Building a Sustainable Workforce in Sri Lanka Through Green HRM

Introduction

At present, it is remarkable that business organizations around the world demonstrate a favorable attitude towards social actors while focusing primarily on profitability, which remains their main business objective. Green HRM (Green Human Resource Management) stands out in this regard. Ultimately, green HR departments play a critical role in building a workforce that contributes to a sustainable economy.

What is “Green HRM”(GHRM)

Green Human Resources Management (GHRM) can be defined as a set of policies, practices, and systems that stimulate the green behavior of a company's employees to create an environmentally sensitive, resource-efficient, and socially responsible organization.

Sourcing Talent with a Commitment to Environmental Responsibility

A key aspect of Green HRM is recruitment. Companies can attract environmentally conscious talent by highlighting sustainability as a core value and emphasizing green initiatives in job postings and corporate branding. According to research by Jabbour et al. (2013), promoting environmentally friendly brands within organizations can enhance a company’s appeal to younger generations who value sustainability. By recruiting individuals who prioritize green values, Sri Lankan organizations can establish a culture that fosters environmental responsibility from the very beginning.

Dilmah Tea is an example of an organization in Sri Lanka that maintains excellent green human resource management. When hiring for job opportunities, they take the initiative in green recruitment by aligning employee values with sustainability.

Training and Development Programs for Environmental Awareness

One of the most impactful ways HR can encourage sustainable behavior is through training programs focused on environmental responsibility. Green HRM goes beyond placing recycling bins in the office and promotes active education on sustainability topics, such as energy conservation, waste management, and green commuting practices. Research by Zoogah (2011) shows that training and development programs are important in fostering a sustainable workforce. In Sri Lanka, organizations can incorporate green training into their onboarding process and integrate continuous development programs to reinforce environmentally friendly behaviors. 

For example, some Sri Lankan companies have introduced workshops on reducing individual carbon footprints and provided resources for employees to practice sustainable habits both at work and at home. Through this training, employees not only gain valuable skills but also develop a deeper connection with the organization, fostering a sense of self-worth in their roles and feeling empowered to make meaningful contributions.

Steps to Implementing a Paperless HR Environment

Reducing paper use is one of the simplest yet most effective ways to promote sustainability. By shifting to digital platforms for HR tasks such as payroll, recruitment, performance reviews, and employee communication, organizations can significantly reduce their environmental impact. As highlighted by Renwick et al. (2013), going paperless not only cuts down on waste but also enhances operational efficiency, allowing HR departments to operate faster and more effectively.

                                 

Many Sri Lankan companies are adopting cloud-based HR systems to enhance efficiency, accessibility, and support green initiatives, thereby promoting sustainability and contributing to sustainable development.

Promoting Eco-Friendly Commuting and Flexible Work Arrangements

Transportation emissions are a significant contributor to environmental issues, and Sri Lanka’s congested urban areas further exacerbate this problem. Green HRM encourages companies to offer flexible work arrangements, such as remote work and green commuting options, to reduce the carbon footprint associated with daily commuting. Research by Kim et al. (2019) indicates that remote work can cut commuting emissions by up to 90%, making it a powerful tool for reducing environmental impact.

Some Sri Lankan companies are meeting environmental goals by implementing flexible policies and green commuting programs, encouraging employees to use public transportation, carpool, or telecommute to promote work-life balance and reduce stress.

Challenges in Implementing Green HRM in Sri Lankan Companies

Companies in Sri Lanka face several challenges in implementing Green HRM. Many organizations rely on outdated practices, and the reluctance to move away from these methods, combined with limited knowledge of green practices among both employers and employees, has become a significant barrier. Furthermore, the initial investment required for small and medium-sized enterprises (SMEs) is high, and the financial resources necessary to implement green HR-related technologies and activities may be insufficient. The lack of flexible government regulations for green initiatives, along with inadequate infrastructure and recycling facilities, further reduces the scope for companies to prioritize environmental sustainability. Therefore, the government should take appropriate measures to promote Green HRM by appointing relevant policymakers, improving infrastructure, and providing strategic solutions to support organizations in adopting sustainable practices.

Conclusion

By embracing green recruitment, sustainable training, digital HR practices, and flexible work options, companies can empower HR departments to drive eco-friendly Green HRM initiatives, aiming to make organizations in Sri Lanka socially and environmentally responsible. This approach fosters a workforce that values sustainability, reduces carbon footprints, and supports Sri Lanka's sustainable future goals.

References

1. Jabbour, C. J. C., Santos, F. C. A., & Nagano, M. S. (2013). Green HRM: Managing People for Environmental Excellence and Competitive Advantage. Journal of Environmental Management, 121, 9-15.

2. Zoogah, D. B. (2011). The Dynamics of Green HRM Behaviors. Organizational Behavior and Human Decision Processes, 114(1), 1-10.

3. Renwick, D. W. S., Redman, T., & Maguire, S. (2013). Green HRM: A Review and Research Agenda. International Journal of Management Reviews, 15(1), 1-14.

4. Kim, J., Eom, K., & Kim, J. (2019). Sustainable Remote Work and Carbon Emission Reductions. Sustainability, 11(13), 1-15.