Green Human Resource Management: Simplified General Reflections

Abstract

This paper seeks to provide simplified general reflections in respect of green human resource management (green HRM) that is a novel concept at least in Sri Lankan context and indeed has a great potential to serve the individual, society and business. The paper has its focus on seven aspects such as meaning of green, reasons for greening, meaning of green HRM, importance of green HRM, green human resource requirements, greening of HRM functions and the findings of some green HRM research studies. It is hoped that the paper has some utility for generating an interest within potential researchers and for gaining a conceptual understanding of green HRM.

Towards a sustainable future: reflections

“…Green helps given by the employee can be extended not only to peers but also to non-peers. Green official behaviour is the third dimension of green behaviour and it is defined as the extent to which the employee engages in official duties assigned by the superior with regard to greening (Opatha, 2013, Opatha andArulrajah, 2014). This engagement is not a voluntary one as the employee is officially required to perform certain duties in relation to greening.…”

“…These actions do not become a part of formal job requirements and they primarily represent voluntary green actions. Green interpersonal citizenship behaviour is defined as the extent to which the employee engages in positive actions aimed at helping specific co-employees to do their green work (Opatha, 2013, Opatha andArulrajah, 2014). These actions are also not a part of formal job requirements and represent voluntary helps given by the employee to other employees at the similar level (peers) to become them green or perform their green work.…”

“…green organizational citizenship behaviour, green interpersonal behaviour, and green official behaviour. Green organizational citizenship behaviour is defined as the extent to which the employee engages in positive actions aimed at helping the organization as a whole to achieve greening (Opatha, 2013, Opatha andArulrajah, 2014). These actions do not become a part of formal job requirements and they primarily represent voluntary green actions.…”

“…"Green" or "greening" has at least four meanings in the context of managing people at work (Opatha, 2013, Opatha andArulrajah, 2014)…”

“…Figure 2 shows the four roles of a green employee who is a naturelover or an eco-activist. Opatha and Arulrajah (2014, p. 104) Source: Opatha and Arulrajah (2014) For the purpose of achieving greening, making traditional HRM functions green is a must. Ideally it is possible to make greening of all the HRM functions from job analysis to labour relations.…”