Professional Documents
Culture Documents
on
GREEN HRM
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CONTENTS
1. Introduction
2. Literature Review
3. Objective of Study
4. Research Methodology
5. Analysis
6. Findings
7. Conclusion
8. Limitations
9. Bibliography
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INTRODUCTION
strategy used primarily for reducing the carbon footprint of each employee and
Most people will say that Green HR involves reducing your carbon footprint via
less printing of paper, video conferencing and interviews, etc. The most important
reclaiming of top talents of the organization. Companies are quick to layoff when
times are tough before realizing the future implications of losing that knowledge
capital.
Green HR initiatives help companies find alternative ways to cut cost without
losing their top talent; furloughs, part time work, etc. More employees are
talent inhouse. Top talent is considered the industry’s most valued asset, yet
many
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corporations have been treating them as expendable. As knowledgeable,
This is a win/win scenario for the employee and the employer. First and
foremost, it helps the environment. The employer gets to hold onto top talent,
strong leadership, care for their employees, offer opportunities for professional
growth, offer opportunities for more responsibility, offer flexibility, and last they
Take for instance, Soft Choice from Canada. Soft Choice has a public
their employees an extra $90.00 per month. Back in June, Soft Choice had a
party onWorld Environment Day, which used environmentally inspired foods and
products.
Green HRM may provide interesting results for all stakeholders in HRM. The
main environment focus of many business was paced on reducing waste and
whole.
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RECENT SCENARIO OF GREEN HR INITIATIVE
Many companies are adopting green HR which helps in reducing carbon footprint
through less printing of paper, video conferencing and interviews, etc. Companies
are quick to layoff when times are to Human capital and the systems surrounding
policies 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
sustainable because of their operations and culture, but it's the employees who
craft and execute those eco-policies and create that green corporate culture.
a Mortgage Lenders Network USA poll taken in 2007 shows that 72 percent of
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Employees are encouraged to work with to change printing defaults to duplex
printing. Moreover for internal travel in large factory premises they encourage
There is also an introduction of subsidized loan scheme for employees who opt
for green technology cars/scoters because they believe that green initiative drive
and other stakeholders, however, there are very few research studies that
(HRM) –green HRM –research practice. Green HR is the use of HRM policies to
promote the sustainable use of resources within business organizations and, more
Green initiatives within HRM form part of wider programmes of corporate social
HRM on the basis ilable literature on green HR. The present scenario of
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organizational working and its impact on the environment has carry-forwarded the
culture of sustainability.
gs which now a days are linked with each other, this paper deals with the meaning
of Green HRM ,Sustainability and their link and importance in today’s scenario.
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LITERATURE REVIEW
The impact of our daily activities on the environment and the desire to go green
incentives. In the near future, “being green" could become the norm. In
and employees.
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The initiative can be like electronic ñling, car-sharing, job-sharing,
measures also have an impact on intangible yet invaluable assets such as brand
for research (Paawe and Boselie, 2003, 2005) and some basic theoretical issues
have been well accepted (Paawe and Boselie, 2005). It has contributed to
our understanding of the relationship among strategy, human capital, HRM and
which business firms can enhance the competitiveness and promote managerial
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bundles of HR practices or HR systems that are implemented in combination
In the past, sound economic performance of the firm was expected to guarantee
that future generation may thrive (Daily and Huang, 2001). This concept becomes
with, and impact upon, the environment (Lee and Ball, 2003), and it has gone
(Hart, 2005; Pullman et al., 2009; Siegel, 2009). Business firms play a key role in
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the issues of environmental management since they are part of our society and
cannot be isolated from the environment, and in fact, they contribute most of the
could alleviate the environmental deteriora tion by developing, for example, the
biotech products and by searching for alternative energy to reduce the use of finite
natural resources.
Thus, business should put more effort into the research on innovative technology
are nontoxic and less pollution to environment (Liu, 2010; Ozen and Kusku,
2008).
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BENEFITS OF HR INITIATIVE
Ten ideas for making the most of organìzation's efforts to provide green benefits:
1. Employees can be advised to start making changes at home, and then watch
substantial energy savings from the solar panels or Energy Star-rated refrigerator,
they're more likely to buy into the value of saving energy and resources at home
and at work.
