COLLEGE OF BUSNIESS ADMINSTRIATION
MANAGEMENT AND MARKTING DEPARTMENT
SECOND SEMSTER 2020/2021
MGT430-HUMAN RESORUCE MANAGEMENT
Green human resource management and
sustainability
MGT430 – SEC.1
DATE OF SUBMISSION:
WORD COUNT:
SUBMITTED TO DR. MAHMOOD ASAD MOHAMMED ALI
DONE BY:
DUHA ABDULLA ALASFOOR 20164006
TABLE OF CONTENT
1. INTRODUCTION
1.1 Abstract
1.2 Introduction
1.3 Background of the problem
1.4 Statement of the problem
1.5 Purpose of the study
1.6 Research questions
1.7 Importance of the study
1.8 Scope and limitation of the study
1.9 Summary
2. Literature Review
1. INTORDUCTION
1.1 Abstract. even customers themselves. Human
This paper seeks to simplify sustainability resource management systems nowadays
and green HRM. And it has a great striving to achieve environmental
potential to serve the individual, sustainability and going all green. Green
society and organizations. This paper human resource refers to using every
has its focus on answering 5 different employee touch point/interface to promote
principles and providing ways of sustainable practices and increase
implementation, defining green employee awareness and commitment on
human resource requirement and the the issues of sustainability. Sustainable
findings of some green and development is concerned with meeting
sustainable HRM. Its hoped that this the needs of people today without
paper has some utility for generating compromising the ability of future
an interest within potential generation to meet their own needs. Due
researchers and for gaining conceptual to all the awareness shared among
understanding of green HRM. everyone companies now realize that they
have to develop a powerful social
conscience and green sense of
1.2 Introduction. responsibility. The HR function is the
The topic of environmental driver of environmental sustainability
sustainability and going green Is within the organization. In a nutshell
gaining more attention these days among creating green world where consumers
management sections. Despite its and employees force change is in fact one
importance for everyone and especially for of many jobs of HR function.
organization/firm members starting from
managers, stakeholders, employees and
1.3 Background of the problem.
The context of the study combines 2 HRM. According to previous studies
related components in order to achieve stated that ideally the sustainable HRM
maximum sustainability environments concerned with 2 dimensions which are
which are sustainable HRM and green social and environmental. Sustainable
HRM have a positive social impact and main approaches which are actually the
reduce negative environmental impact same concerns of both sustainable and
and its concerned with not only the future green HRM which are economic approach,
but also current time. Meanwhile green environmental and social approaches.
HRM or a business that is ‘’going green’’ Economic approach seeks to maximize
is ideally concerned about the bigger income while maintaining a constant or
picture and it combines 3 dimensions increasing stock of capital.
which are social, environmental and Environmental approach seeks to
economical. Moving to theorical decrease any actions that cause pollution
approaches, findings, trends and and harm the nature. Social approach
unresolved issues when it comes to seeks to maintaining stability of social
sustainability and going green there is 3 and cultural systems.
findings of sustainably and green HRM and completely staying away from papers
is that sustainable and green companies on anything could harm the nature.
attract job seekers more than other Unresolved issues as for the 3 different
companies nowadays, consuming from approaches and dimensions is mainly the
such a company makes buyer feel proud pressure from customers, employees and
rather than guilty. Trends of 2019 HRM even shareholders and stakeholders when
sustainability are digital innovation and they have a huge reaction toward changes
planning, real time performance feedback for going completely green and all the
and the new way to work which simply resistance makes it hard to actually
means going all green starting from using implement the needed changes.
digital platforms, sending electronic notes
1.4 Statement of the problem.
The need for this research is to review which is how to actually implement both
and identify both types sustainable HRM ways in HR department in companies.
and green HRM. And fill the missing gab
1.5 Purpose of the study.
The main 2 objectives of this study is to – green HRM. -To examine the nature and
detail a model of HR process involved in extent of green HR.
1.6 Research questions.
The 5 questions that will be answered in sustainable HRM 4) how to make HRM
this research papers are 1) what is green functions green and sustainable 5) what
and sustainability 2) why is green and are green and sustainable human
sustainability 3) what is green and resource requirement.
1.7 Importance of the study. natural disasters 3) to minimize health
diseases 4) to ensure survival of humans
The benefits we will come out with from
and business organizations for a
this research papers is knowing 1) how to
prolonged period of time 5) most
avoid and minimize global warming by
importantly to share awareness for as
implementing sustainability and going
much people as possible.
green in HRM 2) to avoid or minimize
1.8 Scope and limitation of the study. will result for a better future for the
coming generation also this
This study/research papers will let
study/research papers will allow people to
readers/viewers more aware and educated
distinguish between both sustainable
of the importance of implementing
HRM and green HRM and most
sustainability and going green for HRM
importantly its going to suggest ways to
and how huge and beneficial impact that
efficiently implement it in organizations.
