A class presentation given in class in a team of three. Green HRM is an merging concept which every organisation needs to follow for the betterment of the environment.
Green HRM involves using HRM policies and practices to promote environmental sustainability within organizations. It aims to reduce businesses' ecological footprints through practices like green recruitment, paperless offices, energy conservation, recycling, and green buildings. While green HRM has upfront costs, it provides benefits like healthies work environments, cost savings, and tax rebates. As environmental issues rise in importance, more companies are embracing green HRM strategies.
This research proposal explores green HRM practices in organizations. It begins with an introduction defining green HRM and discussing how HRM policies can support sustainable resource use and environmental sustainability. The background discusses how HR practices are an emerging 21st century tool and how organizations must consider social and environmental impacts for long-term sustainability. The objectives are to explore an organization's green HRM practices and how they create an environmentally friendly and sustainable organization. A literature review discusses how the HR department supports sustainability and developing a sustainable organizational culture. The methodology will use a qualitative exploratory approach studying a bank through open-ended questionnaires. Data will be analyzed using SPSS software. The conclusion is that green HRM has scope globally and within organizations to increase
Green Human Resource Management (Green HRM) refers to policies and practices that make employees and the workplace more environmentally sustainable. The concept originated in 1996 from a book that discussed human resources and environmental management. Green HRM aims to develop employees' green competencies and behaviors to help organizations achieve environmental goals like reducing pollution and waste. Key aspects of Green HRM include making recruitment, training, performance evaluations, and rewards systems support environmental sustainability. The ultimate goal is to create a more environmentally friendly workplace that benefits employees, businesses and society.
This Presentation is about the need for Green HRM.
it also deals with
Green Recruitment, Hiring, Training and Development, Rewards, Initiatives, Benefits and Sustainability benefits.
Green HRM refers to the use of HR policies and practices to promote environmental sustainability within organizations. It has two main goals: implementing environmentally friendly HR practices and preserving knowledge capital. Some key HRM practices for Green HRM include green recruitment, performance management, training and development, compensation, and initiatives like paperless offices, green buildings, and product take-back programs. An example is Infosys, which uses green recruiting and has received LEED certifications for its radiant cooling buildings that use technologies like daylight sensors and solar power. Implementing Green HRM helps engage employees, lower costs, and make organizations more environmentally sustainable.
With changing times, it is essential to focus more on making the corporate processes environment friendly. HRM is one such function that could be made paperless so that it not only helps the environment by saving trees but also increases the overall efficiency by shifting the focus to strategic initiatives rather than administrative tasks
Green HRM is the use of HRM policies to promote the sustainable use of resources within business organizations and more generally, promotes the cause of environmental sustainability. This presentation will give you the detailed information of Green HRM,what are the companies who are following it and it's usage in the prospect of Bangladesh.
Green Human Resources Management focuses on blending environmental aspects with human resource management. It discusses the concept of the triple bottom line and its role in sustainability. Green HRM aims to develop environmental sensitivity in employees and make them aware of how their behaviors impact the environment. It does this through green recruitment, training, performance management, and other HR functions. Studies have found benefits to organizations that implement green HRM practices such as improved financial performance and competitive advantage. As environmental issues rise in importance, organizations are increasingly adopting green HRM to help achieve their sustainability goals.
This document provides an overview of green human resource management (HRM) practices. It discusses how the HR function can help drive environmental sustainability within organizations by aligning practices with sustainability goals. Some key green HRM strategies mentioned include implementing environmentally-friendly training programs, encouraging employee participation in environmental initiatives, tying performance evaluations and compensation to environmental metrics, and recognizing employees for environmental achievements. The document concludes with a case study of green HRM practices at ITC Limited, an Indian company.
Green HRM involves environmentally friendly HR practices and preserving knowledge capital. It aims to increase employee awareness, lower costs, improve engagement and retention through initiatives like green buildings, paperless offices, and waste recycling. Benefits include motivating employees, gaining competitive advantages, reducing turnover, and improving workforce health. Key aspects of Green HRM are performance management, training, employee involvement, reward systems, and recognition.
