Green Human Resources and Sustainable Business Solutions

Background

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).