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GREEN RECRUITMENT AND TALENT MANAGEMENT FOR
ENVIRONMENTAL SUSTAINABILITY IN MODERN ORGANIZATIONS
Tulyaganova Aziza
Lecturer of Turin Polytechnic University in Tashkent
The increasing global awareness of environmental issues has shifted the
focus of modern businesses towards sustainable development practices. This
trend has significant implications for human resource management, where green
recruitment and talent management play crucial roles in fostering
environmental responsibility within organizations. Green recruitment is more
than just hiring employees; it is about bringing in individuals who are not only
qualified but also committed to an organization's environmental goals and
practices. By embedding environmental values into HR processes, organizations
can drive a sustainable culture that aligns with the "triple bottom line"
–
economic, social, and environmental performanceThe concept of Green Human
Resource Management (GHRM) encompasses various practices, including green
recruitment, green training, and green development, that encourage pro-
environmental behaviors and promote sustainability across organizational
activities. As part of this framework, green recruitment focuses on hiring
individuals whose personal values align with the organization’s sustainability
mission. Such individuals are more likely to engage in eco-friendly practices,
participate in environmental initiatives, and contribute to green innovations
within the company. This approach not only helps to mitigate the organization's
environmental impact but also enhances its sustainability performance and
social responsibility [1].
Moreover, green recruitment contributes to a positive corporate image and
brand identity. Organizations recognized for their environmental commitment
often find that they are better positioned to attract and retain employees who
share similar values, thereby enhancing workforce morale, reducing turnover,
and driving sustainable business practices. As environmental issues continue to
be at the forefront of global challenges, the role of green HR practices will likely
become more pronounced, influencing how companies operate and interact with
the environment. By integrating green recruitment into their talent management
strategies, organizations can play a proactive role in addressing ecological
problems while meeting their business objectives.
Green recruitment is part of the broader concept of Green Human Resource
Management (GHRM), which focuses on recruiting, developing, and retaining
talent while promoting sustainable environmental practices. It emphasizes
attracting employees who possess a sustainable mindset, which helps
organizations innovate and work towards achieving their ecological goals [1].
The benefits of green recruitment practices extend to improved environmental
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management systems, as these practices ensure that new hires are aware of and
actively participate in the company's sustainability policies
Table 1.
Green Recruitment Practices and Impact on Sustainable Performance
Green Recruitment Practices
Percentage of
Organizations
Implementing (%)
Impact on
Sustainable
Performance (%)
Incorporation of Environmental Policies in Job
Descriptions
65
78
Eco-Friendly Job Advertisements
48
65
Environmentally Focused Interview Questions
53
72
Green Employee Induction and Training
Programs
70
85
Recruiting for Sustainability-Oriented Skills
61
77
The mediating role of green innovations in this process is crucial. Green
innovation refers to practices and product development that focus on
environmental sustainability. GHRM promotes green processes and innovations
that align with environmental policies and enhance an organization's sustainable
performance. Moreover, transformative leadership plays a key role in promoting
and implementing green HRM practices effectively. Leaders who advocate for
environmental initiatives can cultivate a culture that supports sustainable
performance across all levels of an organization.
Organizations that practice green recruitment also see benefits in their
public image. Being known as an environmentally conscious employer attracts
job seekers who value corporate social responsibility and environmental
sustainability. This alignment with sustainability trends fosters an environment
where employees are more likely to contribute to green initiatives and help the
organization achieve its long-term goals [3].
The practices detailed in the table reveal that green training programs and
incorporating environmental policies in job descriptions have the most
significant impact on sustainable performance. These practices demonstrate
how essential it is to embed sustainability into the core HR processes, from the
initial stages of recruitment to ongoing employee development.
However, there is a notable gap between the implementation rate and
impact in some practices. For example, while green training programs have an
85% impact on sustainability, they are currently adopted by 70% of
organizations. This gap presents an opportunity for more organizations to invest
in such programs to enhance their sustainability performance further. Similarly,
eco-friendly job advertisements, though only adopted by 48% of organizations,
have a significant impact on sustainability (65%). Increasing the use of eco-
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friendly job postings could therefore play a more prominent role in attracting
candidates with sustainability values [3].
