Analytical and Theoretical Perspectives on Green Human Resource Management: A Simplified Underpinning

Arulrajah, A. Anton; Opatha, H.H.D.N.P.

doi:10.5539/ibr.v9n12p153

Cited by 48 publications

(33 citation statements)

References 48 publications

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“…World's renowned organizations have implemented several energy related initiatives such as, switching off the electronic appliance while leaving office, car sharing, installation of solar panels to make use of renewable energy, constructing daylight warehouses (Roscoe, Subramanian, Jabbour, & Chong, 2019) [31]. These initiatives have a positives impact on the profitability as well since all these initiatives will help to save overheads of running an organization (Arulrajah & Opatha, 2016) [3].…”

Section: 33mentioning

confidence: 99%

Striving to Implement Green Human Resource Management (GHRM) Policies and Practices: A Study from HR Managers Perspective (FMCG Sector)

Hussain¹,

Saifuddin²,

Khan³

2020

IJME

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The purpose of this research is to explore the implementation of Green Human Resource Management practices and policies by the FMCG manufacturing companies of Pakistan. The researchers have enlightened various Green HRM strategies, initiatives, and practices that HR managers have undertaken in their respective organizations. Also, this research highlights the significance of Green HR practices and policies in employee retention, organizational citizenship behavior, and overall organizational image. This research is exploring the perception of Green HR from the HR professionals associated with FMCG companies of Karachi. For this purpose, in-depth interviews were taken by the HR managers of targeted companies to explore the implementation of HR practices and policies in Pakistan. The interview was conducted with the help of an interview protocol, consisting of various open-ended questions based on research objectives and research questions. The findings of this research suggest that the concept of Green HR practices and its benefits that an organization can gain by implementing such practices is vague among the HR professionals of Pakistan. The research has identified the need to train the managers regarding the Green HR initiatives and develop awareness campaigns which guide the managers about the significance that green practices have on the overall organizational performance and its image in the industry.

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Section: 33mentioning

confidence: 99%

Striving to Implement Green Human Resource Management (GHRM) Policies and Practices: A Study from HR Managers Perspective (FMCG Sector)

Hussain¹,

Saifuddin²,

Khan³

2020

IJME

View full text Add to dashboard Cite

show abstract

“…HRM is the leadership and management of people within an organization using systems, methods, processes, and procedures that enable employees to achieve their own goals that in turn enhance the employee's positive contribution to the organization and its goals (Schwind, Das, Wagar, Fassina, and Bulmash, 2013). Being indeed a well-recognized academic discipline as well as a well -recognized business practice, HRM generally attempts to serve for the organization where it is practiced, employees working for it and society at large (Arulrajah and Opatha, 2016;.…”

Section: Introductionmentioning

confidence: 99%

The Coronavirus and The Employees: A Study from the Point of Human Resource Management

Opatha

2020

Sri Lankan J Hum Res Mgt

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A highly felt need of knowing specifically the impact of Coronavirus disease on employees from the point of Human Resource Management exists. Hence a conceptual attempt was made to find answers for four specific research questions addressing the meaning of Coronavirus disease and its characteristics, its hazardousness, its impact on employees, and identification of employees who are at greater risk. These research questions were answered by adopting a desk research strategy. The study yielded that Coronavirus disease 2019 is a deadly infectious disease which is shortly called COVID-19. It is a plague that can spread from an infected person-to-person, and spreading occurs between people who are in close contact with one another (within about 6 feet); and via respiratory droplets produced when an infected person coughs or sneezes. It is believed that patients are at their most contagious when they are most symptomatic, and some spread might be possible before people show symptoms. It is so hazardous that it can infect any person of any age living in any place in the world and subsequently cripple proper functioning of organizations of all sizes in all industries in all countries in the world. It has a tremendous negative impact on employees, and 15 specific fears were identified. The resultant stress was labeled as Stress By Corona (SBC). Employees who are at greater risk are health care, security force and police personnel.

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“…The findings imply that it is imperative that HRM is taught in any educational programme or professional programme in the field of Management or Business Administration. Management of human resources is a vital field of studies and is a well recognized practice of high value (Arulrajah and Opatha, 2016), being an important and challenging function for every organization (Jinadasa and Opatha, 1999). Developing a person to the level of a graduate in Management or Business Administration will not become complete without making the person exposed to teaching and learning of HRM.…”

Section: Discussionmentioning

confidence: 99%

The Case for Teaching Human Resource Management in Management Education: 13 Common Reasons

Opatha

2019

Sri Lankan J Hum Res Mgt

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This conceptual study is a systematic attempt to fill a gap in the theoretical knowledge about reasoning the need of learning Human Resource Management (HRM) in Management Education (ME) in terms of having a synthesized description of reasoning and presenting a set of reasons to explain the need, and furthermore to solve an intellectual puzzle to uncover why HRM is to be taught in any qualification of Management at any level. Three research questions were formulated and they were answered by adopting a desk research strategy. 30 direct or indirect writings or explanations from 30 textbooks on HRM published by relevant authorities were examined, 13 common reasons were identified and listed, and based on the identified or derived common reasons, a content analysis was done. The study yielded findings consistent with the formulated three research questions and they are: there are at least 17 reasons for the case for teaching HRM in ME; it is possible to identify and list 13 common reasons which derive from or which are included in the writings considered for the study; and the top five reasons are (1) organizational success, (2) sustainable competitive advantage and organizational improvement, (3) every manager's vital responsibility and contribution to societal success (these two reasons got the same intensity of consideration being the top third reason), (4) enhancing professional life success, and (5) enhancing personal life success.

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Analytical and Theoretical Perspectives on Green Human Resource Management: A Simplified Underpinning

Cited by 48 publications

References 48 publications

Striving to Implement Green Human Resource Management (GHRM) Policies and Practices: A Study from HR Managers Perspective (FMCG Sector)

Striving to Implement Green Human Resource Management (GHRM) Policies and Practices: A Study from HR Managers Perspective (FMCG Sector)

The Coronavirus and The Employees: A Study from the Point of Human Resource Management

The Case for Teaching Human Resource Management in Management Education: 13 Common Reasons

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