This document discusses green human resource management (GHRM). It defines GHRM as using HRM policies to promote sustainable resource use and environmental sustainability. GHRM involves environmentally-friendly practices and preserving knowledge. It discusses the need for GHRM to reduce ecological footprints. Some key GHRM practices discussed are green recruitment, performance management, training, compensation, and initiatives like green building, paperless offices, energy conservation and waste recycling. Advantages include healthier work environments and cost savings while disadvantages include initial expenses and lack of support. The conclusion states GHRM is growing but still early stages.
Green human resource management (Green HRM) involves integrating environmental management with human resource management policies. This allows business organizations to use HRM policies to promote environmental sustainability and conservation of resources. There is a need for green recruitment, training, and workplace practices. Some examples of green companies in India include Suzlon Energy, whose corporate headquarters uses highly energy efficient practices, and Mokshada Green Cremation, which uses more environmentally friendly cremation methods. These companies demonstrate practices that promote environmental protection.
This document discusses green human resource management (Green HRM). It defines Green HRM as the integration of environmental management with human resource management. Green HRM involves environmentally friendly HR practices and preserving knowledge capital. Some practices of Green HRM mentioned include using online interviews to reduce paper usage, providing commute benefits to encourage green transportation, and using green materials. Implementing Green HRM can increase employee motivation, create a competitive advantage, reduce turnover, and improve workforce health. The document also provides examples of how different HR functions like job analysis, selection, training, and performance evaluation can be made more environmentally sustainable.
This document discusses green business management. It defines green management as focusing on the construction process of businesses to produce profits in an environmentally sustainable way. Green businesses operate in a way that solves environmental and social problems. They adopt principles, policies and practices that improve life for customers, employees and the environment. The triple bottom line and corporate social responsibility are key concepts for green businesses, which aim to minimize their environmental impact and offer eco-friendly products while supporting green causes. The scope of green management is designed to efficiently use resources, protect health, and reduce waste and pollution.
Green business aims to minimize environmental impact while meeting financial and social goals. It encompasses enterprises in sectors like green foods, consulting, vehicles and appliances. Going green provides cost savings through efficiency and a competitive advantage by appealing to sustainability-minded customers. Green businesses are socially responsible by caring for workers, customers, and communities while protecting the environment. The ultimate goals are to enhance environmental quality, create jobs, and achieve economic and social benefits through diversity and training opportunities.
Green Human Resource Management is nothing but securing the environment and optimizing the resources by doing eco-friendly practices and making policies about the same
Green human resource management (HRM) aims to transform employees into green employees to help organizations achieve environmental sustainability goals. Making HRM functions green involves including environmental criteria in job analysis, recruitment, selection, induction, training, performance evaluation, rewards, and discipline. Research has found that employee training positively impacts organizations' environmental and financial performance, and that HRM practices can influence how successfully environmental management systems are implemented in organizations. Green HRM helps reduce costs while retaining talent, engages employees, and benefits the environment and society.
GREEN MARKETING - AN ANALYSIS OF CONSUMER BEHAVIOUR TOWARDS GREEN PRODUCTSTanushree Bhowmick
This paper was presented in the Ist International Conference on Business & Information Management (ICBIM), 2012, organized by NIT, Durgapur. This is basically a research paper aiming to contribute towards the growing ecological concern that most marketers want to address these days. It also tries to unveil consumer behaviour towards the purchase and consumption of eco-friendly products.
The document discusses four methods of job design: job simplification, job rotation, job enlargement, and job enrichment. Job simplification breaks jobs into repetitive tasks for efficiency. Job rotation periodically shifts employees between similar jobs to prevent boredom. Job enlargement expands jobs horizontally by adding more tasks without new skills. Job enrichment expands jobs vertically by giving employees more autonomy, responsibility, and motivation through challenging work.
Green Business practices, for small and medium businesses. Lets hope some companies at least follow it, and if they do we will be able to save our planet.
The document discusses international human resource management (IHRM), which involves managing human resources across national borders. IHRM differs from domestic HRM in several ways, such as requiring more HR activities to deal with taxation, culture, and legal issues in multiple countries. It also requires a broader perspective to meet diverse needs. Managing employees across cultures and countries presents various challenges for IHRM, such as high expatriate failure rates, developing a globally dispersed workforce, and overcoming cultural and legal differences between locations. Globalization and pressures of competitiveness have increased the importance of effective IHRM for international organizations.
