Building green human resources involves developing a workforce that is not only skilled and efficient but also environmentally conscious and committed to sustainable practices. The foundation for constructing green human resources lies in fostering a culture of environmental responsibility within organizations. This entails integrating eco-friendly principles into various aspects of human resource management, including recruitment, training, employee engagement, and overall organizational policies.

The first step in building green human resources is to align recruitment processes with sustainability goals. Organizations can prioritize candidates who demonstrate a genuine commitment to environmental stewardship. This involves assessing candidates for their awareness of environmental issues, their track record of sustainable practices, and their willingness to contribute to the organization's green initiatives. Incorporating these criteria into the hiring process ensures that the workforce is built with individuals who share the organization's values regarding environmental responsibility.

Once a green workforce is established, the next crucial aspect is training and development. Organizations should invest in training programs that educate employees about the importance of sustainability, the environmental impact of their work, and best practices for minimizing ecological footprints. This training can cover areas such as energy conservation, waste reduction, and eco-friendly workplace habits. By providing employees with the knowledge and tools to adopt sustainable practices, organizations empower their workforce to contribute actively to environmental conservation efforts.

Employee engagement is another cornerstone of green human resources. Organizations can encourage employee involvement in sustainability initiatives by fostering a sense of environmental responsibility through communication, recognition, and incentives. This includes regular communication about the organization's green goals, acknowledging and rewarding environmentally friendly behaviors, and creating a collaborative environment where employees feel empowered to contribute innovative ideas for sustainable practices.

Additionally, organizational policies play a pivotal role in building green human resources. Establishing and enforcing policies that prioritize sustainability, such as flexible work arrangements to reduce commuting, waste reduction measures, and support for eco-friendly initiatives, demonstrate a commitment to environmental responsibility at the organizational level. Leadership should actively promote and embody these policies, setting an example for employees to follow.

Organizations aim to adopt environmentally friendly human resource management practices to increase operational efficiency, reduce environmental waste, lower costs, and contribute to green initiatives. Such actions may include activities like electronic monitoring, remote work, online training, and developing energy-efficient office spaces. These initiatives contribute to enhancing the environmental consciousness of employees. Human resource management in the green context is essential for avoiding environmental overreach through the implementation of certain changes and the liberation of tasks from traditional human resource management activities. This requires continuous communication with all employees, ensuring tasks are done efficiently.

Moreover, green human resource management involves creating opportunities for employees to contribute green ideas and participate in implementing eco-friendly initiatives, such as greening work incentives and promoting social responsibilities for organizations. Green human resource management also results from the three elements: social responsibility for organizations, electronic human resource management, and harmony between work and life. GHRM is responsible for shaping employees who understand and appreciate green practices in all human resource management functions such as recruitment, training, compensation, and human resource development. Zainab Yosif

Building green human resources (GHR) is a holistic approach that involves commitment from individual and as well organizations. It's about instilling a mindset that values and integrates sustainability into everyday practices. Starting with education, training, and policy integration lays a strong foundation for a workforce well-equipped to contribute to a sustainable greener future.

Green HRM is a concept of strategic HRM that is related with sustainable HRM. There are two main approaches to deal it.

One is environmentalist approach of HRM. It focuses on the HRM functions related with wise utilization of natural resources. For example recruiting environmentally awared candidate, environment-oriented performance appraisal and pay, etc.

The second approach of green HRM is elaborated as employee-centered HRM practices and policies. Scholars this school argued that greenery is all about dealing to the users of green environment. Under this view, green HRM includes health and wellbeing oriented HRM, the perception of HRM by employees, justices, etc.