Prabandhan: Indian Journal of Management

Open Access Open Access  Restricted Access Subscription Access
Open Access Open Access Open Access  Restricted Access Restricted Access Subscription Access

Going Green with Green HRM Practices – A Strategic Initiative for Reinvigorating Performance Optimization in Companies


Affiliations
1 Symbiosis Institute of Business Management (SIBM), Nagpur (Constituent of Symbiosis International Deemed University, Pune), Nagpur - 441 204, Maharashtra, India
2 Department of Management & Social Science, Haldia Institute of Technology, ICARE Complex, Haldia - 721 657, West Bengal, India
     

   Subscribe/Renew Journal


Organizations have developed a global identity with innovative human resource practices and operations which stand as a source of competitive advantage for the firms. With the advent of workforce diversity, globalization, technological incisiveness, and expeditious changes across companies, organizations are facing environmental challenges at work, which need to be addressed at large and managed as well. Green human resource management (GHRM) practices in organizations have become a key business strategy that play an active role in exploring the green facets of business. A significant difference in organizational performance is discerned when green human resource management techniques are implemented. In the present study, 264 respondents were selected (HR managers, HR officers, and HR executives of different companies). The findings of the present study revealed that Green Recruitment & Selection, Green Training, Green Performance Management, Green Rewards Management, and Green Employee Participation provided a way for green management perspective of the firms that promoted environmentalism and had a significant impact on the sustainability of the business. Such sustainable practices ingrained among employees a sense of commitment not only towards these environmental issues, but also towards the corporate mission statement of the organization, fulfilled its green objectives, and enhanced employees’ green performance of the job. The findings of the study highlighted that the green performance management (GPM) practices had a considerable impact on organizational performance. GPM practices enriched the behavioral and technical competencies of employees to align green tasks and goals that reinforced the company’s core values. The paper highlighted the significance of green performance management practices which had been instrumental in bringing out the competencies of employees, a natural environment in the workplace, improved employee implementation of green management principles, and corroborated strategic performance of the firms.

Keywords

JEL Classification : M12, O15, Q56.

Green Recruitment and Selection, Green Training, Green Performance Management, Green Rewards Management, Green Employee Participation.

Paper Submission Date : January 21, 2020; Paper Sent Back for Revision : September 19, 2020; Paper Acceptance Date : October 20, 2020.

User
Subscription Login to verify subscription
Notifications
Font Size

  • Ahmad, S. (2015). Green human resource management : Practices and policies. CogentBusiness & Management, 2(1), 1–13. https:/dx.doi.org/10.1080/23311975.2015.1030817

  • Ahuja, D. (2015). Green HRM : Management of people through commitment towardsenvironmental sustainability. International Journal of Research in Finance and Marketing, 5(7), 50–54.

  • Alfred, A. M., & Adam, R. F. (2009). Green management matters regardless. Academy of Management Perspectives, 23(3), 17–26. https:/dx.doi.org/10.5465/amp.2009.43479261

  • Aranganathan, P. (2018). A new fangled approach to attract and retain talent. International Journal of Business Management & Research, 8 (2), 69–76.

  • Arulrajah, A. A., Opatha, H.H., & Nawaratne, N.N.J. (2015). Green human resource management practices : A review. Sri Lankan Journal of Human Resource Management, 5(1), 1–16. https:/dx.doi.org/10.4038/sljhrm.v5i1.5624

  • Bajpai, N. (2013). Research methodology. New Delhi : Pearson.

  • Bangwal, D., & Tiwari, P. (2015). Green HRM - A way to greening the environment. IOSR Journal of Business Management, 17(12), 45–53. https://dx.doi.org/10.9790/487X-171214553

  • Biswas, W., & Chakraborty, D. (2019). Impact of organizational values, compassion, and well-being on industrial disputes : An empirical study. Prabandhan: Indian Journal of Management, 12(1), 36–51. https://dx.doi.org/10.17010/pijom/2019/v12i1/141427

  • Chakraborty, D., & Biswas, W. (2019). Evaluating the impact of human resource planning programs in addressing the strategic goal of the firm. Journal of Advances in Management Research, 16(5), 659–682. https://dx.doi.org/10.1108/JAMR-01-2019-0007

  • Chakraborty, D. (2018). Impact of celebrity endorsed advertisements on rural consumers' purchase intention towards mobile SIM cards: A study conducted in West Bengal. Indian Journal of Marketing, 48(10), 52–63. https://dx.doi.org/10.17010/ijom/2018/v48/i10/132335

  • Chakraborty, D. (2019a.). Adoption of M-banking service apps for rural consumers : An empirical analysis. NMIMS Management Review, 37(3), 34–52.

