Green HRM: An Article Review

Main Purpose

The expressed reasoning behind this article is to produce an expressed process model of how much Human Resource Management is interrelated with “Green HR” – that is, managing and using HR in such a way as to promote both sustainability within the corporation itself and environmental responsibility within the world as a whole (Mandip, 2012, p. 244). The authors considered and assessed the extant published material on such a subject in order to hypothesize such a model.

Key Question

The key question presented by the article is not just how HRM is involved with Green HR, but how to best employ the resources the sector of HR contains in order to promote Green HR within a company’s infrastructure (Mandip, 2012, p. 245).

Most Important Information

The most important information the article contains revolves around the fact that Human Resource Management is highly interdependent as it relates to business resource sustainability. Workers are the most valuable resource in a company’s infrastructure, but much of this value has to do not only with company production but profit margin in the conservation of company property allocation.

Main Point(s) of View

The author is clear in believing that Green HR holds both tremendous potential and real value for a company’s preservation and growth. It is also clear that the author believes strongly that traditional Human Resource Management has not been consistently effective in tapping the potential for employees to maximize this kind of profit margin (Mandip, 2012, p. 247).

Key Concept(s)

Key concepts include the idea that company strength is directly related to Green HR practices; that such practices include recycling, reduction of carbon footprint, and that reward systems are effective in promoting desired behavior (Mandip, 2012, p. 247).

Main Conclusion(s)

The main conclusions that Mandip draws from the available research include the fact that the future of Green HR holds stable potential for those invested in the sector of Human Resources; in other words, those who seek to promote Green HR practices in business have much to gain from pursuing it (Mandip, 2012, p. 249). Along with this, companies seem to be most effective at promoting Green HR practices by forming a legitimate connection between direct individual employee proactive behavior with causes that promote the Green HR ethos, such as involvement in recycling programs and encouraging proactive formulation of Green HR policies and practices by those involved in worker unions (Mandip, 2012, p. 250).

Reference

Mandip, G. (2012). Green HRM: People management commitment to environmentalsustainability. Research Journal of Recent Sciences; ISSN, 2277, 244-252.