TRANSFORMATION IN BUSINESS: SHAPING THE FUTURE THROUGH GREEN HUMAN RESOURCE MANAGEMENT
Article of Fatih Algan and Melike Akbulut from InterSearch Turkey, Ageo International.
Adapting to the changing world and conditions plays an important role in increasing the profitability, long-term success, and competitiveness of businesses. Especially due to global competition and regulations, sustainability has become a strategic position among companies today.
Green Human Resource Management (Green HRM) focuses on incorporating environmental sustainability into HR practices while aims to minimize the environmental impact of businesses and increase employees' environmental awareness. It involves promoting eco-friendly behaviors and sustainable practices among employees within an organization. To implement and apply sustainability policies, businesses need to progress in coordination with human resources functions. At this point, the concept of Green HRM emerges. Green HRM encompasses a wide range of areas, and the article outlines several key concepts.
Green Recruitment Policies
Green recruitment policies aim to attract the necessary human resources within the framework of environmental approaches to meet the strategic goals of businesses. It is observed that candidates with the talent and skills to fulfil the sustainability commitment may be more successful in promoting the company's environmental identity. Particularly, the inclusion of environmentally conscious employees in the organization contributes to making green policies more sustainable across the company.
Alignment with Corporate Social Responsibility (CSR) Goals
Organizations that integrate Green HRM with their broader CSR strategies can create a coherent message of sustainability and responsibility, enhancing employee commitment and loyalty. Employees engaged in CSR activities, such as community clean-ups or green initiatives, often feel a stronger connection to their company, leading to higher retention rates as well as a strong employee brand on the market.
Diversity and Inclusion
Green Human Resources Management promotes diversity and inclusion. Employing individuals with different talents and career backgrounds fosters the emergence of innovative ideas and different perspectives on sustainability. This, in turn, significantly contributes to the development of environmentally friendly solutions.
Environmental and Ethical Aspects of Green HRM
Green HRM processes adopt environmentally conscious approaches. For example, environmental impacts are minimized through methods such as online job postings, online tests, and interviews, and reducing paper usage in job application and evaluation processes. Additionally, emphasizing the company's environmental values in job postings plays an important role in reaching environmentally conscious candidates and in communicating the company's environmental policy to stakeholders.
Employee Engagement and Well-being
Companies that adopt sustainability strategies place great importance on employee well-being and work-life balance. Sustainable HR practices include policies that promote a healthy working environment, fair working practices, and the psychological well-being of employees. Such policies strengthen employees' commitment to the company, increase job satisfaction, and generally lead to higher motivation in the workplace.
Green HRM as a Retention Tool
Green HRM practices helps to create purpose and meaning for employees in their working environment. These practices emphasize sustainability can make employees feel that they are part of something meaningful, contributing to a greater good beyond profits. Also, the concept support alignment with personal values, particularly on younger generations. When an organization’s values align with their own, employees are more likely to feel satisfied and engaged, leading to higher retention.
Improved Workplace Morale and Culture: Implementing green practices fosters a culture of responsibility and collective action. This can enhance workplace morale as employees feel they are contributing to positive environmental impact, fostering a sense of pride and loyalty towards the organization.
Enhanced Employee Trust and Loyalty: When employees see their organization taking genuine steps towards sustainability, it builds trust in leadership and the company’s vision, fostering loyalty and reducing turnover. Employees are more likely to remain with a company that demonstrates long-term commitment to the environment and society, reinforcing a shared vision and values.
Reduced Employee Turnover Costs: High employee retention through Green HRM reduces the frequency of hiring and training new staff, which can be costly. This stability can lead to long-term savings for the organization. As an addition, organizations that engage in green practices are more likely to retain skilled employees who value sustainability, reducing the risk of losing valuable talent to competitors.
Attraction and Retention of Talent: Companies known for their commitment to sustainability can attract talent who are passionate about these issues. This strong employer brand helps retain employees who are already engaged in sustainability, reducing turnover. By showcasing a commitment to environmental responsibility, companies can differentiate themselves from competitors, making them more attractive to current and prospective employees.
Enhanced Teamwork: Green HRM often involves collaborative efforts, such as team-based sustainability projects or initiatives. These can strengthen bonds between employees, enhancing teamwork and reducing turnover.
Summary and Implications
Green Human Resources Management plays a critical role in helping businesses achieve their sustainability goals and ensuring long-term success. As an addition, Green HRM can significantly contribute to employee retention by creating a positive and engaging workplace culture, aligning organizational practices with employee values, and promoting a healthier, more sustainable work environment. This holistic approach not only benefits the environment but also helps organizations retain talent, enhance their reputation, and achieve long-term success. At the same time, by increasing employee engagement and motivation, it positively impacts the competitiveness and profitability of the business.
About InterSearch Turkey, Ageo International
Ageo International history started in 1991, as the first international search firm in the region. After nearly 30 years of partnering with world’s leading multinationals and Turkey’s most innovative companies, we became the longest-running human resources consulting firm in Turkey, providing top-notch end-to-end HR solutions. Having lived through many business cycles, we have grown into a mature and confident firm.
We combine extensive international experience with a deep understanding of the Turkish market and culture since the beginning. As a first mover of the field, we influenced the way executive search has grown into a recognized and sophisticated consulting business which has now become a choice of a profession for many Turkish business consultants.