  • Chakraborty, D. (2019b.). Customer satisfaction towards food service apps in Indian metro cities. FIIB Business Review, 8(3), 245–255. https://dx.doi.org/10.1177/2319714519844651

  • Chakraborty, D. (2019c.). Indian shoppers’ attitude towards grocery shopping apps : A survey conducted on smartphone users. Metamorphosis, 18(2), 83–91. https://dx.doi.org/10.1177/0972622519885502

  • Chakraborty, D. (2020). Elements impacting the utilization expectation of various health-care apps in India : A study conducted on smartphone users. Foresight, 22(3), 385–400. https://dx.doi.org/10.1108/FS-11-2019-0098

  • Chakraborty, D., & Biswas, W. (2020a.). Articulating the value of human resource planning (HRP) activities in augmenting organizational performance toward a sustained competitive firm. Journal of Asia Business Studies, 14(1), 62–90. https://dx.doi.org/10.1108/JABS-01-2019-0025

  • Chakraborty, D., & Biswas, W. (2020b.). Think love, think peace, think harmony : Rethinking on industrial tranquility. Business Perspectives and Research (Online First). https://dx.doi.org/10.1177/2278533720923506

  • Chakraborty, D., Santra, A., & Dhara, S. K. (2019). Factors affecting the liquid workforce in different organizations and its effectiveness. Prabandhan: Indian Journal of Management, 12(4), 44–60. https://dx.doi.org/10.17010/pijom/2019/v12i4/143348

  • Cherian, J., & Jacob, J. (2012). A study of green HR practices and its effective implementation in the organization: A review. International Journal of Business and Management, 7(21), 25–33. https://dx.doi.org/10.5539/ijbm.v7n21p25

  • Daily, B.F., Bishop, J.W., & Govindarajulu, N. (2009). Conceptual model for organizational citizenship behavior directed towards the environment. Business & Society, 48(2), 243–256. https://dx.doi.org/10.1177/0007650308315439

  • Das, S.C., & Singh, R.K. (2016). Green HRM and organizational sustainability : An empirical review. Kegees Journal of Social Science, 8 (1&2), 227–237.

  • Deepika, R., & Karpagam, V. (2016). A study on green HRM practices in an organization. International Journal of Applied Research, 2(8), 426–429.

  • Deshwal, P. (2015). Green HRM: An organizational strategy of greening people. International Journal of Applied Research, 1 (13), 176–181.

  • Diana, A. C. (2016). A study on effectiveness of green recruitment among HR executives of IT sector. IOSR Journal of Business and Management, Special Issue, 8–11.

  • DuBois, C.L., & Dubois, D.A. (2012). Strategic HRM as social design for environmental sustainability in organization. Human Resource Management, 51(6), 799–826. https://dx.doi.org/10.1002/hrm.21504

  • Fernandez, E., Junquera, B., & Ordiz, M. (2010). Organizational culture and human resources in the environmental issue: A review of the literature. The International Journal of Human Resource Management, 14(4), 634–656. https://dx.doi.org/10.1080/0958519032000057628

  • Florida, R., & Davison, D. (2001). Gaining from green management : Environmental Management Systems inside and outside of the factory. California Management Review, 43 (3), 64–84. https://dx.doi.org/10.2307/41166089

  • Hossain, S., & Rahman, S. (2016). Green human resource management: A theoretical review. IOSR Journal of Business & Management, 18(6), 54–59. https://dx.doi.org/10.9790/487X-1806035459

  • Jabbar, M., & Abid, M. (2015). A study of green HR practices and its impact on environmental performance: A review. MAGNT Research Report, 3(8), 142–154.

  • Jahan, S., & Ullah, M. (2016). The emerging roles of HR professionals : Green human resource management (Green HRM) perspective. Global Journal of Business Management, 10(2), 1–23.

  • Joshi, A., Sunny, N., Vashisht, S. (2017). Recent trends in HRM : A qualitative analysis using AHP. Prabandhan: Indian Journal of Management, 10(10), 41–52. https://dx.doi.org/10.17010/pijom/2017/v10i10/118814

  • Kamis, A., Alwi, A., Ismail, B.L.H., Zakaria, N., & Yunus, F.A.N. (2017). Integration of green skills in sustainable development in technical and vocational education. Arasinah Kamis International Journal of Engineering Research and Application, 7(12), 8–12. https://dx.doi.org/10.9790/9622-0712030812

  • Kiruthigaa, K., & Vishwanathan, M. (2014). A study on awareness of green recruitment with special reference to general public. International Journal of Research and Development, 3(2), 28–31.

  • Kothari, C. R. (2004). Research methodology methods and techniques. New Delhi : New Age International Publishers, India.

  • Krishnaswami, O.R., & Ranganatham, M. (2018). Methodology of research in social sciences. Mumbai : Himalaya Publishing House.

