Green HRM - Report

Submitted to:
Prof. (Dr.) Urvashi Sharma Ma’am

Prepared by:
1. Avineet Kaur – 23COMM194
2. Deepanshu Pandey – 23COMM2757
3. Harshit Goyal – 23COMM870
4. Jyotsana Choudhary – 23comm373
5. Karandeep Singh – 23COMM2250
6. Khushi Batra - 23COMM667
7. Sir Manthan Kaushik – 23COMM566
8. Shweta Choudhary -23COMM1239
Introduction
Green Human Resource Management (HRM) is an approach that integrates environmental
management principles into traditional HR practices. It focuses on the alignment of HR policies and
activities with the goals of environmental sustainability and the promotion of responsible resource
usage within business organizations. This approach recognizes the interdependence between an
organization's human resources and the environment, aiming to leverage HRM practices to benefit
both the organization and the planet.
Green HRM involves selecting and hiring employees who are environmentally conscious or have the
potential to adapt to environmentally friendly work practices. Employees are provided with training
and development programs that promote environmental awareness and sustainability. This includes
educating employees about eco-friendly practices, energy conservation, waste reduction, and other
sustainability initiatives. Performance evaluations may include criteria related to an employee's
contribution to sustainability goals. This can incentivize employees to reduce waste, conserve
resources, and find ways to reduce the environmental footprint of their roles.
Employees who demonstrate a commitment to environmental sustainability can be recognized and
rewarded for their efforts. This may include awards, bonuses, or other incentives tied to
environmentally friendly behaviours. Green HRM encourages the development and enforcement of
workplace policies that promote environmental sustainability. This may include flexible work
schedules to reduce commuting, recycling programs, or energy-efficient workspace design. Engaging
employees in sustainability initiatives can lead to more effective and innovative solutions for
environmental challenges. Green HRM fosters a culture where employees are actively involved in
improving the environmental performance of the organization.

Preservation of Knowledge Capital

Green HRM acknowledges that an organization's knowledge capital is not limited to just traditional
skills and competencies but also includes knowledge related to environmental practices and
sustainability. To preserve this knowledge capital:
1) Planning Succession: Identifying and grooming individuals with expertise in environmental
sustainability to fill critical roles within the organization as they become vacant.
2) Knowledge Transfer: Implementing strategies to transfer the knowledge and expertise of
environmentally conscious employees to others within the organization, ensuring that their insights
and skills are not lost.
3) Retaining Environmental Expertise: Encouraging employees with specialized environmental
knowledge to stay with the organization, possibly by offering career growth opportunities or specific
roles related to sustainability.
4) Innovation: Encouraging employees to develop and share innovative environmental solutions,
thereby expanding the organization's knowledge capital.

Need for Green HRM

1) Reduction in ecological footprint
The ecological footprint of humanity as a whole is currently greater than the Earth's bio-capacity,
which is the total amount of biologically productive land available to us. This means that we are using
more resources than the planet can regenerate.
Green HRM can help to reduce an organization's ecological footprint in a number of ways, including:
o Reducing energy consumption
o Reducing waste
o Reducing pollution.
o Promoting biodiversity

2) Concentration on social and environmental factors

Social factors: Green HRM can help organizations to improve the social well-being of their
employees and the communities in which they operate. For example, Green HRM practices such as
fair labour practices, diversity and inclusion initiatives, and employee wellness programs can help to
create a more positive and supportive work environment.
Environmental factors: Green HRM can help organizations to reduce their environmental impact and
promote sustainable development. For example, Green HRM practices such as energy efficiency,
waste reduction, and pollution prevention can help organizations to reduce their carbon footprint and
conserve natural resources.
3) A positive joint efforts by everyone for environment protection
Green HRM is a positive joint effort by everyone for environment protection because it involves all
stakeholders in an organization, including employees, managers, and executives. Everyone has a role
to play in reducing the organization's environmental impact and promoting sustainable practices.
4) Employees are more committed and satisfied by Green HRM for a number of reasons:

o Green HRM aligns with employee values

o Green HRM creates a more positive work environment
o Green HRM provides opportunities for professional growth and development
o Green HRM empowers employees to make a difference

