scholarly journals What’s Next for Green Human Resource Management: Insights and Trends for Sustainable Development

2021 ◽  
Vol 16 (1) ◽  
pp. 181-194
Author(s):  
Muhammad Hamza Khan ◽  
Syaharizatul Noorizwan Muktar
Keyword(s):  
Sustainable Development ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Support ◽  
Individual Level ◽  
Competitive Edge ◽  
The Past ◽  
Novel Concept ◽  
Green Human Resource Management

The theme of green human resource management (GHRM) has got immense attention among researchers and professionals due to its potential to pacify environmental needs and simultaneously allowing firms to have win-win situation, hence achieving sustainable competitive edge over their rivals. In this context, a systematic review of 70 articles from the past 12 years (2008-2020) on green human resource management was conducted based on Scopus database in terms of (1) the reflections of green HRM, (2) execution of green HRM, (3) factors of green HRM, (4), Effects of green HRM. Results demonstrated that Green HRM is still in developing phase and a multidimensional paradigm with green training as an important element along with teamwork, management support, green organizational culture are the pioneer factors in ensuring sustainable development both at firm and individual level. Finally, this paper highlights the past, current and future endeavors in green HRM paradigm, sustainable development and serves as a guide for researchers who are new to this novel concept; it will also intensity their understanding about the productive journals, appropriate methodology, underpinning theories, sustainable development and substantial knowledge gaps.

Green human resource management

2019 ◽  
Vol 27 (7) ◽  
pp. 2005-2027 ◽  
Author(s):  
Jing Yi Yong ◽  
M.-Y. Yusliza ◽  
Olawole Olanre Fawehinmi
Keyword(s):  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Level ◽  
Future Research ◽  
Content Type ◽  
Individual Level ◽  
Online Databases ◽  
Green Human Resource Management

Purpose Green or environmental human resource management (HRM) has in recent years attracted much attention from academia and practitioners all over the world. However, a thorough analysis of green or environmental HRM has not been made so far. To address this gap, the present study provides a systematic and comprehensive literature review. The purpose of this paper is threefold: to review Green HRM literature of various scopes, approaches and contexts; to identify different focus areas in the Green HRM literature; and to propose areas for future research. Design/methodology/approach The paper follows a systematic literature review approach. The selected journal articles are categorized on the basis of five focus areas in the Green HRM derived from the extant literature. Findings Research has grown significantly over the past 12 years that has focused on Green HRM. A total of 70 articles were reviewed and most of these articles employed quantitative method and were carried out in developing countries. Based on the five focus areas identified in this literature review, the performance outcome of Green HRM at both the organizational level and individual level received the greatest attention from the researchers. Research limitations/implications This paper is limited to a review of academic articles obtainable from online databases, containing the words “Green human resource management”, “Green HRM”, “Green human resource”, “Environmental HRM”, “Green training” and “Environmental training” in the title. Additionally, only papers from high quality, peer-reviewed journals were evaluated. Other academic sources such as books and conference papers were not included in this study. Originality/value The paper presents a structural overview of 70 peer-reviewed articles published in leading academic journals from 2007 until early 2019. This review provides an increased understanding of the existing state of current research, trends and future research directions in the Green HRM discipline.

Human Resources Management for Sustainable Sea Tourism

2020 ◽  
pp. 18-32
Author(s):  
Isabel Duarte
Keyword(s):  
Sustainable Development ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Sustainability ◽  
Human Resources Management ◽  
The Sustainable Development ◽  
Two Factors ◽  
Green Human Resource Management ◽  
The Relationship

This chapter proposes an analysis of the relationship between HRM and the sustainable development of organizations in the coastal and maritime tourism sector. Tourism has contributed to both GDP and employment increases, mainly in countries with coastal areas. Tourism growth in coastal and maritime areas negatively impacts the landscape and environment in the various coastal regions, raising pressures to go green. Two factors that have delayed the existence of comprehensive studies in this sector is the enormous diversity of activity areas covered and the pluridimensionality of this theme. The goal of green human resource management is to promote the performance of organizational environment through greater involvement and employee's commitment to the environment. This chapter develops and deepens the analysis of the relationship between green human resource management and the sustainable development of organizations in coastal and maritime tourism and environmental sustainability.

scholarly journals Impact of Green Human Resource Management (GHRM) practices in Garment industry: Bangladesh Perspective

2020 ◽  
pp. 22-30 ◽  
Keyword(s):  
Sustainable Development ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Developed Countries ◽  
Green Practices ◽  
The Usa ◽  
The Individual ◽  
Green Human Resource Management ◽  
Policies And Practices

Green HRM means eco-friendly and sustainable development practices should be followed in every sector of HRM. It refers to policies, practices, and systems that influence employees of the organization green and sustainable implementation of resources for the betterment of the individual, society, natural environment, and the business. The purpose of this article is to indicate the best practices can occur with the help of green practices with HRM. How we are benefited by the help of green human resource management policies and practices. Green HRM also shifted the conventional policies and practices and giving some statements towards GHRM. Most developed countries like the USA, China, and UK are rapidly developed Green HR policies and practices. The developing countries are following. Now a day’s most attention in the Garments sector is drawn towards sustainable development. Garments industries have huge growth opportunities by going green practices and creating a new friendly environment that helps them reduce operational costs with the carbon footprint. So far very little research has been conducted on this topic even in the advanced countries. Green management in 1997 prepared by McDonagh but there is no clear explanation which time GHRM actually invented. The strategy involves implementing various HR functions such as recruitment, induction, training, and development, conducting performance evaluation, and determining the compensation of employees.