  • Kumar, R. (2014). Research methodology: A step by step guide for beginners (2nd ed.). New Delhi : Pearson.

  • Kumar, S., Dhir, A., Talwar, S., Chakraborty, D., & Kaur, P. (2021). What drives brand love for natural products ? The moderating role of household size. Journal of Retailing and Consumer Services, 58, 1–10. https://dx.doi.org/10.1016/j.jretconser.2020.102329

  • Lanzini, P. (2013). The effect of rewards on spillover in environmental behaviors: Monetary vs praise rewards. In, G. Collste & L. Reuter (eds.), Proceedings from the 50th Societas Ethica Annual Conference - Climate Change, Sustainability, and an Ethics of an Open Future (pp. 163–177). Soesterberg, The Netherlands. Retrieved from https://ep.liu.se/ecp/098/012/ecp13098012.pdf

  • Lin, R. - J., & Sheu, C. (2012). Why do firms adopt/implement green practices? – An institutional theory perspective. Procedia – Social and Behavioural Sciences, 57, 533–540. https://dx.doi.org/10.1016/j.sbspro.2012.09.1221

  • Londono, M.P., & Hernandez-Maskivker, G. (2016). Green practices in hotels : The case of the green leaders program from trip adviser. WIT Transactions on Ecology and the Environment, 201, 1–13. WIT Press. https://dx.doi.org/10.2495/ST160011

  • Mandip, G. (2012). Green HRM : People management commitment to environmental sustainability. Research Journal of Recent Sciences, 1(ISC–2011), 244–252.

  • May, D., & Flannery, B. (1995). Cutting waste with employee involvement teams. Business Horizons, 38(5), 28–38. https://dx.doi.org/10.1016/0007-6813(95)90033-0

  • Mehta, K., & Chugan, P. (2015). Green HRM in pursuit of environmentally sustainable business. Universal Journal of Industrial and Business Management, 3(3), 74–81. https://dx.doi.org/10.13189/ujibm.2015.030302

  • Menon, B. (2016). A study of green HR practices and strategic implementation in the Kolhapur based industries. Indian Streams Research Journal, 6(2), 1–8.

  • Mishra, R.K., Sarkar, S., & Kiranmai, J. (2014). Green HRM : Innovative approach in Indian public enterprises. World Review of Science, Technology and Sustainable Development, 11(1), 26–42. https://dx.doi.org/10.1504/WRSTSD.2014.062374

  • Mohan, R. (2016). Using SPSS in research (1st ed.). Hyderabad : Neelkamal Publications Pvt. Ltd.

  • Mukherjee, B., & Chandra, B. (2018). Conceptualizing green human resource management in predicting employees' green intention and behaviour: A conceptual framework. Prabandhan: Indian Journal of Management 11(7), 36–48. https://dx.doi.org/10.17010/pijom/2018/v11i7/129940

  • Mutingi, M., Mapfaira, H., & Monageng, R. (2014). Developing performance management systems for the green supply chain. Journal of Remanufacturing, 4(6), 1–20. https://dx.doi.org/10.1186/s13243-014-0006-z

  • Nayak, S., & Mohanty, V. (2017). Green HRM for business sustainability. Indian Journal of Scientific Research, 15(2), 102–105.

  • Odeyle, S. (2014). Performance appraisal for green / environmental friendliness of a supply chain department. Journal of Industrial Engineering and Management, 7(5), 1316–1333. https://dx.doi.org/10.3926/jiem.1057

  • Opatha, H., & Alurajah, A. (2014). Green human resource management : Simplified general reflections. International Business Research, 7(8), 101–112. https://dx.doi.org/10.5539/ibr.v7n8p101

  • Opatha, H. (2013). Green human resource management : A simplified introduction. Proceedings of the HR Dialogue, 1(1), 11–21.

  • Owino, W., & Kwasira, J. (2016). Influence of selected green human resource management practices on environmental sustainability at Menengai Oil Refinery Limited, Nakuru, Kenya. Journal of Human Resource Management, 4(3), 19–27. https://dx.doi.org/10.11648/j.jhrm.20160403.11

  • Parida, R., Raj, S., Sharma, P., & Yadav, V. (2015). Green HR: Analysis of sustainable practices incorporated by IT firms in India. SIMS Journal of Management Research, 9(1), 12–17.

  • Prasad, R. S. (2013). Green HRM- Partner in suitable competitive growth. Apeejay - Journal of Management Sciences and Technology, 1(1), 15–18.

