A PROJECT REPORT ON “GREEN HRM” Submitted in partial fulfillment of the requirement of BACHELOR OF BUSINESS ADMINISTRATION (BBA) GURU GOBIND SINGH INDRAPRASTHA UNIVERSITY
Submitted To:
SUBMITTED BY Arham Shamsi
Professor Gauri Dhingra
BBA 6(B)Evening 10521401709
JAGANNATH INTERNATIONAL MANAGEMENT SCHOOL VASANT KUNJ, NEW DELHI-110057
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ACKNOWLEDGEMENT A Research study can’t be completed without the guidance, assistance, inspiration and cooperation from various quarters. This study also bears the inspiration of many persons. This project required hard work, sincerity and devotion which I tried my best to put in this project and in turn gained a lot of knowledge and confidence from this project. I am deeply grateful to my project guide Ms. Gauri Dhingra who has helped me in completion of this project. She has been a constant guiding force and source of illumination for me. It entirely goes to her credit that this project has attained its final shape. I am also thankful to all the respondents who spared their valuable time for filling up the questionnaire and helped me out with this project. Finally, I would like to thank my parents and all my friends, who provided me with their constant support and took the pain to help me in completing the project.
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CONTENTS 1. Intr Introd oduc ucti tion on 2. Liter Literatu ature re Review Review 3. Ob Objec jectiv tivee of of Stud Study y 4. Resea Researc rch h Methodo Methodolog logy y 5. Analys alysis is 6. Fin Finding dingss 7. Conc Conclu lusi sion on 8. Limi Limita tati tion onss 9. Bibl Biblio iogr grap aphy hy 10. Annexure
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INTRODUCTION
What on earth is Green HRM?
We are entering a green economy-one in which consumer and employee expectations and future environmental change will require business to address “green” issues. Environmental consicous organizations will become increasingly prom inent as we re-enter into a period of growth. Green HR is a not just a strategy used primarily for reducing the carbon footprint of each employee and talent retention. Green HR has two essential elements: environmentally friendly HR practices and the preservation of knowledge capital.
Most people will say that Green HR involves reducing reduc ing your carbon footprint via less printing of paper, video conferencing and interviews, etc. The most important definition to remember in terms of our current economic situation is the reclaiming of top talents of the organization. Companies are quick to layoff when times are tough before realizing the future implications of losing that knowledge capital.
Green HR initiatives help companies find alternative ways to cut cost without losing their top talent; furloughs, part time work, etc. More employees are becoming more concerned about the environment and climate change. HR departments are seeing Green HR as a cutting edge way to keep top talent in house. Top talent is considered the industry’s most valued asset, asset, yet many
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corporations have been treating treating them as expendable. As knowledgeable, experienced professionals become harder to find and retain, companies must continue to be creative at finding ways of keeping these highly skilled workers.
This is a win/win win/win scenario for the employee and the the employer. First and foremost, it helps the environment. The employer gets to hold onto top top talent, while increasing productivity productivity because those employees are happy to be there. A happy employee is a productive one. The employer has to be willing willing to provide strong leadership, care for their employees, offer opportunities for professional growth, offer opportunities for more responsibility, offer flexibility, and last they must offer perks.
Take for instance, instance, Soft Choice from from Canada. Soft Choice has a public transportation policy. If you take public transportation transportation to work they pay their employees an extra $90.00 per month. Back in June, Soft Choice had a party party on World Environment Day, which used environmentally inspired foods and products.
Green HRM may provide interesting results for all stakeholders in HRM. The main environment focus of many business was paced on reducing waste and optimizing resources. However, HR is never going to have a truly significant impact on a business through the improvement of HR processes alone so the greater opportunity is to contribute to the green agenda to the businessl as al whole.
