This Presentation is about the need for Green HRM.
it also deals with
Green Recruitment, Hiring, Training and Development, Rewards, Initiatives, Benefits and Sustainability benefits.
A class presentation given in class in a team of three. Green HRM is an merging concept which every organisation needs to follow for the betterment of the environment.
A class presentation given in class in a team of three. Green HRM is an merging concept which every organisation needs to follow for the betterment of the environment.
With changing times, it is essential to focus more on making the corporate processes environment friendly. HRM is one such function that could be made paperless so that it not only helps the environment by saving trees but also increases the overall efficiency by shifting the focus to strategic initiatives rather than administrative tasks
Green HRM 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. This presentation will give you the detailed information of Green HRM,what are the companies who are following it and it's usage in the prospect of Bangladesh.
Green Human Resource Management is nothing but securing the environment and optimizing the resources by doing eco-friendly practices and making policies about the same
The corporate world is changing the perspective from a business oriented financial perspective to a competency based economy and green economy. As the world is moving towards green economy, the responsibility of business has expanded to go green. The term Green human resources refer to the promotion of sustainable employee practices with the help of interface of every employee. It’s aim is to increase the awareness among the employees on the issue of sustainability. Green HR deals with the HR activities which are environment friendly and promote the sustainable use of resources in the organizations. This in turn, help business organizations to trim down employee carbon footsteps by the likes of teleconferencing, sharing of car, telecommuting, filing electronically, virtual interviews, recycling, online training, etc. This study focuses on various green HRM practices followed in the organization. The paper largely focuses on the various green HRM practices
Green Business practices, for small and medium businesses. Lets hope some companies at least follow it, and if they do we will be able to save our planet.
With changing times, it is essential to focus more on making the corporate processes environment friendly. HRM is one such function that could be made paperless so that it not only helps the environment by saving trees but also increases the overall efficiency by shifting the focus to strategic initiatives rather than administrative tasks
Green HRM 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. This presentation will give you the detailed information of Green HRM,what are the companies who are following it and it's usage in the prospect of Bangladesh.
Green Human Resource Management is nothing but securing the environment and optimizing the resources by doing eco-friendly practices and making policies about the same
The corporate world is changing the perspective from a business oriented financial perspective to a competency based economy and green economy. As the world is moving towards green economy, the responsibility of business has expanded to go green. The term Green human resources refer to the promotion of sustainable employee practices with the help of interface of every employee. It’s aim is to increase the awareness among the employees on the issue of sustainability. Green HR deals with the HR activities which are environment friendly and promote the sustainable use of resources in the organizations. This in turn, help business organizations to trim down employee carbon footsteps by the likes of teleconferencing, sharing of car, telecommuting, filing electronically, virtual interviews, recycling, online training, etc. This study focuses on various green HRM practices followed in the organization. The paper largely focuses on the various green HRM practices
Green Business practices, for small and medium businesses. Lets hope some companies at least follow it, and if they do we will be able to save our planet.
To develop the culture and traditions of Green HRM in entire organization is burdensome and long lasting process.
Recruitment and sourcing of green employees with excellence talents is a challenging job.
HR professionals face problems of being likely to provide the essential green structure
To built up a basic understanding of green HRM
To come across the reason why we need to adopt Green HRM
To find out the limitations or barriers to its successful implementation
Companies need to carry out an environmental audit that can focus on recycling and help society and its people.
