Green Human Resource Management – Develop Human Capital – Environmental Management System Assessment Answer

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Green Human Resource Management Assessment Answer
Assignment Task: 
The effect of Green human resource management on employees of  Steel Mill industry eco-friendly behavior, organizational culture and Hr practices.
Introduction:

The emerging worldwide concern for the environment and the expansion of international standards has forced businesses to take up recognized strategies and implement them onto their organizations. Green human resource management (GRHM) practices offer a practical way for organisations to develop human capital that can enhance the environmental performance (EP) and sustainable development of the firm (Jaramillo, Sossa, & Mendoza, 2018; Siebenhüner& Arnold, 2007; Wolf, 2013; Wong, Wong, & Boon?it, 2018). GHRM refers to the HRM aspects of environmental management (Renwick, Redman, & Maguire, 2013 p. 1) and is defined as HRM activities that have positive environmental outcomes (Kramar, 2014 p. 1075). GHRM practices can be categorised into three primary activities: developing green employee abilities, motivating green employees, and providing green opportunities (Renwick et al., 2013).

A large number of organizations have used the compliance approach in their environmental or green management initiatives driven by laws and regulations. However, environmental forces such as customer boycotts, forceful preferences and new consumer requirements have affected tactics of the business (Sudin, 2011).The topic of environmental sustainability is attracting increased attention among management scholars. Despite its importance to managers, employees, customers and other stakeholders, however, there are very few research studies that consider the role of human resource management systems in organizations striving to achieve environmental sustainability. Thus there is a growing need for the integration of environmental management into human resource management (HRM) – green HRM- research practice.

Although, a number of studies present the significance of virtues of environmental management system (EMS) in their organizations the depth of the study still lies in its implementation. Organizations are more profound to espouse green HRM system, as this system provides a greater competitive advantage (Renwick, Redman and Maguire 2013). The major observational fact is that environmentally conscious organizations lay down a strong impact on the outcomes of the environment. Execution of green HRM system is an attempt to capture a broad range of outcomes which indeed are highly vital to the firms.  The foremost focus of this research is to explore the outcomes of green HRM practices on organization and its impact on the environment as a result of its activities.

The concern for the environment has become an increasing issue for organizations as they interact with both customers and workers. Employees themselves are often reported as a source of pressure for organizations to address environmental issues (Barry and Randinelli, 1988). Hence, the concept of Green Human Resource Management is the most prominent phenomenon for forward thinking businesses. A GHRM is an environment friendly initiative towards better work efficiencies, lesser cost, and heightened employee engagement levels (Rani and Mishra, 2014). Today the growing interest of HRM researchers have led them to undertake work which has an impact in enabling organizations to have better environmental initiatives.  However, as yet there are a fewer number of reported studies on the impact of GHRM systems as a whole on either environmental outcomes (waste reduction) or on organizational performance (Renwick et al., 2013). Organizations adopt new strategies and policies ultimately for benefits, thus there is more need to focus on outcomes that are facilitating organizations by implementing GHRM practices. The objective of this paper is to examine the impact of green human resource management practices on environmental performance.
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