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RECENT SCENARIO OF GREEN HR INITIATIVE
Many companies are adopting green HR which helps in reducing carbon footprint through less printing of paper, video conferencing and interviews, etc. Companies are quick to layoff when times are to Human capital and the systems surrounding it are the true cornerstones of building a sustainable business. bu siness. Green HRM policies and practices that help safeguard and enhance worker health and well being; and for academics, they may reveal additional data to add an HRM element to the knowledge base on Green Management in general. Businesses are sustainable because of their operations and culture, but bu t it's the employees who craft and execute those eco-policies and create that green corporate culture. Without developing personnel and implementing sustainable strategies, it's rather difl'icult to go green successfully. That's why human resource (HR) practices are a key component of sustainable business development. For example, a Mortgage Lenders Network USA poll taken in 2007 shows that 72 percent of working women expressed a strong preference in working for green employers; 64 percent of men said the same.
Other research shows that young professionals, in particular, want to make a difference in their chosen professions. A 2007 poll on green employment done by MonsterTRAK.com found that 92percent of students and entry-level applicants preferred to work for a sustainable company and 80 percent of young rofessionals were interested in securing a job with a positive impact on the environment.
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Employees are encouraged to work with to change printing defaults defaults to duplex printing. Moreover for internal travel in large factory premises premises they encourage electricity operated cars/scoters/cycles rather than petrol/diesel p etrol/diesel fuel vehicles. There is also an introduction of subsidized loan scheme for employees who opt for green technology cars/scoters because they believe be lieve that green initiative drive for customer will also support corporate sustainability strategy.
The topic of environmental sustainability is attracting increased attention among management scholars. Despite its importance to managers, employees, customers and other stakeholders, however, there are very few research studies that consider the role of human resource management systems in organizations striving to achieve environmental sustainability. There is thus a growing need for the integration of environmental management into human resource management (HRM) –green HRM –research practice. Green HR is the use of HRM policies to promote the sustainable use of resources within business organizations organizations and, more generally, promotes the cause of environmental sustainability.
Green initiatives within HRM form part of wider programmes of corporate social responsibility. Green HR involves two essential elements: environmentallyfriendly HR practices and the preservation of knowledge capital. The objective of this paper is to detail a process model of the HR processes involved in green HRM on the basis ilable literature on green HR. The present scenario of
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organizational working and its impact on the environment has carry-forwarded the go green concept form just individual to organizations. More organizations are operating in more environment friendly way. An organization’s Human resource department can be involved in facilitating an inclusive approach for creating a culture of sustainability.
Green HRM and Sustainability are two different thin gs which now a days are linked with each other, this paper deals with the meaning of Green HRM ,Sustainability and their link and importance in today’s scenario. Organizations are progressively more concerned with sustainability and Green HRM. The HR function is distinctively positioned to assist both developing and implementing Green strategies.
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LITERATURE REVIEW
The impact of our daily activities on the environment and the desire to go green has expanded from just individuals to organizations. More organizations are volunteering to operate in a more environmentally responsible way. Local municipalities are encouraging businesses to become greener by offering incentives. In the near future, “being green" could become the norm. In September 2007, the Society for Human Resource Management (SHRM) conducted the SHRM 2007 Green Work place Survey to examine environmentally responsible practices practices from the perspective of HR professionals professionals and employees.
We are entering a green economy - one in which consumer and employee expectations and future environmental change will require businesses to address “green” issues This survey brief explores types of practices organizations have in place, human resource professionals' professionals' and employees' employees' perceptions of their organizations’ practices, and HR professionals' role in their organizations' environmentally friendly programs.
Green HR is one which involves two essential elements environmentally friendly HR practices and the preservation of knowledge capital. Business professionals consider it to be environmental initiatives to reduce employee carbon footprints.
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The initiative can be like electronic ñling, car-sharing, job-sharing, teleconferencing and virtual interviews, recycling, telecommuting, online training, and energy-efñcient spaces. These ideas are are being implemented to to support existing green HR efforts focused on increased process efñciency, environmental waste reduction, and revamped HR products, tools, and procedures. These measures also have an impact on intangible yet invaluable assets such as brand and reputation. Green Human resource management (HRM) is an important topic for research (Paawe and Boselie, 2003, 2005) and some basic theoretical issues have been well accepted (Paawe and Boselie, 2005). It has contributed to our understanding of the relationship among strategy, human capital, c apital, HRM and organizational performance (Paawe and Boselie, 2005).