This document discusses corporate social responsibility (CSR). It defines CSR as businesses fulfilling their duty to care for society and integrating social and environmental concerns into their operations. International organizations see CSR as companies voluntarily managing processes to have an overall positive societal impact. Benefits of CSR include winning new business, attracting employees, and enhancing reputation. The document outlines CSR initiatives focused on markets, products, employees, society, and the environment. While some argue CSR lowers profits, others say it balances corporate power, discourages regulation, and promotes long-term profits. Guidelines are provided for practical CSR application.
The purpose of this study is to describe the various initiatives introduced by the Indian companies namely HCL, LG India and Wipro InfoTech for promoting Green Marketing along with the reasons behind these companies adopted this great Initiative.
The document discusses Neha Agrawal's experience interning at the Vibrant Saurashtra Expo and Summit during her MBA studies. She describes various lessons learned, including the importance of starting from the ground level, teamwork, humility, communication skills, and lifelong learning. She gained valuable knowledge from many business leaders and speakers at the event. Neha provides some suggestions to improve future summits, such as better compering, food, and scheduling. Overall, she feels the internship fulfilled her goal of gaining knowledge and experience.
The document discusses continuous evaluation components for an MBA student named Neha Agrawal studying at Atmiya Institute of Technology & Science. It provides details about the institute such as it was founded in 1994 and is headed by Ashok Parakh. It is part of the Champalal Group which manufactures, exports, and supplies refined edible and industrial grade salt. The document also outlines the institute's values of adhering to an ethics-based system and providing work satisfaction to employees. It aims to improve product quality and innovate through constant research.
Green Human Resources Management focuses on blending environmental aspects with human resource management. It discusses the concept of the triple bottom line and its role in sustainability. Green HRM aims to develop environmental sensitivity in employees and make them aware of how their behaviors impact the environment. It does this through green recruitment, training, performance management, and other HR functions. Studies have found benefits to organizations that implement green HRM practices such as improved financial performance and competitive advantage. As environmental issues rise in importance, organizations are increasingly adopting green HRM to help achieve their sustainability goals.
This document provides an overview of green human resource management (HRM) practices. It discusses how the HR function can help drive environmental sustainability within organizations by aligning practices with sustainability goals. Some key green HRM strategies mentioned include implementing environmentally-friendly training programs, encouraging employee participation in environmental initiatives, tying performance evaluations and compensation to environmental metrics, and recognizing employees for environmental achievements. The document concludes with a case study of green HRM practices at ITC Limited, an Indian company.
Green HRM involves environmentally friendly HR practices and preserving knowledge capital. It aims to increase employee awareness, lower costs, improve engagement and retention through initiatives like green buildings, paperless offices, and waste recycling. Benefits include motivating employees, gaining competitive advantages, reducing turnover, and improving workforce health. Key aspects of Green HRM are performance management, training, employee involvement, reward systems, and recognition.
This document discusses green human resource management (GHRM). It defines GHRM as using HRM policies to promote sustainable resource use and environmental sustainability. GHRM involves environmentally-friendly practices and preserving knowledge. It discusses the need for GHRM to reduce ecological footprints. Some key GHRM practices discussed are green recruitment, performance management, training, compensation, and initiatives like green building, paperless offices, energy conservation and waste recycling. Advantages include healthier work environments and cost savings while disadvantages include initial expenses and lack of support. The conclusion states GHRM is growing but still early stages.
Green human resource management (Green HRM) involves integrating environmental management with human resource management policies. This allows business organizations to use HRM policies to promote environmental sustainability and conservation of resources. There is a need for green recruitment, training, and workplace practices. Some examples of green companies in India include Suzlon Energy, whose corporate headquarters uses highly energy efficient practices, and Mokshada Green Cremation, which uses more environmentally friendly cremation methods. These companies demonstrate practices that promote environmental protection.
