Airo International Research Journal September, 2017 Volume XII, ISSN: Impact Factor:

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2 GREEN HUMAN RESOURCE MANAGEMENT Meenakshi Ahlawat, PhD scholar Department of commerce, Kurukshetra University Kirti Gautam, PhD scholar Department of commerce, Kurukshetra University Declaration of Author: I hereby declare that the content of this research paper has been truly made by me including the title of the research paper/research article, and no serial sequence of any sentence has been copied through internet or any other source except references or some unavoidable essential or technical terms. In case of finding any patent or copy right content of any source or other author in my paper/article, I shall always be responsible for further clarification or any legal issues. For sole right content of different author or different source, which was unintentionally or intentionally used in this research paper shall immediately be removed from this journal and I shall be accountable for any further legal issues, and there will be no responsibility of Journal in any matter. If anyone has some issue related to the content of this research paper s copied or plagiarism content he/she may contact on my above mentioned ID. ABSTRACT Everyone across the globe is concerned about the impact of global warming and environmental degradation. Various actions have been taken in this regard. Corporate houses have become more cognizant about the increasing significance of Human Resource Management practices that creates a sustainable environment management practices. Companies are going green. They now consider Green HRM as a part of corporate social responsibility (CSR). Today the topic Green HRM not only includes awareness toward environmental affairs, but also stands for the social as well as economical well-being of both the organization and the employees within a broader prospect. Green HRM are the policies, practices, and systems that make employees of the organization green for the benefit of the individual, society, natural environment, and the business.. Though a large extent of existing literature deals with the topic of Green HRM, there is still ambiguity associated with the green HRM concept. This article aims to provide simplified insight on Green HRM and its need and importance and this study also highlights various green initiatives adopted by corporate houses. Keywords: Green HR, Green HRM, Sustainability INTRODUCTION Mahatma Gandhi had said that nature has enough to satisfy everyone s need but has not enough to satisfy man s greed. Today climate is changing and the principal factor to that being human-related activities leading to severe environment degradation.

3 Global warming is seriously causing part of their corporate social responsibility changes in climate. It also has brought about (CSR) initiatives. extreme changes in the weather conditions or patterns including the timing of seasonal events. Glaciers are melting at a rapid pace in the arctic and antarctic regions. Humans have brought about these dangerous shifts in the environment in the name of modernization and industrialization. Therefore, environment preservation has become a growing concern in the society. Various specific treaties to combat climate change, e.g. Kyoto 1997, Bali 2007, Copenhagen 2009 and Paris climate agreement 2015 have been signed by various countries. This growing concern for environment has created a need for corporate to go for green practices. Green refers to being clean and renewable. Companies use Go Green as a strategy to create a competitive edge and create a brand image as Organizations that are not innovating and implementing policies that ensure environmental protection are losing out to their competitors not only in terms of branding but also in terms of employee retention. Hence, now days, Companies adopt green practices as a To implement any corporate environmental program several units like HR, Marketing, IT, Finance, etc, work together to put forward a positive joint effort and among them, the most important contributors to the green practices initiatives is Human Resource Management. Of all the assets, human resource is the greatest asset for any organisation. They are not only the major internal stakeholder of the organisation but also a source for competitive advantage. OBJECTIVES The main purpose of this study is to: Explains the simplified meaning of Green HRM. Provide with a basic concept of green HRM to the readers Elaborate various green initiatives by companies LITERATURE REVIEW Shoeb Ahmad(2015) have the opinion that the recent increased trend of corporate focus on greening the business, the modern HR managers have been assigned with additional responsibility of incorporating the Green HR philosophy in corporate mission

