scholarly journals Green human resource management policies and practices in Ukraine

2021 ◽  
Vol 915 (1) ◽  
pp. 012010
Author(s):  
S Tsymbaliuk ◽  
A Vasylyk ◽  
Kh Stoliaruk
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Average Level ◽  
Environmental Initiatives ◽  
Green Practices ◽  
Ecological Problems ◽  
Management Policies ◽  
Green Human Resource Management ◽  
Working Hypotheses

Abstract The main purpose of the study is to assess the development and implementation of GHRM policies and identify prospects for the dissemination of GHRM practices in Ukraine. The results of the survey confirmed the working hypotheses: the practice of developing GHRM policies in Ukraine has not become widespread and there are no effective mechanisms for implementing GHRM policies. The research showed the average level of respondents’ assessment of their awareness of GHRM practices. The study confirmed a lack of effective mechanisms and tools for their implementation: units and employees responsible for implementing the GHRM policy; regulation of tasks, duties and responsibilities of employees; practices of planning the number of employees required for the implementation of environmental initiatives and activities; development of green competencies; informing employees about the GHRM policies implementation; involvement of employees in the formation of green policies and solving ecological problems; survey of employees’ opinion on corporate green practices. The paper focuses on the necessity of disseminating the practices of developing and implementing GHRM policies, it is crucial to raise the awareness of managers and HR specialists.

scholarly journals Impact of Green Human Resource Management (GHRM) practices in Garment industry: Bangladesh Perspective

2020 ◽  
pp. 22-30 ◽  
Keyword(s):  
Sustainable Development ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Developed Countries ◽  
Green Practices ◽  
The Usa ◽  
The Individual ◽  
Green Human Resource Management ◽  
Policies And Practices

Green HRM means eco-friendly and sustainable development practices should be followed in every sector of HRM. It refers to policies, practices, and systems that influence employees of the organization green and sustainable implementation of resources for the betterment of the individual, society, natural environment, and the business. The purpose of this article is to indicate the best practices can occur with the help of green practices with HRM. How we are benefited by the help of green human resource management policies and practices. Green HRM also shifted the conventional policies and practices and giving some statements towards GHRM. Most developed countries like the USA, China, and UK are rapidly developed Green HR policies and practices. The developing countries are following. Now a day’s most attention in the Garments sector is drawn towards sustainable development. Garments industries have huge growth opportunities by going green practices and creating a new friendly environment that helps them reduce operational costs with the carbon footprint. So far very little research has been conducted on this topic even in the advanced countries. Green management in 1997 prepared by McDonagh but there is no clear explanation which time GHRM actually invented. The strategy involves implementing various HR functions such as recruitment, induction, training, and development, conducting performance evaluation, and determining the compensation of employees.

scholarly journals An Examination of Factor Influencing on Employee Perception towards Green Human Resource Management

2019 ◽  
Vol 8 (3S3) ◽  
pp. 477-483
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Effects ◽  
Environmental Sustainability ◽  
Employee Perception ◽  
The Earth ◽  
Green Practices ◽  
Green Human Resource Management ◽  
Environmental Administration

There is a developing requirement for the understanding of environmental administration into (HRM) – Green HRM – explores practice. Most of individuals accept that the ability to reproduce nature in the specialized sorts like researcher, architects, legal advisors and lawmakers. Yet, today the workers of associations owe the solidarity to show the green practices which enables them to take part and include themselves in the earth the executive’s projects and practices. To keep environmental sustainability in an organization HR functions acts as an important tool to practice. This framework gives better control of company's environmental effects. The scientists led a supposition overview to know the impression of workers on the present consuming concern of Green HRM. The discoveries and consequences are introduced in this paper .The goal of this paper is to gauge and investigate the representative's observation on green human asset the executives rehearses in an association. A self-created poll is utilized as an instrument to gather the data and reaction.

G-Hrm, Pq And Usp: The Relevance And Impact In The Area Of Human Resource Management.

Think India ◽  
2019 ◽  
Vol 22 (3) ◽  
pp. 705-713
Author(s):  
REKHA FRANCIS C
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Major Part ◽  
Working Environment ◽  
Social Conscience ◽  
Corporate World ◽  
Green Practices

Green HRM is the latest footstep in the organization. Human resource management is the major part of all organizations. So whatever the changes we need obviously we go with the human resource force. Human resource management is an important faction of management that deals with the most valuable assets of an organization which is Human Resource. “Customer is the king” is an age old business mantra accentuating the importance of customers in every business. Customer is only a part of success in the business field. For the survival of market in the present scenario we mainly focus on human resource- USP, and their environment –G HRM. This paper is an attempt to disclose, the ecstatic and stimulated working environment and unique potentiality of each human resource to enable the organization to be successful in the competitive corporate world there by enabling attainment of profit by the shareholders. Only through proper motivation and stimulus can we bring forth the integral potentiality- Passion Quotient, of the human resources for the success of the business. Thus this paper focuses on how these green practices enable to bring out innate potential and develop a powerful social conscience and a green sense of responsibility through the human resource for the success of the business.

Factors influencing green organizational citizenship behavior

2020 ◽  
Vol 48 (9) ◽  
pp. 1-12
Author(s):  
Ling Xiang ◽  
Yi-Chun Yang
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Management Practices ◽  
Citizenship Behavior ◽  
Human Resource Management Practices ◽  
Green Human Resource Management

We examined the relationships between green human resource management practices, organizational identification, and green citizenship behaviors in the hotel industry. Our framework comprised 5 dimensions of green human resource management practices: green recruitment, green training, green performance management, green reward, and green involvement. We predicted that each dimension would positively influence frontline employees' organizational identification, and, in turn, their green organizational citizenship behaviors of eco-initiatives, eco-civic engagement, and eco-helping. Participants were 426 frontline employees working in Taiwanese hotels. Consistent with our predictions, each of the 5 green human resource management practices had a positive influence on organizational identification, which then positively affected green organizational citizenship behavior. Moreover, green human resource management practices enhanced employees' green organizational citizenship behavior, and organizational identification was an effective mediator of the relationship between green human resource management practices and green organizational citizenship behavior. Practical and theoretical implications of the findings are discussed.

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