Advantages of Green HRM

1) Healthy Work Environment: Green HRM promotes a healthy work environment by integrating
environmentally sustainable practices within the workplace. This can include ensuring proper
ventilation, minimising exposure to hazardous materials, and using eco-friendly cleaning products. A
healthier workplace leads to improved employee well-being, reduced absenteeism, and increased
productivity.
2) Cost Savings: Green HRM can lead to cost savings for organisations. By implementing energy-
efficient measures, reducing waste, and using sustainable sourcing practices, companies can lower
their operational costs.
3) Ecological Balance: Green HRM aims to maintain ecological balance by reducing an
organization's environmental footprint. This involves practices like reducing carbon emissions,
conserving resources, and minimizing waste generation. By contributing to ecological balance, an
organisation can help protect the environment and its ecosystems.
4) Flexibility: Green HRM encourages flexibility in work arrangements. This includes options like
telecommuting, flexible work hours, and compressed workweeks. Such flexibility can reduce
commuting and, subsequently, the carbon footprint associated with transportation. It also enhances
employee work-life balance, which can improve job satisfaction and retention.
5) Rebates and Tax Benefits: Many governments and local authorities offer incentives to
organizations that adopt green practices. These incentives can include tax benefits, rebates, and grants
for adopting eco-friendly measures. Green HRM can help organizations access these financial
benefits, reducing their overall operating costs.

Disadvantages of Green HRM

1) Conversion Expenses: Implementing Green HRM practices often involves significant initial
expenses. This can include investments in energy-efficient technology, sustainable sourcing of
materials, and the development of eco-friendly facilities. Also, it may take time for an organization to
realize a return on its investment in Green HRM. This can be a barrier for some organizations,
especially those operating with limited budgets.
2) Lack of Support: Implementing Green HRM often requires a cultural shift within the
organization. Some employees and stakeholders may resist these changes, especially if they are
accustomed to traditional practices. Resistance can lead to implementation challenges and hinder the
success of Green HRM initiatives. Moreover, in some cases, there may be a lack of awareness or
understanding of the benefits of Green HRM among employees and management.
3) Going Paperless: One aspect of Green HRM involves reducing paper usage and moving toward a
paperless office. While this is environmentally friendly, it can lead to increased reliance on electronic
gadgets. The production and disposal of electronic devices contribute to electronic waste, which can
have negative environmental consequences if not managed properly.

Green HRM Practices

Green Human Resource Management (Green HRM) involves incorporating sustainable practices into
an organization's HR functions to promote eco-friendly development and minimize environmental
impact. This includes:
1) Green Recruitment - It refers to the practice of hiring and onboarding employees while
considering and prioritizing environmental and social sustainability. It involves selecting candidates
who not only have the necessary skills and qualifications for a job but also align with an
organization's commitment to environmental responsibility and ethical practices. This can include
hiring individuals who are knowledgeable and passionate about sustainability, as well as ensuring that
an organization's recruitment processes minimize their environmental footprint, such as through
reduced paper usage and efficient transportation options. Green recruitment reflects a broader
emphasis on sustainability within the workforce and can contribute to a company's efforts to be
environmentally responsible.
2) Green Performance Management - It focuses on aligning an organization's performance
management practices with sustainability goals and objectives. It involves tracking and assessing
sustainability goals of an organization. It can include energy efficiency, carbon emissions, waste
reduction, social responsibility, and more. It sets specific sustainability goals and targets for
employees and departments within an organization. It often includes incentives and recognition
programs to motivate and reward employees for their contributions to sustainability. Overall, Green
Performance Management integrates sustainability into an organization’s performance evaluation and
management systems, fostering a culture of sustainability and responsible business practices.
3) Green Training and Development - It refers to initiatives and programs aimed at educating
employees in environmentally responsible practices and promoting sustainability within an
organization. Green training provides employees with knowledge and awareness about environmental
issues, including climate change, resource conservation, etc. It helps them understand the impact of
their actions on the environment. Training programs often focus on developing practical skills related
to sustainability. This can include energy efficiency, waste reduction, recycling, sustainable
procurement, and green building practices. It may extend beyond environmental concerns to
encompass social and ethical aspects of sustainability. This can involve teaching employees about fair
labor practices, diversity and inclusion, and corporate social responsibility. Green Training and
Development contributes to building a workforce that is not only skilled and knowledgeable but also
conscious of the environment.
4) Green Compensation - It plays a crucial role in motivating both managers and non-managerial
employees to actively engage in corporate environmental management initiatives. There are two main
approaches to implementing green compensation. Financial Rewards: Under this approach, employees
are offered financial incentives for their positive environmental performance. This can include
bonuses, cash rewards, profit-sharing, or other monetary compensation tied to specific sustainability
goals or achievements. Non-Financial Rewards: This acknowledges and celebrates employees' green
efforts without direct monetary compensation. These could take the form of awards, special
recognition, honors, or prizes. The combination of financial and non-financial rewards helps create a
well-rounded green compensation strategy. Financial incentives provide tangible benefits, while non-
financial rewards contribute to a positive work environment and a sense of pride among employees.
5) Green Initiatives - Completely adopting and integrating Green Human Resource Management
(GHRM) in a business may not be achievable overnight, but it does require a shift in approach to
existing HR practices. GHRM involves incorporating environmentally sustainable principles into
various HR functions to promote corporate environmental responsibility and reduce the organization's
ecological footprint. Some of the major green initiatives that HR departments can undertake include:
Green Building: This initiative involves designing, constructing, or modifying office spaces with a
focus on environmental sustainability. Paperless Office: Transitioning to a paperless office is a
significant step in reducing an organization's environmental impact. Conservation of Energy: HR
departments can lead initiatives to reduce energy consumption in the workplace. Recycling of Waste:
Encouraging waste reduction and recycling is another essential green HR initiative.

