The Strategy of Small and Medium Enterprises in the Implementation of Green Human Resource Management in Bandung Regency

Abstract

Workers as the main actors of SMEs need to understand environmental management as an aspect in order to increase business productivity. Green Human Resource Management (Green HRM) is a tool that can be used to manage the SME workforce by involving environmental aspects. The purpose of this study is to determine the priority of Green HRM criteria for SMEs in Bandung Regency. It is hoped that by producing Green HRM criteria for SMEs and the level of importance for each criterion, strategic steps can be formulated in optimizing Green HRM for SMEs in Bandung Regency. In this research, the research method used is descriptive qualitative method. The method of data collection is done by using a questionnaire with a scale of comparison, interviews and field observations. The data analysis technique was performed using analytical hierarchy process (AHP). The results showed that the implementation of green HRM in SMEs was carried out in an organized manner starting from the recruitment process, selection, training and development, performance evaluation, awards, job descriptions of the workforce and workforce management based on the green concept. Among these processes, the training and development process has the highest weight, which shows it is the most important process in implementing green HRM in SMEs. job description of manpower and manpower management which is based on the green concept. Among these processes, the training and development process has the highest weight which shows it is the most important process in implementing green HRM in SMEs. job description of manpower and workforce management based on the green concept. Among these processes, the training and development process has the highest weight which shows it is the most important process in implementing green HRM in SMEs.

Exploring environmental sustainability practices in MSMEs: Insights from Malaysia

“…This could be due to the limitation of cost and infrastructure. Nevertheless, this is similar to the results shown by Putra, Hardhika, and Susanti (2020) in their study in Bandung (Indonesia). Having said that, in order to be sustainable in the long term, owners and managers of MSMEs are advised to re-examine the importance of green HRM, as it has been recognized as the most important initiative to reach a more sustainable society (Rubel et al, 2021).…”

Design of Human Resource Management System Based on Deep Learning

“…The basic business application of HR includes the functions of registering, logging in, browsing jobs, collecting, and applying for jobs. The position recommendation application includes personalized position recommendation and the latest popular position recommendation [ 33 ]. It is responsible for presenting the list of positions recommended by the system to users.…”

Intelligent Communication Management Terminal in the Construction of Human Resource Management Mode

“…The human resource management information system has promoted the process of human resource reform. The human resource management department can no longer only provide simple human resource information and can provide decision-making support to the management anytime and anywhere, which can enable the human resource management department to truly enter the "management" role of strategic partners [30]. The human resource management information system improves the objectivity and transparency of human resource management and eliminates human factors through the implementation of standard business processes, which is very beneficial to achieve the consistency of human resource management behavior.…”