E mergence of Green HRM is influenced by the global competition, and the corresponding search for sources ofsustainable competitive advantage (Dyer & Reeves,1995). It has achieved its prominence because it provides a means by which business firms can enhance the competitiveness and promote managerial efficiency (Paawe and Boselie, 2005).It facilitates the development of a human capital that meets the requirements of business competitive strategy, so that organizational goals and mission will be achieved (Guest, 1987). Researchers have established a broader perspective that is oriented toward managing the HR as a whole. Instead of focusing on individual HR practices that are used independently or in isolation, Green HRM researchers look more broadly at
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bundles of HR practices or HR systems that are implemented implemented in combination (Paawe and Boselie, 2003; 2005).
In the past, sound economic performance p erformance of the firm was expected to guarantee gu arantee corporate success by companies and its shareholders, but now it is no longer valid; economic and financial outcomes need to be accompanied by minimization of ecological footprints and increased attention to social and environmental aspects. Therefore, the new strategic issue, corporate environmentalism or green management emerged in 1990s and became a popular slogan internationally in 2000s (Lee, 2009). Green management is defined as the process whereby companies manage theenvironment by developing environmental management strategies (Lee, 2009) in which companies need to balance between industrial growth and safeguarding the natural environment so that future generation may th rive (Daily and Huang, 2001). This concept becomes a strategic dominant issue for businesses, especially multinational enterprises operating their business globally (Banerjee, 2001).
In summary, green management refers to the management managem ent of corporate interaction with, and impact upon, the environment (Lee and Ball, 2003), and it has gone beyond regulatory compliance and needs to include conceptual tools such as pollution prevention, product stewardship and corporate social responsibility responsibility (Hart, 2005; Pullman et al., 2009; Siegel, 2009). Business firms play a key role in
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the issues of environmental management since they are part of our society and cannot be isolated from the environment, and in fact, they contribute most of the carbon footprints in the past (Liu, 2010). Application of o f innovative technology could alleviate the environmental deteriora tion by developing, for example, the biotech products and by searching for alternative energy to reduce the use of finite natural resources.
Thus, business should put more effort into the research on innovative technology to minimize the impacts of environmental destruction by creating products that are nontoxic and less pollution to environment (Liu, 2010; Ozen and Kusku, 2008).
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BENEFITS OF HR INITIATIVE
Ten ideas for making the most of organìzation's o rganìzation's efforts to provide green benefits:
1. Employees can be advised to start making changes at home, and then watch them practice environmentally responsible behaviors at work. Once they witness substantial energy savings from the solar panels or Energy Star-rated refrigerator, they're more likely to buy into the value of saving energy and resources at home and at work.
2. Employees can be asked to suggest ways the organization can go green. Example: Companies can start an employee ugreen team” that can draw some volunteers from the and some from employee workforce. The group group can meets monthly to bring changes such as the addition of transportation incentives and the use of recycled papers.
3. Publicly congratulate to employees who take advantage of the company's green beneñts and then publishing a quarterly, online newsletter devoted exclusively to their stories-and to reminding workers about green beneñts and how to participate.
4. It is essential to look beyond the obvious beneflts like mass-transitsubsidies.
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5. Everyone can be informed about green beneñts like job candidates, shareholders, the media and community. In advertising ad vertising campaigns environmental issues can be focused. Press releases can be send to local media, which will publicize the unique employee beneflts. Every employee communication must be green.
6. It is important to review what employees have already done and it must be publicize them while focus can be done to rewrite job descriptions to highlight any green aspects of a position.
7. The concept has to be explained to the top management by collecting data. Example: Gathering information on whether quality job applicants are accepting job offers because of the organization's green benefIts. HR professional can make it a point to ask candidates how important those benefits were to their decision.
8. They can choose a green theme for events like the employee health fair; beneñts-enrollment fair, holiday parties, recognition ceremonies, even staff meetings.
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9. Helping employees to understand the real, cash value of green beneñts.
10. Employees and the public and media usually can see through an organization's attempts to hype its green beneñts and practices. Publícize what the companies are doing.
However, HR is never going to have a truly signiñcant impact on a business through the improvement of HR processes alone so the greater opportunity is to contribute to the green agenda of the business as a whole.
