Green HRM Practices as a Means of Promoting CSR: Suggestions for Garments Industry in Bangladesh

Abstract

For performing CSR an organization can focus on different areas like stakeholders’ interest, general social welfare and environmental concern. Stakeholders’ interests and environment obligations can be ensured through GHRM. GHRM implies eco-friendly human resource management practices like video recruitment, electronic file maintenance, online interview and test, using shared cars, environmental training, and green initiative based reward etc. In short, there is a scope for green practice in every function of HRM. Green HRM practices results in developing sustainability because it focuses on reservation and preservation of natural resources, minimization of wastage. So, a very strong correlation exists among CSR, GHRM and sustainability. But the practice of CSR in garments industry of Bangladesh is very poor although organizations in global market are trying for improving their performance in CSR since it increases positive images in the society. Garments organizations in Bangladesh are not interested in CSR as it involves sacrifices of some profits. GHRM is the way that an organization can practices that will facilitate CSR of the organizations without sacrificing profit. Because GHRM initiates environment friendly HR practices that minimizes environmental pollution with maximization of profit by reducing cost and wastage. So, GHRM can result in win-win situation for the firms and the society. To clarify this truth this paper tried to provide conceptual model to visualize the relationship among CSR, GHRM and sustainability. To do that it was tried to accumulate different works on GHRM and CSR. Some expert opinions were also taken from different academicians and practitioner informally.