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advances in economics business and management research volume 194 international conference on management business and technology icombest 2021 green human resource management and organizational environmental sustainability during covid 19 pandemic ...

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                                              Advances in Economics, Business and Management Research, volume 194
                                   International Conference on Management, Business, and Technology (ICOMBEST 2021)                               
                                 Green Human Resource Management and 
                    Organizational Environmental Sustainability During 
                           Covid-19 Pandemic: A Conceptual Framework  
                                                                                     1,*                         1
                          Mohammad Noor Khaled M. Alqudah , Yusnita Yusof , Malek Bakheet 
                                                            Elayan2, Cempaka Paramita3 
                                                                                    
                    1
                     Faculty of Business and Management, Universiti Sultan Zainal Abidin, Terengganu, Malaysia  
                    2
                     Institute of Public Administration, Business Management Department Riyadh, Saudi Arabia 
                    3
                     Faculty of Economics and Business, University of Jember, Jember, Indonesia 
                    *
                     Corresponding author. Email: qudah_noor@yahoo.com 
                     
                    ABSTRACT 
                    This paper concentrate on underlying strategies for improving environmental sustainability, creating awareness 
                    among human resource managers and employees about Green Human Resource Management (GHRM), the 
                    green movement, and the use of natural resources to help organizations foster sustainable growth and safeguard 
                    the health and safety of both staff and customers. The current COVID-19 pandemic has significantly altered how 
                    people operate, and employees execute their organization roles. Through Green Human Resource Management 
                    strategies  in  the  current  COVID-19  pandemic,  organizations  can  balance  the  economic,  social,  and 
                    environmental goals of organizations directly contributing to improving global recovery from the pandemic. 
                    Information,  results,  and  discussion  in  this  study  are  based  on  literature  reviews  obtained  through  online 
                    publications.  This  study  shows  that  the  functions  and  practices  of  GHRM  positively  impact  environmental 
                    sustainability. During the COVID-19 pandemic, employers are putting immense efforts towards achieving the 
                    level of employee's health and wellbeing. Nonetheless, the study found that GHRM remains relatively new in 
                    organizations  due  to  the  lack  of  documented  evidence  supporting  its  functions  and  practices.  The  study 
                    recommends that public organizations implement robust policies and strategies that integrate GHRM into their 
                    strategic plans along with adequate management-employee involvement and commitment.  
                    Keywords: Green HRM Concept, Green HRM practices, Green HRM Challenges, Environmental 
                    Sustainability, Covid 19. 
                    1. INTRODUCTION                                                  excessive tree cutting, fossil fuel burning, and carbon 
                                                                                     monoxide emissions caused by an organization, the 
                      COVID-19  pandemic  has  significantly  led  to                environment  is  in  a  desperate  state  right  now. 
                    changes  in  how  organization  staff  operates,                 AGENDA 2030 is a global campaign that encourages 
                    harnessing  teleworking  strategies  and  significant            world leaders, notably those in developing countries, 
                    workday  flexibility.  In  society  and  organizations,          to  set  goals  to  reduce  pollution  and  enhance  the 
                    environmental  sustainability  has  become  essential.           environment [3]. 
                    Natural disasters, climate change, and the depletion                Sustainability  as  a  concept  has  been  highly 
                    of  natural  resources  have become troubling  [1]. As           influential  on  organizational  prosperity  around  the 
                    modern  organizations'  management  focuses  on                  world. A concept that gained its prominence at the 
                    harnessing  their  employees’  health  and  wellbeing,           Earth    Summit  of  1992  and  its  subsequent 
                    achieving  increased  environmental  sustainability  is          Johannesburg  Declaration  of  2002,  the  concept  is 
                    essential. According to [2], this entails ensuring the           now  recognized  as  the  international  development 
                    pressure    from  the  governments,  stakeholders,               agenda  [4]-[7].  Global  summits  and  declarations 
                    customers,  employees,  and  competitors.  Due  to               supported national sustainable development policies 
                                           Copyright © 2021 The Authors. Published by Atlantis Press International B.V.