4 statement along with HR policies. Prathima And Green Human Resource Management et al.(2013) concluded that Environmental issue are green in everyone's mind and hence it is necessary for HR managers to dovetails environmental-friendly message with the firms recruitment process so as to gain benefits and it can use its greenness to ensure top-notch talent. Similarly Aparna Jain(2016) concluded that organizations could improve their environmental performance in a more sustainable manner by understanding and increasing the scope and depth of green HRM practices.it further concluded that green performance, and green competencies of human resources could reshaped by adopting green HRM practices. Ragas et.al. (2016) also suggested that organizations can contribute to the environment and also maintain employees' good performance with the implementation of green HRM. THEORTICAL BACKGROUND According to Aparna Jain (2016) Green human resources refer to using every employee touch point / interface to promote sustainable practices and increase employee awareness and commitments on the issues of sustainability. (Green HRM) is where the Human Resource Management (HRM) is engaged in managing the environment within an organization. It involves adopting ecofriendly HR policies and initiatives that could lead to greater efficiencies and better employee involvement at the same time help organizations to reduce employee carbon footprints in the processes, job and day-today functioning of the enterprise. It simple terms, we can say Green HRM is nothing but are the policies, practices, and systems that make employees of the organization green for the benefit of the individual, society, natural environment, and the business The concept of Green HRM emerged with the initiation of green movement. Green HRM basically consists of two important elements (a) environmental friendly HR practices and (b) knowledge capital preservation. Green HRM refers to activities that are associated with developing, implementing and maintaining a system that is eco-friendly with the purpose of reducing the carbon footprint of each employee in the organization thereby making it a green organization. The objective is creating an

5 environment that is beneficial to the Planting trees and conduct green individual, business, and society as a whole and this will also serve the purpose of sustainable development. Ridhi Sharma (12th AIMS International conference on management) stated that Green HRM is all about holistic application of the concept of sustainability to organization and its workforce. It involves green actions focused on increasing efficiency within process, reducing and eliminating environmental waste and revamping HR products, tools, and procedures resulting in green efficiency and lower cost. Green HRM involves practices like E- electronic filing (instead of a physical file), Carpooling (reduce emissions / save fuel / save time by lesser traffic and thereby faster commute), Teleconferencing, virtual interviews, recycling where ever possible, Telecommuting, online training. Minimum usage or nil usage of lights and allowing sunlight during the day wherever possible, rewarding employees for coming up with sustainable green ideas and strategies, awareness for employees, powering down computers after a few minutes of inactivity Donating / discounting used office furniture, etc. Now, the question comes in our mind is why an organisation should go for green HRM practices? What is the need for it?? The answer is Unanimous consensus for the need of a realistic environmental management drive all over the world. Companies cannot ignore the environment in which it operates. Now days, people judge the environmental performance and reputation of a company as a criterion for decision-making when applying for jobs. To attain success within the corporate community and to facilitate attainment of profit by the shareholders, There is clear evidence that in the business world, a large part of the workforce feels strongly about the environment as employees today are more committed and satisfied with

6 the organizations that take a Automation, Innovation and Education proactive part in endorsing green. Green Human Resource Management is the most significant element of sustainability and hence creating sustainable green practices so as to gain a competitive edge as well as a brand image for the Organization Firms are now beginning to recognize the fact that gaining reputation as a green employer is an effective way to attract new talent BENEFITS Lesser consumption of energy, water, and raw materials Gaining good perception, reputation, and goodwill. Better recruitment and retention of talented workforce Reduces cost Increases efficiency CASE STUDY 1. INFOSYS Infosys is the leading provider of consulting, technology and next generation service. Providing their services in 45 countries, mindful are the pillar of their strategy as sustainable corporation. It gives paramount importance to inclusivity, openness and commitment toward society and environment. Some of the green practices adopted by Infosys: Infosys is using its own technology to get better power conversion at solar panels Infosys will spend core for setting up sewage treatment plant to treat hebbal lake It has involved in extensive research and development to find out ways to mitigate the impact of their operations on environment. In fiscal 2017,44.46% of overall electricity requirements of their campuses in India was met by renewable resources 11.1% millions sq.ft. of build up area in their campus is LEED Platinum rated It has won various prestigious awards in fiscal 2017 which include:

