Presentation on GREEN HRM

1. GREEN HRM
By :-
APURV JOSHI

2. CONTENTS
• DEFINITION OF GREEN HRM
• NEEDS FOR GHRM
• GREEN HRM PRACTICES
• ADVANTAGES OF GHRM
• DISADVANTAGES OF HRM
• CONCLUSION

3. DEFINITION
• Green HR is the use of HRM policies to promote the
sustainable use of resources within business organizations
and, more generally, promotes the cause of environmental
sustainability.
• Green HR involves two essential elements:
• Environmentally-friendly HR practices
• The preservation of knowledge capital.

4. NEED FOR GHRM
• Reduction in ecological footprints
• Concentrate on social and environmental factors
• A positive joint effort by everyone
• Employees are more committed AND satisfied

5. GHRM PRACTICES
• GHRM PRACTICES
• Green Recruitment
• Green Performance management
• Green Training and Development
• Green Compensation
• Green Initiatives
• Green Building
• Paperless Office
• Conservation Of Energy and Recycling the Waste

6. GREEN RECRUITMENT
• Green Recruitment means a paper-free recruitment
process with a minimal environmental impact.
• Applications are invited through online mediums like e-
mail, online application forms or the Global Talent Pool.
• If possible, telephone or video-based interviews are
conducted to minimize any travel-related environmental
impact

7. GREEN PERFORMANCE
MANAGEMENT
• Green performance management consists of issues related
to environmental concerns and policies of the company. It
also concentrates on use of environmental
responsibilities.
• Role of managers in achieving these goals is included in
appraisal
• Green standards for all department such as waste
reduction etc.
• Penalty for non compliance of the goals

8. GREEN TRAINING AND
DEVELOPMENT
• Green training and development is conducted to the
employees in order to educate them about the
environment
• Creating environmental awareness among the workforce
by conducting seminars and workshops at organizational
level is also important to achieve good environmental
performance
• Train the employees as how the energy can be conserved
and train them with best business practices enthused with
green initiatives

9. GREEN COMPENSATION
• The sustainability of organisation's environmental
performance is highly dependent on the green reward
management practices of the organisations
• To motivate managers and non-managerial employees on
corporate environmental management initiatives, green
reward management has significant contributions.
• Organizations can practice it in two ways such as
financial and non-financial i.e. financially by incentives,
bonuses, cash rewards for their good environmental
performance and non-financially rewarded awards
,special recognitions, honours, prizes for their good
environmental performance.

10. GREEN INITIATIVES
• Complete adoption and integration of GHRM in business is not
impossible but requires a changed approach toward the
existing HR practices on part of both the management as well
as employees simultaneously
• HR professionals ascertained that green initiatives were a
necessary aspect of overall corporate social responsibility
[CSR]
• The major green initiatives for HR departments are :
• Green building
• Paperless office
• Conservation of energy
• Recycling the waste

11. GREEN BUILDING
• Green buildings fulfil certain criterion for reducing the
exploitation of natural resources that are utilized in their
construction.
• Green buildings include some enhanced features related
to green practices such as energy efficiency, renewable
energy, and storm water management.
• Green buildings also serve as a platform for financial
savings for organizations as their construction and
engineering involve low cost.

12. PAPERLESS OFFICE
• Paperless office is a work place where the use of paper is
either restricted or eliminated by converting important
official documents and other papers into automated
workflows.
• The practice greatly reduce the consumption of paper, the
costs of paper-related actions including copying, printing,
and storing, and also save the time used for searching
paper documents.
• By reducing the usage of paper we can save many trees.

13. CONSERVATION OF ENERGY
• Conservation of energy in the office has the potential for
a great environmental impact.
• By turning of the P.C’s , Tube lights and T.V’s while
leaving will save a lot of power
• Companies started to use RE-NEWABLE ENERGY and
even started to use solar energy Organizations are also
promoting the extensive use of energy star- rated light
bulbs and fixtures which undoubtedly consumes at least
two-thirds less energy than regular ones

14. RECYCLING THE WASTE
• Recycling is the methodology of processing used up
materials (waste) into new and useful products. Recycling
reduces the use of raw materials that would have been
otherwise used to produce new products.
• This practice saves energy and reduces the amount of
waste that is thrown into the dustbins, thereby making the
environment cleaner and the air fresher.

15. ADVANTAGES OF GHRM
• Healthy Work Environment
• Less Cost
• Ecological Balance
• Flexibility
• Rebates and Taxes Benefit

16. DISADVANTAGES OF GHRM
• Conversion Expenses
• Costlier
• Lack of Support
• Going Paperless

17. CONCLUSION
• Green HR are still in the INIATIAL STAGES, growing
awareness within organizations of the significance of
green issues have compelled them to embrace
environment-friendly HR practices with a specific focus
on waste management, recycling, reducing the carbon
footprint, and using and producing green
• The future of Green HRM appears promising for all the
stakeholders of HRM, be it the employers, employees,
practitioners, or academicians.