                     This is an open access article distributed under the CC BY-NC 4.0 license -http://creativecommons.org/licenses/by-nc/4.0/.    158
                                                 Advances in Economics, Business and Management Research, volume 194
                                                                                                                                                            
                     [8]-[10]. The link of this concept with the COVID-19                  environment  for  sustainable  growth  and  protection 
                     pandemic  is  that  the  best  approach  in  which                    staff and customers’ health and safety. 
                     organizations manage their HR function is similarly 
                     able to improve environmental sustainability. Green                   2. LITERATURE REVIEW 
                     Human Resource Management (GHRM) is embedded 
                     in  providing  a  balance  between  HRM  policies,                    2.1 Environmental Sustainability  
                     activities,    and      practices     with     environmental 
                     sustainability management [11],[12]. GHRM contains                       Adopting  the  definition  by  [24],  environmental 
                     environmentally-friendly  human  resource  practices                  sustainability  is  the  responsibility  of  conserving 
                     and policies undertaken by organizations to obtain its                natural  resources  and  protecting  global  ecosystems. 
                     fundamental  objectives  and  goals  by  mitigating                   This is for supporting the health and wellbeing of the 
                     negative impacts of the environment emerging from                     employees currently and as a future best practice. It is 
                     the  actions  and  policies  by  the  organizations  [13],            now worldwide essentially recognizing that staff in 
                     [14].  Embracing  environmentally  friendly  human                    any  firm  can  improve  environmental  sustainability 
                     resources  requires  organizations  to  commit  to                    [25].  Also,  in  affirming  this,  [26]  note  that  the 
                     environmental  sustainability  by  focusing  on  green                mitigation  of  environmental  pollution  and  climate 
                     practices  like  reducing  waste  management,  carbon                 change  requires  a  substantial  commitment  and 
                     footprint,  recycling,  producing  and  using  green                  inclusion  of  all  organizations  in  different  sectors. 
                     products [15], [16].                                                  This  mitigation  varies  based  on  the  organization's 
                        GHRM is a system, practice, and policy that aims                   characteristics       that     influence       environmental 
                     to   make  employees  in  an  organization  more                      sustainability,       including       implementation         of 
                     environmentally         friendly,     business-wise,        and       environmental  practices,  drivers,  barriers,  and 
                     individual-oriented,  as  well  as  contributing  to  the             associated        performance         implications.        Pro-
                     welfare of society and the environment [17]. A firm's                 environmental initiatives in firms are growing daily 
                     alignment to environmental protection is determined                   due  to  the  lousy  case.  The  climate  variates  the 
                     through GHRM's specific practices. It also focuses on                 scarcity  of  resources  and  the  destruction  of  the 
                     the fragility of the ecosystem and the environmental                  environment         [27]     irreversibly.      Environment 
                     effects of the organization's economic activities [18].               safeguard  is  now  a  stand-out  trend  all  around  the 
                     As well as improving the overall performance of the                   world.     Many  firms  are  forced  to  perform 
                     organization,  Green  HRM  also  contributes  to  its                 environmental protection procedures and policies as 
                     external and internal stakeholders' wellbeing [19].                   their concern of every community [28].  
                        GHRM is a source of competitive  advantage  by                        Sustainable  environments  improve  environmental 
                     creating  a  sustainability  culture  and  managing                   accountability and quality to avert the destruction and 
                     sustainability initiatives [20]. Organizations can reach              depletion of the environment. It includes three stages; 
                     environmental  strategies  and  goals  incorporating                  in  the  first  stage,  the  firm  replies  to  environmental 
                     organizational learning, performance evaluations, job                 policies  and  regulations  to  affect  its  framework.  In 
                     positions, training, recruitment, teamwork, selection,                the second stage, the firm put condensation to protect 
                     and  organizational  culture  to  environmental  issues               the  environment  by  reducing  pollution  and  taking 
                     [21].  GHRM pulls  attention  from  practitioners  and                other    related     measures.      In   the    third    stage, 
                     academicians all over the world. It refers to practices               environmental sustainability is ensured by activities, 
                     in  organizations  that  focus  on  the  human  side  of              proactive and voluntary [29].  
