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A Study on Implications of Implementing Green HRM in the Corporate Bodies with Special Reference to Developing Nations

Author

Listed:
  • Adimuthu Ramasamy
  • Ishmael Inore
  • Richard Sauna

Abstract

Green Human Resource Management (GHRM) is very critical in helping different organizations achieve environmental sustainability. This is a novel concept in relatively many organizations and especially those in the developing countries. Although more effort is required to help organizations in the implementation of the green policy, some of these organizations have already embraced the concept and have been utilizing it in some or all their Human Resource Management (HRM) practices. The main HRM practices generally include recruitment and selection, training and development, performance management and appraisal, compensation and reward, empowerment and participation, and the management of the organizational culture. This shows that HRM has a major role to play in helping turn their particular organizations green. This sets the basis of this paper, which utilizes the desk research but proposes further research in the area considering that it is still a green concept in the field of HRM. For the purpose of this paper, the terms businesses, companies, organizations, and firms will be used interchangeably.

Suggested Citation

  • Adimuthu Ramasamy & Ishmael Inore & Richard Sauna, 2017. "A Study on Implications of Implementing Green HRM in the Corporate Bodies with Special Reference to Developing Nations," International Journal of Business and Management, Canadian Center of Science and Education, vol. 12(9), pages 117-117, August.
    • Handle: RePEc:ibn:ijbmjn:v:12:y:2017:i:9:p:117
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    References listed on IDEAS

    as
    1. Shoeb Ahmad, 2015. "Green Human Resource Management: Policies and practices," Cogent Business & Management, Taylor & Francis Journals, vol. 2(1), pages 1030817-103, December.
    2. Dashwood,Hevina S., 2014. "The Rise of Global Corporate Social Responsibility," Cambridge Books, Cambridge University Press, number 9781107437258, November.
    3. Rajagopal, 2014. "Organizations and Innovation," Palgrave Macmillan Books, in: Architecting Enterprise, chapter 3, pages 58-86, Palgrave Macmillan.
    4. Grolleau, Gilles & Mzoughi, Naoufel & Pekovic, Sanja, 2012. "Green not (only) for profit: An empirical examination of the effect of environmental-related standards on employees’ recruitment," Resource and Energy Economics, Elsevier, vol. 34(1), pages 74-92.
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    Cited by:

    1. Tauseef Jamal & Muhammad Zahid & José Moleiro Martins & Mário Nuno Mata & Haseeb Ur Rahman & Pedro Neves Mata, 2021. "Perceived Green Human Resource Management Practices and Corporate Sustainability: Multigroup Analysis and Major Industries Perspectives," Sustainability, MDPI, vol. 13(6), pages 1-17, March.
    2. Yushi Jiang & Syed Imran Zaman & Sobia Jamil & Sharfuddin Ahmed Khan & Li Kun, 2024. "A triple theory approach to link corporate social performance and green human resource management," Environment, Development and Sustainability: A Multidisciplinary Approach to the Theory and Practice of Sustainable Development, Springer, vol. 26(6), pages 15733-15776, June.
    3. Fatima Riyaz KHATEEB & Talia NABI, 2023. "GREEN HUMAN RESOURCE MANAGEMENT: A REVIEW OF TWO DECADES OF RESEARCh," Management Research and Practice, Research Centre in Public Administration and Public Services, Bucharest, Romania, vol. 15(2), pages 43-64, June.

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    JEL classification:

    • R00 - Urban, Rural, Regional, Real Estate, and Transportation Economics - - General - - - General
    • Z0 - Other Special Topics - - General

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