University
Submitted By Submitted To

Rafsan Zani Ahmed DR.Rezbin Nahar

ID:20-91707-2 Faculty

Md. Shahrukh Islam Department of Human Resource

ID:22-92684-3 Management

Md. Aminul Islam

ID:22-92724-3

Md. Sadik Hossain

ID:22-92669-3

Department of MBA

Submission Date: 27th February 2023

1.What is HR’s role in building a greener organization?

HR can play a very important role to make “City University” into a greener organization. It can
help to achieve sustainable development goal for an organization. By doing this initiative “City
University” can reduce environment footprint and make this organization more sustainable for
future. HR can decide what can be done for this project? How this project can be done
efficiently? How it maintains after done this project? So, HR can involve planning,
implementing and maintaining in this project. HR team can organize different type of seminars
to create awareness among local communities. HR also can make a rules and regulations for all
the employee and student to make their organization greener. It helps to gain reputation and
encourage other people to do the same things which are sustainable for future.

2. What are The Potential benefits in terms of attracting and retaining talent?

As city university is now beginning to be recognize and gaining reputation as a green employer it
can be an effective way to attract new talents and attract high-quality staff. Recruits might be
enthusiastic, and to some extent, passionate about working for an environment friendly green
company and candidates with green bend of mind make it easy for firms to induct professionals
who are aware with sustainable processes and are already familiar with basics like recycling,
conservation and creating a more logical world. As part of compensation management,
companies can offer green rewards to employees such as a nature-friendly workplace and
lifestyle benefits. further, talented employees are looking for self-actualization in their jobs in
order to stay devoted to their companies. Green HR can help in the creation of this by following
green values and practices. Wellness programs for employees, their family members and the
general public can be organized to highlight physical fitness, proper nutrition and healthy
lifestyle. City University can discharge their social responsibility by including environment
management in their mission statement as an important green objective.
3. How should Andrea proceed in order to develop an overall strategy for “greening” the HR function at
city university?

Evaluating the existing HR practices and policies in terms of their environmental effect Andrea
can move forward with creating an overall strategy for "greening" the HR function at the
University. She can collaborate with other divisions like facilities management and purchasing to
match HR policies and procedures with the overall sustainability objectives of the campus.

To develop an overall strategy for "greening" the HR function at the university Andrea can
follow these stepsthis will support the case for "greening" the HR role and motivate further
development.

Performance: The first step is to conduct an environmental audit to assess the current state of
the HR function with regards to its environmental impact. The audit should identify the areas
where HR function consumes the most energy, generates waste, and emits greenhouse gases.

Set goals and targets: Based on the audit findings, Andrea can set specific goals and targets for
reducing the environmental impact of the HR function. The goals and targets should be realistic
measurable and aligned with the university's overall sustainability goals.

Action plan: Andrea should develop an action plan that outlines specific actions and initiatives
that the HR function can take to achieve the goals and targets set. This may include initiatives
such as promoting sustainable commuting options implementing energy-efficient practices
reducing paper usage and implementing recycling programs.

Development and implementation: It is important to engage HR staff managers and employees

in the development and implementation of the strategy. Andrea can hold meetings workshops
and training sessions to raise awareness about the importance of sustainability.

Monitor and report progress: Andrea should establish a monitoring and reporting system to
track progress toward the goals and targets set for the "greening" of the HR function.

Overall, by following these steps, Andrea can develop a comprehensive strategy for "greening"
the HR function at the university and help the institution achieve its sustainability goals.This
information can be used to inform ongoing improvements to the strategy.
 HR Functional Area Possible Green Initiatives & Policies Potential Benefit(s)

Recruitment and Staffing Use a recruiting and staffing -No added IT costs
Software -Less Duplication
-Easier to get reports
-Reduce advertising expense
-Online interaction
-Secure/safe place to store
personal
Information

Orientation -Online Personal Information Forms -Less paper

-Reduce costs
-Online Policies -Easier to file
-Easier to access

Compensation and Benefits -Electronic Pay Stubs -Less paper used

-Direct Deposit -Saves money
-W2 online -Easily acceptable
-Faster deposit time

Work Practices and -Electronic classes -Easy Access for training

Policies -Electronic filing -Able to access from any location
-Online manuals/textbook

Performance Management -Online reviews -Able to save in middle of review

-Online scheduling and
-Online testing go back later to finish
-Easy to view schedule and
request
time of
-Quicker grading

Employee Cafeteria -Organic items -Saves money

-Email/Text receipts -More items to recycle
-Recycling -Less paper used

Employee -Switch to post -Decreases the use of paper,

Communications consumer waste paper
products, and packaging