                     environmental           management           to       promote            Different  studies  have  focused  on  evaluating 
                     environmental  performance  [22].  [23]  stated  that                 sustainable environment management in the current 
                     despite  earning  a  position  in  the  literature  and  its          COVID-19 pandemic. From a direct point of view, 
                     increased  application  in  many  organizations  as  a                [30]  noted  that  the  prevalence  of  environmental 
                     remedy for environmental degradation, GHRM is still                   issues  owing  to  an  increase  in  anthropogenic 
                     a comparatively new phenomenon in many countries,                     activities  leads  to  the  COVID-19  pandemic.  The 
                     particularly  in  organizations  [21].  Based  on  this               study similarly evidenced that the increased COVID-
                     background  information,  this  conference  paper                     19 pandemic is a consequence of the increased global 
                     concentrate  on  underlying  strategies  for  creating                population       and     overexploitation        of     natural 
                     awareness, enhancing environmental sustainability to                  environments.  From  an  indirect  context,  [31] 
                     HR managers and staff about GHRM, utilization of                      highlighted the existing United Nations Sustainable 
                     natural  resources,  and  the  green  movement  to  help              Development Goals (SDGs) comprised of 17 agendas 
                     organizations  retain  and  maintain  the  natural                    focusing on 169 targets and used in all countries and 
                                                                                                                                                             159
                                               Advances in Economics, Business and Management Research, volume 194
                                                                                                                                                      
                     regions  globally.  In  this  regard,  [32]  notes  that  the      feasible  by  driving  environmental  management 
                     COVID-19 pandemic has significantly  affected  the                 initiatives.    
                     achievement  of  the  SDGs.  As  a  result,  it  has 
                     increased     the    approach       towards     developing         2.3 Green HRM Practices 
                     appropriate  policy  choices  and  investments  in 
                     government,  social  protection,  green  economy,  and               According  to  [41],  HRM  focuses  on  selecting, 
                     digitization.                                                      rewarding, and training employees for their positive 
                                                                                        attitudes    and  behavior  toward  protecting  the 
                     2.2 Green HRM Concept                                              environment  to  generate  an  environmental-friendly 
                                                                                        culture. The scope and nature of GHRM are based on 
                       In recent years, the importance of Green HRM in                  extending HRM practices to green concerns. These 
                     organizations has grown manifold as environmental                  include  Green  Performance  Management  (GPM), 
                     management  practices  gain  in  popularity.  The                  Green  Recruitment  and  Selection  (GRS),  Green 
                     meaning of Green HRM can best be explained by its                  Training and Development (GTD), Green Employees 
                     emphasis on eco-friendly human resource practices.                 Participation and Engagement (GEPE), Green Human 
                     These practices can help organizations reduce their                Resource      Planning      (GHRP),       Green      Reward 
                     carbon  footprints.  These  may  contain  less  resource           Management  (GRM),  etc.  [34].  [42]  suggests  that 
                     wastage, improved work attitudes, reduced costs, and               GHRM is the best paradigm for fixing environmental 
                     improved employee performance. HRM practices and                   problems within organizations. GHRM is depicted by 
                     policies  focused  on  making  an  organization  more              [43]  as  the  alignment  of  HRM  practices  such  as 
                     environmentally friendly are considered Green HRM                  human resource planning, performance management, 
                     [33],  [34].  HRM  is  the  practice  of  ensuring                 training,  recruitment  and  selection,  rewards,  and 
                     organizational resources are utilized effectively and              compensation  to  the  overall  organizational  green 
                     efficiently [35], [36], [37]. Also, GHRM involves the              management  mission  and  goals.  This  result  is 
                     systematic,  planned  alignment  of  typical  HRM                  supported by [44] that highlighted the need for green 
                     practices with the organization's environmental goals              human  resource  management  in  taking  part  in  the 
                     [12].                                                              critical function in organizations, which entails their 
                       [38]  Noted  that  the  Green  HRM  concept                      assumption,  management  philosophy,  HR  policies 
                     incorporates       an      environment-friendly          HR        and     practices,    training    the    employees,      and 
                     commencement and initiatives for sustainable use of                implementation of legislation on environment safety. 
                     resources,  leading  to  increased  efficiency,  limited           2.3.1 Green Recruitment and Selection 
                     wastages, and improvement in job-related attitudes. 