Good public image can be created
environment protection
Adaptability and absorption
Exports
Innovations
Technology progression
Wide product range and diverse use
Adaptability and absorption
Exports
Innovations
Technology progression
Wide product range and diverse use
Adaptability and absorption
Exports
Innovations
Technology progression
Wide product range and diverse use
Adaptability and absorption
Exports
Innovations
Technology progression
Wide product range and diverse use
Adaptability and absorption
Exports
Innovations
Technology progression
Wide product range and diverse use
Adaptability and absorption
Exports
Innovations
Technology progression
Wide product range and diverse use
Adaptability and absorption
Exports
Innovations
Technology progression
Wide product range and diverse use
Adaptability and absorption
Exports
Innovations
Technology progression
Wide product range and diverse use
Adaptability and absorption
Exports
Innovations
Technology progression
Wide product range and diverse use
Adaptability and absorption
Exports
Innovations
Technology progression
Wide product range and diverse use
Adaptability and absorption
Exports
Innovations
Technology progression
Wide product range and diverse use
Adaptability and absorption
Exports
Innovations
Technology progression
Wide product range and diverse use
Adaptability and absorption
Exports
Innovations
Technology progression
Wide product range and diverse use
Adaptability and absorption
Exports
Innovations
Technology progression
Wide product range and diverse use
Adaptability and absorption
Exports
Innovations
Technology progression
Wide product range and diverse use
Adaptability and absorption
Exports
Innovations
Technology progression
Wide product range and diverse use
Adaptability and absorption
Exports
Innovations
Technology progression
Wide product range and diverse use
Adaptability and absorption
Exports
Innovations
Technology progression
Wide product range and diverse use
Adaptability and absorption
Exports
Innovations
Technology progression
Wide product range and diverse use
Adaptability and absorption
Exports
Innovations
Technology progression
Wide product rang
The global emphasis on sustainability and environmental consciousness has compelled organizations, regardless of their size, to adopt Corporate Social Responsibility initiatives. read more @ https://hrtechcube.com/the-role-of-hr-executives-in-promoting-green-practices/
The global emphasis on sustainability and environmental consciousness has compelled organizations, regardless of their size, to adopt Corporate Social Responsibility initiatives and Environmental, Social, and Governance practices.
Read more @ https://hrtechcube.com/the-role-of-hr-executives-in-promoting-green-practices/
This deck describes sustainability in residential and commercial settings. Topics include operations, structures, behaviors, products & services and community outreach related to being sustainable. Being green has never been easier to understand.
Lean approach in service sector more emphasis speed and cost by eliminating waste in time and resources yet improved the overall quality of service. While Green approach in services focus on reducing environmental risks and improve social performance towards customer values. This paper analyzes the similarities that transform from Lean Service to Green Service and provide the understanding why we need to transform to Green Service to achieve socio-environmental sustainability.
This Presentation Deals with
Importance on how a Label is being perceived
Functions of Labelling
Key characteristics of Labelling
Types of Labelling with examples
Importance of Labelling
Advantages and Disadvantages of Labelling
References
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
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About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
2. INTRODUCTION
Green HR is a fairly new but increasingly important and common human resources
approach students will likely learn some about in today’s human resources degree
programs.
What is this new approach, and how does it work?
3. THE BASICS
Green human resources is the typical human resources operation but with the
exception that most or all efforts and activities also keep in mind sustainability and Earth-
friendly practices. Green practices in HR can thus take a wide range of shapes and forms.
From communications methods to employee selection, there are many ways for the green
effect to take place here.
4. GREEN RECRUITING, HIRING
While recruiting and hiring efforts are already a major component of the standard HR
department’s responsibilities, this area is naturally a great choice for wide-sweeping
“greening.” Here, HR departments are being seen hiring and recruiting more of a workforce
that is aware of and personally more committed to green matters than the typical job
candidate. By hiring those who are already aligned with eco-friendly living in their own
lives, the workforce is then populated by an easier group to work with toward the greater
goals of departmental or even organization-wide greening.
5. GREEN TRAINING AND DEVELOPMENT
While hiring those predisposed to the mission is one great approach, going on to instill
further awareness and values along the green theme by way of targeted training and
development exercises can also be a great component to the greater GHR effort. In this
area, a growing number of HR departments are incorporating some extent of ecology and
sustainability training into the workplace. This training can target everyday practices,
specialized area of employee activity, efficiency in the use of company equipment, proper
waste disposal, and recycling methods, and much more.
