¶ … Green" Human Resource Practices And Environmental Performance
A number of enterprises have historically adopted the approach of compliance within their environmental initiatives, and by consequence, rules and legislations guiding their environmental approaches. However, over the last many years, new consumer needs, consumer boycotts, global environmental standards, dynamic preferences, and other environmental factors have influenced core values and the fundamental business strategies of corporations (Daily, Bishop and Steiner, 2007). Organizations are part of society, and it is imperative that they function like team players; this is where the concept of "green" management becomes relevant. A key schema now is that a company's outcome is strongly impacted by environmental concerns (Tariq, Jan & Ahmad, 2016).
Environmental and human resource (HR) management's effect in the business context relates powerfully to a more comprehensive association between organizations' economic and environmental performance. In this context, it is frequently argued that improved environmental performance results in improved economic performance. Growing environmental concern and awareness has caused public regulatory agencies and other players to broaden environmental concerns. Furthermore, companies have invested in their respective environment management structures for enhancing their reputation in society and reducing vulnerability to environmental catastrophes (Kassinis & Vafeas, 2006). Likewise, buyers are focusing increasingly on companies' environmental conduct, and this affects their brand loyalty and preferences (Autry et al., 2013; Dangelico & Pujari, 2010). In fact, a growing share of chief executives has prioritized environmental sustainability, making it a permanent subject on their respective corporate agendas (Mckinsey, 2014). Recent research works have concentrated on HRM practices' role, targeted at management of individuals and tasks towards desired goals (Boxall, Purcell, & Wright, 2009, p. 1). HR departments aim to develop the environmental performance of their organizations (also termed as green HRM), and offer empirical backing to the notion that certain green HR practices have a positive relationship with the environmental performance of companies (Guerci, Longoni & Luzzini, 2016).
0. "Green" Human Resource Practices and Organizational Performance
For ensuring a firm acquires proper green contributions and job performance by its workforce, HRM function modification or adaptation to become green is essential. Traditionally, human resource departments are in charge of eighteen HRM functions, namely, job analysis, job design, HR planning, selection, recruitment, hiring, induction, development and training, welfare management,
Human Resources Management If what is learned in an important college or university course is not put to use in some pragmatic way -- or understood in the larger social context -- then that learning may be viewed as meaningless time spent. No doubt there is a percentage of students that are simply going through the process of education, working for a degree that will open doors and lead, hopefully, to
Human Resource Management: Ethics and Employment (Pinnington, Macklin & Campbell, 2007) covers those ethical issues that often come up in regards to employer-employee relationships, such as the rights and duties owed between employer and employee. The book is broken down into three parts. The first part is Situating Human Resource Management. The contributors in this part talk about the potential for conflict in the end relationships between employees and employers.
Human Resource Management "America's possibilities are limitless, for we possess all the qualities that this world without boundaries demands: youth and drive; diversity and openness; an endless capacity for risk and a gift for reinvention. My fellow Americans, we are made for this moment, and we will seize it -- so long as we seize it together…" (President Barack Obama, Inaugural Address, 1/21/2013). The job of a human relations manager in the 21st
Human Resource Management Job analysis Job Design and considerations Job design is the arrangement of work in organizations. The arrangement assist employees as well as the organization meet objectives. An effective job design satisfies employees in organizations since it prevents dissatisfaction arising from repetitive work. It also assists organizations by preventing employees from alienation. Additionally, job designs improve on the productivity of an organization. Job designs, however, need to consider the following aspects in
In the hierarchical configuration it also augmented the working hours but decreased the pay in poor working conditions, increased the social distance between employee and employers and increased bureaucratization of all factors, resulting in an increase in monotony. Because of these factors personnel management began to get a lot of attention. The function of HRM has become even more important since 1980. There has been an absolute transfer from
Human Resource Management Workers, Jobs & Job Analysis Case: ROWE and Flexible Work and Success at Best Buy Explain how a ROWE-type program would fit in organizations where you have worked. Explain why it would work or would not work. Current employee U.S. Army ROWE-type program would not work in the Army because of the following: *Deployments require you be at work 24/7 because there is no place to go in Afghanistan or Iraq. * When
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now