Designing a Paradigm Model for Green Human Resource Management using Data-based Method (Case study on Municipality of Mashhad)

2020 ◽  
Author(s):  
Mahdi Janali ◽  
Azar Kaffashpoor ◽  
Amir Rahimpour ◽  
Mosayeb Samanian
Keyword(s):  
Organizational Culture ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management System ◽  
City Council ◽  
Sustainable Urban Development ◽  
Organizational Level ◽  
Green Human Resource Management

Abstract Purpose This paper aims are establishment of management systems such as the Green Human Resource Management System can be effective in achieving the sustainable development and the use of an environmental management system.Design/methodology/approach The research strategy used in this study is the Grounded Theory with Qualitative Research Approach. In order to achieve this goal, a semi-structured interview was conducted in the beginning with human resources experts, including management professors and environment and human resources specialists.Finding Codes of green human resource management in 23 categories including: Green motivation, knowledge, personality, organization, Partnership, Maintenance, compensation, Promotion, Organizational Culture, City, City Council, Rules and Regulations, Government, International Organizations, Suppliers, Media and Green NGOs. Practical implications Management system in urban areas, Prevention with the environmental crisis,Promoting organizational culture in urban planning, Sustainable urban development using green human resources.Social implications A more general implication of the proposed argument for GHRM the concept of "green" has been changed in to a norm and "green actions" refer to activities that not only do not harm the environment, but also improve it. Green human resource management suggests that human resources should be redesigned or re-engineered to be sensitive to laws, policies, resources, proper consumption, non-extravagance, and so on so that they provide optimal and targeted consumption of resources and reduce environmental pollution.Originality/value Designing the model of dimensions of green human resource in 23 categories and in three categories or levels: individual level, organizational level and supra-organizational level.

scholarly journals MENADŽMENT I PLANIRANJE LJUDSKIH RESURSA / MANAGEMENT AND PLANING HUMAN RESOURCES

2016 ◽  
Vol 11 (1) ◽  
Author(s):  
Biljana Panić ◽  
Jana Cvijić ◽  
Nada Petrović
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Strategy ◽  
Practical Knowledge ◽  
Human Resources Management ◽  
Organizational Level ◽  
Resources Management

The importance study shows is based on the possibility of a company that through proper human resources management strategy achieved an increase in effectiveness and efficiency, and therefore the productivity of business in the conditions of high competition. Strategic management of human resources is an important part of the sphere of management, and is based on a theoretical - practical knowledge in the field of work psychology. Human resource management can significantly influence the behavior of employees, their attitudes and success. People, their skills, knowledge and information are the characteristic of the each organization and can not be copied. It must be borne in mind that human resource management can fail if the pursuit organitzacija hire the wrong people, or if they are not motivated enough to their employed. Human resources management strategy needs to be aligned with the company’s strategy. Basic objectives and methods of human resource management needs to ensure the success of the company. Human resources management strategy has an important operational and managerial function carried out by managers of human reusrse. Management Strategy managers are determined by the quality of employees and their potential. The objectives of human resources management in the organization is directly related to the individual indicators work and results achieved by the employees. From the quality of motivation and stimulation of employees rise to its productivity, loyalty and quality of work. At the organizational level, human resource management strategy should be aimed at increasing the level of average productivity, improving quality, improving working conditions. Planing human resources is achieved competitive strategy of the organization. All of that contribute the most to employees and their productive possibility.

Identifying the effect of green human resource management practices on lean-agile (LEAGILE) and prioritizing its practices

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Somaieh Alavi ◽  
Hamid Aghakhani
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Organizational Level ◽  
Equation Modeling ◽  
Successful Implementation ◽  
Content Type ◽  
The Individual ◽  
Green Human Resource Management