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Objective of Study
1. To what extent and how HR policies and practices can improve the environmental performance of organizations.
2. The Role ofthe HR professional in environmental management .
3. Changing attitudes and behaviours behav iours related to environmental issues in the workplace.
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RESEARCH METHODLOGY Research methodology is considered as the nerve of the project. Without a proper well-organized research plan, it is impossible to complete the project a nd reach to any conclusion. The project was based on the survey plan. The main objective of survey was to collect appropriate data, which work as a base for drawing conclusion and getting result. systematically solve the research Therefore, research methodology is the way to systematically problem. Research methodology not only talks of the methods but also logic behind the methods used in the context of a research study and it explains why a particular method has been used in the preference of the other methods. Research Process-
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Step 1: Define the problem and the research objectives
The 1st step in research is formulating a research problem. It is most important stage stage as poorly poorly defined defined proble problems ms will not yield useful useful result results. s. Be carefu carefull to define the problem too broadly or too narrowly. In order to identify the research problem, three categories of symptomatic situations, namely, overt difficulties, latent difficulties and unnoticed opportunities should be studied. Overt difficulties are are hose hose whic which h are are quite quite appar apparen entt and and whic which h mani manife fest st them themse selv lves es.. Late Latent nt difficulties are those which are not so apparent and which, if not checked, would soon become evident. Unnoticed opportunities indicate the potential for growth in a certain area of marketing. Such opportunities are not clearly seen and dome effort is required to explore them.
Step 2: Develop the research plan
Designing Designing a research research plan calls for decisions on data sources, choice of research research design, design, research research approaches, approaches, research instrumen instruments, ts, sampling sampling plan and contact contact methods.
Step 3: Collect the information
Our research group collected the information over a period of 15 days and from various locations such as malls, and by contacting different people working in different companies.
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Step 4: Analyze the information
After the process of gathering information was completed we tabulated the data and developed frequency distributions and extracted the findings from the survey.
Step 5: Present the findings
Finally we prepared a project report on our survey and along with the findings we also presented our recommendations.
Research design:
Research design is both primary as well as secondary. As it is a very complicated issue so different research papers were being studied i.e. SECONDARY S ECONDARY data is used more than primary.
A research design is the detailed blueprint used to guide a research study toward its its obje object ctiv ives es.. Th Thee proc proces esss of desi designi gning ng a rese resear arch ch stud study y invol involve vess many many interrelated decisions. The most significant decision is the choice of research approach, because it determines how the information will be obtained.
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To design something also means to ensure that the pieces fit together. The achievement of this fit among objective, objective, research approach, and research tactics is inherently an iterative process in which earlier decisions are constantly reconsidered in light of subsequent decisions.
DATA COLLECTION
The task task of data data collec collectio tion n begins begins after proble problem m has been been identi identifie fied. d. While While deci decidi ding ng about about the the meth method od of data data colle collect ctio ion n to be used used for for the the stud study y the the researcher should keep in mind two types of data viz, primary data and secondary. The primary data are those, which are collected afresh and for first time and thus happen to be original in character. The secondary are those which have been collected by someone else and which have already been passed through statistical process. The researcher would have to decide which sort of data he would be using for his study. The method collecting primary and secondary data differ.
PRIMARY DATA
Since primary data are to be originally collected while in case of secondary data the nature of data collection work is merely that of compilation.
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There are several ways of collecting primary data. They are as follows: 1. Observation method 2. Interview method 3.Through questionnaires
SECONDARY DATA
Secondary data means that are already available that is they refer to the data, which have already been collected and analyzed by someone else. When the researcher utilizes secondary data, then he has to look into various sources from where he can obtain them. In this case he is certainly not confronted with the problems that are usually associated with the collection of original data. Secondary data may be either published or unpublished data.
DATA COLLECTION METHODS:
After the research problem, we have to identify and select which type of data is to research. At this stage; we have to organize a field survey to collect the data. One of the important tools tools for conducting research is the availability availability of necessary and useful data.
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Data analysis and interpretation
1. Questionnaires 2. Pie chart and Bar chart
Questionnaires:
This is the most popular tool for the data collection. A questionnaire contains question that the researcher wishes to ask his respondents which is always guided by the objective of the survey.
