Why Green HRM Matters?

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Why Green HRM Matters?

Sustainability within corporate cut-throat boundaries is no longer just a buzzword; it is an important aspect of the long-run strategy that every organization pursues today. Many organizations around the globe, to mention only a few, are starting to incorporate Green Human Resource Management as part of their major thrust for Corporate Social Responsibility (CSR) to reduce impact on the environment and build responsible workplaces (Renwick et al., 2013). Green HRM refers to the use of different practices "such as green recruitment, green training, green performance management, and green employee engagement" so as to create workplaces that are compliant with global standards of sustainability (Jabbour & Santos, 2008), thus improving the visibility under the brand name, while also improving employee satisfaction. MAS Holdings, Brandix, and Hayleys PLC must embrace these practices for competitiveness in a sustainability-driven economy in Sri Lanka.

What is Green HRM?

Green HRM includes embedding environmental objectives into the human resources strategies and Setting up greening of the entire organization: Greening Sam possible practices under Green HRM are greening the recruitment process, by selecting candidates as per the alignment with company's standards of values towards environment, and sustainable training where employees are trained on eco-friendly practices such boosted performance include consideration of sustainability in employee evaluations and incentivizing greener practices. For example, digital transformation plays a significantly submerged role Price: moving Tennessee education, labor and industry to a paperless, cloud-based platform to reduce waste. Participation in environmental awareness and volunteer activities at the workplace motivates workers to take part in the organization of the company in their CSR initiatives. The practice at the organizational level saves costs and benefits that it has on employees makes a significant unit, which eventually translates into coming down the organization at bonus for attracting investors. (Renwick et al., 2016)

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Examples of Green HRM in Sri Lanka and Globally

In Green HRM practices, companies in Sri Lanka were able to recruit as well as align employees to fulfill sustainability objectives. MAS Holdings in Sri Lanka emphasizes green recruitment by employing those who espouse environmental responsibility as one of their values, which also includes training in sustainable apparel production and energy conservation practices (MAS Annual Report, 2023). Brandix introduced digital HR to curb paper usage while linking goals to employees' achievements toward energy conservation and waste management initiatives (Brandix Sustainability Report, 2022). Hayleys PLC has invested in green structures, such as energy-efficient lighting and eco-friendly buildings, and offered sustainable training modules on sustainable operations (Hayleys Annual Report, 2023). Unilever globally trains employees to mitigate carbon emissions in operations, while activities such as encouraging cycling and carpooling are rewarded by Patagonia. IBM integrates sustainability metrics into employee performance evaluation and rewards green practices with a goal of developing an environmentally responsible workforce (Renwick et al., 2016).

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Green HRM creates a win-win situation for the organization and the employees by: 

Many strategic advantages accrue to an organization from Green HRM. By reducing energy consumption, employees' paper use, and the costs associated with waste disposal, it also reduces operational costs. By involving their employees in environmental initiatives, companies engage their staff, who feel proud of their contribution toward sustainability goals. Also, by demonstrating social and environmental responsibility, they increase their corporate reputation and thus attract customers as well as investors (Daily FT, 2023). Abiding by environmental legislation helps in legal compliance, thereby minimizing the risks involved. Green HRM also works toward creating an innovative environment whereby employees are encouraged to derive solutions towards a sustainable outcome in their daily work.

Conclusion 

As a result of the excessive pressure created by the global environmental crisis, organizations have become increasingly mandated to facilitate change by embedding Green HRM practices in their CSR strategies. Going down this path has only recently begun in Sri Lankan companies, and an even broader adoption is warranted to align internationally with sustainability practices. Eco-friendly recruitment based on digitized methods, training for sustainability, and engaging employees in CSR activities would go a long way in providing competitive advantages in international markets. Green HRM is not a trend; it is the future of responsible and resilient business.

References

• Brandix Sustainability Report (2022). Driving Sustainable Apparel Manufacturing. Brandix Lanka Ltd.

• Daily FT (2023). Green HR Initiatives in Sri Lankan Companies.

• Hayleys Annual Report (2023). Digital and Sustainable Workforce Development. Hayleys PLC.

• Jabbour, C. & Santos, F. (2008). The Central Role of Human Resource Management in the Search for Sustainable Organizations. International Journal of Human Resource Management, 19(12).

• MAS Annual Report (2023). Sustainability-Driven HRM Practices. MAS Holdings.

• Renwick, D., Redman, T., & Maguire, S. (2013). Green Human Resource Management: A Review and Research Agenda. International Journal of Management Reviews, 15(1).

• Renwick, D., Maguire, S., & Green, P. (2016). Green HRM and Employee Engagement: A Pathway to Sustainable Business. Human Resource Management Review, 26(1).