A Qualitative Study of Green HRM Practices and Their Benefits in the Organization: An Indonesian Company Experience

Suharti, Lieli; Sugiarto, Agus

doi:10.3846/btp.2020.11386

Cited by 35 publications

(34 citation statements)

References 38 publications

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“…It refers to the commitment and involvement of every employee within the organization to contribute to the organization’s sustainability [ 22 ]. It is the use of green practices to resolve the concerns of people management and policies in attaining a broader corporate schedule of the environment [ 23 ].…”

Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

Assessing the Impact of Green Hiring on Sustainable Performance: Mediating Role of Green Performance Management and Compensation

Martins

Aftab

Mata

et al. 2021

IJERPH

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The global need to preserve ecology has propelled the green movement across the globe. An emerging managerial challenge for all organizations is to protect natural resources by reducing their negative impact on the environment and increase sustainable performance. Greening is the need of the age to conserve natural resources. This study investigates the impact of green human resource management practice—i.e., green hiring—on the sustainable performance of public and private healthcare organizations. A quantitative research approach was used for data collection. Scale survey of 160 responses was gathered from public and private healthcare organizations. Partial least square–structural equation modeling was used for data analysis. The study results suggest that green recruitment has a positive and significant impact on environmental performance, economic performance, and social performance. Path coefficients test also revealed that green performance management and compensation significantly mediate the relationship between green hiring and sustainable performance of public and private healthcare organizations. This study is helpful for organizations in adapting GHRM practices that will benefit the organizations in all ways. This study also provides a better understanding to policymakers on how to promote GHRM practices and increase sustainability in organizations.

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Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

Assessing the Impact of Green Hiring on Sustainable Performance: Mediating Role of Green Performance Management and Compensation

Martins

Aftab

Mata

et al. 2021

IJERPH

View full text Add to dashboard Cite

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“…We depend on current data from the international journal literature that discusses current international HR issues. To make it easier for us to complete this task, we chose a descriptive-analytical study in study (Suharti & Sugiarto, 2020;Wood et al, 2018). Schuler et al (2011) studied the worldwide ability of the board and worldwide ability challenges through Strategic freedoms for IHRM.…”

Section: Methodsmentioning

confidence: 99%

Analysis of relevance between international HRM and industry demand: A review of scientific literature

Sukanti

Harto

Pramuditha

2021

ijbem

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This article attempts to analyze how the relevance of international human resource management and the demands of the world of work through an in-depth study of the evidence findings from the studies of global HR governance and employment experts. In short, we search the literature utilizing an online search. Our analysis involves coding, evaluating, interpreting systems under a phenomenological approach to obtain correct, valid, and reliable answers. So the results of our study can conclude that there is a relevance between international human resource management and the needs of the world of work between countries. The use of international-level human resources to achieve business targets without national borders is known as international human resource management. Thus this input is an addition to the parties involved in the world of international human resources management.

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“…Lean recruitment involves practices that eschew longwinded processes and requirements that neither add value to the applicants' experience nor the employer's objective. This approach to defining lean recruitment fits in with the broad agenda of the green HRM movement as evident in the work of Chaudhary (2018), Shen et al (2019) and Suharti and Sugiarto (2020). Therefore, the debate on lean recruitment, particularly within higher education, might encompass ideas on practices that move HR activities away from wasteful, costly and inefficient practices that potentially reduce applicants' interest (also called discouraged job seekers hypothesis).…”

Section: Lean Applications In Human Resources Managementmentioning

confidence: 97%

“…At the moment, both the awareness of lean recruitment and its practice have largely been excluded from the CSR and green human resources management (HRM) discussion (Ajina et al, 2020;Xu, 2020). Instead, CSR discussions focus on subjects such as sustainability (Millar and Searcy, 2020), brand value (Ajina et al, 2020) and to a large extent green HRM (Chaudhary, 2018;Shen et al, 2019;Suharti and Sugiarto, 2020). The continuous eschewing of "lean" in CSR and the HR discourse has led to some writers questioning the efficacy of the current recruitment practices in organisations (Cappelli, 2019).…”

Section: Lean Applications In Human Resources Managementmentioning

confidence: 99%

“…To extend the principles of lean recruitment to higher education, a future research work can explore how the lean recruitment is contextualised within the green HRM domain (Chaudhary, 2018;Shen et al, 2019;Suharti and Sugiarto, 2020) and broadly within the field of CSR (Khan et al, 2019;Damoori et al, 2020). Some may assess whether lean recruitment actually fits in with the HRM green domain, and if so, in what specific ways; others might take a different angle by proposing that lean recruitment is incompatible with the two fields.…”

Section: Lean Recruitment and Higher Educationmentioning

confidence: 99%

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Can the concept of “lean management” be applied to academic recruitment? – a quasi-theoretical discourse

Benuyenah

2021

RAMJ

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Purpose This paper seeks to emphasise the need to re-evaluate university teacher recruitment processes. The implementation of lean processes helps to improve organisational practices; in the case of university recruitment, however, organisational processes have remained unchanged for decades. Although there is a traditional justification for having academic recruitment as a rigorous and complex process (as a practiced method by which to identify the most suitable applicants), the increase of competition across the sector, and the internet revolution, has rendered these older methods partially ineffective. The author argues that recruitment systems and practices need reviewing to overhaul inefficacious elements. Design/methodology/approach This is a quasi-literature discourse combined with the author’s experience in human resources management teaching and recruitment expertise at the Higher Education level. Findings Lean approach if successfully introduced to academic recruitment might reduce the effect of discouraged job seekers paradox and workload on human resources (HR) officers. Research limitations/implications The volume of studies reviewed is limited, and therefore, more empirical findings are required in the area of lean recruitment. Practical implications HR departments of universities might consider practices that will improve the recruitment process and promote labour force participation. Originality/value According to the author’s knowledge, lean concept has been applied to HR (recruitment) for the first time in this study.

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A Qualitative Study of Green HRM Practices and Their Benefits in the Organization: An Indonesian Company Experience

Cited by 35 publications

References 38 publications

Assessing the Impact of Green Hiring on Sustainable Performance: Mediating Role of Green Performance Management and Compensation

Assessing the Impact of Green Hiring on Sustainable Performance: Mediating Role of Green Performance Management and Compensation

Analysis of relevance between international HRM and industry demand: A review of scientific literature

Can the concept of “lean management” be applied to academic recruitment? – a quasi-theoretical discourse

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