Green HRM
1. Introduction
In recent years, one of the essential factors – Green management has been gaining a lot of attention on achieving the eco-friendly business in terms of both production and mind. First of all, the essay will seek to understand the importance of Green HRM and how it will affect the organization. A discussion will subsequently be put forth on the concepts of “Going-Green” at every functional area of HRM in order to assist organization in becoming sustainable in their business. Next, benefits of Green HRM as well as why some companies are still yet to greenify their business will be pointed out too. Lastly, some examples of recent cases and companies adopting Green HRM will be brought up as well.
2. Green Human Resource Management
Green HRM is the intersection of both HRM and environmental management where they meet and combine as one. People around the world are very much concerned about the environment these days and that is why even the profile of a ready fresh job applicant is changing. Injecting a high sense of awareness of the current issues based on social, political and environmental plays a huge role in sustainability now. Hence, employees not only need to be trained and educated, they need to also be inspired and increase their knowledge on environmental-related issues in order to carry corporation green management.
On the other hand, according to Sudin (2011), there are not much literature on scopes, direction and standards on the HR aspects of environmental management available. However, based on the early researches (Renwick et al., 2008., Jackon et al, 2011., Huffman et al., 2009 and Wehrmeyer, 1996) contributed, they can be distinguished in consideration of training, recruiting, management in performance and appraisal, and more.
3. “Green” in Different Aspect of HRM
3.1 Recruiting
Green recruitment is eco-friendly by the use of a paper-free recruitment procedure with minimal environmental impact. For instance, using social
In recent years, one of the essential factors – Green management has been gaining a lot of attention on achieving the eco-friendly business in terms of both production and mind. First of all, the essay will seek to understand the importance of Green HRM and how it will affect the organization. A discussion will subsequently be put forth on the concepts of “Going-Green” at every functional area of HRM in order to assist organization in becoming sustainable in their business. Next, benefits of Green HRM as well as why some companies are still yet to greenify their business will be pointed out too. Lastly, some examples of recent cases and companies adopting Green HRM will be brought up as well.
2. Green Human Resource Management
Green HRM is the intersection of both HRM and environmental management where they meet and combine as one. People around the world are very much concerned about the environment these days and that is why even the profile of a ready fresh job applicant is changing. Injecting a high sense of awareness of the current issues based on social, political and environmental plays a huge role in sustainability now. Hence, employees not only need to be trained and educated, they need to also be inspired and increase their knowledge on environmental-related issues in order to carry corporation green management.
On the other hand, according to Sudin (2011), there are not much literature on scopes, direction and standards on the HR aspects of environmental management available. However, based on the early researches (Renwick et al., 2008., Jackon et al, 2011., Huffman et al., 2009 and Wehrmeyer, 1996) contributed, they can be distinguished in consideration of training, recruiting, management in performance and appraisal, and more.
3. “Green” in Different Aspect of HRM
3.1 Recruiting
Green recruitment is eco-friendly by the use of a paper-free recruitment procedure with minimal environmental impact. For instance, using social