Green Human Resource Management: Challenges and a Path Forward
A special issue of Administrative Sciences (ISSN 2076-3387).
Deadline for manuscript submissions: closed (30 June 2024) | Viewed by 6246
Special Issue Editors
Interests: employment equity; organizational management; corporate social responsibility; labour relations; workplace violence; development economics; labour economics; resources management; public policy; political and administrative organization; comparative public administration
Interests: economics; finance; banking; sustainable development; education; socioeconomics; tourism; international relations; entertainment
Special Issue Information
Dear Colleagues,
Green human resource management (GHRM) refers to the integration of environmentally sustainable practices into an organization’s human resource management (HRM) processes. It aims to reduce the negative impact of an organization’s activities on the environment and promote sustainability. GHRM is an emerging area, and while it presents significant benefits, it also poses challenges for organizations. Adopting a path forward that includes top management support, training and awareness, expertise development, supply chain greening, cost–benefit analysis, and metrics development can help organizations to successfully implement GHRM practices.
As examples of GHRM practices we can cite work from home (WFH) strategies or telecommuting that gradually emerged during the last decade and accelerated during the COVID-19 crisis. Encouraging employees to work from home can reduce the organization’s carbon footprint by reducing the number of employees commuting to work.
Organizations are also encouraged to provide training and development opportunities that focus on sustainable practices and energy efficiency. Governance support and HRM involvement could increase employees’ knowledge and commitment to green practices.
Human resource management could also play a major role in promoting and sustaining a culture of sustainability within an organization. Thus, the HR function is applied to manage the organization’s human capital, which is a significant contributor to its environmental impact.
HRM can also incorporate sustainability considerations into various HR processes, such as recruitment, selection, onboarding, training, development, performance management, and compensation.
Developing and implementing HR policies that promote sustainable practices, such as sustainability-focused employee benefits, can help align employee actions with the organization’s green goals.
These are just a few examples of the many green human resource management practices that organizations can implement to reduce their environmental impact and promote sustainability.
In this Special Issue, you are encouraged to submit papers that discuss the challenges associated with green human resource management—a path forward.
Subjects could include the resistance to change; how to raise awareness, develop expertise, and reduce costs; measuring outcomes; and developing metrics associated with GHRM.
Dr. Chokri Kooli
Dr. Nadia Yusuf
Guest Editors
Manuscript Submission Information
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Keywords
- green human resource management
- sustainability
- green management
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