PurposeThe present study attempted to identify, measure and prioritize key green human resource management (GHRM) practices to achieve the lean-agile mindset in the steel industry.Design/methodology/approachFollowing an in-depth review of the literature, this study identifies GHRM practices. Then, the effect of green HRM practices on the lean-agile mindset was evaluated using structural equation modeling (SEM). In the next step, using the fuzzy analytic hierarchy process (FAHP), prioritization of practices that have significant effects on lean-agile mindset were discussed.FindingsThe present study introduced eight GHRM practices. The results of SEM showed a significant and positive effect of all GHRM practices on lean-agile mindset. Prioritization of GHRM practices by the FAHP was defined as green reward management, green education and development, green performance evaluation, green discipline management, green employment, green safety and health management, green selection and green career design.Research limitations/implicationsThe present study suffers from some limitations. First, the research was conducted at a temporal section. Second, this research has been conducted in a particular industry.Practical implicationsThe present study encourages human resource managers to increase their efforts to achieve green employees and put employee greenery in their strategic goals.Social implicationsSuccessful implementation of GHRM programs has positive consequences at the individual, organizational and community levels. Implementation of the identified actions increases employee vitality at the individual level. At the organizational level, the work environment of environmentally friendly organizations is also more attractive to job seekers. Finally, at the social and extra-organizational level, a green lifestyle is spread in the community, which will lead to a healthy and green environment.Originality/valueEmphasizing environmental principles on the one hand and creating the lean-agile mindset on the other are effective factors on maintaining the competitive advantage of industries. In this regard, the present study presented two innovations in HRM literature: (1) assessing the effect of GHRM practices on lean-agile mindset and (2) prioritizing GHRM practices based on the lean-agile mindset.

Green human resource management

2019 ◽  
Vol 27 (7) ◽  
pp. 2005-2027 ◽  
Author(s):  
Jing Yi Yong ◽  
M.-Y. Yusliza ◽  
Olawole Olanre Fawehinmi
Keyword(s):  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Level ◽  
Future Research ◽  
Content Type ◽  
Individual Level ◽  
Online Databases ◽  
Green Human Resource Management

Purpose Green or environmental human resource management (HRM) has in recent years attracted much attention from academia and practitioners all over the world. However, a thorough analysis of green or environmental HRM has not been made so far. To address this gap, the present study provides a systematic and comprehensive literature review. The purpose of this paper is threefold: to review Green HRM literature of various scopes, approaches and contexts; to identify different focus areas in the Green HRM literature; and to propose areas for future research. Design/methodology/approach The paper follows a systematic literature review approach. The selected journal articles are categorized on the basis of five focus areas in the Green HRM derived from the extant literature. Findings Research has grown significantly over the past 12 years that has focused on Green HRM. A total of 70 articles were reviewed and most of these articles employed quantitative method and were carried out in developing countries. Based on the five focus areas identified in this literature review, the performance outcome of Green HRM at both the organizational level and individual level received the greatest attention from the researchers. Research limitations/implications This paper is limited to a review of academic articles obtainable from online databases, containing the words “Green human resource management”, “Green HRM”, “Green human resource”, “Environmental HRM”, “Green training” and “Environmental training” in the title. Additionally, only papers from high quality, peer-reviewed journals were evaluated. Other academic sources such as books and conference papers were not included in this study. Originality/value The paper presents a structural overview of 70 peer-reviewed articles published in leading academic journals from 2007 until early 2019. This review provides an increased understanding of the existing state of current research, trends and future research directions in the Green HRM discipline.

scholarly journals Green HRM: Goal Attainment through Environmental Sustainability

2016 ◽  
Vol 9 (1) ◽  
pp. 14-19 ◽  
Author(s):  
Mohammad Main Uddin ◽  
Rabiul Islam
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Sustainability ◽  
Research Agenda ◽  
Goal Attainment ◽  
Human Resources Management ◽  
Resources Management ◽  
Green Human Resource Management

The green Human Resources Management has emerged from companies engaging in practices related to protection of environment and maintaining ecological balance. The slogan is earning profit through environmental sustainability. This paper proposes the development of a model of green human resource management by reviewing the literature on human resource aspects of environmental management. The study followed archival method of literature review. The literature has been classified on the basis of entry to exit processes in the HRM on the basis of available literature on green Human Resources. From the perspective of green human resource management, this study argues that Green HRM can play a useful role in business in promoting environment related issues by adopting and following the processes. Finally, the paper proposes some research agenda for the future study.Journal of Nepalese Bussiness Studies Vol. 9, No. 1, 2015 pp. 13-19

scholarly journals Problems with Modernizing Human Resources in The Lithuanian Service Sector

