Developing Awareness of Green Human Resource Development Practices in the Hotel Industry

Abstract

The Problem The hotel industry is a major contributor to the depletion of natural resources (e.g., water and energy) and other practices (e.g., waste management and pollution) that jeopardizes environmental sustainability. The expertise of human resource development (HRD) practitioners is needed to develop the knowledge and skills of industry practitioners towards the development of pro-green knowledge and competencies for automation of workflows for environmental sustainability. The Solution Green human resource development is suggested as a paradigm shift from traditional approaches of HRD to bring awareness of ways that HRD expertise can be applied to green practices. By integrating the expertise, knowledge, and competencies of HRD practitioners with industry practitioners, the hotel industry has the potential to be transformed into a sector with ecofriendly and pro-environmental culture. The Stakeholders Human resource development researchers and practitioners; hotel industry workforce (practitioners, organizational leaders, and all sectors of the workforce).

Sustainable Human Resources in the Tourism Industry in Indonesia: Employee Competence and Government Regulation

“…Organizations have the opportunity to align internal HR policies with external regulatory obligations, as evidenced by the positive correlation found between sustainable HR practices and government regulation compliance. The establishment of a more resilient and compliant business model might result from this strategic alignment, which would support the long-term growth of the Indonesian tourism sector (Bahuguna et al, 2023;Osolase et al, 2023b).…”

“…HR professionals confront obstacles like knowledge gaps and financial limitations, but they also have a strategic role in driving sustainability performance through green HRM (Tanveer et al, 2024). Green HRD can raise awareness and convert the hotel business into a pro-environment and ecofriendly enterprise (Osolase et al, 2023a). This research attempts to identify relevant strategies and best practices for improving sustainable HR in Indonesia's distinct tourist sector by combining global viewpoints.…”

Optimalisasi Green Human Resource Management Dalam Meningkatkan Kinerja Pengelolaan Bisnis Perhotelan (Sebuah Studi Literature)

“…Perkembangan bisnis ini sejalan dengan pertumbuhan sektor pariwisata (Choy et al, 2021;Cruz-Milán, 2022). Namun demikian, perkembangan tersebut juga berpotensi terhadap meningkatnya permasalahan lingkungan, khususnya pembuangan limbah industri (Alyahya et al, 2023;Filimonau & Tochukwu, 2020;Osolase et al, 2023). Masalah tersebut menjadi dasar yang harus diselesaikan melalui konsep Green Human Resource Management.…”

“…kelangsungan lingkungan (Darus et al, 2019;Upward & Jones, 2016). Salah satu upaya menjaga keberlangsungan lingkungan adalah dengan mengelola limbah industri yang dihasilkan (Alyahya et al, 2023;Filimonau & Tochukwu, 2020;Osolase et al, 2023). Beberapa bisnis menyakini jika tindakan tersebut mampu meningkatkan kinerja organisasi (Elshaer et al, 2021;Iftikhar et al, 2021;Irani et al, 2022).…”

Talent Development versus Talent Management: Unblurring the Lines for Workforce and Organizational Performance

“…Unlike the functions of human resource management (HRM) which is focused on people management (Alagaraja, 2013; Haslinda, 2009), the purpose of HRD is to develop for the continuous enhancement of the knowledge and capabilities of the workforce, which are required for the strengthening of employee and organizational performance (Osolase et al, 2023; Rasdi et al, 2022). Additionally, M&C (2023) in a study argued that, although talent management is important for organizations to keep its workforce efficient and valuable, it however cannot function optimally without a push forward by talent development.…”