Green HRM in Sri Lanka Organisations
Green HRM in Sri Lankan Organisations: An Emerging
Imperative for Sustainability
Introduction to Green HRM
Green Human Resource Management (Green HRM)
unites environmental management strategies with Human Resources operations
including employee recruitment and training and employee assessment and
engagement programmes. Through its implementation employers can achieve
sustainable business practises which develops employees toward environmentally
responsible conduct.
The State of Green HRM in Sri Lanka
The concepts of Green HRM are rapidly
expanding across Sri Lankan academic institutions and corporate organisations.
Jayasekara, Iddagoda, and Dissanayake (2023) explain that state universities
adopt Green HRM depending on leadership patterns combined with organisational
cultures and individual characters. A combination of these elements drives
employees toward green-thinking behaviour.
Awareness vs. Practice Gap
Research by Thilakarathne et al. (2019)
confirmed that Sri Lankan private organisations experience a significant
difference between their awareness of Green HRM practices and their true
implementation. The shortage of technical expertise and established policies
prevents HR professionals from executing their identified green initiatives
fully despite their awareness of their importance.
Empowering Employees for Environmental Performance
According to Kularathne (2020) green
employee empowerment stands vital for operational success in the dairy
industry. Environmental performance improves through Green HRM practises
especially green recruitment training and rewards because these elements help
employees feel enabled to act sustainably.
Shaping Environmental Attitudes Through HRM
Opatha and Kottawatta (2020) explain how
HRM practises influence workers' environmental viewpoints that subsequently
improve organisational sustainability results. Research in the tile industry
shows that organisations can develop positive green attitudes by maintaining
persistent interaction with employees while implementing green-oriented human
resource management practices.
Sri Lankan organisations benefit greatly
from advancing their adoption of Green HRM practises for achieving
sustainability targets. Green HRM needs to achieve cultural alignment and
practical understanding to reach maturity as a fundamental organisational
standard.
References
Jayasekara, T., Iddagoda, A. and
Dissanayake, H. (2023) ‘Factors affecting green human resource management: A
study of a State University sri lanka’, LUMEN Proceedings, pp. 127–136.
doi:10.18662/lumproc/gekos2022/10.
Kularathne, R. (2020) Does Green
Employee Empowerment Mediate the Relationship between Green HRM and
Environmental Performance?, Researchgate. Available at:
https://www.researchgate.net/profile/Rasanjalie-Kularathne (Accessed: 01 April
2025).
Opatha, H.H.D.P.J. and Kottawatta, H.
(2020) (PDF) Green HRM, Green Attitude and green work behavior of employees:
An empirical study in a Sri Lankan Tiles Manufacturing Company, Researchgate.
Available at:
https://www.researchgate.net/publication/342097914_Green_HRM_Green_Attitude_and_Green_Work_Behavior_of_Employees_An_Empirical_Study_in_a_Sri_Lankan_Tiles_Manufacturing_Company
(Accessed: 01 April 2025).
Thilakarathne, T.A.H.P., De Silva, K.N.N.
and Liyanapatabendi, C.B.S. (2019) (PDF) Green HRM, Green Attitude and green
work behavior of employees: An empirical study in a Sri Lankan Tiles
Manufacturing Company, Researchgate. Available at:
https://www.researchgate.net/publication/342097914_Green_HRM_Green_Attitude_and_Green_Work_Behavior_of_Employees_An_Empirical_Study_in_a_Sri_Lankan_Tiles_Manufacturing_Company
(Accessed: 01 April 2025).
This piece on Green HRM in Sri Lankan organizations presents a clear and insightful overview of how integrating environmental practices into human resource management can drive sustainability. It highlights the growing awareness of Green HRM in various sectors, particularly in universities and the private sector. The discussion on the gap between awareness and actual practice reveals the challenges organizations face, such as a lack of technical expertise and established policies. Empowering employees through training and engagement is emphasized as key to improving environmental performance. Overall, this piece effectively underscores the importance of adopting Green HRM practices for organizations in Sri Lanka to achieve their sustainability goals and create a positive environmental impact.