2019 ◽  
Vol 11 (4) ◽  
pp. 146-157
Author(s):  
Aleksandras Bortnikas
Keyword(s):  
Organizational Culture ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Strategic Management ◽  
Human Resource ◽  
Service Sector ◽  
Level Of Service ◽  
Culture Model ◽  
High Level

Abstract Objective: Problems in modernizing human resources of Lithuania’s service sector are discussed in the article. The objective of the article is to reveal the issues of human resources modernization, identify the trends and measures for human resources’ modernization in the service sector of Lithuania. The process of human resource management is understood as a continuous procedure where the main activities are planning, recruitment, selection, socialization, training and improvement, assessment of activity, promotion, displacement, downgrading or dismissal. The essential trends and measures for modernizing management of human resources is strategic management of human resources, growth of employee competencies and development of electronic human resources. Noteworthy to mention that in the modern world, when striving for competitive advantage, it is important to follow the guidelines of strategic management of human resources. The significance of information technologies cannot be forgotten, because the instalment of these technologies helps to coordinate innovations in science, originality and practical experience, all of which is oriented towards creation of new services and products for the society. Methodology: The research methods are based on the insights of the researchers using the analysis of scientific literature and synthesis methods. The study analyzes issues related to the modernization of human resources management in the Lithuanian service sector. Findings: Summarizing the study results, aspects of a modern organizational culture can be distinguished: promotion of friendly communication among employees (this allows solving problems in the organization among employees without the need for the employer to interrupt); constructive conflict solving with the help of a mediator; an employee who is valued in the organization becomes initiative, able to independently make decisions, is more involved in achieving goals of the organization; organizational culture is being modernized by promoting employee creativeness, or through pleasant and beneficial tasks; a manager in a modern organization is distinguished by a democratic leading style, is not a sole controller – decisions are made with the involvement of the entire team; it is modern to seek for a high level of service provision (not to be only profit-oriented). Value Added: Based on the results of the research, a way of modernizing human resource management in Lithuanian catering establishments was suggested in order to maintain high level of services provided by modern motivation methods and other elements of the organizational culture model. Recommendations: Summarizing the results of the research it is possible to distinguish aspects of modern organization culture, which showed that modernization of human resource management in Lithuanian catering establishments includes ensuring of microclimate in the organization; healthy workplace emotional and physical well-being; employee socialization; motivation of employees and encouragement to seek a high level of service in modern ways of motivation and other elements of the organizational culture model that are recommended to be emphasized in the organization.

scholarly journals The Effect of Green Human Resource Management on Environmental Performance of Red Crescent with Mediating Role of Green Culture Empowering Factors

2020 ◽  
Author(s):  
Alireza Rajabipoor Maybodi ◽  
Leila Andervazh ◽  
Mehdi Mokhtari Payam ◽  
Azin Kayedian ◽  
Mohsen Bardestani
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Performance ◽  
Structural Equation ◽  
Mediating Role ◽  
Management Measures ◽  
Green Human Resource Management

Background: Green human resource management refers to activities involving development, implementation, and ongoing maintenance of a system that leads to greening employees of an organization. Human resources’ issues cannot be limited to one area of expertise. As a result, decisions and performance of the personnel officers at all levels affect the organization’s performance. So, this study aimed to investigate the effect of green human resource management on environmental performance of Red Crescent with mediating role of green culture empowering factors. Methods: The present study was applied in purpose and since the structural equation modeling method was used to test the hypotheses, it is considered as a correlation analysis. The statistical population consisted of 440 Red Crescent employees in Khuzestan province. The sample size of the study was determined as 205 using the Jersey and Morgan Table. The participants were selected using simple random sampling method. The data collection tool was a questionnaire and the collected data were analyzed using structural equation test by SPSS 24 and Lisrel 8.5 software. Results: Based on the findings, the green human resource management measures had a positive significant effect on environmental performance and green culture factors with a significant amount of 2.53 and 6.54, respectively. Furthermore, empowerment factors had a positive significant effect on environmental performance with a significant amount of 2.40. In addition, the mediating role of green culture empowerment factors was confirmed in the relationship between green human resource management measures and environmental performance (0.536). Conclusion: Since environmental problems and their effects have a great impact on the performance of Red Crescent employees and on the attitude of domestic and foreign consumers towards domestic products, environmental performance of the Red Crescent should be considered. Moreover, the Red Crescent should use green human resource management to work on the growth and development of green human resources.