Example: Companies can start an employee ugreen team” that can draw some
volunteers from the and some from employee workforce. The group can meets
monthly to bring changes such as the addition of transportation incentives and the
their stories-and to reminding workers about green beneñts and how to participate.
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5. Everyone can be informed about green beneñts like job candidates,
issues can be focused. Press releases can be send to local media, which will
green.
publicize them while focus can be done to rewrite job descriptions to highlight
job offers because of the organization's green benefIts. HR professional can make
it a point to ask candidates how important those benefits were to their decision.
8. They can choose a green theme for events like the employee health fair;
staff meetings.
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9. Helping employees to understand the real, cash value of green beneñts.
10. Employees and the public and media usually can see through an organization's
attempts to hype its green beneñts and practices. Publícize what the companies are
doing.
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Objective of Study
1. To what extent and how HR policies and practices can improve the
workplace.
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RESEARCH METHODLOGY
reach to any conclusion. The project was based on the survey plan. The main
objective of survey was to collect appropriate data, which work as a base for
problem. Research methodology not only talks of the 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 in the preference of the other methods.
Research Process-
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Step 1: Define the problem and the research objectives
stage as poorly defined problems will not yield useful results. Be careful to
define the problem too broadly or too narrowly. In order to identify the research
are hose which are quite apparent and which manifest themselves. Latent
difficulties are those which are not so apparent and which, if not checked, would
soon become evident. Unnoticed opportunities indicate the potential for growth in
a certain area of marketing. Such opportunities are not clearly seen and dome
Designing a research plan calls for decisions on data sources, choice of research
methods.
Our research group collected the information over a period of 15 days and from
different companies.
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Step 4: Analyze the information
After the process of gathering information was completed we tabulated the data
and developed frequency distributions and extracted the findings from the survey.
Finally we prepared a project report on our survey and along with the findings we
Research design:
issue so different research papers were being studied i.e. SECONDARY data is
A research design is the detailed blueprint used to guide a research study toward
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To design something also means to ensure that the pieces fit together. The
achievement of this fit among objective, research approach, and research tactics
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, primary data and secondary.
The primary data are those, which are collected afresh and for first time and thus
happen to be original in character. The secondary are those which have been
collected by someone else and which have already been passed through statistical
process.
The researcher would have to decide which sort of data he would be using for his
PRIMARY DATA
Since primary data are to be originally collected while in case of secondary data
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There are several ways of collecting primary data. They are as 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 with the collection of original data.
After the research problem, we have to identify and select which type of data is to
research. At this stage; we have to organize a field survey to collect the data. One
of the important tools for conducting research is the availability of necessary and
useful data.
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➢ Data analysis and interpretation
1. Questionnaires
Questionnaires:
This is the most popular tool for the data collection. A questionnaire contains
question that the researcher wishes to ask his respondents which is always guided
Pie chart:
This is very useful diagram to represent data , which are divided into a number
sectors, which are proportional to the values they represent. The total value is
represented
by the full create. The diagram bar chart can make comparison among the various
Bar chart:
consist of a number of whispered bar, which originate from a common base line
and are equal widths. The lengths of the bards are proportional to the value they
represent.
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Sample unit
Professionals
Business man
Employees
W orking women
Students
Sample size
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ANALYSIS
- YES
- NO
0%
0%
35%
Yes
65%
No
were not aware. This shows that people are aware about the term but are not
Q2. To what extent HR policies can improve environment and make name
for organization
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- Great
- Average
- Low
- No effect
Conclusion-. HR policies are having a big role if organization wants 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 rather HR policies as it is difficult
-High
-Medium
-Low
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Company No. of respondents HIgh Medium Low
Infosys 40 27 9 4
Wipro 30 15 12 3
IBM 30 18 9 3
implemeting Green HR policies. They felt that HR must be confident and must be
having a great knowledge so that he can make others understand about the very
-Any other.(D)
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Infosys 40 8 11 3 18
Wipro 30 9 5 4 12
IBM 30 3 14 3 10
Conclusion- Respondents felt that there are many other things like providing
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.
- (C)Doing basics like switching lights and monitors off when are not
required.