  • Ramus, C., & Steger, U. (2000). The roles of supervisory support behaviours and environmental policy in employee "ecoinitiatives" at leading edge European companies. The Academy of Management Journal, 43(4), 605–626. https://dx.doi.org/10.2307/1556357

  • Renwick, D.W., Redman, T., & Maguire, S. (2012). Green human resource management : A review and research agenda. International Journal of Management Reviews, 15(1), 1–14. https://dx.doi.org/10.1111/j.1468-2370.2011.00328.x

  • Saarangapani, B., & Sripathi, K. (2015). Environmental degradation in India – Dimensions and concerns : A review. Prabandhan: Indian Journal of Management, 8 (4), 51–62. https://dx.doi.org/10.17010//2015/v8i4/63821

  • Sarkis, J., Gonzalez-Torre, P., & Adenso-Diaz, B. (2010). Stakeholder pressure and the adoption of environmental practices : The mediating effect of training. Journal of Operations Management, 28(2), 163–176. https://dx.doi.org/10.1016/j.jom.2009.10.001

  • Sharanya, S. R., & Radhika, R. (2016). A study on green human resource practices in IT sector with special reference to Technopark. Journal of Chemical and Pharmaceutical Sciences, 9(1), 396–401.

  • Sriram, V. P., & Suba, M. (2017). Impact of green human resource management practices over organizational effectiveness. Journal of Advanced Research in Dynamical and Control Systems, 07 (Special Issue on Management Studies), 386–394.

  • Tang, G., Chen, Y., Jiang, Y., Paille, P., & Jia, J. (2018). Green human resource management practices: Scale development and validity. Asia Pacific Journal of Human Resources, 56(1), 31–55. https://dx.doi.org/10.1111/1744-7941.12147

  • Taylor, B., Sinha, G., & Ghoshal, T. (2016). Research methodology - A guide for researchers in management and social sciences. New Delhi : PHI Learning Pvt. Ltd.

  • Thamilarasan, M. (2015). Research methodology for social sciences. New Delhi : New Century Publications.

  • Wagner, M. (2013). Green HR benefits: Do they matter as determinants of environmental management system implementation? Journal of Business Ethics, 114(3), 443–456. https://dx.doi.org/10.1007/s10551-012-1356-9

  • Wong, W. Y. (1998). A holistic perspective on quality quests and quality gains : The role of environment. Total Quality Management, 9(4-5), 241–245. https://dx.doi.org/10.1080/0954412988992

  • Zoogah, D. (2011). The dynamics of Green HRM behaviours : A cognitive social information processing approach. Zeitschrift für Personal for Schung, 25(2), 117–139. https://dx.doi.org/10.1177/239700221102500204


Abstract Views: 295

PDF Views: 0




  • Going Green with Green HRM Practices – A Strategic Initiative for Reinvigorating Performance Optimization in Companies

Abstract Views: 295  |  PDF Views: 0

Authors

Debarun Chakraborty
Symbiosis Institute of Business Management (SIBM), Nagpur (Constituent of Symbiosis International Deemed University, Pune), Nagpur - 441 204, Maharashtra, India
Wendrila Biswas
Department of Management & Social Science, Haldia Institute of Technology, ICARE Complex, Haldia - 721 657, West Bengal, India

Abstract


Organizations have developed a global identity with innovative human resource practices and operations which stand as a source of competitive advantage for the firms. With the advent of workforce diversity, globalization, technological incisiveness, and expeditious changes across companies, organizations are facing environmental challenges at work, which need to be addressed at large and managed as well. Green human resource management (GHRM) practices in organizations have become a key business strategy that play an active role in exploring the green facets of business. A significant difference in organizational performance is discerned when green human resource management techniques are implemented. In the present study, 264 respondents were selected (HR managers, HR officers, and HR executives of different companies). The findings of the present study revealed that Green Recruitment & Selection, Green Training, Green Performance Management, Green Rewards Management, and Green Employee Participation provided a way for green management perspective of the firms that promoted environmentalism and had a significant impact on the sustainability of the business. Such sustainable practices ingrained among employees a sense of commitment not only towards these environmental issues, but also towards the corporate mission statement of the organization, fulfilled its green objectives, and enhanced employees’ green performance of the job. The findings of the study highlighted that the green performance management (GPM) practices had a considerable impact on organizational performance. GPM practices enriched the behavioral and technical competencies of employees to align green tasks and goals that reinforced the company’s core values. The paper highlighted the significance of green performance management practices which had been instrumental in bringing out the competencies of employees, a natural environment in the workplace, improved employee implementation of green management principles, and corroborated strategic performance of the firms.

Keywords


JEL Classification : M12, O15, Q56.

Green Recruitment and Selection, Green Training, Green Performance Management, Green Rewards Management, Green Employee Participation.

Paper Submission Date : January 21, 2020; Paper Sent Back for Revision : September 19, 2020; Paper Acceptance Date : October 20, 2020.


References





DOI: https://doi.org/10.17010/pijom%2F2020%2Fv13i10-11%2F156006