Pie chart:
This is very useful diagram to represent data , which are divided into a number nu mber of categories. This diagram consists of a circle of divided into a number of sectors, which are proportional to the values they represent. The total value is represented by the full create. The diagram bar chart can make comparison among the various components or between a part and a whole of data.
Bar chart:
This is another way of representing data graphically. As the name implies, it consist of a number of whispered bar, which originate from a common base line and are equal widths. The lengths of the bards are proportional to the value they represent.
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Sample unit
Professionals Professionals
Business Business man
Employees Employees
Working Working women
Students Students
Sample size
100 people reponded for thsi survey.
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ANALYSIS Q1. Do you kbnoew about “Green HRM”?
-
Y ES
-
NO
Company Infosys Wipro IBM
No. of respondents 40 30 30
Yes 25 20 20
No 15 10 10
0% 0%
35%
Ye Yes 65%
No
CONCLUSION- 65 % of respondents knew about GREEN HRM. Only 35 % were not aware. This shows that people are aware about the term but are not aware about its practicasl application. Q2. To what extent HR policies can improve environment and make name for organization
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-
Great
-
Average
-
Low
-
No effect
Company Infosys Wipro IBM
No. of respondents 40 30 30
Great 18 12 10
Average 13 12 10
Low 5 2 3
No effect 4 4 7
Conclusion-. HR policies are having a big b ig role if organization wants to make the GREEN theme hit. 15% respondents feel that HR policies are having no role at all as there are other things which one go for rather HR policies as it is difficult task to implement these policies succesfully at every level. Q3. Role of HR in environment management -High -Medium -Low
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Company Infosys Wipro IBM
No. of respondents 40 30 30
HIgh 27 15 18
Medium 9 12 9
Low 4 3 3
Conclusion- Almost everyone will that HR is having a big role to play in implemeting Green HR policies. They felt that HR must be confident and must be having a great knowledge so that he can make others understand about the very concept and importance of all this.
Q4. Best practice for going green can be-Eliminating excess use of paper (A) - Computerized training. (B) - Vehicle sharing (C) -Any other.(D) Company No. of respondents
A
B
23
C
D
Infosys
40
8
11
3
18
Wipro IBM
30 30
9 3
5 14
4 3
12 10
Conclusion- Respondents felt that there are are many other things like providing providing limited resources, going for 3R’s – REDUCE, RECYCLE, REUSE. They felt policies are important but more can be done at individual level.
Q5. How you are contributing to the place you work or spend maximim time. -
(A) (A) Rec Recyc ycle le,, Redu Reduce ce,, Reus Reusee
-
(B) (B) Mot Motiv ivat atin ing g othe others rs to part partic icip ipat atee
-
(C)Doi (C)Doing ng basics basics like like swit switchi ching ng light lightss and monit monitors ors off off when when are are not required.
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(D) Don’t know
Company Infosys
No. of respondents 40
A 7
24
B 11
C 3
D 19
Wipro IBM
30 30
5 3
8 11
3 4
14 12
Conclusion- Most of the people don’t know exacxtly how they are contributing. con tributing. They want a change but are not aware how green management work. They simply thing saving environment is going green they are not aware that every wastage can be stopped and then green hrm aim will be fulfilled.
Q6. Why Greenm HRM? -Trend now a days (A) - Need of hour (B) -Neccessity for ever (C) Company Infosys Wipro IBM
No. of respondents 40 30 30
A 4 3 5
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B 6 7 5
C 30 20 20
Conclusion- People things its very necessaryy to go green but again they don’t d on’t know how to take the first step. They know steps are needed to be taken right now but they don’t know exactly what to do. Q7. How much Indian organizations are promoting Green HRM? - Very Much - Average - Very Less
Company
No. of respondents
Very much
Average
Very less
Infosys
40
20
13
7
Wipro
30
15
9
6
IBM
30
25
3
2
26
Conclusion- Indian organizations are giving much attention to Green HRM and 60% respondents feel it too. Indian organizations are giving due respect to the fact that they owe to the society and country so they have to choose Green for spreading for smiles. Q8. At what level more improvement is needed need ed to spread HR policies in the organization efficiently. -
At the the orga organi niza zati tion on leve level. l.
