AMajor Research Project Report

OnGREEN HUMAN RESOURCE MANAGEMENT (GHRM)

SUBBMITED IN PARTIAL FULLFILMENT OF BBA PROGRMME 2013-2016

Test

What is Green HR 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:1. Environmentally – friendly HR Practices.2. The preservation of knowledge capital.

GREEN HUMAN RESOURCE MANAGEMENT (GHRM)

The Green Human Resources Management (Green HRM) has emerged from companies engaging in practices related to protection of environment and maintaining ecological balance. The source of such initiatives, referred to as green management, is the green movement with its agenda of Protection of Environment and saving the planet Earth from future man made disasters

Green HRM encompasses all activities aimed at helping an organisation carry out its agenda for environment management to reduce its carbon footprint in areas is concerning on boarding and acquisition of human resources, their induction, performance management, learning and development and compensation and reward management.

ObjectivesThe paper has two objectives: -To detail a model of HR processes involved in Green HRM. -To examine the nature and extent of green HR initiatives undertaken the review of literature on the HR aspects of environmental management,

then examines the HR role, proposes a process model of HR issues involved in green HRM. Lastly the green HR initiatives.

Research MethodologyMethodology: The literature review approach beginning with indicating significant works on Green HRM research, integrating environmental management and HRM and classifying the literature in a process model format of HRM.

Literature review is adopted as it enables to structure research and to build a reliable knowledge base in this field. The following HR processes namely recruitment; performance management and appraisal; training and development; employment relations; compensation; and exit are covered (entry to exit). Secondly the paper adopts a case methodology approach examining the green HR initiatives

Data Collection: The data has been collected from Primary data and Secondary data.

Primary Data: The primary data is collected through printed form of structured

questionnaire. Primary data is collected from online through internet.

Secondary Data: For getting different views from other researchers and authors

secondary data are collected for the study. Secondary data is collected through books,

journals, articles, websites and previous published reports

Reducing the Carbon FootprintThe carbon emission in PSPD at 1.6t/ t of board is the lowest in the country butits commitment towards maximizing the usage of energy generated from renewable sources has led to the installation of the "Green" Boiler designed to use internally generated bio-mass like bark, chip dust etc.

By using bio-fuels in place of coal the carbon dioxide emission is reduced by about 2.0 lacs t/year and the usage of coal by about 1.0 lac t/year. To accomplish this, a producer gas plant has also been installed that generates producer gas from solid waste and helps reduce the existing boiler's demand on fossil fuel, and encourages reuse of process waste.

Water Conservation Recycling of back water is an essential requirement to reduce consumption of fresh water. To achieve this end a filter employing advanced technology that prevents the clogging of filter cloth was installed in Unit Kovai.

This enabled the units to recycle additional 2000 m3/day of back water and reduce the usage of fresh water.

Conservation of Energy Some of the technologies used by all the units to conserve energy are: Usage of VFD (Variable Frequency Drive), for flow control, instead of valves, AC drives in place of DC motors, Replace old equipments like pump with more energy efficient ones,

Make the inside surface of pump casings smoother by coating, Upgrade steam & condensate system, Installation of solar water heating and lighting system, Replacement of incandescent lamps with high efficiency lamps/CFLs.

Climate change gives an impact not only to the natural environment but the impact also changes the business. Environmental concern starts to become as a main factor that need to be considered by organization. According to Yacob, et al. the increasing of awareness to the environmental issues, the demand for the environmentally friendly business has been increased, and SMEs can be a part of the business community to significantly implemented the green concept as their main focus on product, services and even their production.

Environmental issues have become the important social factors that required more attention from all sides like educate people about how important environmental are, how to operate businesses that can maintain the environmental and to build up the culture that concern about environment. Therefore, as mentioned by Chendo , sustainability is the stepping stones in order to pursue the economic development and growth at the same time can prevent the environment degradation, biodiversity collapse and the unsustainable natural resources use. Moreover, companies or enterprises need to start a revolution to reduce the pollution that will destroy our environment and at the same time generate profits.

SMEs and the environmental growth

Literature review Recruitment

Induction for new recruits is seen to be needed to ensure they understand and approach

their corporate environmental culture in a serious way1. Therefore sustainable

development issues must be integrated into the recruitment process. This involves

monitoring the long-term competency requirements for the company, providing new

employees with information about sustainable development policies and commitments,

using recruitment procedures which support the equitable representation of applicants

and recruits in terms of gender, age, racial and ethnic groups, sexual orientation, disabled

people and other relevant groups. For this the company‟s job descriptions should reflect

the sustainability agenda and the company‟s website and other research tools available

for candidate access clearly outline its greening endeavors. Finally the interview questions

should be tailored to flesh out potential compatibility with the company's green goals.

ConclusionA main agenda that brought out in this paper was the implementation of GM and also GHRM into SMEs to achieve the sustainability in their operation and business. The paper has pointed out the discussion and the definition of GM and also GHRM. Besides that, this paper also discussed about the environmental growth in SMEs. The paper has trigged to define deepens how to implement the environmental management into SMEs in order to pursue and grow simultaneously with the big company such as Coca-cola and Tesco. Environmental has challenged ourselves and give an impact globally to respond critical issues such as climate change. As the result, attitudes toward environment are changing and it encourage the innovation of enterprises to start from micro until large. The future of Green HRM appears promising for all the stakeholders of HRM. The employers and practitioners can establish the usefulness of linking employee involvement and participation in environmental management programmes toimproved organizational environmental performance, like with a specific focus on waste management recycling, creating green products. Unions and employees can help employers to adopt Green HRM policies and practices that help safeguard and enhance worker health and well-being. The academicians can contribute by carrying further research in this area revealing additional data that can build a knowledge base on Green Management in general.

Suggestions

Green Management should be incorporate in the MSMEs which can create an impact

in the development of clean environment.

It can help in upgradation of technology useful for world.

Employees and practioners can established the usefulness of linking employee

environment and participation in Environmental programme to increase the

organization environmental performance.

To build a knowledge base on Green Management academicians can also contribute

by carrying further research in the area.

Questionnaire

A study of “ Green Human Resource Management”

Name:(8 responses)omRishabhLadleeShubham GuptaDipak Kumar SahShubham krpriyanka sarrafPushpendra kumar vermaContact No.(8 responses)854548545189111111210782095462082391916807728088485838500277089558108248387940509

BibliographyGHRM : Green Human Resource ManagementHR : Human ResourceEM : Environmental ManagementKPA : Key Performance AreasGM : Green ManagementNGOs : Non-Governmental Organizations PSPD : Paperboards & Specialty Paper DivisionSMEs : Small and Medium Sized EnterprisesU.K : United Kingdom CIPD : Chartered Institute of Personal Development

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