Green human resource management

Global warming is a reality. Organisations realise their corporate responsibility to conduct their business with the 'future' in mind. Sustainability is having a green conscience and ensuring the steps you take today do not have a negative impact on the future. Green Human Resources Management is to promote the sustainable use of resources within business organisations. The aim of this research is to provide organisations with a Green Human Resource Management Strategy (GHRM). A qualitative approach was followed, and five participants interviewed. The researcher followed this approach to gain an in-depth understanding of business eco-friendly practices, to ascertain if they utilise HR to drive “green” in the organisation and engage employees. The study found that most organisations have implemented some eco-friendly practice and know the value of becoming a 'green' employer. However, the researcher identified a significant gap in that organisations are not aware of or lack the knowledge of how to utilise HR practices to get staff engaged in green policies and procedures. The researcher will strive to come up with various ideas and recommendation to the business on how they can utilise their HR practices to go green and engage their staff

Green human resource management: An organisational strategy for Greening employees

Global warming is a reality. Organisations realise their corporate responsibility to conduct their business with the 'future' in mind. Further, organisations realise that going green is a smart organisational strategy (Mandip, 2012). Sustainability is having a green conscience and ensuring the steps you take today do not have a negative impact on the future. Green Human Resources Management is to promote the sustainable use of resources within business organisations (Mandip, 2012). The aim of this research is to provide an organisation, with a green human resource management strategy (GHRM). A qualitative research approach was followed and five participants interviewed. The researcher followed this approach to gain an in-depth understanding of business eco-friendly practices, and to ascertain if the organisation utilises human resources to drive “green” in the organisation to engage employees. The study found that most organisations have implemented some eco-friendly practice and know the value of becoming a 'green' employer. However, the researcher identified a significant gap in that organisations are not aware of through a lack of knowledge how to utilise human resource practices to obtain staff engagement in green policies and procedure. The researcher has developed various ideas and recommendations to business on how human resource practices can be utilised to go green and engage staff. An example of a key recommendation would be to ensure the employer make themselves known to the public and future employees as a green employer. This is a strategic move and can be accomplished by taking part in green initiatives in the community, hosting green workshops, confirming green involvement on the company website and recruiting employees that are already environmental conscience