This document discusses green human resource management (Green HRM). It defines Green HRM as the integration of environmental management with human resource management. Green HRM involves environmentally friendly HR practices and preserving knowledge capital. Some practices of Green HRM mentioned include using online interviews to reduce paper usage, providing commute benefits to encourage green transportation, and using green materials. Implementing Green HRM can increase employee motivation, create a competitive advantage, reduce turnover, and improve workforce health. The document also provides examples of how different HR functions like job analysis, selection, training, and performance evaluation can be made more environmentally sustainable.
This document discusses green business management. It defines green management as focusing on the construction process of businesses to produce profits in an environmentally sustainable way. Green businesses operate in a way that solves environmental and social problems. They adopt principles, policies and practices that improve life for customers, employees and the environment. The triple bottom line and corporate social responsibility are key concepts for green businesses, which aim to minimize their environmental impact and offer eco-friendly products while supporting green causes. The scope of green management is designed to efficiently use resources, protect health, and reduce waste and pollution.
Green business aims to minimize environmental impact while meeting financial and social goals. It encompasses enterprises in sectors like green foods, consulting, vehicles and appliances. Going green provides cost savings through efficiency and a competitive advantage by appealing to sustainability-minded customers. Green businesses are socially responsible by caring for workers, customers, and communities while protecting the environment. The ultimate goals are to enhance environmental quality, create jobs, and achieve economic and social benefits through diversity and training opportunities.
Green Human Resource Management is nothing but securing the environment and optimizing the resources by doing eco-friendly practices and making policies about the same
Green human resource management (HRM) aims to transform employees into green employees to help organizations achieve environmental sustainability goals. Making HRM functions green involves including environmental criteria in job analysis, recruitment, selection, induction, training, performance evaluation, rewards, and discipline. Research has found that employee training positively impacts organizations' environmental and financial performance, and that HRM practices can influence how successfully environmental management systems are implemented in organizations. Green HRM helps reduce costs while retaining talent, engages employees, and benefits the environment and society.
GREEN MARKETING - AN ANALYSIS OF CONSUMER BEHAVIOUR TOWARDS GREEN PRODUCTSTanushree Bhowmick
This paper was presented in the Ist International Conference on Business & Information Management (ICBIM), 2012, organized by NIT, Durgapur. This is basically a research paper aiming to contribute towards the growing ecological concern that most marketers want to address these days. It also tries to unveil consumer behaviour towards the purchase and consumption of eco-friendly products.
The document discusses four methods of job design: job simplification, job rotation, job enlargement, and job enrichment. Job simplification breaks jobs into repetitive tasks for efficiency. Job rotation periodically shifts employees between similar jobs to prevent boredom. Job enlargement expands jobs horizontally by adding more tasks without new skills. Job enrichment expands jobs vertically by giving employees more autonomy, responsibility, and motivation through challenging work.
Green Business practices, for small and medium businesses. Lets hope some companies at least follow it, and if they do we will be able to save our planet.
The document discusses international human resource management (IHRM), which involves managing human resources across national borders. IHRM differs from domestic HRM in several ways, such as requiring more HR activities to deal with taxation, culture, and legal issues in multiple countries. It also requires a broader perspective to meet diverse needs. Managing employees across cultures and countries presents various challenges for IHRM, such as high expatriate failure rates, developing a globally dispersed workforce, and overcoming cultural and legal differences between locations. Globalization and pressures of competitiveness have increased the importance of effective IHRM for international organizations.
This document discusses corporate social responsibility (CSR). It defines CSR as businesses fulfilling their duty to care for society and integrating social and environmental concerns into their operations. International organizations see CSR as companies voluntarily managing processes to have an overall positive societal impact. Benefits of CSR include winning new business, attracting employees, and enhancing reputation. The document outlines CSR initiatives focused on markets, products, employees, society, and the environment. While some argue CSR lowers profits, others say it balances corporate power, discourages regulation, and promotes long-term profits. Guidelines are provided for practical CSR application.
The purpose of this study is to describe the various initiatives introduced by the Indian companies namely HCL, LG India and Wipro InfoTech for promoting Green Marketing along with the reasons behind these companies adopted this great Initiative.