Based on the analysis of green recruitment practices and their impact on
sustainable performance, here are some recommendations for organizations
seeking to improve their environmental sustainability through HRM:
- Since green training programs have the highest impact on sustainable
performance (85%), organizations should invest in comprehensive induction
and training sessions that cover environmental policies, sustainable practices,
and how employees can contribute to achieving ecological goals. This continuous
education builds a culture of sustainability and ensures that employees have the
skills and knowledge to make environmentally conscious decisions.
- With an implementation rate of 65% and a significant impact (78%),
making environmental goals clear in job descriptions is crucial. Organizations
should outline sustainability expectations and include specific green skills or
responsibilities to attract talent committed to ecological practices. This also
helps set a tone for sustainability from the hiring stage.
- To better assess candidates' sustainability mindset, organizations should
incorporate questions that explore their understanding of environmental issues,
experiences with sustainable practices, and motivation to contribute to green
initiatives. This practice ensures the recruitment of individuals who are
environmentally aligned with the organization, contributing to long-term
sustainable performance.
- Though only 48% of organizations have adopted this practice, eco-friendly
job advertisements help build a brand image as a sustainable employer.
Highlighting the company’s commitment to the environment not only attracts
green-conscious candidates but also enhances the overall public perception of
the organization. Using online platforms that promote sustainable business
practices can further amplify this message.
- Given that recruiting for sustainability-oriented skills has a high impact on
performance (77%), organizations should identify and target specific skills
related to environmental sustainability during the hiring process. These could
include knowledge of renewable energy, waste management, carbon footprint
reduction, or sustainable supply chain practices. Hiring employees with these
skills reduces the training gap and accelerates the implementation of green
initiatives.
- To ensure that green recruitment and talent management are contributing
effectively to sustainability goals, organizations should establish clear metrics
and performance indicators. These could track employee engagement in green
initiatives, reductions in environmental impact, and the overall contribution to
sustainability performance.
- Leadership plays a crucial role in promoting and sustaining environmental
practices. Transformational leadership that prioritizes green initiatives can
drive organizational change, motivate employees, and support the integration of
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sustainability across all levels of the organization. Leaders should actively
participate in green programs and encourage sustainable behavior through
regular communication and recognition of employee contributions.
References
1.
Jamil, S., Zaman, S. I., Kayikci, Y., & Khan, S. A. (2023). The Role of Green Recruitment on
Organizational Sustainability Performance: A Study within the Context of Green Human
Resource Management. Sustainability, 15(21), 15567. Link.
2.
Wang, Z., & Makhbul, Z. K. M. (2024). Green Human Resource Management as a Catalyst
for Sustainable Performance: Unveiling the Role of Green Innovations. Sustainability, 16(4),
1453. Link.
3.
Anwar, N., Mahmood, N. H. N., Yusliza, M. Y., Ramayah, T., Faezah, J. N., & Khalid, W.
(2020). Green human resource management for organisational citizenship behaviour towards
the environment and environmental performance on a university campus. Journal of Cleaner
Production, 256, 120401.
GREEN ECONOMY: ANALYSIS AND SCIENTIFIC APPROACHES
Voxidova Mehri
Head of the Department of Foreign Economic Activity.
PhD, Associate Professor
Tashkent State University of Oriental Studies
Ismailova Mahliyo
PhD Student
Tashkent State Institute of Oriental Studies
E-mail:
mahliyodipdiplomatiya@gmail.com
In the last decade, "green economy" has emerged as an important new term
in discussions on sustainability and national development strategies on a global
scale. In the United Nations (UN) vision
document titled “The Future We Want,”
the green economy is described as an economic development model that
improves human well-being and social equity while significantly reducing
environmental risks and resource scarcity[1]. According to several panels of
experts from the UN, this represents a
“new form of the growth paradigm,”
outlining a path towards transitioning the economic system from “causing crises
or leading to them” to “preventing and addressing them”[2].
Recognizing that current economic growth models are not socially,
ecologically, or economically sustainable, producers and decision-makers in the
private sector are collectively striving to develop alternative models like the
“green economy.” This has urged the international community to seriousl
y focus
on transitioning to a “green” ec
onomy, which is believed to ensure a sustainable
and desirable future aimed at social equity, ending poverty, and promoting
human well-being.