scholarly journals A Study on Implications of Implementing Green HRM in the Corporate Bodies with Special Reference to Developing Nations

2017 ◽  
Vol 12 (9) ◽  
pp. 117 ◽  
Author(s):  
Adimuthu Ramasamy ◽  
Ishmael Inore ◽  
Richard Sauna
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Environmental Sustainability ◽  
Hrm Practices ◽  
Novel Concept ◽  
Recruitment And Selection ◽  
Green Human Resource Management ◽  
Desk Research

Green Human Resource Management (GHRM) is very critical in helping different organizations achieve environmental sustainability. This is a novel concept in relatively many organizations and especially those in the developing countries. Although more effort is required to help organizations in the implementation of the green policy, some of these organizations have already embraced the concept and have been utilizing it in some or all their Human Resource Management (HRM) practices. The main HRM practices generally include recruitment and selection, training and development, performance management and appraisal, compensation and reward, empowerment and participation, and the management of the organizational culture. This shows that HRM has a major role to play in helping turn their particular organizations green. This sets the basis of this paper, which utilizes the desk research but proposes further research in the area considering that it is still a green concept in the field of HRM. For the purpose of this paper, the terms businesses, companies, organizations, and firms will be used interchangeably.

Human Resources Management for Sustainable Sea Tourism

2022 ◽  
pp. 1375-1389
Author(s):  
Isabel Duarte
Keyword(s):  
Sustainable Development ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Sustainability ◽  
Human Resources Management ◽  
The Sustainable Development ◽  
Two Factors ◽  
Green Human Resource Management ◽  
The Relationship

This chapter proposes an analysis of the relationship between HRM and the sustainable development of organizations in the coastal and maritime tourism sector. Tourism has contributed to both GDP and employment increases, mainly in countries with coastal areas. Tourism growth in coastal and maritime areas negatively impacts the landscape and environment in the various coastal regions, raising pressures to go green. Two factors that have delayed the existence of comprehensive studies in this sector is the enormous diversity of activity areas covered and the pluridimensionality of this theme. The goal of green human resource management is to promote the performance of organizational environment through greater involvement and employee's commitment to the environment. This chapter develops and deepens the analysis of the relationship between green human resource management and the sustainable development of organizations in coastal and maritime tourism and environmental sustainability.

scholarly journals Effective Green Human Resource Management and Corporate Social Responsibility Strategy for Sustainable Development in the 21st Century

2020 ◽  
Vol 26 (1) ◽  
pp. 85-92
Author(s):  
W.D. Olanipekun ◽  
◽  
I.O. Olanipekun ◽  
A.G. Bamidele ◽  
O.I. Awe
Keyword(s):  
Sustainable Development ◽  
Corporate Social Responsibility ◽  
Resource Management ◽  
Social Responsibility ◽  
Human Resource Management ◽  
Human Resource ◽  
21St Century ◽  
Clear Understanding ◽  
Green Human Resource Management ◽  
Corporate Social

Corporate social responsibility is an activity embarked upon by organisations as a way of giving back to the society what was previously deposited in the organisation’s coffers as revenue. In the same vein, environmental challenges in the 21st century brings to the fore, a new approach which allows all hands to be on deck to ensure effective CSR geared towards sustainable development. This event birthed the concept of green human resource management which was examined vis a vis CSR as tool for the realisation of sustainable development in the 21st century. This paper gives a clear understanding of how effective GHRM and CSR strategy can drive sustainable development. The study concluded that premium should be placed on the human capital of every organisation using the GHRM framework; this will not only motivate employees to become partners in progress, it also bestow upon them a huge sense of responsibility that will assist organisations to succeed in their CSR activities which will have a long lasting positive effect on sustainable development. Keywords: GHRM, Corporate Social Responsibility, Sustainable Development, Organisations

The Historical Role of Work Social Support and Corporate Social responsibility (CSR) and Innovation Capabilities

2021 ◽  
Vol 2 (2) ◽  
pp. 331-352
Author(s):  
Zeeshan Rasool ◽  
Jawad Iqbal ◽  
Ali Junaid Khan
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Oil And Gas ◽  
Management Support ◽  
Environmental Orientation ◽  
Development Goals ◽  
Historical Role ◽  
Green Human Resource Management ◽  
Corporate Social

There has been very little research done on the topic of eco-friendly HRM practices in the oil and gas business, despite its theoretical importance. By looking at the causes and consequences of green human resource management in Pakistani oil and gas companies, we try to address this knowledge gap. The PLS approach was used to evaluate the data received from 121 managers. It was found that top-level management support and environmental orientation are prerequisites to implementing green human resource management. Second, we discovered that implementing green human resource management increased employee satisfaction with job, organizational commitment, and environmental performance. Because it provides new insights into green human resource management as well as a roadmap for accomplishing sustainable development goals, this study is important both theoretically and practically.

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