In the name of god ,who…

“God will not look you over for medals, degrees or diplomas but
for scars.” Elbert Hubbard

Present by: Mohsen Saghatforoush

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 first provide an overview of the articles that appear
in the special issue.

 Next I will present a detailed discussion of research

questions that arise from a consideration of several
functional HRM practices

 Conclude by a case study

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 Through this special issue on Green HRM, we
seek to stimulate the field of HRM to expand
its role in the pursuit of environmentally
sustainable business.

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 Green HR is the use of HRM policies to promote
the sustainable use of resources within business
organizations and, more generally, promotes the
cause of environmental sustainability.

 Green HR involves two essential elements:

1. Environmentally-friendly HR practices
2. The preservation of knowledge capital.

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 The HR function will become the driver of
environmental sustainability within the organization
by aligning its practices and policies with
sustainability goals reflecting an eco-focus.

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 HR strategy must reflect and inspire the ambitions
of the HR team and other employees and aligning
with :
1. Company's strategy.
2. Values and culture.
3. Deliver sustainable returns to investors.
4. Address customer needs.
5. Identify and respond to emerging societal trends.
6. Respond to governmental and regulatory
expectations.
7. Influence the public policy agenda.

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 In a nutshell creating a green World where
consumers and employees force change.

 In fact the HR function can be renamed as

“People and Society”.

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 It involves undertaking environment-friendly HR
initiatives resulting in:

1. greater efficiencies
2. lower costs and better employee engagement and
retention. likes of electronic filing, car-sharing, job-
sharing, teleconferencing and virtual interviews, recycling,
telecommuting, online training, energy-efficient office spaces
etc.

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 Survey data in the United Kingdom show that high-
achieving graduates judge the environmental
performance and reputation of a company as a
criterion for decision-making when applying for
jobs. Anthony, S.,8 Environmental Training Needs Analysis, Training Officer, 29(9),
(1993)

 A survey by the British Carbon Trust shows over

75% of 1,018 employees considering working for a
firm see it as important that they have an active
policy to reduce carbon emissions. Brio, J.A.D., Fernandez, E., and
Junquera, B.,

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  Overall, being a green employer may help to
increase :

1. employee motivation and engagement (through a shared set

of values).
2. create competitive advantage from the opportunities
presented by changing markets.
3. reduce labor turnover (because the organization is one in
which people want to work)
4. improve the health of the workforce (for example, by
encouraging cycling to work, car sharing, public transport).

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1. Performance Management System (PMS)

2. Training and Development

3. Employee Involvement (EI) and Participation (EP)

4. Pay and Reward Systems

5. Performance-Related Pay (PRP)

6. Recognition and Awards

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 Presents the challenges of how to measure
environmental performance standards across
different units of the firm, and gaining useful data
on the environmental performance of managers.
(Tata Group of Companies)

 Tying the performance evaluations to the job

descriptions mentioning the specific green goals
and tasks.

 For example : e-HR

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 Training is a key intervention to manage waste (in
terms of both prevention and reduction).

 Employee training and development programmers'

should include social and environmental issues at
all levels, from shop floor, to executive
management and board level.

 Orientation programs for the newly hired.

 Inform the employees about the green procedures

and policies.

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 Allied Signal Inc., who include a Total Waste
Minimization (TWM) component into their training.

 An assessment of the attitudes, knowledge and skills.

 “green teams” can be established in each department,

producing general awareness and specific training.

 Speaker from out of company.

 Internal sustainability journals.

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 American Airlines claim their flight attendants
recycle over 616,000 pounds of aluminum cans,
earning at least $40,000 to them in one year .

 And Dow Chemical's Waste Reduction (WRAP)

program. Dow claim a 173 per cent Return on
Investment (ROI) from their first year of operation.

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 An EI approach in EM motivates the worker, allows
them to detect problems like leakages in the
process of production

 That delegating responsibilities to workers is based

upon team knowledge of the causes of waste and
how to reduce them.

 Involvement of employee in formulating the

strategy in HSBC.

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 Other ways in which employees can be encouraged
are to pursue green commuting habits like:

1. Allowing flexible work weeks.

2. Establishing a car pool-program.
3. Offering free or discounted free transportation passes.
4. Adding car sharing as a employee benefit and setting up
transportation savings account.

 Telecommuting or e-work.

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 An important proportion of monthly managerial
bonuses are dependent upon performance
outcomes in EM.

 Du Pont base their executive compensation and

bonus system for middle managers and senior
officers in part on environmental stewardship
practices, where bonuses can be over 10 per cent.

 They get the most commission money for pushing

green products.

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 Senior managers at presenting awards in public
meetings, and via news articles.

 firms include paid vacations, time off, favored

parking, and gift certificates with them all seen to
encourage employees on environmental
performance.

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 Employee anniversaries can be celebrated with
eco-friendly gifts like gift certificates to local
natural food store, free bus pass etc.

 build up points for positive behaviors regarding

emissions reduction on a “carbon credit card” to
earn extra benefits.

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 Company name: ITC limited
 ITC is one of India's foremost private sector
companies with a strong commitment to the triple
bottom line.
 It has been a frontrunner in adopting eco -
responsible processes, much ahead of legislation.
 a market capitalization of over US $ 22 billion and
a turnover of over US $ 5 billion with a diversified
presence in cigarettes, hotels, paper boards and
specialty papers, packaging, agribusiness,
packaged foods and a whole range of other
services.

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 ITC PSPD, the Paperboard and Specialty Papers Division has 4
manufacturing units .

 All four manufacturing units are ISO 9001, ISO 14001 and
OHSAS 18001 certified.

 For the first time in India ITC has launched an environment

friendly multipurpose paper "Paper Kraft Premium Business
Paper", for office and home use using a new technology
'Ozone Treated Elemental Chlorine Free Technology' replacing
Elemental Chlorine which was conventionally used in the
bleaching process during paper manufacture.

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 The employers and practitioners can establish the
usefulness of linking employee involvement and
participation in environmental management
programs to improved organizational
environmental performance, like with a specific
focus on waste management recycling, creating
green products.

 Unions and employees can help employers to adopt

Green HRM policies and practices.

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