Позитивные изменения. Том 2, №4 (2022). Positive changes. Volume 2, Issue 4 (2022)

The concept of green human resource management (GHRM) is perceived to have been introduced to HRM practice as recently as in the 1990s (Renwick et al., 2008), and it is given multiple definitions by different scholars. According to Opatha (2014, p. 15), GHRM refers to “the policies, practices and systems that make employees of an organization green for the benefit of the individual, society, natural environment, and the business.” Making the employees green here entails workforce that is aware of environmental sustainability practice and takes initiatives and actions that benefit nature, themselves, the community and environment where they operate. Jabbour (2013, p. 149) viewed GHRM as the “systematic, planned alignment of typical human resource management practices with the organizational environmental goals.”

Mandip (2012) states that GHRM is about getting all employees to initiate and engage in environmentally friendly practices and enhancing employees' awareness and commitment to environmental sustainability issues. He further stresses that human resources should serve as an impetus for environmental sustainability within organizations as it will align policies and practices with sustainability goals.

GREEN JOB DESIGN AND ANALYSIS (GJD)

Green job design refers to the organization of job tasks, duties and responsibilities-based content, methods and techniques, by providing green working structure and process, green instruments for performance of jobs and maintaining green modeling leadership that promotes protection and conservation of the natural environment and its resources (Sari-aytekin, 2021). Renwick et al. (2008) asserts that green job design and analysis practice stresses environmental issues as related to the job specifications and job duties, which is done within the context of environmental experiences and competencies to suit the job in the aspect of environmental responsibility. This human resource practice ensures all employees' personalities, attributes and norms are aligned with the concept of environmental sustainability of their organizations (Shaban, 2019).

GREEN RECRUITMENT AND SELECTION (GRS)

Green recruitment implies attracting and hiring talented persons who are aware of and familiar with the terms of conservation and protection of the environment (Bangwal & Tiwari, 2015). The green recruitment and selection processes are usually paperless and electronic, from online vacancy announcement and job application, telephone interview, CBT and video call to interact with interviewees, selecting prospective employee based on environmental sustainability awareness and knowledge.

GREEN TRAINING AND DEVELOPMENT (GTD)

Green training and development implies the advancement of an employee's attitudes, behaviors, knowledge and skills that help them to avoid practices that are detrimental to environment, (Zoogah, 2011). Green training and development equips employees with working methods and behavior that minimizes waste, encourage prudent use of resources and energy conservation, reduces environmental degradation and practices that threaten the environment and ecological scarcity. It also involves use of e-platforms and creates avenues to engage employees in addressing environmental. concerns (Bangwal et al. 2017; Zoogah, 2011).

ENVIRONMENTAL SUSTAINABILITY

Sustainability as described by the US Environmental Protection Agency (2021) is “to create and maintain conditions under which humans and nature can exist in productive harmony, that permit fulfilling the social, economic and other requirements of present and future generations.” Environmental sustainability is one of the elements of sustainability development and it entails the ability of the present generation to meet their resource needs without compromising the ability of the future generations to meet theirs (Ezeabasili, 2009; United Nations World Commission on Environment and Development Report, 1987). Environmental sustainability (ES), on the other hand, is defined as the ability to preserve the qualities valued in the physical environment by adopting strategies aimed to prevent damage being done to the environment (Philip, 2004). These preventive measures include actions to curb the use of non-renewable resources, the adoption of a ‘recycle everything and buy recycled' approach, the use of renewable rather than non-degradable resources, the redesign of operation/production processes and products to eradicate the production of non-renewable materials, and protection and restoration of natural habitats and environments valued for healthy living (Ramasamy et al., 2017).

REVIEW OF EMPIRICAL STUDIES

This research reviews previous studies on GHRM practices and environmental sustainability.