ReplyDeleteThank you Thilanka, as you mention Green HRM is one of the main part in modern trending HRM system.
DeleteThis article provides a strong overview of Green HRM and its relevance in Sri Lanka. It effectively highlights the growing awareness of Green HRM practices while addressing the gap between knowledge and implementation. The discussion on industry-specific impacts, such as in universities, private organizations, and the dairy sector, adds depth to the analysis. However, incorporating more concrete examples or case studies from Sri Lankan companies successfully applying Green HRM could strengthen the argument. Additionally, a clearer conclusion summarizing key takeaways would improve the overall flow. Overall, this is an insightful and well-researched piece that effectively underscores the importance of integrating HRM with sustainability efforts.
ReplyDeleteDear Nadeera,
DeleteThank you for your feedback. I'm glad to your valuable reply for my blog.
This article introduces the concept of Green HRM well, emphasizing its role in integrating environmental management with HR functions. This is a very important topic that is relevant to the present day. By applying green Human Resource Management in srl lankan organizations can achieve success and create a positive environmental impact.
ReplyDeleteDear Nayana,
DeleteThank you for your thoughtful feedback, as you mention Green HRM is one of the main part in modern trending HRM system.
The blog provides a clear explanation of Green HRM, highlighting its role in combining environmental management with HR practices. It also discusses how Sri Lanka’s academic institutions and companies are adopting Green HRM to promote sustainable practices and environmentally responsible behavior among employees, fostering a culture of green-thinking
ReplyDeleteDear Mithila,
DeleteI appreciate your insights regarding selection methods.
Hi Kalani,
ReplyDeleteThe emphasis on employee empowerment, particularly in industries like dairy, is another important point. Green recruitment, training, and reward systems not only boost environmental performance but also foster a culture where employees feel motivated and supported in their sustainability efforts.
Dear Ishara,
DeleteThank you for your response in this title.
This section provides a comprehensive overview of Green HRM in the Sri Lankan context, incorporating key studies and findings. It clearly presents the challenges, gaps, and benefits of Green HRM adoption, particularly in relation to employee empowerment and organizational sustainability. Including more specific case studies could further enhance its practical relevance.
ReplyDeleteDear Thiranji,
DeleteI value your ideas to compare common and Green HRM deference's. Thank you for your thoughtful feedback.
This insightful analysis of the expanding significance of green HRM practices is current and well-considered. For the purpose of promoting true, long-term sustainability, the focus on constant employee involvement and cultural alignment is particularly crucial. The fact that Sri Lankan businesses are taking this step forward and clearing the path for a more ethical and ecologically sensitive business climate is heartening.
ReplyDeleteDear Dushanthi,
DeleteI value your ideas to compare common and Green HRM deference's. Thank you for your thoughtful feedback.
The expanding significance of green human resource management, or green HRM, in Sri Lanka is covered in this chapter, with an emphasis on how it encourages environmental responsibility in businesses. It draws attention to the discrepancy between knowledge and real application of green human resource management methods, which is mostly caused by a lack of policies and competence. In order to promote sustainable behavior and enhance organizational sustainability, the chapter highlights the necessity for HR to empower staff members through green hiring, training, and incentives. To reach complete efficacy, Green HRM practices must be further developed.
ReplyDeleteDear Nethmi,
DeleteThank you for your thoughtful feedback.
Really interesting read! It’s great to see Green HRM gaining traction in Sri Lanka, especially with how it links employee development to sustainability. The gap between knowing and actually doing is so real—hopefully with the right support and leadership, more companies can turn awareness into real action. Loved the examples too!
ReplyDeleteDear Thamashi,
DeleteI value your ideas to compare common and Green HRM deference's. Thank you for your thoughtful feedback.