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![Green HRM: A Path to
Sustainability
Seminar Presentation
Presented by: [Your Name]
Date: 18-Dec-2024](https://image.slidesharecdn.com/greenhrmseminar1-250406153451-fe608afc/75/Green_HRM_Seminar-pptx-A-Path-to-sustainability-1-2048.jpg)
Green_HRM_Seminar .pptx A Path to sustainability .
- 1. Green HRM: APath to Sustainability Seminar Presentation Presented by: [Your Name] Date: 18-Dec-2024
- 2. What is GreenHRM? • - Integration of sustainability in HR functions • - Reduces environmental impact of businesses • - Supports eco-friendly workplace practices • - Aligns HR policies with Sustainable Development Goals (SDGs)
- 3. Why is GreenHRM Important? • - Addresses climate change & resource depletion • - Enhances company reputation • - Reduces costs through efficient resource use • - Boosts employee engagement & morale
- 4. Evolution of HRMto Green HRM • - Traditional HRM: Focused on employee welfare & efficiency • - Green HRM: Driven by sustainability & CSR trends • - Integrates eco-conscious practices in recruitment, training, and performance management • - Example: IBM’s environmental training programs
- 5. Key Principles ofGreen HRM • - Resource Conservation: Reduce paper, energy, and waste • - Sustainability Integration: Embed green policies in all HR functions • - Employee Participation: Encourage staff to adopt eco-friendly habits • - Role of HR: Promote green workplace initiatives
- 6. Benefits of GreenHRM • - Environmental: Lower carbon footprint, waste reduction • - Economic: Cost savings via energy efficiency • - Social: Higher employee engagement & satisfaction • - Brand Image: Attracts eco-conscious customers & partners
- 7. Key Practices ofGreen HRM • - Green Recruitment: Hiring sustainability- conscious employees • - Green Training: Educating staff on eco- friendly practices • - Green Performance Management: Evaluating environmental contributions • - Green Employee Engagement: Involving staff in green initiatives
- 8. Green HRM Strategies •- Digital HR processes: Reduce paper usage • - Employee incentives for green behavior • - Training on renewable energy & waste management • - Encouraging remote work & green office spaces
- 9. Challenges in GreenHRM & Solutions • - Lack of Awareness: Conduct workshops & training • - Limited Resources: Secure leadership commitment • - Resistance to Change: Encourage employee participation • - Measuring Impact: Set measurable sustainability goals
- 10. Case Studies: CompaniesPracticing Green HRM • - Wipro: 30% energy reduction through Green IT • - Google: Achieved zero waste in multiple offices • - Unilever: Trained 70,000 employees on sustainability • - Siemens: €20M annual savings via energy- efficient buildings
- 11. Interactive Activities forAudience • - ‘Eco-Friendly or Not?’: Identify sustainable office practices • - Green HRM Challenge: Brainstorm sustainability strategies • - Sustainability Pledge: Write down a personal green goal • - Quiz: Test knowledge on Green HRM with rewards!
- 12. Conclusion & Callto Action • - Green HRM integrates sustainability into HR practices • - Leads to environmental conservation, cost savings & better employee engagement • - Companies must take small, measurable steps to go green • - Let’s commit to making workplaces more sustainable!