Green Initiatives
Green initiatives encompass environmentally responsible actions and strategies undertaken by
organizations to reduce their ecological impact. These initiatives include the promotion of energy-
efficient practices, the creation of environmentally friendly workplaces, waste reduction and recycling
efforts, and the transition to paperless operations. Adopting green initiatives necessitates a change in
approach to existing practices and a commitment to fostering a more sustainable and eco-conscious
organizational culture. A few significant green initiatives that human resources (HR) departments can
embrace comprise:
1) Green Building: HR can collaborate with facilities management to promote the development or
modification of office spaces that prioritize environmental sustainability. This entails creating energy-
efficient workplaces, using eco-friendly building materials, and optimizing natural light. Additionally,
HR can facilitate the establishment of green areas within the office to enhance employee well-being.
2) Paperless Office: The transition to a paperless office represents a significant step in minimizing an
organization's environmental footprint. HR can actively encourage the adoption of digital documents,
electronic signatures, and online communication to reduce paper usage. This initiative not only
decreases waste but also enhances cost-efficiency and productivity.
3) Energy Conservation: HR departments can take the lead in initiatives aimed at reducing energy
consumption within the workplace. This involves promoting energy-efficient practices, such as
switching off lights and equipment when not in use, adjusting temperature settings, and implementing
smart building technologies to optimize energy utilization. Energy conservation not only benefits the
environment but also results in cost savings.
4)Waste Recycling: Encouraging waste reduction and recycling is a crucial green initiative for HR.
HR can collaborate with employees to establish recycling programs, provide guidance on proper
waste disposal, and advocate for the use of eco-friendly products. By diverting waste from landfills,
organizations can contribute to a cleaner environment and, in some cases, generate revenue through
recycling efforts. The successful adoption of these green initiatives in HR practices requires a change
in mindset, effective communication, and ongoing commitment from all levels of the organization.
These initiatives not only align with sustainability goals but also contribute to a positive corporate
image and employee well-being.

Case Study 1: Tata Consultancy Services (TCS)

