Helping organizations achieve sustainability along with business goals

Helping organizations achieve sustainability along with business goals

Increasing environmental pollution and global warming have become major global concerns that need to be addressed by all, starting from people to organizations. As per the reports in the Business resource efficiency guide, environment-friendly initiatives will benefit companies by reducing redundant costs, increasing efficiency of resources, and improving the company’s image. Organizations can encourage the positive behaviours of the employees by HRM. The application of the green business concept in HR practices is known as the Green HRM. Companies can implement the Green HRM concept into each HR function, which includes recruitment and on boarding processes, training and development, performance management and rewards

Green HRM implementation as per HR functions:

Recruitment: Incorporating environment-saving values in the company’s mission and vision and prioritizing the environment-friendly traits of the employees so that a nature-conscious work environment can be put in place.

Training and development: Organizing orientation and routine training activities that creates environment-friendly competencies. Enabling employees to understand and adopt the ‘Green business concept’.

Employee empowerment: Creating wide opportunities for the employees from individual contribution to groups. Involving employees from all levels of the organization in the eco-office programs.

Performance assessment: Having criteria for evaluation of environment-conscious behaviour through key performance indicators (KPIs).

Occupational health and safety: Creating a Corporate safety committee that has the mission of creating Occupational safety and health (OSH) standards that are met both at the national and international level, ensuring safety for both employees and customers.

Reaping benefits by the implementation of Green HRM:

For employees:

Green values and green behaviour: Employees understand the environment-friendly practices and take small steps like carpooling and minimum paper usage in their daily activities.

Sense of Ownership: Employees feel proud and like identifying themselves with the company that won environmental awards.

Green competency: Environment-friendly habits and skills go a long away as it makes the individual a responsible and concerned citizen of the country.

Spreading awareness: A responsible employee also advises other employees how their behaviour impacts the organization and society.

For organization:

Resource efficiency: Alternative ways to reduce paper waste and taking steps to reduce electricity wastage helps in lowering the depreciation of the equipment.

Cost reduction: Green business concept helps run the activities more efficiently, greener and faster, employing green solutions in production processes, reducing the use of chemicals, energy and paper. The savings that get generated in turn is also significant.

Competitive advantage and sustainability: Environmental awards create a strong brand image that customers want to get associated with as government supports its initiatives. It creates a positive impression of the company that it takes care of the future generations and nature.

Model for implementation of Green HRM:

 

Article Corner by:                    

Name: R. Gokul

PGP 2021-23

Indian Institute of Management Indore

Enterprise Analytics:

Having heard the term ‘HR’ analytics all too often, I have felt that it is a bit misleading as it curtails

the entire discussion to just HR. With more non-living entities such as robots and chatbots entering

the workforce, I think the term ‘Enterprise analytics’ would be a more suitable fit given that HR

managers of the future would need to develop frameworks not only for the people/employees, but also

would now need to bring in metrics to quantify the entire workforce. The need for bringing them into

the framework is made more imperative by the fact that discussions on the rights of AI controlled bots

are on the rise. I opine that organizations of the future would need to bring in sustainable frameworks

that take into account all external as well as internal stakeholders to ensure a prosperous future.

Recent News in HR

“Infosys starts internal talent marketplace to meet demand

Infosys has created an internal talent marketplace called FLUID to help employees reskill and move up the value chain. The system helps in faster staffing and having a larger supply pool.

Infosys said that 34% of its hiring requirements in digital projects were staffed with reskilled employees, while 80% of the reskilled talent moved to digital projects within a year of upskilling. Digital revenue now contributes more than half of the company’s top line.

The company has also introduced Skill Tags that function like skill badges to identify proficiency in different technologies. Employees can select a skill tag, and then a variant within it, to specialise in. It has 22,000 skill-tagged employees today, making up 29% of the digital solution specialist talent. More than 6,500 people hold premium skill tags in niche skill areas. Some major tags include cloud developer, scrum master, UX designer, developer professional and data scientist. It also started a system named Digital Quotient to objectively assess an employee’s digital readiness.

      Movie Recommendation                                               Book Recommendation

Humain-I, HR Club

Indian Institute of Management Indore

humain-i@iimidr.ac.in

Instagram : https://www.instagram.com/humain_i.iimindore/

LinkedIn : https://www.linkedin.com/company/humain-i-iimindore

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