Pakistan is facing severe environmental challenges and its negative outcomes including climate changes, water pollution, deforestation, soil erosion, natural disaster and so on. In
this regard, collective efforts are required to stop or at least decrease the negative impact of
environmental challenges. In this paper, the objective is to introduce the concept of green
human resource management. The paper is based on the findings of previous studies
conducted on the topic. The concept of green HRM is about designing HRM practices in such
a manner that overall HR function support organizational environmental management (EM)
initiatives. Generally, green HRM consist of practices including but not limited to
recruitment and selection, training and development, reward, performance management, and
employee participation and involvement. Literature suggest that predictors of green HRM
include external factors including regulatory and legal pressure, institutional mechanism,
customer demands; and internal factors including leadership, strategy, organizational
culture, structure, reporting activities, employee’s knowledge of environmental issues, and
demographic factors. The outcomes of green HRM include better performance of firm in
terms of environment, team’s collective behavior towards environment, and greener behavior
of employees. Keeping in view the voluntary position of Pakistan in terms of natural
environment; understanding and application of green HRM is strongly recommended to the
practitioners and organizations.
Real Time Impact Factor:
Pending
Author Name: Muhammad Tahir, Zakir Rahim, Raza Ahmed Khan
URL: View PDF
Keywords: Green HRM, Green Recruitment, Green Training, Environment, Pakistan
ISSN: 2663-7693
EISSN: 2663-7707
EOI/DOI:
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