Abstract
This chapter discusses green human resources (HR) and its impact on sustainable business solutions. It embraces work area research and writing audit way to discover the connection between green HR and sustainable business performance. This chapter examines the influence of human resources (HR) as a fundamental capacity in an organisation. The role of HR in the organisation has moved beyond focusing on realising organisational objective but into the integration of corporate strategy with environmental sustainability through environmentally friendly practice. The study explores instrumental theory, which focuses on both shareholder and stakeholders' interests of an organisation. Therefore, organisations need to align its operational objectives with environmental sustainability objectives through effective green HR practices to achieve sustainable business solutions.
TopBackground
The emergence of green HR can be traced to organization and management fields (Mehta & Chugan, 2015; Mwita, 2019; Stojanoska, 2016). Green HR involves the use of technology initiatives through employee involvement to create a conducive environment to perform all HR functions which includes job design, recruitments, training, and compensation to prevent environmental pollution in other to achieve sustainable business solutions (Hosain, 2016; Uddin & Islam, 2015). Many scholars (Mandip, 2012; Mathapati, 2013; Prasad, 2013; Zoogah, 2010) suggested that organisation have recently and constantly informed, encouraging, and training their employees on strategic integration of green HR practices with environmentally friendly initiatives in a way to promote sustainable business solutions. The strategic integration of HR practices with environmental sustainability practices consists of formulations of organisation HR policies and practices towards green recruitment, green training, and development, green induction, green employee relations, green compensation for environmental sustainability (Mathapati, 2013). Therefore, green HR functions is prioritised with business activity to build and enjoy a sustainable business solution (Mtembu, 2017).
Key Terms in this Chapter
Green Recruitment: Green recruitment simply refers to a paper-free recruitment process with a reduced negative impact on the environment.
Green Human Resources: Green HR is the strategic integration of HR practice into environmental sustainability practices.
Green Employee Relation: is defined as the HR practice concerned with establishing harmonious employer–employee interaction towards attaining environmental sustainability.
Green Job Design: is the process of incorporating environmental sustainability related, duties, tasks, responsibilities in each job arrangement.
Green Training and Development: Green training and development is defined as the process of equipping employees with working approaches that ensure adequate resource utilisation, reduce waste, energy conservation, and environmental degradation cause reduction.
Green Compensation: the term green compensation can be described as reward and compensation packages utilised to influence employees’ green practices.
Sustainable Business Solutions: The sustainable business solution is defined as the incorporation of environmental sustainability goals into business goals and decisions.