Green HRM: innovative approach in Indian public enterprises

Mishra, Ram Kumar; Sarkar, Shulagna; Kiranmai, J.

doi:10.1504/wrstsd.2014.062374

Cited by 132 publications

(120 citation statements)

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“…). Thus, there is an increasing need to integrate green concepts into HRM, referred to as green human resource management (GHRM; Mishra, Sarkar and Kiranmai ).…”

mentioning

confidence: 99%

“…In the context of environmental protection, human resource management (HRM) can facilitate the successful formulation and implementation of environmental management (Daily and Huang 2001) by aligning practices such as selection, performance evaluation, and training with environmental objectives (Jabbour et al 2013). Thus, there is an increasing need to integrate green concepts into HRM, referred to as green human resource management (GHRM; Mishra, Sarkar and Kiranmai 2014).…”

mentioning

confidence: 99%

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Green human resource management practices: scale development and validity

Tang

Chen

Jiang

et al. 2017

Asia Pac J Human Res

647

584

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Previous studies on green human resource management (GHRM) are mainly positioned at theoretical or qualitative level. There is urgent need to develop a valid measurement of GHRM and then to offer more insights into the implication of it on individual or organizational performance. The aim of this study was to propose and validate an instrument to measure GHRM. Based on exploratory analysis (study 1), it was established that GHRM includes five dimensions: green recruitment and selection, green training, green performance management, green pay and reward, and green involvement. Confirmatory factor analysis (study 2) was used to confirm the factor structure of study 1. The results indicated that the proposed measurement is valid. This study is the first and also the most comprehensive one to measure main human resource practices for environmental management, which can provide broader focus for further research and for practitioners.

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“…). Thus, there is an increasing need to integrate green concepts into HRM, referred to as green human resource management (GHRM; Mishra, Sarkar and Kiranmai ).…”

mentioning

confidence: 99%

mentioning

confidence: 99%

Green human resource management practices: scale development and validity

Tang

Chen

Jiang

et al. 2017

Asia Pac J Human Res

647

584

View full text Add to dashboard Cite

show abstract

“…Mandip described GHRM as a management system integrating environmental management including employee participation and commitment in environmental sustainability with the practices of human resources [20]. According to Mishra et al, GHRM expresses an innovative process including human-oriented technological innovations and developments [21]. While Deshwal described GHRM as an organizational strategy to improve environmental consciousness of employees [22], Renwick et al [23], Mohd-Yusof and Mohd-Yusof [24], Sheopuri and Sheopuri [25], Ahmad [26], Razab et al [27], Arulrajah et al [28], and Sharma [29] focused on GHRM practices as the critical success factors, a strategic tool, or a strategy for competitive advantage.…”

Section: Corporate Governance and Strategic Decision Makingmentioning

confidence: 99%

“…Zoogah indicated that GHRM makes the human resources practice, philosophy, and policies sustainable business sources [30]; similarly, Ahmad [26] illustrated that GHRM brings the human resources policies into force allowing the sustainable use of resources in every job/ process of the business. With another perspective, Mandip [20] and Mishra et al [21] deined GHRM as the implementations that support environmentalist activities and improve employee consciousness and commitments for environmental sustainability. Besides providing improved eiciency like reduced cost and employee commitment, and improved organizational outcomes, the green human resource management practices include the implementations that reduce the carbon footprint of the business.…”

Section: Corporate Governance and Strategic Decision Makingmentioning

confidence: 99%

“…Besides providing improved eiciency like reduced cost and employee commitment, and improved organizational outcomes, the green human resource management practices include the implementations that reduce the carbon footprint of the business. Then, Mishra et al [21] deined green human resource management as an innovative process that includes human-related technological innovations and developments. GHRM involves human-related technology advancements and mainly includes initiatives like car-pooling, job-sharing, teleconferencing and virtual interviews, recycling, telecommuting, online training and optimally utilizing the energy-eicient oice spaces, etc.…”

Section: Corporate Governance and Strategic Decision Makingmentioning

confidence: 99%

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Gaining a Competitive Advantage through Green Human Resource Management

Aykan¹

2017

Corporate Governance and Strategic Decision Making

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The practices of environmental protection and the prevention of environmental pollution have emerged as a result of recent environmental problems when the humans noticed that natural resources are limited. Environmental management practices have accelerated with the conscious acts of businesses on environmental issues since they have the greatest responsibility for environmental pollution. After the 2000s, businesses have started to prefer to be a part of the solution rather than being at the center of the problem and tended to green business and management practices. For improved environmental performance, sustainable competitive advantage, and environmental management, environmental consciousness should be taken into consideration in each and every human resource function ranging from recruitment to training of employees, from performance assessment to rewarding. In this sense, green human resources management (GHRM), allowing improved employee consciousness and commitment to environmental sustainability, has become an interesting issue. In the present study, green human resources management and practices are evaluated, signiicant issues are pointed out, and recommendations are made for future researchers who wish to work upon this subject.

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Embracing organisational environmental sustainability: Experiences in green human resource management

2020

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This qualitative study explores the experiences of the managers and employees of electrical and electronics companies in moving towards environmental sustainability with the support of Green Human Resource Management. Based on 12 in-depth interviews, the data were thematically analysed by using NVivo 12 plus software, with three main themes emerging as embarking on environmental sustainability, building environmental sustainability, and embracing environmental sustainability.This study uses the resource-based theory as the theoretical lens, and results indicate that the company practises Green Human Resource Management, particularly green employee involvement and participation, green training, green rewards, and green orientation for achieving its environmental sustainability efforts. Most importantly, the results highlight that NGOs, organisational culture, and effective communication are vital in supporting Green Human Resource Management implementation in attaining environmental sustainability goals. The findings of this study have implications for other developing countries, which are striving to achieve their environmental and sustainability goals.

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Green HRM: innovative approach in Indian public enterprises

Cited by 132 publications

References 0 publications

Green human resource management practices: scale development and validity

Green human resource management practices: scale development and validity

Gaining a Competitive Advantage through Green Human Resource Management

Embracing organisational environmental sustainability: Experiences in green human resource management

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