scholarly journals A Study of Green Human Resources Management (GHRM) and Green Creativity for Human Resources Professionals

2020 ◽  
Vol 4 (2) ◽  
pp. 57-67
Author(s):  
Md. Chapol Ali ◽  
K. M. Anwarul Islam ◽  
Soojin Chung ◽  
Nurul Mohammad Zayed ◽  
Mithila Afrin
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Work Conditions ◽  
Resources Management ◽  
Management Procedures ◽  
The Many ◽  
Green Human Resource Management

The concept of green human resource management has recently combined with ecological management in business, urbanization, industrialization and so many so forth. It is mainly responsible for managing human resources work, and these work conditions are good. Green human resource management procedures are fundamentally used to reduce the carbon impression of each worker and the information capital of the holding association. It also plays role in convincing workers to look after resources, and participate in waste management to control pollution. It is recommended that companies should be more aware of each of the capabilities that make human resources management green. The development needs of combining ecological manageability with human resource management. Organizations now recognize that while focusing on money-related benefits, they should think about the social and ecological effects to ensure their manageability. Therefore, this notion has lately taken into account, academic analysts and experts. This paper investigates GHRM practices in organizations based on the many current writings. The study found the importance of GHRM ideas, practices, strategies, and difficulties in the business and other organizations. The study uses documented strategies to observe, collect and dissipate contemporary surveys of green human resource management.

Strategic Human Resource Management in the 21st-Century Organizational Landscape

2022 ◽  
pp. 296-323
Author(s):  
Cristina Raluca Gh. Popescu ◽  
Grigorios L. Kyriakopoulos
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
21St Century ◽  
Explanatory Power ◽  
Strategic Human Resource Management ◽  
Organizational Level ◽  
Unlimited Growth

These days, employability and sustainability in the Romanian marketplace are seriously challenged by the general economic development conditions, the continuously rising living standards, and the unfortunate imbalance and irregularities in the policies of labor markets. These defining factors mirror in this current research that focuses on describing the importance, implications, and specificities of human resource management (HRM) and strategic human resource management in the 21st-century organizational landscape, while seeking to pinpoint the considerable and valuable benefits brought by human and intellectual capital as drivers for performance management at the organizational level. The results of the study themselves possess the explanatory power of showing that human resources are the main assets of the organization, which decisively determines the potential for present and future line of action, since human resources have unlimited growth and development potential, even though they are regarded as extremely rare, highly valuable, yet difficult to insure or replace.

Critical Thinking of Human Resources in the Goal

2019 ◽  
Vol 10 (1) ◽  
pp. 19-29
Author(s):  
Brian J. Galli
Keyword(s):  
Organizational Culture ◽  
Critical Thinking ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Processes ◽  
Theory Of Constraints

Recently, changes within the business industry have led to human resource management (HRM) positions and structures being reconsidered. Human resources (HR) used to be centralized, but the constant changes to organizational culture has caused HR to become decentralized. The HR operations have been incorporated into other departments, as well. Now, HRM is essential to business processes that mirror other departments, such as accounting and finance, but HR is still centralized in specialized areas, such as recruitment and compensation. Examining Goldratt & Cox's “The Goal” reveals its involvement with HRM. This study evaluates the implication of HRM on a business, its relationship to the Theory of Constraints (TOC), and the ways in which these concepts can aid a business in reaching its main objective.

DEVELOPMENT OF THE HUMAN RESOURCES MANAGEMENT SYSTEM ON THE BASIS OF PERSONNEL CONTROLLING

2016 ◽  
Vol 4 (4) ◽  
pp. 519-528
Author(s):  
Ольга Холькина ◽  
Olga Kholkina
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management System ◽  
Human Resources Management ◽  
Resources Management ◽  
Human Resource Management System ◽  
Resource Management System ◽  
Construction Organizations

The article is devoted to the problem of human resource management in organizations. We consider a system of personnel management as the main condition of increase of efficiency of management of human resources in the organization. On the example of construction organizations the main results of the monitoring practices of human resource management are presented. Human resource management system based on the perspective of the tool – controlling staff is proposed.

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