GREEN HUMAN RESOURCE MANAGEMENT ( GREEN HRM )

• GREEN HUMAN RESOURCE MANAGEMENT ( GREEN HRM )

• DR SHASHI AGGARWAL
• NET MANAGEMENT 
• GREEN HUMAN RESOURCE MANAGEMENT

1.       BY ALIGNING  PRACTICES AND POLICIES WITH SUSTAINABILITY THE HR FUNCTION WILL BECOME THE DRIVER OF ENVIRONMENT SUSTAINABILITY WITH IN THE ORGANIZATION

2.       GREEN INITIATIVE WITH IN HRM FOR PART OF WIDER PROGRAMS OF CORPORATE SOCIAL RESPONSIBILITY

3.       GREEN HR MEAN TWO MAJOR ELEMENTS :

1. ENVIRONMENT FRIENDLY HR PRACTICES
2. THE PRESERVATION OF KNOWLEDGE CAPITAL

4.       GREEN HUMAN RESOURCES MANAGEMENT HAS BECOME A KEY BUSINESS STRATEGY FOR THE SIGNIFICANT ORGANIZATION WHERE HUMAN RESOURCE DEPARTMENT PLAY AN ACTIVE ROLE

5. HUMAN RESOURCE MANAGEMENT IS AN IMPORTANT PART OF MANAGEMENT THAT DEALS WITH THE MOST VALUABLE ASSET OF AN ORGANIZATION WHICH IS HUMAN RESOURCES
6. THE WHOLE CONTEXT OF HRM IS CURRENTLY BEING CONSIDERED  IN THE LIGHT OF SUSTAINABILITY ALL OVER
7. GREEN HUMAN RESOURCE MANAGEMENT IS THE MOST ELEMENT OF SUSTAINABILITY. GREEN HUMAN RESOURCE MANAGEMENT IS ENGAGED IN MANAGING THE ENVIRONMENT WITH IN THE ORGANIZATION.
8. GREEN HRM IS THE USE OF HRM POLICIES TO ENCOURAGE THE SUSTAINABLE USE OF HRM POLICIES TO ENCOURAGE THE SUSTAINABLE USE OF RESOURCES WITH IN THE  BUSINESS ENTERPRISES AND PROMOTE THE CAUSE OF ENVIRONMENT WHICH FURTHER BOOST UP THE EMPLOYEE MORALE AND SATISFACTIONS

