Green Human Resource Management Practices in Bangladesh

Abstract

As its name implies, green human resources is the typical human resources operation but with the exception that most or all efforts and activities also keep in mind sustainability and Earth-friendly practices. Green practices in HR can thus take a wide range of shapes and forms. From communications methods to employee selection, there are many ways for the green effect to take place here. The following are just a few examples of how the HR industry has been thus far seen charting these new but important waters of eco-friendly departmental operation. While recruiting and hiring efforts are already a major component of the standard HR department‟s responsibilities, this area is naturally a great choice for wide-sweeping “greening.” Here, HR departments are being seen hiring and recruiting more of a workforce that is aware of and personally more committed to green matters than the typical job candidate. By hiring those who are already aligned with eco-friendly living in their own lives, the workforce is then populated by an easier group to work with toward the greater goals of departmental or even organization-wide greening. While hiring those predisposed to the mission is one great approach, going on to instill further awareness and values along the green theme by way of targeted training and development exercises can also be a great component to the greater GHR effort. In this area, a growing number of HR departments are incorporating some extent of ecology and sustainability training into the workplace. This training can target everyday practices, specialized area of employee activity, efficiency in the use of company equipment, proper waste disposal, and recycling methods, and much more. Reward systems are no new concept to HR departments, but the idea of a green reward kind of system is a fairly new approach. In such systems, employees are rewarded for their alignment with green company practices, and often times, the rewards themselves are additionally of some eco-friendly nature. The more convincing and compelling the reward system, the more effective it is typically found to be. Finally, yet another mode of green incorporation by the HR department is that of the presentation of various eco-friendly initiatives to take place in all facets of the organization. While upper management does hold the final say on such initiatives, efforts here by HR do often gain enactment and widespread participation. Non-Govt. organizations in Bangladesh are practicing green human resource management to be sustainable and to keep their talents as one of the main assets of the organizations. By practising green human resource management in the organization Development Initiative for Social Green Human Resource Management enable organizations to be competitive as well as environment friendly which ensures sustainability. GHRM involves undertaking environment-friendly HR initiatives resulting in greater efficiencies, lower costs and better employee engagement and retention, which in turn, help organizations to reduce employee carbon footprints by the likes of electronic filing, car-sharing, job-sharing, teleconferencing, and virtual interviews, recycling, telecommuting, online training, energy-efficient office spaces, etc