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Green HR activities an organization can use in a

contemporary world of work

Recently, there has been observed an increasing awareness within

business communities on the significance of going green and adopting
various environment management techniques. As the corporate world is
going global, the business is experiencing a shift from a conventional
financial structure to a modern capacity-based economy which is ready
to explore green economic facets of business. Today, Green Human
Resource Management (GHRM) has become a key business strategy for
the significant organizations where Human Resource Departments play
an active part in going green at the office.

. Mampra (Citation2013) defines Green HRM as the use of HRM

policies to encourage the sustainable use of resources within business
enterprises and promote the cause of environmentalism which further
boosts up employee morale and satisfaction. Others describe Green
HRM as the use of HRM policies, philosophies, and practices to
promote sustainable use of business resources and thwart any untoward
harm arising from environmental concerns in organizations (Zoogah,
Citation2011).

Here are some key aspects of Green HR activities:

1. Recruitment and Selection: Green HR activities focus on hiring
individuals who share the organization's commitment to environmental
sustainability. This may involve considering candidates' environmental
awareness and their ability to contribute to sustainable practices.

2. Training and Development: Training and development is a practice

that focuses on development of employees’ skills, knowledge, and
attitudes, prevent deterioration of EM-related knowledge, skills, and
attitudes (Zoogah, Citation2011, p. 17). Green HR activities promote
environmental awareness and sustainability through training programs.
Employees are educated about eco-friendly practices, energy
conservation, waste reduction, and the importance of sustainable
behavior both at work and in their personal lives.

3. Employee Engagement: Green HR activities aim to engage employees

in sustainability initiatives. This can be done through organizing
environmental awareness campaigns, encouraging employee suggestions
for environmentally friendly practices, and recognizing and rewarding
eco-friendly behaviors.

4. Performance Management: Green HR activities integrate

environmental sustainability goals into the performance management
system. Employees' performance evaluations may include metrics
related to environmental stewardship, such as energy savings achieved,
waste reduction efforts, or successful implementation of sustainable
practices.

5. Employee Well-being: Green HR activities consider employee well-

being in relation to sustainability. This may involve promoting green
commuting options, providing eco-friendly facilities, encouraging
healthier and sustainable lifestyle choices, and promoting work-life
balance.

6. Corporate Social Responsibility (CSR): Green HR activities align

with the organization's CSR initiatives by integrating sustainable
practices into the HR strategy. This can include initiatives such as
reducing the organization's carbon footprint, supporting environmental
causes, and promoting community involvement in sustainability efforts.

In conclusion The ultimate goal of Green HR activities is to create an

environmentally responsible and sustainable workplace that not only
benefits the planet but also enhances employee satisfaction, productivity,
and the organization's reputation as a socially responsible entity.