Climate change has long since become a reality – not only in science and research, but also in the everyday world of our society. Environmental disasters, emissions and the melting of glaciers characterize our time. The issue of environmental protection is becoming increasingly important.
Companies around the world are faced with the challenge of integrating sustainable practices while remaining competitive. Green HRM describes one approach to sustainable management. But how can green HRM be put to good business use and what positive effects does sustainable HR work have?
The following blog post sheds light on the theories of “Green Human Resource Management” and shows alternative courses of action in business practice.
Charbel José Chiappetta Jabbour, who deals with sustainable management in his academic work, noted back in the early 2010s that green HR management was still in its early stages. According to the editor-in-chief of the Latin American Journal of Management for Sustainable Development, many studies are still in the theoretical phase. In view of the ongoing environmental crises, governments and companies must take measures to reduce the negative impact on the environment.
As entrepreneurs do not operate alone, both employees and HR management must be involved in this discourse. It is therefore very important to know what is really behind Green HRM and which practices or measures can be used effectively to promote sustainability in the company.
This is based on the assumption that the HR department is able to measure and influence the behavior, attitudes, knowledge and motivation of employees with regard to sustainability. Therefore, companies can use HR to effectively communicate and implement green practices. This is where companies, HR and employees need to go hand in hand.
“Green leadership” leads to sustainable employees
The study by Omarova Jo also shows interesting results. The study focuses on the role of managers and their influence on environmentally friendly behavior among employees. According to the results of the study, the importance of a manager who focuses on environmental issues and their positive influence on the environmentally friendly behavior of employees in the workplace is confirmed. Employees are influenced by the behavioral patterns of managers and imitate them through close observation. In doing so, they internalize the values of their managers. In this way, managers can be role models who encourage employees to adopt certain behaviors.
However, in the overall context of the company as an organization, it is not enough to simply be a goal-oriented, green manager. Without appropriate education, training and (further) development, it is difficult to achieve and continuously maintain the desired environmental performance of a company.
Green HRM: From buzzword to necessity
With his secondary study, Ahmad, S. (2015) formulates the objectives of providing a basic understanding of Green HRM, presenting environmentally friendly practices for the workplace and proposing green initiatives for the HR department, among others.
At the very beginning, Ahmad states that the term “green HR management” has now become a buzzword in the business world, and its importance is increasing over time.
Today, the topic of green HR management no longer only encompasses the awareness of environmental protection within a company, but also stands for the social and economic well-being of both the organization and its employees in a broader perspective. However, some scientists are of the opinion that the
The aim of green HR management is to reduce the CO2 footprint. We could achieve this by making changes to our regular HR activities.
Ultimately, the definitional question of what green HR management encompasses remains open. One possible definition could be: Green HR management aims to integrate not only environmental but also sustainability aspects in a broader sense, into HR management practices, with the aim of changing the behaviour and attitudes of employees towards a “green organization”.
Is green HR management important for my organization?
Employee job satisfaction is a key indicator of a company’s success. The extent to which green HR management influences job satisfaction, and therefore employee engagement, is central to the long-term wellbeing of the organization. Research shows that environmentally conscious practices can improve employee wellbeing. Staff retention is also of paramount importance, as it has a direct impact on staff turnover and the long-term stability of the workforce. Incorporating the company’s mission and values through green HR management can strengthen employee loyalty and thus promote staff retention.
Positive effects of green HR management and green recruiting
The implementation of green HR management makes a decisive contribution to increasing employee satisfaction and loyalty to the company. Employees are attracted to companies with sustainable practices, which increases their motivation and has a positive impact on their performance and commitment. It also leads to higher productivity. Recruiting employees who already have a strong affinity for environmentally friendly practices facilitates the implementation and acceptance of green HR management measures. These employees often bring innovative ideas and a strong motivation to promote environmentally friendly processes and technologies.
A central component of green HR management is green recruiting. This involves using sustainable methods and technologies to attract new employees who are also committed to environmental protection and sustainability.