6. GREEN REWARDS
Reward systems are no new concept to HR departments, but the idea of a green reward
kind of system is a fairly new approach. In such systems, employees are rewarded for their
alignment with green company practices, and often times, the rewards themselves are
additionally of some eco-friendly nature. The more convincing and compelling the reward
system, the more effective it is typically found to be.
7. GREEN INITIATIVES
Finally, yet another mode of green incorporation by the HR department is that of the
presentation of various eco-friendly initiatives to take place in all facets of the organization.
While upper management does hold the final say on such initiatives, efforts here by HR do
often gain enactment and widespread participation. The LEED Initiative is one such
example becoming increasingly recognized and revered in the industry. While this
particular effort mainly works toward the use of only eco-friendly materials in the
workplace, there are still many other efforts an HR department can take on similarly in the
realm of initiative-craft.
8. LEARNING AND DEVELOPMENT
u Learning, training and development policies can include program, workshop, and
sessions to facilitate employees for improving and acquiring knowledge in environment
management, green skills, and attitudes.
u For future talented green managers, job rotation in the green assignment should become
an important part of their career development plan. Training contents should be settled
to increase employee competencies and knowledge in green management
9. BENEFITS
u Helping companies to bring down costs without losing their talent.
u Organizations have huge growth opportunities by being green and creating a new
friendly environment which helps in enormous operational savings by reducing their
carbon footprint.
u Helps in achieving higher employee job satisfaction and commitment which leads to
higher productivity and sustainability.
u Create a culture of having concern for the wellbeing and health of fellow workers.
10. u Improvement in the retention rate of the employee.
u Improved public image. Any time a firm adds a green initiative to its workplace, it can
use the event to generate positive public relations. Organizations can promote
environmental contributions to the media through press releases to earn the attention of
potential customers and possible new sales.
u Promote employee morale.
u Improvement in attracting better employees. Dolan’s (1997) study of USA MBA
students found that most of the graduates would take a lower salary to work for
environmentally responsible organizations.
u Reduction in the environmental impact of the company.
u Improved competitiveness and increased overall performance.
11. u Reduction of utility costs significantly. Even small businesses can significantly reduce
their utility costs by using technologies that are energy-efficient and less wasteful.
u Rebates and Tax Benefits. Going green is easier with the assistance of governments,
local municipalities, Water supply authority, and electric companies that offer tax
incentives and rebates.
u Increased business opportunities. Some government agencies, commercial businesses,
and nonprofit institutions mandate that only businesses that meet specific green
standards can bid on their contracts. Some also mandate that their purchasing
departments only buy green products or use products and services sold by companies
that meet certain green standards.
u Reduction of environmental damage. Encouraging employees, through training and
compensation to find ways to reduce the use of environmentally damaging materials.
12. SUSTAINABILITY PRINCIPLES
u “The Green products/services Portfolio” including waste and pollution management,
resource replacement, sustainable design, and adaptive reuse.
u “The Green Workforce” including Human Resource strategies, culture, recruiting and
retention, training, career path development, and diversity.
u “The Green Workplace” including global locations, physical plants, ergonomics, virtual
workplace, green buildings, environmental discharge, waste and energy, use and source.
u “The Green Function/Process Model” including sustainability applied to traditional
functions, enterprise-wide green process modeling to incorporate green practices and
sustainable-management.
u “Green Management and Governance Principles” including board and management
accountability, sustainability test, compliance, incentives, ethics, reporting, and assurance.
13. CONCLUSION
As the world looks for more ways to sustain and be conscious of environmental issues
affecting us all, the HR industry has also begun ramping up parallel efforts here. The
above-mentioned approaches and mechanisms for achieving this fall under the umbrella of
a new and exciting practice in the human resources industry. This is green HR, the new
component to modern HR operations and the corresponding human resources degree alike.