-
At the HR level
-
At th the em emplo ployee level
Company Infosys Wipro IBM
No. of respondents 40 30 30
Org 3 2 5
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HR 12 18 10
Indi 25 10 15
Conclusion- Half of the respondents feel that at employee level more openess is required to accept the Green policies. It means at individual level if things are accepted then impact can be bigger.
FINDINGS
1. ROLE ROLE OF HR PROF PROFESSI ESSIONA ONAL L IS VERY VERY BIG FOR FOR GREEN GREEN HRM HRM
Companies that want to be more earth-friendly need to make sure current employees are on board with the goals. This can be accomplished through communication and training by the HR professionals. Companies that don't employ HR managers will still beneñt just by knowing what HR people can contribute to the green movement in terms of hiring and training practices, as well as devising special programs to drive green initiative.
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Many employers now recognize that green programs in the workplace can promote social responsibility among workers and help retain top talent. More than 60 percent of survey respondents have made environmental responsibility part of their organization's mission statement."The statement."The sur vey found employee involvement in green programs dramatically increases when organizations ap point an individual to lead the efforts.
2. IMPACT OF 'GREEN AWARENESS' IS FRUITFUL
Many organizations recently launch a practice group that counsels employers on “green” awareness in the workplace. These group hopes to help employers implement best practices that will improve the environment through reducing, reusing and recycling certain materials. The green practice group also advises companies on educating their workers about how their behaviors in the the and at home affect the environment not only this but the companies are offering a strategic communications platform to their clients and prospects as a solution for driving greater green awareness within their own organizations. There are numbers of program which offers monthly electronic communications, including newsletters and interactive games, as well as working with companies to appoint green coordinators in local ofñces to help develop plans and serve as points of contact for green practices.
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3.Changing attitudes and behaviours related to environmental issues in the workplace.
Companies which have adopted the program within within its organization organization found that one-third of its employees, from entry level to principals and executives e xecutives across all practice areas, made significant changes in their daily behavior, including increased recycling, decreased printing, elimination or reduction in the use of bottled water, plastic and Styrofoam cups, using reusable grocery and lunch bags, switching to compact fluorescent light bulbs and other energy saving and green products, Changing transportation habits, including limiting limiting car trips, carpooling, buying hybrid cars, using mass transit, and biking or walking to work. The company needed to adapt to changing lifestyles and changing workforces.
Flexibility is often the driver of change, and it's at the heart of our sustainable management initiative.
Conducting an energy audit - Most local utilities offer businesses free on-site
consultations on how t hey can reduce usage and save money. Frequent suggestions include: Improve insulation, install timers to automatically turn off lights, use energy efñcient light bulbs, keep temperatures at comfortable ranges that are not excessively cool inthe summer and warm in the winter.
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we ll the Conducting annual - It is important to Survey employees to assess how well organization is doing with regard to implementing green business practices. The survey should request suggestions for becoming a greener organization.This can be a separate survey focused on going green issues only, or it can be added as part of an employee opinion/satisfaction survey. Conducting the surveys annually will enable the organization to assess going green progress and provide information, suggestions and insight for future actions .
R educe educe commuting – Encourage carpooling by provide preferred parking for carpoolers). Offering transit passes to employees who take the bus or subway, and bike racks cyclists. Reducing business travel -Teleconference instead of traveling. traveling. For must-go trips, keep track of the miles driven and flown and buy «carbon offsets» from a non-proñt like Carbonfund.org to make up for the greenhouse gas emissions.
Buying green –
Tell suppliers that you are interested in sustainable products and set speciñc goals for buying recycled, refurbished, or used. Make the environment, and not just price, a factor when purchasing.
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CONCLUSION
Green ideas and concepts are beginning to gather pace within the HR space, often complementing existing sustainability-based initiatives. Increasingly they are delivering tangible beneñts to the business, rather than simply adding a gloss to brand and reputation. These new processes, policies, products and tools are actually helping to ensure compliance and improve productivity too. And with legislation now in place to effectively formalize the need for a new corporate approach to the environment, now's the time for HR to embrace the green agenda.