7 For overall carbon management Packaging, Agri Business & and carbon neutral program, it has been awarded with Best Climate Change Program at global Green Future Leadership Award Best Environment Friendly Project at the global CSR Excellence and Leadership Awards for overall energy efficiency at Infosys campuses with specific focus on Radiflux. Best company for Environmental Excellence at the 8 th global CSR summit and awards, Bali, Indonesia. For adopting integrated approach to develop energy efficient building, it has been awarded by ISHRAE(Indian Society for Heating, Refrigeration and Airconditioning Engineers) The Emerson cup for the innovative Green Data Center in Bengaluru 2. ITC Limited ITC, an Indian conglomerate, deals in diversified business which includes Fast-Moving Consumer Goods, Hotels, Paperboards & Information Technology. It is one of the leading FMCG marketer The vision of the company is to grow Indian economy not only by repositioning it for extreme competitiveness but also by making the societal value creation a core purpose. Some of the green practices: It has pioneered green buildings movement in India. All the ITC s premium luxury hotel are LEED Platinum certified For over 47% of its energy requirement met from carbon neutral sources. WOW (Well Being out of Waste), a solid waste management programme which address the post consumer waste management. ACHIEVEMNETS Among consumer good service, it has been rated as the world s 8 th largest sustainable value creator according to Boston Consulting Group(BCG) According to survey by fortune India magazine and Hay group,

8 it the India s Most Admired thermal systems at various units Company 3. HINDUSTAN UNILEVER LIMITED (HUL) A subsidiary of Unilever, Hindustan Unilever Limited is an Indian consumer goods company, whose products include foods, beverages, cleaning agents, personal care products and water purifiers.the vision is to make sustainable living commonplace Video conferencing and telepresence facilities were effectively implemented to ease travel requirements of our employees It has reduced carbon di oxide (CO) by 49% in manufacturing And water usage reduced by 53% in manufacturing Hindustan Unilever Foundation, a wholly owned subsidiary of HUL, has created a collective and cumulative water potential of more than 300 billion litres across India. Use of biogenic fuels, installation of bio-gas plants at its factories and use of solar led to increase in share of renewable energy. The projects have generated more than six lakh tonnes of agriculture and biomass production. Unilever will ensure that it is technically possible for its plastic packaging to be reused or recycled by 2025 Installation of solar panels on office terraces Use of biocomposter to compost food waste from canteens, usage of ceramic cups in all pantries. CONCLUSION & LIMITATIONS Today organizations are aware of their responsibility and commitment toward society. With the growing concern for the environment, organizations have to give due importance to the environment so as to survive in this competitive era. Human resource being the supreme asset of an oragnisation plays a vital role to go the organsiation green and hence Green HRM is the recent trend. Big corporate houses are already spending huge amount in the

9 name of CSR activities. Hence, that Organizations. International makes the understanding of Green hrm more important. Since the present study only covers the simplified understanding of Green HRM and its concept, there is lot of scope left to study in future. REFERNCES Ahuja, D. (2015).Green HRM: management commitment environmental through towards sustainability. International Journal of Research in Finance and Marketing, 5(7),50-54 JAIN, A. (2016).Green Human Resource Management concept in Indian scenario. International Journal of Multidisciplinary Allied Research Review and Practices, 3(7), Ahmad S. (2015). Green Human Resource Management: Policies and practices., Cogent Business & Management Pandey S.,Viswanathan V. and Kamboj P.(2016) Sustainable Green HRM Importance and Factors affecting Successful Implementation in Journal of Research in Management Business,2(3),11-29 and Prathima M. and Misra S. (2012). The Green Revolution in Human Resource Management. Asia Pacific Journal of Management& Entrepreneurship Research,1(3), Ragas S., Tantay F, Chua L, Sunio C. (2016) Green lifestyle moderates GHRM s impact to job performance. International Journal of Productivity and Performance Management Sharma R. and Gupta N.(2015) Green HRM: An Innovative Approach to Environmental Sustainability, proceeding of Twelfth AIMS International Conference on Management, Calicut, 2-5 January Websites nilever-sustainable-living-plan- hul-progress-report- 2016_tcm _en.pdf

10 ability/documents/infosys- 17.pdf sustainability-report y/sustainability-report- 2016/sustainability-report pdf