Authors: Dr. Basab Kumar Sil
Certificate: View Certificate
Generous growth in the economy and the extensive utilization of regular assets has become a matter of concern in the advanced world. As a result, Green Human Resource Management (Green HRM) practices has gained importance in research area. This paper discusses the concept of green HRM practices and some of the popular initiatives adopted by the organizations, in general, towards achieving the environmental sustainability. This paper also highlights some of the green HRM initiatives taken by the Taj Group of Hotels, Resorts and Palaces. The required data for this study were collected from various research papers and websites.
Green Human Resource Management (Green HRM) is a set of practices of using human resource management policies in order to promote the sustainable use of resources within the business organizations and thereby promoting the cause of environmental sustainability. Green HRM encompasses all such activities those are aimed at helping an organization to carry out its programmes for promoting environmental sustainability like reducing its carbon footprint in boarding areas, acquisition of human resources, their induction, performance appraisal, training and development and pay and reward management. In other words, only effective implementation of green HRM within the organization enables these events to take place. These practices certainly help in boosting employee morale, refining employee attitude and behaviour within the organization.
Looking at it from a different perspective, Green HRM is the integration of various human resource practices to manage environment in a better way. For maintaining organizational sustainability every organization uses green practice in their manufacturing process, creates environment friendly products and services for society. Now, the alignment of the organizational goal of business sustainability with human resource management practices can be referred to as Green HRM. Adoption of the policies like less paper work by switching over to mail communication, holding e-meetings, imparting e-training, conducting interviews through video conferencing, encouraging employees to switch off lights and computers when they are not in use are the few examples of green HRM practices. Through these environment friendly human resource practices knowledge capital of employees can be developed which will also be helpful to the employees for their career development as well as long term sustainability of the organization.
In this backdrop, the present study is an attempt to critically discuss various popular green HRM practices adopted by the companies and the challenges faced by them in implementing those practices from the light of the existing theoretical and empirical research done by the scholars in this field. It also examines some of the green HRM practices adopted by some selected companies from Indian hospitality sector.
II. REVIEW OF LITERATURE
Renwick, D. et. al. (2012) found that understanding of how green HRM practices influence employee motivation to become involved in environmental activities is important. They observed that organizations are not using the full range of green HRM practices and this may limit their effectiveness in establishing sustainable business environment.
Marhatta and Adhikari (2013) highlighted the policies and practices of green HRM for sustainable use of resources within the business organizations and thereby promoting the cause of environmental sustainability.
Opatha and Arulrajah (2014) were of the opinion that Green HRM is the use of policies, practices, and systems in the organization that make green employees for the benefit of the individual, team, society, natural environment, and the organization.
Wei & Yazdanifard (2014) concluded that individual motivation is said to be the key driver for in-role and extra-role behaviours of the employees and as such it would be expected that individual motivations for each of these types of behaviours is likely to be conflicting.
Yusliza, Ramayah & Othaman (2015) concluded that the human resources are the most important assets of an organization in managing the employees. The modern human resource managers have to shoulder additional responsibility of integrating the green human resource philosophy in corporate mission statement along with human resource policies. They were of the opinion that putting green human resource efforts in an organization lead to increased efficiencies, cost reduction, employee retention, improved productivity and other tangible benefits. The green HR policies and practices also establish environmental, social and economic balance.
Mehta, K. and Chugan, P. K. (2015) reported that the sense of environmental sustainability generated increased concern among business executives, governments, consumers, and management scholars. In spite of the challenges faced by the stakeholders from environmental concerns, green HRM functions gain importance in ongoing discussions and debates. In their opinion, the business world feels the genesis of Green HRM with the expanding role of the HRM functions in quest of environmentally sustainable businesses.
Gunasekare, D. U. (2016) reported that green initiatives incorporated within the HRM perspectives support the mission of creating green environment and further create a domain of knowledge for the researchers in promoting consciousness towards the environment. The purpose of his study was to explore the green human resource management practices from the light of existing theoretical and empirical research done by the scholars in this field.
Tulasi Das, V. and Sreedhar Reddy, B. (2016) studied perceptions of employees from insurance and banking sectors regarding green HRM practices and its correlation with employees’ demographic factors. The result of their study revealed that Employees’ perceptions on Green HRM practices were significantly influenced by the Education of the respondents.
Ayeswarya, R. B. (2017) observed the impact of green HRM practices on organizations from banking sector. The result showed that the important factors of the green HRM practices are green recognition factor, training factor, recruiting factor, resource conservation factor, encouraging factor and eco-friendly manufacturing factor.
Kanapala, P. K. and Battu, N. (2018) studied the impact of green HRM practices on employee performance from health sector. The results revealed that the Green HRM functions like green recruitment, green performance management and appraisal, green training and development, green employee relations and green pay and rewards had a moderate effect on employee performance.
Zubair, D. S. and Khan, M. (2019) were of the opinion that to ensure the world being remaining a good place to live in, environment friendly policies should be implemented. Both public and private organizations have to contribute significantly in ensuring a greener environment by integrating different basic environment friendly initiatives in their business plans and operations.
Mukherjee, S. et. al. (2020) observed that over the last few decades, many environmental issues have emerged, the government of various nations have directed the industries and organizations to focus on environmental management program vis-a-vis their business operations.
Suharti, L. and Sugiarto, A. (2020) observed that, at the organizational level, implementation of green HRM can result into creation of environment friendly organizational culture and work climate, increased efficiency of various resources, the formation of a positive corporate image and enhanced economic performance.
III. OBJECTIVE OF THE STUDY
Objective of the Study is to discuss some popular green HRM practices adopted and implemented by the organizations with a view to promote the ideology that it is important for proper alignment of human resource management principles with the objectives of green management. The study also highlights adoption and implementation of various green HRM practices by the Taj group of Hotels, Resorts and Palaces. It is a descriptive method based on the existing literature on this subject.
IV. POPULAR GREEN HRM PRACTICES
In this section, discussion has been made on some common green HRM practices generally adopted by the organizations in order to establish environmental sustainability. These include:
V. INSTANCES OF GREEN HRM PRACTICES IN TAJ HOTELS, RESORTS AND PALACES
The aim of this paper was to provide a knowledge how green HRM practices can help employees to take positive steps towards establishing green environment. Green HRM includes all such initiatives taken by the organizations that can be productive towards reducing its carbon footprint. This is only possible by the effective implementation of green HRM within the organization like green recruitment of human resources, their orientation towards maintaining environmental sustainability, green performance appraisal system, green training and development process and green pay and reward management. It is evident from various studies that adoption and implementation of green HRM practices create a sense of belongingness amongst the individuals towards the organization resulting into improved employee attitudes and behaviours within and outside the organizations. Green HRM practices enhance corporate image and brand. It creates a sense of concern amongst the employees towards preservation of natural resources, contributing towards pollution control, waste management and manufacturing / rendering of eco-friendly products / services. The present study also highlights some initiatives adopted by Taj Group of Hotels, Resorts and Palaces towards implementing green HRM practices.
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Copyright © 2022 Dr. Basab Kumar Sil. This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.