Green Recruiting includes several measures that make the entire recruitment process more environmentally friendly:
- Digital application process: Instead of using paper documents, companies are turning to digital applications and online interviews. This not only saves paper and reduces CO2 emissions, but also speeds up the recruitment process. The use of email and cloud-based communication.
- Sustainable employer brand: Companies present themselves as environmentally conscious employers. This attracts candidates who share these values and are motivated to work for a company that is committed to environmental protection. A strong green brand can strengthen the company’s image and increase its attractiveness for highly qualified applicants.
- Focus on values and culture: During the recruitment process, great emphasis is placed on finding candidates who not only have the required skills, but also fit in with the sustainable corporate culture. This includes assessing candidates’ environmental awareness and their willingness to commit to sustainable practices in the workplace.
- Green incentives and benefits: Companies can offer additional incentives and benefits aimed at sustainability. These include, for example, subsidies for public transport, bicycle programs or the option to work from home in order to reduce commuting times and emissions.
How can I overcome challenges?
Despite the many benefits, green HR management also comes with some challenges. One of the biggest challenges is the increased workload associated with implementing and maintaining green practices. This can lead to additional stress and strain on employees.
One solution to this is the continuous further education and training of employees. Managers play a decisive role in this. They must not only act as role models themselves, but also support and motivate their teams. Targeted and regular training can help to impart the necessary skills and knowledge and at the same time increase employee awareness and motivation.
Green human resources management practices
Paperless office:
Currently, a paperless office is a workspace in which the use of paper has been eliminated or significantly reduced. HR_4.0 Consulting ZELLNER has implemented systems to minimize paper consumption, which not only reduces the cost of paper-related activities, but also conserves natural resources. Our employees are regularly informed about new ways to reduce paper consumption – the recycling of office materials is actively promoted. These measures support our efforts to create a sustainable and resource-conserving working environment and prevent a chaotic workplace.
- Green job design: When creating a job design, HR_4.0 Consulting ZELLNER thinks sustainably.
Our job descriptions contain the environmental, social, personal and technical requirements for the job profile we are looking for. When recruiting, we publish job postings in selected media in order to target only the right candidates. On the one hand, this gives us the opportunity to address environmentally conscious applicants in particular, but also to focus on those who have the cultural fit in terms of sustainability. In the job advertisements, for example, the efforts for sustainable projects and the opportunity to participate in environmentally friendly initiatives are mentioned in order to attract environmentally conscious candidates. - Waste separation:
Recycling reduces the use of raw materials – this approach saves energy and keeps the environment clean. As part of environmental initiatives, several organizations are introducing recycling programs to increase the amount of recycled products and reduce the amount of waste.
These measures play a key role in motivating employees to get involved in environmental initiatives. We attach great importance to promoting a sustainable and environmentally conscious corporate culture through such practices.
Excursus: What are green jobs?
Green jobs are jobs in the environmental sector. According to the European Union’s definition, they are jobs that prevent environmental damage and conserve natural resources. These jobs can be found in various areas such as renewable energies, sustainable construction and renovation as well as water and wastewater management.
At HR_4.0 Beratung ZELLNER , we also provide green jobs – for example, the responsibilities of an ESG (Environmental Social Governance) Manager include being responsible for sustainability and collecting, analyzing and managing ESG data. This includes the implementation of systems and processes required for the regular updating and publication of ESG data.
ESG reports are prepared conscientiously in accordance with industry-specific standards and guidelines. In addition, the integration of ESG is ensured in all areas of the company. The analysis of ESG performance and the development of recommendations for action promote continuous improvement. In addition, an ESG manager organizes training courses and workshops to raise awareness and understanding of ESG and sustainability.
In particular, the promotion of an environmentally conscious working environment contributes significantly to employee motivation and satisfaction. Another important aspect is the realization that a successful implementation of green practices is closely linked to the support and commitment of managers and further training. It is also easy to see that the implementation of green HR management is not just a trend, but a necessity in today’s business world.
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