HRMT19016 Term 1 2018 - GHRM Strategies for Modern Workplaces

This presentation delves into the realm of Human Resource Management within the contemporary workplace, highlighting the shift in HRM paradigms due to globalization and organizational pressures. It focuses on Green Human Resource Management (GHRM) as a strategic approach for companies to protect the environment, reduce carbon footprints, and maintain ecological balance. The presentation outlines the need for GHRM, emphasizing its cost-effectiveness, resource utility, and positive impact on reputation and employer branding. It details various Green HR activities and techniques, such as providing eco-friendly transportation options, using recycled materials, and offering environmental training. The presentation also mentions companies adopting these strategies and concludes with the importance of reducing carbon emissions through energy-saving practices in the face of global environmental crises, advocating for a minimum 10% reduction in carbon footprint to achieve positive environmental impacts. This resource is available on Desklib, where students can find a variety of solved assignments and study materials.

Human resource
management in the
contemporary
workplace

Introduction
Contemporary Issues in HRM
• GHRM
• SHRM
• IHRM
• Employee benefits and
compensation (Bal & de Jong,
2017)
• Chronic Health Issues
• Organizational development
and management
• Career management and
development (Stankiewicz,
2015)

GHRM or the Green House
Resource Management
• Emerged from companies
which takes initiatives in
protecting environment
and maintaining the
ecological balance.
• Reduce carbon footprint
• Less paper printing
• Interviews
• Video conferencing
(Saundry et al., 2014)

The Need for GHRM

Importance and impact of Green HRM
• Better power utility
• It is very cost effective
• Better resources utility
• Economically useful
• Helps in gaining reputation, good
will and perception (Garg & Lal,
2015)
• Increase desirability
• Employer brand
• Smarter performance
• Ecological balance
• transformed into cheaper products

Important Green HR activities
and techniques
• Providing free bicycles.
• Organizing car pools
• Buying machines and computers
from companies that use recycled
component
• Buying of stuffs from the local
vendors
• Recycled office furniture
• Providing environmental training
and education
• Smoke free office (Kapil, 2015)
• Tree plantation

Companies that have adopted the
Green HRM

Strategies
• Measure and assess the emissions
of carbon in the workplace
• Take actions for reducing the use
of fossil fuels
• Raise awareness among the
employees
• Provide environmental education
trainings to the company staffs.
• Provide the staffs incentives for
using low-carbon transport e.g.-
bus passes, flexible work hours.
• Plant more an more trees and
conduct green awareness

Conclusion
Increase in the greenhouse gases along with its
affects has resulted in a dramatic change in the
climate. This in turn is influencing the labor force in a
negative way. Hence, reducing the carbon footprint
through employing the strategies for energy saving at
the workplace is very important in the current era of
global environment crisis. This is because more
carbon is emitted from the industries and the
workplaces than from the home. Therefore, the
company must take proper measure in order to ensure
that there is a reduction in the carbon footprint by
minimum of 10% so as to ease positive impacts.

References
• Saundry, R. A., Latreille, P., Dickens, L., Irvine, C., Teague, P., Urwin, P., &Wibberley, G. (2014).
Reframing Resolution-Managing Conflict and Resolving Individual Employment Disputes in the
Contemporary Workplace. Acas Policy Discussion Papers, 1-21.
• Renwick, D. W., Jabbour, C. J., Muller-Camen, M., Redman, T., & Wilkinson, A. (2016).
Contemporary developments in Green (environmental) HRM scholarship.
• Garg, N., & Lal, B. (2015). Exploring the Linkage between Awareness and Perception of High-
performance Work Practices with Employee Well-being at Workplace: A New Dimension for
HRM. Jindal Journal of Business Research, 4(1-2), 81-100.
• Kowalski, T., Loretto, W., & Redman, T. (2015). Special Issue of International Journal of Human
Resource Management: Well-being and HRM in the changing workplace
• Stankiewicz, K. (2015). Contemporary issues and challenges in human resource management-
introduction. In GUT FME Conference Publications (pp. 7-8). Faculty of Management and
Economics, Gdansk University of Technology.
• Bal, P. M., & de Jong, S. B. (2017). From human resource management to human dignity
development: A dignity perspective on HRM and the role of workplace democracy. In Dignity and
the Organization (pp. 173-195). Palgrave Macmillan, London.
• Ahmad, S. (2015). Green human resource management: Policies and practices. Cogent Business &
Management, 2(1), 1030817.
• Kapil, P. (2015). Green HRM-Engaging Human Resource in reducing carbon footprint and
enhancing environment sustainability: A case study based approach. Int. J. Eng. Technol. Sci.
Res., 2, 5-14.
• Nagendra, A., & Kansal, S. (2015). Reducing Carbon Footprint through Green HRM. SAMVAD, 8.
• Bringezu, S. (2017). Visions of a sustainable resource use. In Sustainable resource
management (pp. 155-215).

Thank You