OSAMAGUMWENDE Blessing Adagbonyin1, EHIMWENMA Enaruna Idubor, PhD2
1,2Department of Human Resource Management,
Faculty of Management Sciences,
University of Benin, Benin City.
osama.adagbonyin@uniben.edu
Abstract
This paper provides a comprehensive exploration of Green Human Resource Management (GHRM), examining its conceptual underpinnings, practical applications, and strategic implications. In an era of increasing environmental awareness and stakeholder pressure, organisations are recognising the crucial role of HRM in driving sustainability initiatives. This paper aims to clarify the concept of GHRM, delving into its definition and scope. It explores the theoretical foundations of GHRM, drawing upon established frameworks such as the Resource-Based View (RBV), Stakeholder Theory, and Resource Dependency Theory to explain why organisations adopt green HR practices. The paper identifies and elaborates on key GHRM practice. These practices are examined in detail, highlighting their specific contributions to organisational sustainability. Furthermore, this exploration critically discusses the benefits that organisations can derive from implementing GHRM, such as enhanced employer branding, cost savings through resource efficiency, and improved organisational performance. Conversely, the paper also acknowledges and analyzes the challenges associated with GHRM implementation, including lack of awareness, difficulties in measuring effectiveness, and resistance to change. By providing a holistic overview of GHRM, the contributed to a deeper understanding of its significance in promoting both organisational success and environmental sustainability. It concludes by suggesting avenues for future research in this evolving field.
Keywords: Green human resource management, green recruitment and selection, green compensation,
resource-based view, stakeholder theory.