Focussed Areas in the Extant Literature of Green HRM

2021 ◽  
Vol 10 (1) ◽  
pp. 22-39
Author(s):  
Ella Mittal ◽  
Parvinder Kaur
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Natural Resources ◽  
Competitive Advantage ◽  
Human Resource ◽  
Triple Bottom Line ◽  
Major Focus ◽  
Bottom Line ◽  
Extant Literature ◽  
Green Human Resource Management

Sustainability is the important issue for most of the organisation for reaping the benefit of triple bottom line and competitive advantage. Green human resource management is one of the ways to attain the sustainability which also helps in attracting and retaining the young talent towards the organisation. The purpose of the present research is to study the concept of Green HRM with various dimensions and to investigate the mostly researched domain related to Green HRM. The study discussed the key and major focus areas in the literature in the context of GHRM as per the author's view to accomplish the stated objectives. The results of the study showed the manufacturing domain has been focused by most of the studies due to the direct consumption of natural resources more in this sector. Further, originality or practicality of the research lies as this research would be helpful to the HR practitioners to focus only on key areas to implement the concept of GHRM well in their respective organizations to formulate the competitive strategy to add value to their respective organizations.

scholarly journals How Does Research on Sustainable Human Resource Management Contribute to Corporate Sustainability: A Document Co-Citation Analysis, 1982–2021

2021 ◽  
Vol 13 (21) ◽  
pp. 11745
Author(s):  
Astrid Kainzbauer ◽  
Parisa Rungruang ◽  
Philip Hallinger
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Citation Analysis ◽  
Human Resource ◽  
Corporate Sustainability ◽  
Turn Of The Millennium ◽  
Bottom Line ◽  
Bibliometric Review ◽  
Green Human Resource Management ◽  
Corporate Social

While the field of human resource management (HRM) has a long research tradition, the focus on sustainability has only gained momentum since the turn of the millennium. This bibliometric review examined key documents that inform scholarship in sustainable human resource management (S-HRM). The review identified 807 Scopus-indexed documents on sustainability in human resource management published between 1982 and 2021. Bibliometric analyses applied to this database included document citation and co-citation analysis to map peer-recognized documents. The review documented an emerging knowledge base that is global in scope with contributions from a variety of regions in the world. Three ‘invisible colleges’ emerged in the visual map of co-cited documents. These include green human resource management (Green HRM) with a focus on environmental aspects of sustainability, corporate social responsibility (CSR), and S-HRM with a focus on analyzing all three aspects of the triple bottom line of corporate output. These document analyses found that this emerging literature on S-HRM is heavily weighted towards environmental concerns. The authors recommend that greater attention be placed on the contributions that HRM makes to the human and social aspects of sustainability.

scholarly journals Green Human Resource Management: A Literature Review

2021 ◽  
Vol 1 (2) ◽  
pp. 78-91
Author(s):  
Cahya purnama Cahya
Keyword(s):  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Common Good ◽  
Developing Economies ◽  
Global Business ◽  
Bottom Line ◽  
Tannery Industry ◽  
Green Human Resource Management

Over the past 10–15 years, the global business context has changed rapidly, and many organizations are now seen to be pursuing multiple purposes. Consequently, they are redefining success in more sustainable terms of Triple Bottom Line, Quadruple Bottom Line, and common good outcomes, not just financial criteria. Green human resource management (GHRM) is an arising issue for the tannery industry in the context of developing economies, as the tannery industry can be seen as one of the highest polluting industries on earth, it becomes imperative for the industry to implement GHRM practices for greening the workforce. For every country, macroeconomic sustainability is the main aim of improving the social welfare of the people, therefore, environmental performance needs to be improved without reducing the financial growth. The objective of this research is to determine the factors associated with non-performing loans. I presented a literature study using a systematic literature review of relevant publications and as a result of this process, 14 articles are included and then examined the bibliographical references to check the validity of the inquiry and to avoid any potential omissions. I identify several variables that are affected by GHRM. I find no outside variables, and strongly suggest research for outside variables.

scholarly journals ”GREEN” HRM: AN EVALUATION AND THE FUTURE AGENDA

2016 ◽  
Vol 10 (2) ◽  
pp. 131
Author(s):  
Andreas W Gunawan Putra
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Competitive Advantage ◽  
Human Resource ◽  
Hospitality Industry ◽  
Management Practices ◽  
Human Resource Management Practices ◽  
Green Human Resource Management ◽  
Intensity Of Competition

The application of “green” Human Resource Management Practices (HRMP) to achieve a company’s competitive advantage particularly in the hospitality industry is arguably derives from<br />its Human Resource Management strategy. This has been driven by both customer requirements and increasing intensity of competition. It seems essential these days to invest in quality of Human Resources in order to improve its competitive advantage. However, far from being investigated as the difficulty for the consistency and integrity of the application of ‘green’ HRMP in the workplace.<br />Furthermore, a frame of reference for “Green” HRM has yet to emerge. It is suggested that “green”’ HRMP concepts and frameworks could be utilized to improve the hospitality industry<br />maintaining its green environment. This paper examines critical aspects of ‘green’ HRMP theory and practices to underpinning business service performance. Indeed, the paper suggests a research agenda that could begin to investigate these propositions.

The human side of human resource management

2014 ◽  
Author(s):  
Ab. Aziz Yusof
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Resource Management ◽  
Human Resource Management ◽  
Competitive Advantage ◽  
Human Resource ◽  
Significant Role ◽  
Symbiotic Relationship ◽  
Bottom Line ◽  
Human Side

Human resource is the most valuable asset in an organization as it is managed, operated and run by them.The progress, survival and success of the organization is totally depends on the capabilities and the competitiveness of their HR especially in the era of critical and drastic change.As a result, HR manager has to face a more competitive, uncertain and complex HR expectations, needs and wants in a turbulent business environment.Therefore, his ability in managing HR is becoming more crucial to the success and the survival of the organisation. As HR manager is the key player in running the organisation, it is important for him to ensure a holistic and comprehensive approach, by putting in balance both the human side which is considered as soft HRM and the technical side which is considered as hard HRM, need to be simultaneously taken into consideration.Therefore, managing the human side of human resourceculture, symbols, diversity, humour, emotional intelligence, justice, forgiveness, and spiritualityis believed to be far more complicated than managing the technical side of it. The human side of human resource management treats employees as partners and a source of competitive advantage through their commitment, trust, job satisfaction, loyalty and collaboration.Furthermore, HR is viewed as a proactive rather than passive inputs in executing the task and responsibility.The managers ability in managing the human side of human resource strategically is equally important as managing the technical side as both play significant role in influencing the bottom line of the organisation through their symbiotic relationship.

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