The Role of Green Human Resource Managers in Promoting Sustainable Business Practices

In today's rapidly evolving business environment, sustainability has become a critical focus for organizations across the globe. Green Human Resource Management (GHRM) has emerged as a key driver in integrating environmental sustainability into business operations. This approach not only aims to reduce the environmental impact of business activities but also aligns human resource practices with sustainable development goals (Ahmad, 2015). Green HR managers play a pivotal role in fostering a culture of sustainability within organizations, ensuring that environmental considerations are embedded in every aspect of human resource management (Bombiak, 2019).

One of the primary responsibilities of green HR managers is to attract and select employees who are environmentally conscious and committed to sustainability. By incorporating green criteria into job descriptions and recruitment processes, organizations can ensure that new hires share the company's values and are motivated to contribute to its sustainability goals. For example, companies can prioritize candidates who have experience with or a strong interest in environmental initiatives, thereby building a workforce that is aligned with the organization's green objectives (Dimitrov, 2021).

Green HR managers are also responsible for designing and implementing training programs that enhance employees' knowledge and skills in sustainability. This can include educating staff on energy conservation, waste management, and sustainable practices in their specific roles. By providing continuous learning opportunities, green HR managers help employees understand the importance of sustainability and empower them to make environmentally responsible decisions in their daily work. Moreover, fostering a culture of ongoing education ensures that sustainability remains a central focus as the organization evolves (Liu et al., 2023).

To promote sustainable behaviour, green HR managers can integrate environmental performance into the organization's performance management systems. This might involve setting specific sustainability goals for employees and teams, which are then linked to performance evaluations and reward systems. By recognizing and rewarding employees who contribute to the organization's green initiatives, HR managers can reinforce the importance of sustainability and motivate others to adopt similar behaviours. This approach not only drives individual performance but also supports the organization's overall environmental objectives (Saeed et al., 2019).

Finally, green HR managers play a crucial role in fostering a corporate culture that values sustainability. This involves engaging employees in green initiatives, such as organizing sustainability workshops, encouraging participation in environmental programs, and promoting eco-friendly workplace practices. By involving employees in these activities, green HR managers help to create a sense of ownership and commitment to the organization's sustainability goals. A strong culture of sustainability can enhance employee morale, increase retention, and ultimately contribute to the long-term success of the organization (Mishra, 2017).

In conclusion, green human resource managers are essential in driving sustainability within organizations. By integrating environmental considerations into recruitment, training, performance management, and corporate culture, they ensure that businesses not only meet their sustainability targets but also thrive in a world that increasingly values environmental responsibility.

CDBs HR Practices Go Green for a Better Future

According to (CDB, 2022), Citizens Development Business Finance PLC, recognized for embedding sustainability practices to its business strategy, has announced plans to align its human resourcepractices in line with the best practices for a Green Economy. Building on its promise of “Advancing the Green Economy”, CDB intends to createanenvironmentally friendly workforce that can understand and appreciate a green culture in the company. CDB’s Green Human Resource Management (GHRM) strategy uses HRM policies to promote the sustainable use of resources within the organization and promotes environmental sustainability. GHRM is directly responsible for creating a green workforce at CDB that benefits the individuals, society, nature, environment, and the business in the long run. HR can play a significant role in the creation of a sustainable culture within an organization and can spearhead the employee engagement necessary to integrate green values within the teams.

References

• Ahmad, S. (2015) ‘Green Human Resource Management: Policies and practices’, Cogent Business & Management, 2(1), p. 1030817. Available at: https://doi.org/10.1080/23311975.2015.1030817.
• Bombiak, E. (2019) ‘Green human resource management–the latest trend or strategic necessity?’, Entrepreneurship and Sustainability Issues, 6(4), p. 1647.
• Dimitrov, K. (2021) ‘GREEN HUMAN RESOURCES MANAGEMENT: LINKING AND USING GREEN PRACTICES FOR SUSTAINABLE BUSINESS ORGANIZATIONS.’, Trakia Journal of Sciences, 19. Available at: https://www.researchgate.net/profile/Kaloyan-Dimitrov-2/publication/359820144_Green_human_resources_management_linking_and_using_green_practices_for_sustainable_business_organizations/links/62502e8bcf60536e234cca0b/Green-human-resources-management-linking-and-using-green-practices-for-sustainable-business-organizations.pdf.
• Liu, R., Yue, Z., Ijaz, A., Lutfi, A. and Mao, J. (2023) ‘Sustainable business performance: Examining the role of green HRM practices, green innovation and responsible leadership through the lens of pro-environmental behavior’, Sustainability, 15(9), p. 7317.
• Mishra, P. (2017) ‘Green human resource management: A framework for sustainable organizational development in an emerging economy’, International Journal of Organizational Analysis, 25(5), pp. 762–788.
• Saeed, B.B., Afsar, B., Hafeez, S., Khan, I., Tahir, M. and Afridi, M.A. (2019) ‘Promoting employee’s proenvironmental behavior through green human resource management practices’, Corporate Social Responsibility and Environmental Management, 26(2), pp. 424–438. Available at: https://doi.org/10.1002/csr.1694.
• CDB. (2023). CDB's HR practices go green for a better future. CDB. Available at: https://www.cdb.lk/news/cdbs-hr-practices-go-green-for-a-better-future/.