                     This  green  concept  improves  work/private  life,                  Green recruitment and selection involve attracting 
                     reduces costs, improves employee performance and                   and    hiring    candidates      who  conform  to  an 
                     retention.  Besides  that,  Green  HRM  practices  can             organization's  environmental  management  systems 
                     reduce  the  employee's  carbon  footprints.  By                   regarding knowledge, skills, attitudes, and behaviors 
                     establishing  a  conceptual  framework  of  the  Green             [45]. It is challenging to find talented, creative, and 
                     HRM concept, [39] identify the process as the best                 innovative       candidates,      increase      recruitment 
                     practice  in  applying  relevant  policies  in  HRM,               possibilities  and  hire  quality  employees  [17].  To 
                     practices, and systems in an entity that ensures green             guarantee  workplace  environmental  sustainability, 
                     employees  for  individual  gain,  teams,  societies,              firms must design greenways of hiring and attracting 
                     natural environment, and organizations. This result is             talented staff. This endeavor, therefore, requires that 
                     affirmed  by  [40],  which  define  HRM  policies  and             recruitment and selection processes take into account 
                     practices  for  individuals,  teams,  societies,  natural          the    long-term      demand       of    integrating     firm 
                     environments, and organizations. In addition, this is              environment culture with GRS processes. Eventually, 
                     affirmed  in  [39]  evidenced  that  a  launch  of  green          the job description should consider health and safety 
                     HRM policies  and  investment  in  green  technology               tasks  and  other  related  functions  impacting  the 
                     mushroom  amongst  various  business  professionals,               environment. In addition, organizations' green goals 
                     banking sectors, hospitals, and academic institutions.             should be tailored to match their potential candidates' 
                     Owing to the complexities linked with the issue of                 compatibility.  A  comprehensive  green  induction 
                     environmental  sustainability,  this  has  lead  to  an            program  for  selected  candidates  is  part  of  the 
                     increase  in  the  scope  of  concerns  by  corporate,             recruitment  process,  which  includes  environmental 
                     governments/semi-governments,  and  consumers.  As                 sustainability  information  and  commitment  to  the 
                     evidence,  the  HRM  activities  reinforce  and  are 
                                                                                        organization's  green  goals.  Using  “green”  methods 
                                                                                                                                                        160
                                           Advances in Economics, Business and Management Research, volume 194
                                                                                                                                           
                   for  recruitment,  such  as  online  means  and  limited      environmental  issues  such  as  safety,  energy,  waste 
                   paper usage during recruitment, and measuring green           management,  and  recycling.  Additionally,  training 
                   attitudes during selection, are practices that are taken      and  development  extend  more  commitment  to 
                   into  account  when  recruiting  and  selecting  green        environmental  management  when  grown  to  newly 
                   candidates [46]. Individual’s green aptitudes are vital       employed employees in the form of induction. During 
                   for pro-environmental performance [47]. Therefore, it         the induction program, trainees should be informed of 
                   is  worth  considering  individuals  who  value  the          the  policies  and  procedures  relating  to  green 
                   environment and follow basic eco-friendly activities          management in advance.  
                   such    as    recycling,   carpooling,     and    energy         Good environmental performance can be achieved 
                   conservation. Conversely, candidates who care about           through  making  environmental  awareness  among 
                   the   environment  will  be  attracted  to  green             staff at all levels. As a result, it is essential to provide 
                   organizations branded a "green employer" [48].                environmental  education  to  change  employees' 
                   2.3.2 Green Performance Management                            behavior  and  attitude.  [35],  [51]  emphasized 
                                                                                 providing  such  training  to  employees  that  can 
                     To  maintain  environmental  sustainability,  green         encourage  recycling  and  waste  management  habits 
                   audits,   information    systems,    and  performance         among  them.  Furthermore,  training  employees  to 
                   management  must  be  established.  GPM  refers  to           produce      an     energy-efficiency     analysis     of 
                   issues   related   to   organizational    policies   and      workstations, executing job rotation to develop future 
                   environmental  management [17]. Organizations can             green  managers,  and  developing  their  green-related 
                   only  sustain  the  environment  if  performance              skills  might  be  considered  effective  green  training 
                   evaluation is directly linked to green tasks, goals, and      and development practices [17]. 