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Wipro 30 5 8 3 14
IBM 30 3 11 4 12
Conclusion- Most of the people don’t know exacxtly how they are contributing.
They want a change but are not aware how green management work. They simply
thing saving environment is going green they are not aware that every wastage
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Conclusion- People things its very necessaryy to go green but again they don’t
know how to take the first step. They know steps are needed to be taken right now
- Very Much
- Average
- Very Less
Infosys 40 20 13 7
Wipro 30 15 9 6
IBM 30 25 3 2
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Conclusion- Indian organizations are giving much attention to Green 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 have to choose Green
organization efficiently.
- At the HR level
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Conclusion- Half of the respondents feel that at employee level more openess is
required to accept the Green policies. It means at individual level if things are
FINDINGS
employees are on board with the goals. This can be accomplished through
employ HR managers will still beneñt just by knowing what HR people can
contribute to the green movement in terms of hiring and training practices, as well
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Many employers now recognize that green programs in the workplace can
promote social responsibility among workers and help retain top talent. More
implement best practices that will improve the environment through reducing,
reusing and recycling certain materials. The green practice group also advises
companies on educating their workers about how their behaviors in the and at
home affect the environment not only this but the companies are offering a
for driving greater green awareness within their own organizations. There are
green coordinators in local ofñces to help develop plans and serve as points
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3. Changing attitudes and behaviours related to environmental issues in the
workplace.
Companies which have adopted the program within its organization found that
one-third of its employees, from entry level to principals and executives across all
bottled water, plastic and Styrofoam cups, using reusable grocery and lunch bags,
switching to compact fluorescent light bulbs and other energy saving and green
buying hybrid cars, using mass transit, and biking or walking to work.
Flexibility is often the driver of change, and it's at the heart of our sustainable
management initiative.
Conducting an energy audit- Most local utilities offer businesses free on-site
consultations on how t hey can reduce usage and save money. Frequent
off lights, use energy efñcient light bulbs, keep temperatures at comfortable
ranges that are not excessively cool inthe summer and warm in the winter.
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Conducting annual- It is important to Survey employees to assess how well the
be a separate survey focused on going green issues only, or it can be added as part
enable the organization to assess going green progress and provide information,
for carpoolers). Offering transit passes to employees who take the bus or subway, and
For must-go trips, keep track of the miles driven and flown and buy «carbon
offsets» from a non-proñt like Carbonfund.org to make up for the greenhouse gas
emissions.
Buying green –
Tell suppliers that you are interested in sustainable products and set speciñc goals
for buying recycled, refurbished, or used. Make the environment, and not just
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CONCLUSION
Green ideas and concepts are beginning to gather pace within the HR space, often
delivering tangible beneñts to the business, rather than simply adding a gloss to
brand and reputation. These new processes, policies, products and tools are
actually helping to ensure compliance and improve productivity too. And with
legislation now in place to effectively formalize the need for a new corporate
approach to the environment, now's the time for HR to embrace the green agenda.
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. Here are several areas where companies can incorporate more environmentally
conscious strategies like the use of internet or telecon- ferencing to cut down on
The companies can promote the reduction of paper usage and focus on storage of
paperwork electronically, providing recycling trash bins for paper around the and
for bottles and cans in the break area. The companies are focusing on
heating/air conditioning systems and seek production efñciencies that save energy
or reduce carbon emissions, it's natural to consider green beneñts. It is high Time
actions within the program me can included offering staff incentives for buying a
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Companies can also made additions to their holiday discount scheme to feature
been really simple, but still very effective (at least for raising awareness), for
exam-
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
Adopting environmental practices helps companies save money, flnd new sources
atmosphere and the environment in general. Going green also helps companies
enhance their public relations, and improved public relations and positive public
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Limitations of the project-
Every study has certain limitations. In my study, also there were certain
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3. The respondents mostly in careless manner filled the questionnaire, so it was
4. Very limited set of people were included so results are shown in percentage
BIBLIOGRAPHY
WEBSITES
□ WWW. GOOGLE.COM
□ WWW. WIKIPEDIA.COM
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BOOKS AND NEWSPAPER
□ ECONOMIC TIMES
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