Abstract
The role of Green HR practices and innovative HR practices in SMEs extends beyond mere environmental consciousness. Within SMEs, where resource optimization is paramount, Green HR practices and innovative HR practices emerge as a proactive means to enhance both ecological stewardship and organizational performance. These practices encompass initiatives such as eco-friendly recruitment processes, energy-efficient workplace design, and employee engagement programs focused on environmental responsibility. By integrating Green HR practices, SMEs not only reduce their carbon footprint but also cultivate a culture of sustainability, boosting employee morale, attracting eco-conscious customers, and contributing to the broader global goal of ecological well-being. The chapter explains the difference between “green jobs” and “green employability.” It takes the reader to a journey where the initial research to the utilization of industry 4.0 is studied to understand the innovative HR practices under the lens of different HR theories and models.
TopIntroduction
In ancient times, the pre-industrial era stood witness to significant climatic shifts, notably the Roman Climatic Optimum, the Little Ice Age, and the Medieval Warm Period, as documented by McCormick et al. (2012) and Neukom et al. (2019). These climatic epochs played pivotal roles in the ascendance and decline of kingdoms and entire civilizations, as elucidated by environmental history. Conversely, the environmental recklessness inherent in the industrial paradigm underpinning the modern world has left an indelible mark on our natural surroundings and is currently reshaping the Earth's climate. Though earlier ignored, Climate change has now become a global concern, and various international bodies have voiced their perspectives and recommendations on this critical issue. The Intergovernmental Panel on Climate Change (IPCC) has provided comprehensive assessments of climate science, impacts, and mitigation strategies (IPCC, 2021). Additionally, the United Nations Framework Convention on Climate Change (UNFCCC) has emphasized the importance of international cooperation to combat climate change, notably through agreements such as the Paris Agreement (UNFCCC, 2015). The World Meteorological Organization (WMO) has continually monitored climate trends and has offered insights into the increasing frequency and intensity of extreme weather events (WMO, 2021). Furthermore, organizations like the World Bank have underscored the urgency of climate action in achieving sustainable development (World Bank, 2021). Collectively, these international bodies have highlighted the multifaceted nature of climate change and the imperative for coordinated global efforts to address its far-reaching impacts.
Human actions have led to an estimated 2-degree Fahrenheit (1 degree Celsius) rise in the global average surface temperature since the pre-industrial era (1880-1900). While this increase may appear modest, it represents a significant accumulation of heat (Harmsen et al., 2023). Human influence primarily stems from two sources: organizations and households. Research suggests that organizational activities generally exert a more substantial impact on the environment. Take, for instance, daily waste production; the industrial sector generates an overwhelmingly larger volume of waste compared to households (Weiß & Bentlage, 2006). Recognizing their environmental footprint, an increasing number of organizations are adopting eco-friendly practices across various functions, including finance, marketing, supply chain logistics, and accountancy. The trend towards greening organizational operations is evident and growing.
Walter Wehrmeyer's (1996) collection titled “Greening People: Human Resources and Environmental Management” marked the inception of research into integrating environmental concerns into human resource management. Over recent years, interest in this field, known as Green Human Resource Management (GHRM), has surged. What was once a niche area of study has evolved into an independent research domain, distinct from its parent field, human resource management. The increasing interest in GHRM is evident from the numerous recent literature reviews and bibliometric analysis that include the work of many seasoned researchers e.g. (Bahuguna et al., 2023; Paulet et al., 2021; Yong et al., 2020; Benevene & Buonomo, 2020). Despite significant progress since Wehrmeyer's volume, a closer look at this emerging field reveals that while some areas have matured conceptually, others still hold untapped potential. This chapter aims to contribute substantially to the extensive existing literature, addressing both mature and evolving aspects of GHRM.
Key Terms in this Chapter
IoT: The Internet of Things is abbreviated as IoT. It is a network of interconnected physical items or “things” that are integrated with sensors, software, and other technologies that allow them to gather and share data with other devices and systems over the internet. This interconnection enables automation, data analysis, and better decision-making in a wide range of applications, from smart homes and cities to industrial operations and healthcare.
Green Supply Chain: A green supply chain, also known as a sustainable supply chain, is the ecologically responsible design, management, and operation of supply chain activities. It entails lowering the environmental effect of products and services production, transportation, and distribution by reducing waste, saving resources, and using eco-friendly methods and technology.
SDG 4: SDG 4 is an abbreviation for Sustainable Development Goal 4, one of 17 global objectives created by the United Nations as part of the 2030 Agenda for Sustainable Development. SDG 4 focuses on excellent Education and strives to provide inclusive and equal access to excellent education for everyone, as well as to promote lifelong learning opportunities and to create relevant and empowering education.
Block Chain: Block chain is a decentralized and distributed digital ledger system that securely, transparently, and immutably records transactions across several computers. It serves as the foundation for crypto currencies such as Bitcoin and has uses outside of digital currencies like as supply chain management, voting systems, and others.
SDG 8: Sustainable Development Goal 8 (SDG 8) is one of the 17 global objectives established by the United Nations as part of the 2030 Agenda for Sustainable Development. SDG 8 focuses on “Decent Work and Economic Growth” and strives to foster inclusive, long-term economic growth, full and productive employment, and decent work for all.
Green Economy: A green economy is an economic system that promotes behaviors and industries that decrease environmental impact, conserve resources, and promote ecological well-being. It includes activities and industries aimed at striking a balance between economic growth and environmental responsibility, with a focus on renewable energy, sustainable agriculture, and environmentally friendly technologies.
Digitalization: The process of transforming information, processes, or physical items into digital form, generally utilizing computers and digital technology, is known as digitalization. It entails the use of digital data, tools, and technology to increase efficiency, accessibility, and functionality in a variety of fields, including business, education, and government.
Environmental Literacy: Environmental literacy is defined as a person's comprehension, knowledge, and awareness of environmental concerns, including their causes, effects, and potential remedies. It entails being able to make educated judgments and perform responsible activities that contribute to environmental sustainability and global well-being.
Green Jobs: Green occupations are jobs that directly contribute to environmental sustainability by reducing carbon footprints, conserving resources, and mitigating environmental damage. These professions are available in a variety of industries and entail responsibilities that promote environmental well-being and sustainable practices.
CSR: CSR is an abbreviation for Corporate Social Responsibility. It is a business practice in which organizations voluntarily take efforts to operate in a responsible economic, social, and environmental manner. Beyond profit-making aims, CSR includes actions and efforts that benefit society, such as charity, sustainable corporate practices, ethical labor standards, and environmental protection.
Green HRM: The integration of environmentally friendly practices and concepts into an organization's human resource management procedures and strategies is referred to as green HRM (Green Human Resource Management). It focuses on connecting HR policies and practices with environmental goals in order to improve workplace and societal sustainability.
Green Employability: Green employability refers to the skills, abilities, and characteristics that individuals have that enable them to obtain and thrive in professions that value environmental sustainability. It focuses on workers' ability to adapt to and contribute to environmentally friendly practices in a variety of businesses.
SDG 12: Sustainable Development Goal 12 (SDG 12) is one of the 17 global objectives created by the United Nations as part of the 2030 Agenda for Sustainable Development. SDG 12 focuses on “Responsible Consumption and Production” and strives to promote sustainable consumption and production patterns by highlighting the need of efficient resource use, waste reduction, and environmentally friendly behaviors.