• GREEN HUMAN RESOURCE MANAGEMENT
  DEFINITIONS
• RAMACHNADRAN DEFINES GREEN HUMAN RESOURCE MANAGEMENT AS THE INTEGRATION OF ENVIRONMENT MANAGEMENT INTO HUMAN RESOURCE MANAGEMENT
• GREEN HR AS ENVIRONMENT FRIENDLY INITIATIVES LEADING TO BETTER EFFICIENCIES LESS COST AND HEIGHTENED EMPLOYEE ENGAGEMENT LEVELS.
• THE PRACTICE OF GREEN HR SHOULD BE TRANSLATED INTO THE HR PROCESSES SUCH AS RECRUITMENTS,TRAINING ,COMPENSATION ETC
• GREEN HUMAN RESOURCE MANAGEMENT
• HAS BECOME THE BUZZWORD
• THE GREEN HRM NOT ONLY INCLUDES AWARENESS TOWARDS ENVIRONMENTAL AFFAIRS,BUT ALSO STANDS FOR THE SOCIAL AS WELL AS ECONOMIC WELL BEING OF BOTH THE ORGANIZATION AND EMPLOYEES WITHIN A BROADER PROSPECT
• GREEN HUMAN RESOURCE MANAGEMENT IS DIRECTLY RESPONSIBLE IN CREATING GREEN WORKFORCE THAT UNDERSTANDS ,APPRECIATES AND PRACTICES GREEN INITIATIVES AND MAINTAIN ITS GREEN OBJECTIVES ALL THROUGHOUT THE HRM PRACTICES THE HRM PROCESS OF RECRUITING HIRING,TRAINING,COMPENSATING,DEVELOPING,ADVANCING THE FIRM'S HUMAN CAPITAL
• SPECIFIC FUNCTIONAL HRM ( CONNECTED WITH SUSTAINABILITY AND NATURAL ENVIRONMENT AT THE WORKPLACE
• GREEN RECRUITMENT: ATTRACTING HIGH QUALITY STAFF IS KEY CHALLENGE IN THE WAR FOR TALENT. GERMAN FIRMS SUCH AS SIEMENS,BASF,BAYER AND MANNESMANN USE ENVIRONMENT ACTIVITIES AND A GREEN IMAGE TO ATTRACT HIGH QUALITY STAFF. GREEN RECRUITMENT CAN BE DEFINES AS THE PROCESS OF HIRING INDIVIDUAL WITH KNOWLEDGE,SKILLS, APPROACHES AND BEHAVIOUR THAT IDENTIFY WITH ENVIRONMENTAL MANAGEMENT.
• RECRUITING CANDIDATES WITH GREEN BEND OF MIND MAKES IT EASY FOR FIRM TO INDUCT PROFESSIONALS WHO ARE AWARE WITH SUSTAINABLE PROCESS AND ARE ALREADY FAMILIAR WITH BASICS LIKE RECYCLING,CONSERVATION AND CREATING A MORE LOGICAL WORD
• GREEN PERFORMANCE MANAGEMENT
• PERFORMANCE MANAGEMENT IS THE PROCESS BY WHICH EMPLOYEES ARE ENCOURAGED TO BOOST THEIR PROFESSIONAL SKILL FOR ACHIEVING ORGANIZATIONAL GOALS IN BETTER WAY. THE RECOGNITION OF THE CORPORATE STRATEGY CULMINATES INTO PERFORMANCE MANAGEMENT. PERFORMANCE MANAGEMENT IS ALSO INFLUENCED BY THE GREEN WAVE IN POSSIBLE POSITIVE MANNER
• GREEN PERFORMANCE MANAGEMENT CONSISTS OF ISSUES RELATED TO ENVIRONMENTAL CONCERNS AND POLICIES OF THE COMPANY. IT ALSO CONCENTRATES ON USE OF ENVIRONMENT RESPONSIBILITY.
• GREEN TRAINING AND DEVELOPMENT
• TRAINING AND DEVELOPMENT IS A PRACTICE THAT FOCUSES ON DEVELOPMENT OF EMPLOYEE’S SKILLS,KNOWLEDGE AND ATTITUDE,PREVENT DETERIORATION OF ENVIRONMENT RELATED KNOWLEDGE,SKILLS,ATTITUDES.
• GREEN TRAINING AND DEVELOPMENT EDUCATE EMPLOYEES ABOUT THE VALUE OF EM,TRAIN THEM IN WORKING METHODS THAT CONSERVE  ENERGY,REDUCE WASTAGE.DIFFUSE ENVIRONMENTAL AWARENESS WITH IN THE ORGANIZATION AND PROVIDE OPPORTUNITY TO ENGAGE EMPLOYEES IN ENVIRONMENTAL PROBLEM SOLVING
• GREEN COMPENSATION
• REWARDS AND COMPENSATION ARE THE MAJOR HRM PROCESSES THROUGH WHICH EMPLOYEES ARE REWARDED FOR THEIR PERFORMANCE. THESE HR PRACTICES ARE THE MOST POWERFUL METHOD WHICH LINKS  TOGETHER AN INDIVIDUAL’S INTEREST TO THAT OF THE ORGANIZATION. IN ACCORDANCE TO A STRATEGIC APPROACH FOR REWARD AND MANAGEMENT,MODERN ORGANIZATION ARE DEVELOPING REWARD SYSTEM TO ENCOURAGE ECO FRIENDLY INITIATIVE BY EMPLOYEES
• GREEN EMPLOYEE RELATIONS
• EMPLOYEE RELATIONS ARE THAT ASPECTS OF HRM WHICH IS CONCERNED WITH ESTABLISHING CORDIAL  EMPLOYER AND EMPLOYEE RELATIONSHIP. EMPLOYEE RELATIONS INVOLVE EMPLOYEE PARTICIPATION AND EMPOWERMENT, I ALSO HELP PREVENT AND RESOLVE PROBLEMS ARISEN AT THE WORKPLACE.
• EMPLOYEE PARTICIPATION IN GREEN INITIATIVES INCREASES THE CHANCES OF BETTER GREEN MANAGEMENT AS IT ALIGNS EMPLOYEES GOALS,CAPABILITIES,MOTIVATION AND PERCEPTION WITH GREEN MANAGEMENT PRACTICES AND SYSTEMS INVOLVING EMPLOYEES
• GREEN INITIATIVES FOR HR
•  GREEN INITIATIVES INCLUDED  IN HRM MANIFESTO IS A PART OF CORPORATE SOCIAL RESPONSIBILITY IN THE LONG RUN . ORGANIZATION ACROSS THE WORLD ARE INCORPORATING AND WORKING TOWARDS IMPLEMENTING GHRM PRACTICE TO GAIN COMPETITIVE ADVANTAGES
• GREEN BUIDLING : THE ORGANIZATION ROUND THE GLOBE ARE CONSIDERING OPTING FOR GREEN BUILDING AS THEIR WORKPLACE AND OFFICES AS AN ALTERNATIVES TO TRADITIONAL OFFICE’
• GREEN BUILDING FULFILLS CERTAIN CRITERION FOR REDUCING THE EXPLOITATION OF NATURAL RESOURCES THAT ARE UTILIZED IN THE CONSTRUCTION
• GREEN INITIATIVES FOR HR
• PAPERLESS OFFICE: TODAY E BUSINESS AND LEARNING HAVE CHANGED THE METHODS AND PROCEDURES AT OFFICE CONVERTING THEM INTO PAPERLESS OFFICE
• CONSERVING OF ENERGY : HAS THE POTENTIAL FOR GREEN ENVIRONMENT IMPACT IN AN EFFORTS TO PROVIDE MORE EFFICIENT AND ECO FRIENDLY SERVICES,OFFICES AROUND THE WORLD HAVE IMPLEMENTED SEVERAL ENERGY CONSERVATION INITIATIVES  TO REDUCE THE ENVIRONMENTAL IMPACT
• RECYCLING AND WASTE DISPOSAL : REDUCES THE USE OF MATERIALS . WILL SAVE THE ENERGY AND MAKE THE ENVIRONMENT CLEANER
• ADVANTAGE

1. REDUCTION IN COSTS
2. HUGE GROWTH OPPORTUNITY BY BEING GREEN AND CREATING A ECO FRIENDLY ENVIRONMENT WHICH SAVES A LOT BY REDUCING THEIR CARBON FOOTPRINT
3. HIGH JOB SATISFACTION AND COMMITMENT TO EMPLOYEES
4. ECO FRIENDLY CULTURE
5. IMPROVEMENT THE RELATIONS OF EMPLOYEE
6. IMPROVED PUBLIC IMAGE
7. PROMOTE EMPLOYEE MORALE
8. REDUCTION IN THE ENVIRONMENT IMPACT OF THE COMPANY
9. IMPROVED COMPETITIVENESS AND INCREASED OVER ALL PERFORMANCE

• DISADVANTAGES

1. HIGH INITIAL COSTS
2. INADEQUATE SAVING
3. INCREASED CAPITAL EXPENDITURE
4. EMPLOYEE INDIFFERENCE AND NOT WILLING