Group: 8

Abdullah Al Mamun (23-92834-1)

Ahmed, Fahim (23-92825-1)
1) What is HR's role in building a greener organization?
Answer : To implement any corporate environmental program several units of City University
HR, Marketing, IT, Finance, and so on, must work together to put forward a positive joint effort
and among them, the most important contributor is the human resource management unit.
Creating a green workforce that understands, appreciates, and practices green initiative and
maintains its green objectives all throughout the HRM process of recruiting, hiring, training,
compensating, developing, and advancing the firm's human capital. HR would be responsible for
planning, executing and translating those eco- friendly policies into practice and to create a green
atmosphere and a sustainability culture within the company. A key role for HR environmental
executives could be to guide line managers in terms of gaining full staff cooperation toward
implementing environmental policies which means HR needs to nurture supporters and create
networks of problem- solvers willing to act to change the current status quo.

2) What are the potential benefits in terms of attracting and retaining talent?

Answer: As City University is now beginning to be recognize and gaining reputation as a green
employer it can be an effective way to attract new talents and attract high-quality staff. Recruits
might be enthusiastic, and to some extent, passionate about working for an environment friendly
"green" company and candidates with green bend of mind make it easy for firms to induct
professionals who are aware with sustainable processes and are already familiar with basics like
recycling, conservation, and creating a more logical world. As part of compensation
management, companies can offer green rewards to employees such as a nature-friendly
workplace and lifestyle benefits. Furthermore, talented employees are looking for self-
actualization in their jobs in order to stay devoted to their companies. Green HR can help in the
creation of this by following green values and practices. Wellness programs for employees, their
family members, and the general public can be organized to highlight physical fitness, proper
nutrition, and healthy lifestyle. City University can discharge their social responsibility by
including environment management in their mission statement as an important green objective.
3) How should Andrea proceed in order to develop an overall strategy for ‘‘greening’’ the HR
function at the university?

HR Functional Area Possible Green Potential Benefits

Initiatives and Policies
1. Recruitment and A software can be used -Easy to sort staff data
Staffing for recruiting and staffing -Secure software
protection
-Very little IT cost
2. Orientation Using online platforms -Less
teams/zoom/Microsoft transportation=Less gas
forms emission.
-Less time consuming
-Reduced costs
3. Compensation and Digital payment -Less paper used
Benefits Direct deposit -Accessible from any
location.
-Very fast transaction
4. Work Practices Online -Easy access for training
and Policies manuals/textbooks -Accessible form any
Online class location
5. Performance -Online exam -Easy to view schedule
Management -Online reviews and request time
-Able to save in middle
of review and go back
later to finish
-Quicker grading
6. Reward Systems -Organic items -Motivating
-Bonus added on Online -Online oriented
transaction
7. Employee -Organic items -saves money
Cafeteria -recyclable products -Less paper used
-Digital purchase receipt -recyclability
8. Employee -Digital communication -saves time and money
Communications messenger group/ Zoom -More productivity
group/ teams group