Green HRMGreen HRM

Greening Business Greening Business PracticesPractices

NTPCNTPC Electrostatic Precipitation TechnologyElectrostatic Precipitation Technology Afforestation in and around power plants Afforestation in and around power plants

resulting in bringing down air temperatureresulting in bringing down air temperature Distributed GenerationDistributed Generation Environmental Monitoring GroupsEnvironmental Monitoring Groups

IntroductionIntroduction

GREEN HUMAN RESOURCE GREEN HUMAN RESOURCE MANAGEMENT is the use of HRM MANAGEMENT is the use of HRM policies to promote the sustainable use of policies to promote the sustainable use of resources within business organizations resources within business organizations and, more generally, promote the cause and, more generally, promote the cause of environmentalism. of environmentalism.

Green HRM InitiativesGreen HRM Initiatives

Educating employeesEducating employees about climate change about climate change and other environmental issues, and other environmental issues,

TrainingTraining in working methods that reduce the in working methods that reduce the use of energy and other resources, use of energy and other resources,

Promoting and incentivizing more sustainable Promoting and incentivizing more sustainable means of travel to work (e.g. car sharing, means of travel to work (e.g. car sharing, cycling, public transport), cycling, public transport),

Auditing Auditing employee benefits to eliminate those employee benefits to eliminate those that are environmentally damaging (e.g. that are environmentally damaging (e.g. unnecessary provision of a high powered unnecessary provision of a high powered company car company car

Contd.Contd.

Make use of employee volunteeringMake use of employee volunteering to support to support environmental charities and projects and to environmental charities and projects and to develop green initiatives at work.develop green initiatives at work.

Where trade unions are present, green HRM Where trade unions are present, green HRM may involve consultation and joint working with may involve consultation and joint working with union environmental representatives (i.e. union union environmental representatives (i.e. union representatives who are trained to promote a representatives who are trained to promote a green agenda at work) to advance sustainable green agenda at work) to advance sustainable business practice.business practice.

Role of HRRole of HR

Raise awareness about ecology and the Raise awareness about ecology and the environment, and the need to conserve environment, and the need to conserve them.them.

Be able o demonstrate that 3R (reduce, Be able o demonstrate that 3R (reduce, reuse, recycle) adds value to the reuse, recycle) adds value to the business and peoplebusiness and people

GREEN HRM AND RELATION GREEN HRM AND RELATION TO OTHER HRM ASPECTSTO OTHER HRM ASPECTS

1.1. Recruitment and selectionRecruitment and selection

2.2. TrainingTraining

3.3. Performance managementPerformance management

4.4. Reward systemReward system

5.5. Job descriptionJob description

6.6. Organizational cultureOrganizational culture

Recruitment and Recruitment and selectionselection

Green Recruitment means a paper-free Green Recruitment means a paper-free recruitment process with a minimal recruitment process with a minimal environmental impact. Applications are invited environmental impact. Applications are invited through online mediums like e-mail, online through online mediums like e-mail, online application forms or the Global Talent Pool. If application forms or the Global Talent Pool. If possible, telephone or video-based interviews possible, telephone or video-based interviews are conducted to minimize any travel-related are conducted to minimize any travel-related environmental impact.environmental impact.

Training Training Train front liners to analyze their work areas in Train front liners to analyze their work areas in

environmental managementenvironmental management Train to increase staff concerns and emotional Train to increase staff concerns and emotional

attachment to environmental impact.attachment to environmental impact. Integrating environmental training and material useIntegrating environmental training and material use Training for the generation of eco-valuesTraining for the generation of eco-values Development of employee skills, competence Development of employee skills, competence

building.building. Job rotation to train green managers of the futureJob rotation to train green managers of the future Using discussion packs, suggestions and Using discussion packs, suggestions and

interactive material in training and developmentinteractive material in training and development Training skills for the development of renewable Training skills for the development of renewable

sectors and operationssectors and operations Union involvement in the green awarenessUnion involvement in the green awareness

Performance Performance ManagementManagement

Each department green performance standards and Each department green performance standards and indicators.indicators.

Auditing of environment management systems and Auditing of environment management systems and firm wide dialogue on green matters.firm wide dialogue on green matters.

Managers to have green targets, goals and Managers to have green targets, goals and responsibilities.responsibilities.

Appraisal of employees based on green outcomes.Appraisal of employees based on green outcomes. Penalties for non compliance on targets in Penalties for non compliance on targets in

environmental management.environmental management. Linking of the environmental management to the Linking of the environmental management to the

performance management not to be taken as a performance management not to be taken as a fashion.fashion.

RewardsRewards

The formulation of a Green pay/reward system when The formulation of a Green pay/reward system when the employee produces less waste than the standard.the employee produces less waste than the standard.

Tailor packages can be formulated to reward green Tailor packages can be formulated to reward green skills acquisition. skills acquisition.

Use of monetary-based Environmental management Use of monetary-based Environmental management rewardsrewards

Use of non-monetary based EM rewards Use of non-monetary based EM rewards Developing negative reinforcements-Developing negative reinforcements- Development of positive rewards Development of positive rewards Establish good Public relations processesEstablish good Public relations processes Link suggestion scheme to reward system & Link suggestion scheme to reward system &

participation in Green HRM initiatives toparticipation in Green HRM initiatives to

Job DescriptionJob Description

The organization can be advised to The organization can be advised to introduce specified environmental introduce specified environmental management postsmanagement posts

The organization can be advised that The organization can be advised that where possible job descriptions for high-where possible job descriptions for high-volume hiring positions should be volume hiring positions should be included, such as, responsibilities for included, such as, responsibilities for minimizing negative environmental minimizing negative environmental impacts. impacts.

Organisation CultureOrganisation Culture

The organizational culture has to be molded, The organizational culture has to be molded, projected and developed to highlight its need, projected and developed to highlight its need, importance and application in the organizations importance and application in the organizations processes. The EM approach of the processes. The EM approach of the organization is reflected by the organizational organization is reflected by the organizational culture that is formulated.culture that is formulated.

The organization culture is formulated by the The organization culture is formulated by the top management and on the founder’s vision. top management and on the founder’s vision. Therefore the strategic teams have to be Therefore the strategic teams have to be convinced about the application of the convinced about the application of the practices and have to develop means to practices and have to develop means to ensure their compliance.ensure their compliance.

BENEFITS OF APPLICATION BENEFITS OF APPLICATION OF GREEN HRM PRACTICES OF GREEN HRM PRACTICES IN ORGANISATIONS:IN ORGANISATIONS:

Reduced energy consumptionReduced energy consumption Reduced materials usageReduced materials usage Reduced insurance costsReduced insurance costs Avoidance of fines for the transgression Avoidance of fines for the transgression

of environmental legislationof environmental legislation Increased salesIncreased sales Improvement in operational efficiencyImprovement in operational efficiency

COSTS REALTED TO THE COSTS REALTED TO THE APPLICATION OF GREEN APPLICATION OF GREEN HRMHRM

Training costsTraining costs Pollution reduction equipmentPollution reduction equipment Inspection and appraisalInspection and appraisal Modification of operationsModification of operations Accounting errorsAccounting errors