TCS adopts diverse initiatives to reduce operational impact on the environment. Green IT benefits are
innumerable ranging from efficiency and cost savings for not only IT industry but also various
disciplines such as manufacturing, transportation and much more. There are several green practices
employed across TCS facilities:
Green Workplace
(i) Energy savings by using energy efficient LED lighting, sensor based light turn on/off, building
design for cooling efficiency, automatic cooling system modulation based on need and load, alternate
energy for lighting and cooking,
(ii) Reducing water consumption by recycling, rain water harvesting and ground water recharging
(iii) Waste reduction through paper reduction, composting and digesters for bio waste
(iv) Fuel emissions reduction through cycling, car-pooling and buses.
TCS made significant steps leading to 12.5% reduction in electricity consumption, 76 MWH of solar
energy generation, 1.5M cubic metre of water reuse, 28% and 67% reduction in paper and printer
cartridge consumption, leading to a 2% reduction in the carbon footprint. The company achieved this
through corporate level policies, bringing awareness to the employees, setting targets and achieving
them systematically. TCS obtained Green building certification for 3 of its branches.
Going Paper-less during hiring: The companies complete HR Services reduces cost and maximizes
operational efficiency and paperless HRM functions such as Recruitment and resourcing. Using
teleconferencing and virtual interview platforms not only minimizes the need for business travel but
also saves time and reduces the carbon emissions associated with transportation.
Employee Engagement: A part of TCS work-life balance programs, 'Maitree' actively promotes a
series of scheduled fun and cultural events and activities, and also keenly promotes community
development projects. Through Environmental Sustainability Programmes, Maitree plays an active
role in environment sustainability by organizing various programmes such as water conservation, tree
plantation and adoption drives, beach and fort clean-up drives, deploying renewable energy sources
(solar, wind, etc.) and paper recycling plants, and conducting environmental awareness for employees,
school children, teachers, and many such communities.
Through this range of open and transparent best practice business services, TCS brings rapid
transformation across all HR processes with the goal of minimizing manual workload, providing
better service and drastically reducing costs leading to Green HR such as electronic filing, job sharing,
teleconferencing and virtual interviews, recycling, telecommuting, online training, and developing
more energy efficient office spaces.

Case Study 2: Patagonia

We will explore the Green Human Resource Management (Green HRM) practices adopted by
Patagonia, an outdoor clothing company known for its unwavering commitment to environmental
sustainability and social responsibility. These practices encompass five key pillars:
1) Employee Engagement: Patagonia actively involves its employees in environmental initiatives,
fostering a profound sense of environmental responsibility among its workforce. They encourage
active participation in environmental campaigns, such as conservation, sustainability, and climate
action, and even provide paid time off for employees to engage in volunteer work related to
environmental causes. This approach not only reinforces the company's dedication to environmental
sustainability but also elevates employee morale, creating a workforce deeply committed not only to
their daily tasks but also to environmental and social responsibility.
2) Sustainable Work Environment: Patagonia's headquarters in Ventura, California, stands as an
exemplary model of a sustainable workplace. Through their use of renewable energy sources, they
reduce their carbon footprint and decrease reliance on fossil fuels. Additionally, the implementation of
efficient lighting systems contributes to energy conservation. Initiatives that promote waste reduction
and recycling practices further establish an eco-friendly office environment. The sustainable design of
their offices serves as an inspiring model for other companies seeking to embrace environmental
sustainability.
3) Eco-Friendly Benefits: Patagonia surpasses conventional benefits by offering employees unique
eco-friendly perks. These include subsidies for electric car purchases, promoting sustainable
transportation choices, and bike-to-work incentives that encourage cycling as an eco-conscious
commuting option. Furthermore, on-site childcare facilities significantly reduce the need for
employees to commute long distances, thereby further contributing to the reduction of the company's
carbon footprint.
4) Transparent Sustainability Reporting: Patagonia's dedication to transparency is evident in their
sustainability reporting. They publish comprehensive annual sustainability reports that provide
intricate details about their environmental and social impact. Importantly, they remain transparent
about their sustainability goals, achievements, and even challenges. Even when results are not entirely
positive, they maintain open communication. This transparency reflects a high level of integrity and
accountability, which are fundamental aspects of Green HRM. It also allows stakeholders to
understand the company's progress and areas that require improvement.
5) Eco-Education: Patagonia actively invests in educating its employees about environmental
sustainability and responsible business practices. Through workshops and training programs, they
focus on sustainability, eco-conscious product design, and other initiatives. This empowers employees
with the knowledge and skills needed to make environmentally conscious decisions, both within the
workplace and in their personal lives. It ensures that employees are well-informed and aligned with
the company's sustainability goals.
Therefore, these Green HRM practices collectively reinforce Patagonia's unwavering commitment to
environmental sustainability, creating a corporate culture where sustainability is not just a goal but a
core value, embraced by both the company and its dedicated employees.