                   job    descriptions     [17],   [37].    To     integrate     2.3.4 Green Rewards and Compensation 
                   environmental  management  concerns  with  green 
                   tasks, the staff and management must be empowered,               Environmental sustainability  can only be realized 
                   engaged,  and  committed  to  a  green  environment.          when  integrated  with  GHRM  practices;  it  requires 
                   Engagement  and  empowerment  begin  when  senior             motivated and committed employees. Organizations 
                   leaders     commit      to    targets,    environmental       must  take  compensation  and  reward  as  critical 
                   management, performance  measures,  and  activities.          elements  for  reinforcing  their  employees'  positive 
                   Furthermore, managers' commitment to performance              green  attitudes  and  behaviors  before  anything  else. 
                   appraisals  is  significant  when  their  dedication  and     According  to  [33],  the  best  way  to  achieve  green 
                   responsiveness       align      with      environmental       behavior  is  by  instituting  a  compensation  package 
                   management activities.  Based  on  research  done  by         dynamically  based  on  an  employee's  behavior, 
                   [49]  managers  can  encourage  as  much  employee            especially  for  those  who  exhibit  environmental-
                   engagement in green management as possible when               friendly  behavior.  In  addition,  [36]  argues  that 
                   they give employees the freedom to share their ideas          compensation  packages  should  also  be  tailored  to 
                   at the performance appraisal meeting.                         benefit employees with green skill achievement and 
                   2.3.3 Green Training and Development                          acquisition. Tailoring packages to reward green skill 
                                                                                 acquisition; using non-monetary and monetary-based 
                     Environmental       sustainability    contains      the     environmental      management  rewards,  such  as 
                   development of robust systems and policies having             bonuses,  gifts,  cash  premiums,  and  sabbaticals; 
                   employee training  at  all  levels  of  the  organization.    linking green suggestion projects to reward systems 
                   T&D  programs  for  employees  should  deliberately           are  some  of  the  practices  covered  under  the  GRC 
                   include environmental management aspects. During a            system  [52].  Reducing  carbon  footprints  and  green 
                   Training  Needs  Analysis,  the  human  resource              rewarding  attitudes  in  the  workplace  should  be 
                   department     should    consider    what   skills   and      emphasized. This effort can be supposed as a possible 
                   knowledge gap an employee with an environmental               tool for supporting environmental activities in firms 
                   focus  has  to  make  an  informed  decision  regarding       [15].  
                   their  environmental  training.  As  part  of  employee       2.3.5 Green Employee Relations 
                   training  and  development  programs,  employees 
                   should    attend    seminars     and    workshops     on         It  is  the  philosophy  of  employee  relations  to 
                   environmental      management       to   change     their     involve  employees  in  the  decision  functions  and 
                   protection  and  behavior  in  the  environment  [50].        processes of the organization. The involvement and 
                   Employee  training  programs  should  also  cover 
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...Advances in economics business and management research volume international conference on technology icombest green human resource organizational environmental sustainability during covid pandemic a conceptual framework mohammad noor khaled m alqudah yusnita yusof malek bakheet elayan cempaka paramita faculty of universiti sultan zainal abidin terengganu malaysia institute public administration department riyadh saudi arabia university jember indonesia corresponding author email qudah yahoo com abstract this paper concentrate underlying strategies for improving creating awareness among managers employees about ghrm the movement use natural resources to help organizations foster sustainable growth safeguard health safety both staff customers current has significantly altered how people operate execute their organization roles through can balance economic social goals directly contributing global recovery from information results discussion study are based literature reviews obtained onl...

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