What is Green employee relations?

 


GREEN HRM INVOLVES UNDERTAKING ENVIRONMENT-FRIENDLY HR INITIATIVES RESULTING IN GREATER EFFICIENCY, LOWER COSTS AND BETTER EMPLOYEE ENGAGEMENT AND RETENTION, WHICH IN TURN, HELP ORGANIZATIONS TO REDUCE EMPLOYEE CARBON FOOTPRINTS BY ELECTRONIC FILING, CAR SHARING, JOB SHARING, TELECONFERENCING, AND VIRTUAL INTERVIEWS..... 

The advancement of green HRM has infiltrated into the representative relations and association the executives exercises of the association. In green HRM, representative relations and association uphold (in a unionized labor force setting) are basic in executing corporate ecological administration activities and projects. A few organizations have techniques (joint discussions, acquire sharing, perceiving association as a critical partner in natural administration) to get the normal help of worker's guilds for corporate ecological administration activities. Truly it a decent practice to increment firm‟s natural execution.


Renwick et al, (2008 and 2013) proposed certain green representative relations and association the executives rehearses. They incorporate worker contribution and cooperation in green recommendation plans and critical thinking circles, staff freedom to frame and explore different avenues regarding green thoughts, coordinating representative association and investment into upkeep (cleaning), representative assistance line for direction in green issues, fitting green worker inclusion plans to industry/organization principles, expanding line/administrative help practices in ecological administration, association the executives haggling to agree, preparing of association agents in regard of natural administration perspectives, urging representatives to utilize green types of transport, set-up of low carbon bosses (counting CEO and Board) to build activity in natural administration, and presenting green whistle-blowing and help-lines.


1. Providing opportunities to the employee to involve and participate in green suggestion         schemes.
2. Introducing green whistle-blowing and help-lines.
3. Providing training to the union representatives in environmental management
4. Joint consultations in solving environmental issues of the organisation
5. Gain sharing in relation to environmental initiatives or programs
6. Recognizing union as a key stakeholder in environmental management.
7. Providing opportunities to the unions to negotiate with management about green                    workplace agreement.


Reference

Renwick, D.W.S. Redman, T. and Maguire, S. (2008), Green HRM: A Review, ProcessModel, and Research Agenda, University of Sheffield Working Paper. http://www.sheffield.ac.uk/content/1/c6/08/70/89/2008-01.pdf.

Renwick, D.W.S. Redman, T. and Maguire, S. (2013), Green Human Resource Management: A Review, and Research Agenda, International Journal of Management Review, Vol. 15, pp. 1-14.


Comments

  1. Janaka IsharaJanuary 28, 2021 at 5:46 AM

    This is why it is important to us

    ReplyDelete
    Replies
    1. Kavindi Nadeera 20039081January 28, 2021 at 11:18 PM

      The relationship facilities motivation and morale of the employees as well as increase the productivity other benefits of employee involvement for improvement in employee and organisational health and safety as well as development of Eco Friendly staff

      Delete
  2. Roshan WijendraJanuary 28, 2021 at 6:49 AM

    The term green HRM has become most useful Topic in this business society. You have nicely described it in this article......

    ReplyDelete
  3. D W BandaraJanuary 28, 2021 at 7:20 AM

    Carbon foot print is the mesurement of green employee recognition

    ReplyDelete
    Replies
    1. Kavindi Nadeera 20039081January 29, 2021 at 12:03 AM

      Today Green human resource management has become a key to deal with reduction in ecological footprints besides dealing with economic issues

      Delete
  4. Ganga PathirajaJanuary 28, 2021 at 8:26 AM

    Providing opportunities to "Unions" to negotiate with management about the green workplace agreement will be an effective suggestion, enable the management to get use of creative ideas of employees when leading the organization towards new dimensions.

    ReplyDelete
    Replies
    1. Kavindi Nadeera 20039081January 29, 2021 at 12:07 AM

      According to the grain human resource management, does the employer have to recognise and negotiate with each Union that at what level should collective bargaining take place sound collective bargaining benefits both management and workers.

      Delete
  5. shashikaJanuary 29, 2021 at 6:45 AM

    What are the companies practies green employee realtions in Sri Lanka?

    ReplyDelete
    Replies
    1. Kavindi Nadeera 20039081January 29, 2021 at 7:42 AM

      At the present most of company tend to going green. In addition to that MAS, Brandix, Unilever companies are following concept of green relation.

      Delete
  6. Janaka MadushankaJanuary 29, 2021 at 10:38 AM

    very useful and good Work

    ReplyDelete
  7. Amila AbeyrathnaJanuary 30, 2021 at 8:22 AM

    Organizations that are not aware of green concepts, green practices and policies may lose their talented or innovative employees to companies that have implemented Green Practices or create their image as eco-friendly companies and offer socially responsible incentives. Some of the incentives include subsidizing the purchase of hybrid cars using the solar power system. Among the benefits of this approach is improved employee commitment and job retention.

    ReplyDelete
    Replies
    1. Kavindi Nadeera 20039081January 30, 2021 at 9:32 PM

      Yes, agree with your idea,
      Green human resource management plays and important role in the industry to promote the environmental related issues organisations must formulate HR policies and practices train people to increase awareness about the environment and implement laws related to environmental protection

      Delete

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