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. Here are several areas where companies can incorporate more environmentally conscious strategies like the use of internet or telecon- ferencing to cut down on business travel, putting employee manuals, policies or other company information online to reduce printing.
The companies can promote the reduction of paper usage and focus on storage of paperwork electronically, providing recycling trash bins for paper around the and for bottles and cans in the break area. The companies are focusing on telecommuting/work from home programs.
Institute Ride/Share programs are also successful to introducing greening of business. Research has shown that employee involvement in green programs dramatically increases when organizations appoint one employee to lead the efforts. At most organizations, earth-friendly perks emerge from an overall effort to green the business. As companies begin recycling, upgrade to energy-efñcient heating/air conditioning systems and seek production efñciencies that save energy or reduce carbon emissions, it's natural to consider green beneñts. It is high Time to make environmental management an integral part of their way of doing business so HR professional can provide a constant calendar of activities. Speciñc actions within the program me can included offering staff incentives incentives for buying a hybrid car, savings on carbon offsetting, on public transport and bikes.
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Companies can also made additions to their holiday discount scheme to feature holiday companies operating in an environmentally friendly way, and to their volunteering programme. For example to volunteering in schools, to help pupils undertake environmental projects. Some of the company's actions have been really simple, but still very effective (at least for raising awareness), for exam ple allowing employees to buy a coffee mug at their coffee bar rather than using disposable cups, and then receiving 10p off a cup of coffee.
Organization can also launch a carbon credit card employees receive points for taking public transport or walking to work, or video conferencing rather than taking a flight. Prizes can be given to people p eople with the most points.
This articles focus on company's innovative approaches which can be applied. Adopting environmental practices helps companies save money, money , flnd new sources of business and avoid trouble. Green companies believe that it is more economical to go green than it is to continue adding harmful chemicals to the atmosphere and the environment in general. Going green also helps companies enhance their public relations, and improved public relations and positive public perception can have a strong impact on company proñt.
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Limitations of the project-
Every study has certain limitations. In my study, also there were certain limitations, which I could not able to solve.
1. The research was conducted with a small set of people.
2. Time constraints on part of respondents make still ground of improvement for this report .
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3. The respondents mostly in careless manner filled the questionnaire, so so it was difficult to make them hold for time.
4. Very limited set of people were included so results are shown in percentage form to make it presentable.
BIBLIOGRAPHY
WEBSITES
WWW. GOOGLE.COM
WWW. WIKIPEDIA.COM
Research Paper of 2010 conference on “Green World and HR”
Research paper of 2011 on “ Green HRM”
Research paper 2012 “LM Tripathi om “ Green HRM initiative.”
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BOOKS AND NEWSPAPER
ECONOMIC TIMES
Organization Management (T.N.CHABBARA)
HR Policies by R.L Makkad
HRM (T.N. Chabbara)
ANNEXURE QUESTIONNAIRE
Q1. Do you kbnoew about “Green HRM”?
-
Y ES
-
NO
-
May May be be (he (hear ard d som somew ewhe herre)
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Q2. To what extent HR policies can improve environment and make name for organization
-
Great
-
Average
-
Low
-
No effect
Q3. Role of HR in environment management
-High -Medium -Low
Q4. Best practice for going green can be-
-Eliminating excess use of paper - Computerized training. - Vehicle sharing -Any other.
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Q5. How you are contributing to the place you work or spend maximim time.
-
(A) (A) Rec Recyc ycle le,, Redu Reduce ce,, Reus Reusee
-
(B) (B) Mot Motiv ivat atin ing g othe others rs to part partic icip ipat atee
-
(C)Doi (C)Doing ng basics basics like like swit switchi ching ng light lightss and monit monitors ors off off when when are are not required.
-
(D) Don’t know
Q6. Why Greenm HRM?
-Trend now a days (A) - Need of hour (B) -Neccessity for ever (C)
Q7. How much Indian organizations are promoting Green HRM?
- Very Much - Average - Very Less
Q8. At what level more improvement is needed to spread HR policies in the organization efficiently.
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-
At the the orga organi niza zati tion on leve level. l.
-
At the HR level
-
At th the em emplo ployee level
40