1.9 Summary. sustainable and green HRM, what are the
approaches and trends and unresolved
The major content is about distinguish
problems was faced during
between sustainable HRM and green
implementation process, the 5 major
HRM, importance of implementing
questions that are going to be discussed The English Language
Dictionary (1987) of the Collins
and answered and the benefits that will
Birmingham University describes
result from implementation for both the “green” as the color of grass or leaves or
leafy or verdant. A green area covered
organization and the whole world. In the
with grass, plants and trees and not
next page will discuss more about the houses or factories. Mostly though, it
mythology, results and findings and means something that is important to
nature or the natural world. Green stands
conclusion and recommendations for climate. In the sense of handling
people at work, “Greening” has at least
2. Literature Review four meanings:
Purpose: ● Preservation of the natural
The Purpose of our paper is to provide a clear environment
overview of green and to examine the nature and ● Conservation of the natural
extent of green HR and essentially our environment
methodology is analytical, concise and
prescriptive. The paper attempts to answer the ● Avoidance or minimization of
following interrelated questions in concrete environmental pollution
terms:
● Generation of gardens and looking-
1. What is green and sustainability? like natural places
2. Why is green and sustainability? 2. Why is green and sustainability?
3. What is green and sustainable HRM? According to Rugman &
4. How to make HRM functions Green and Verbeke (1998), Environmental
sustainable? problems are among the most dynamic
5. What are Green and sustainable human and critical managerial challenges of the
resource requirement? twenty-first century. This covers climate
change, the loss of energy, and
Problem:
biodiversity destruction and the
The Study framework integrates 2 linked protection of the environment. It sees
components to achieve full environment and hears rapid degradation of the
sustainability. The Known problem is that the natural resources. Organizations are
sustainable HRM is concerned with two social responsible for the environmental
and environmental dimensions. Sustainable degradation.
HRM has a positive social effect and decreases Natural Disasters such as Acid Rains, red rain,
adverse effects on the environment and is not Tsunami, flooding, hurricanes, droughts
concerned with only the future but also present. etc. Experienced in the Planet, both their
Natural Factors such as global warming, natural severity and frequency seem to have
disasters, severe health diseases should be taken increased. Climate change is a big
care of by implementing sustainability and by problem and nowadays this affects
going green in HRM. states, the general public and business
organizations more and more (Boiral et
1. What is green and sustainability? al., 2012).
Sampling Data
method: analysis:
The method used is Based on the fact this a mixed
convenience sampling which method research, analyzing
is a type of random sampling. the data was done using
The respondents were mixed method analysis. This
random people which method involves using both
included employees, students, quantitative and qualitative
unemployed and retired data analysis techniques
people. A total of 25 within the same study. This
respondents answered the section summarizes
questionnaire. The responses techniques used to analyze
were collected via mobile link. quantitative data collected
from interviews and qualitative
Data collection data collected from
method: questionnaire.
In data collection phase a Summary:
blend of essential and
optional information has been In general, green HR
utilized to improve this particularly deals with the HR
research. Semi-organized activities with are environment
interviews and questionnaires friendly and promote the
were the source of the sustainability of resources that
primary data, while writing an organization may have.
audit through books, internet, However, there is a
and journals were the source substantial gap exists in
of the secondary data. The human resource management
secondary form of data was (HRM) literatures on
utilized to support and provide environmental aspects of
additional information to the human resources.
primary data.
3. What is green and sustainable HRM? achieve the organization’s
Green HRM refers to all environmental objectives
activities involved in developing, and eventually make a major contribution to the
implementing and maintaining a environment sustainability. The purpose
program which aim to green the of green
employees of an organization. It is HRM is designed to build, develop and sustain
HRM’s side that aims to turn normal greening within each employee of the
employees into green employees to company so that he/she can make a full
individual contribution.
iii. Green Behavior: Green
4. How to make HRM functions Green organizational citizenship
and sustainable? behavior, Green Interpersonal
Many of which do not require a great deal of citizenship behavior, Green
cost money to introduce may differ official behavior.
dramatically in the way company is run. iv. Green Results: Green
Here are a few steps businesses should innovations and Green
take to start practicing Go Green: Outcomes.
i. Conduct an internal
environment & energy audit in
the organization
ii. Conduct ecofriendly or Go Previous Contributions/Studies:
Green Surveys
iii. Explore opportunities for Renwick (2008) and Muller-Carmen
implementing alternative energy (2010) clarified that GHRM includes
sources
iv. Go paperless by using apps, incorporating environmental
software & E-HR management priorities of the
organization into the recruiting,
5. What are Green and sustainable
human resource requirement? selection, training and development
Green human resources standards need to be processes, incentives and
defined in order to attain corporate
acknowledgement etc. Renwick (2013)
environmental targets or greening. There
are four types of criteria for green reviewed the different Environmental
human resource requirement: Management and HRM literature and
i. Green Competencies:
Knowledge and skills about drafted a list of Green HRM activities.
greening
ii. Green Attitude: To believe in According to Douglas Renwick,
greening, Positive feeling about University of Sheffield Management
greening, intention to behave
School, yesterday he listed in his paper
positively.
the different shades of HR starting from
Non-Green in yesterday and Dark green as one close to both managers and
in future which he adapted from James employees adopt Green initiatives in day
and Steward, 1996. He said in his study to day life.
that in recruiting, training and
development, induction, performance
assessment etc. HR should include
environmental aspects. In the report, he
also stated that HR professionals appear
. REFERENCES
Muller-Carmem, M., Jackson, S., Jabbour,
C.J.C. and Renwick, D.,„Green human
resource management‟, Zeitschrift für
Personalforschung, 24(1),2010, 95–96.
Rugman, A., & Verbeke, A. (1998).
Corporate strategies and environmental
regulations: An organizing framework.
Strategic Management Journal, 19(4), 363–
375. http://dx.doi.org/10.1002/(SICI)1097-
0266(199804)19:4<363::AID-
SMJ974>3.0.CO;2-H
