GREEN

HUMAN RESOURCE MANAGEMENT AND

SOCIAL ENTREPRENEURSHIP
Green HRM
• What?

• Why?

• How?
Sustainable Development
Development that meets the needs of the present without
compromising the ability of future generations to meet their own
needs.
(Brundtland report, 1987)
 GHRM
• GHRM is a “phenomena relevant to understanding relationships between
organizational activities that impact the natural environment and the design,
evolution, implementation and influence of HRM systems” (Ren et al., 2018).

• GHRM integrates ecological organization fundamentals into the functions such as

job design, staffing, training and development, motivation and maintenance to
progress worker environmental friendly activities and improve worker potentials to
attain organizational objectives (Shah, 2019).
 Green HRM
• Environmental management – corporates role in EM is to create LCWS

• Low-carbon work system – planned approach to organisation design,

culture, and HR practices to deliver low-carbon outcomes in the
workplace and achieve sustainable high-quality results for the
organization, work-force and customers.
 Organizational Sustainable Development

Environmental
Management LCWS

Organizational
Design

Environmental
Economic
Organization
Culture

HR Practices

Social
Drivers of Sustainable Environment Management
Green HRM – Why?
• Adopting GHRM practices as a form of ‘employer branding’ in order to
improve their selection attractiveness for an increasingly environmentally
aware younger generation. Job seekers prefer organizations that have a
close fit between their and the organizations’ values, and a recruiting
organization’s environmental reputation and images are now increasingly
prominent in recruitment efforts
Green HRM – How?
• For green sustainable organization – emphasize
integrated HRM practices to build an
environmentally sustainable workplace culture.

• Thesepractices will support the organization’s low-

carbon and environmental sustainability initiatives.
Green HRM – How?
1. Recruitment & Selection
2. Training & Workplace Learning
3. Performance Management & Appraisal
4. Reward Management
5. Employee Involvement & Participation
Green HRM – How?
Recruitment & Selection
• Selection process designed to ensure
hiring of environmentally committed
employees
Employment selection tests – profile
applicants for green values
P-O fit theory

• Organization’s environmental
reputation and performance to
improve their selection attractiveness
for an increasingly environmentally
aware younger generation
Green HRM – How?
Training and Workplace Learning

Primary HR intervention for developing pro-environmental behaviors related

to employee health and safety, energy savings and waste management.

Example – 3M Pollution Prevention program

https://www.3m.com/3M/en_US/sustainability-us/environmental/waste/#:~:tex
t=3M%20Pollution%20Prevention%20Pays%20(3P,and%20more%20economical
%20than%20treatment
Green HRM – How?
Performance Management & Appraisal

Performance appraisal programs that evaluate and encourage ESG’s

Example – Xerox uses a reward system to recognize employees that innovate for
waste reduction, reuse and recycle.

https://www.xerox.com/en-us/insights/epa-electronics-challenge-champion
Green HRM – How?
Reward Management

Tying rewards to green employee behaviors – monetary and non-monetary

rewards

Example – Dow Chemical provide non-monetary reward to employees through

plaques to recognize waste reduction ideas

• https://corporate.dow.com/en-us/seek-together/dow-recognized-for-sustainability-ef
forts.html
Green HRM – How?
Employee Involvement & Participation

Employee engagement and participation to contribute towards environmental

management.

Employee voice initiatives such as green teams or echo-champions to provide input

into sustainable strategy for low carbon emissions, product differentiation and high
levels of quality
THANK YOU