The document discusses Neha Agrawal's experience interning at the Vibrant Saurashtra Expo and Summit during her MBA studies. She describes various lessons learned, including the importance of starting from the ground level, teamwork, humility, communication skills, and lifelong learning. She gained valuable knowledge from many business leaders and speakers at the event. Neha provides some suggestions to improve future summits, such as better compering, food, and scheduling. Overall, she feels the internship fulfilled her goal of gaining knowledge and experience.
The document discusses continuous evaluation components for an MBA student named Neha Agrawal studying at Atmiya Institute of Technology & Science. It provides details about the institute such as it was founded in 1994 and is headed by Ashok Parakh. It is part of the Champalal Group which manufactures, exports, and supplies refined edible and industrial grade salt. The document also outlines the institute's values of adhering to an ethics-based system and providing work satisfaction to employees. It aims to improve product quality and innovate through constant research.
The document discusses the importance of integrity, defining it as honesty, courage, and consistency in one's actions and values. It notes that having integrity builds trust with others and leads to future success, while a lack of integrity can damage relationships and undermine leadership. Several examples are given of how demonstrating integrity through one's words and actions is important both personally and professionally.
This document presents a research study on work-life balance among women. It includes an introduction, literature review, research problem and objectives, hypotheses, methodology, data analysis, findings, limitations, and conclusion. The research problem aims to understand issues women face balancing domestic and professional life. Objectives include identifying problems, tactics for balance, impact factors, and measures taken by firms. Hypotheses are tested using chi-square tests. Primary data was collected through surveys and observations, and secondary data from research papers and articles. Findings indicate work and home life affect each other, family size impacts balance, and views differ by sector. Suggestions include achieving success and having family support to enhance productivity.
Whistle Blower is a person who takes a stand against the wrong for Selfless motives and remains resolute to his/her stand. This was a presentation given by me as a group of 5 girls across the MBA at Atmiya Institute of Technology & Science
Theme-2 Challenges & Opportunities for Women in 21st CenturyNeha Garg (Agrawal)
This document discusses the recognition of women in science in India. It finds that while Indian women have received recognition for their scientific contributions through awards like the Bhatnagar Award and fellowships in science academies, their representation is still low compared to men. The level of recognition for Indian women is increasing but more needs to be done to improve their visibility and empower them in science and technology fields. Globally, women have received the Nobel Prize 16 times for their contributions to science. Notable Indian and Indian-origin women like Kalpana Chawla and Sunita Williams have also gained international recognition for their achievements.
Presentation in a group of Two. There was an International conference on Women in Science & Technology: Creating Sustainable Career by Gujarat Technological University at BVM Engineering College where we presented our paper.
This was one of the presentation that i gave up in team with one of my friends, Vijay Dholakiya at a National Level Event MX Square at Kum. M H Gardi College Rajkot. It was Basically a company defined problem given up by Yellow Chillies which we tried to evaluate and solve.
This is my very first presentation during my pursuance of MBA.
It was a presentation in a group of Eight.
It is all about the various kinds of Interviews and the Dos and Donts of Interviews.
Making Hill Areas Sustainable Places to Live and WoekJIT KUMAR GUPTA
Hill areas are known to be different and distinct from plain areas of any country, because of its unique diversity, physiography, structure, topography, morphology, flora, fauna, herbs, fruits, vegetation, bio-diversity, climate, culture, heritage, fragility, vulnerability, nature, natural resource, views, quality of life, lakes, glaciers, mobility, infrastructure, built structures etc. Occupying 17% geographical areas and housing 11% national population, hill areas occupy unique space and importance in the growth story of India, as a nation.
Despite distinct character, role , relevance and importance of rational planned development of hill areas, its overall / integrated development and management has been marginalized. With priority and resources going to the plain areas of the country, hill areas are being subjected to large unplanned, irrational and sub-standard growth and development. Accordingly, hill areas are fast becoming hotbeds of vulnerability, both natural and manmade, facing large number of challenges in terms of earthquakes, landslides and flooding, leading to massive loss of human life, animals, infrastructure, built environment and property. Current scenario of irrational, unplanned and haphazard development in hill areas can be, primarily and essentially, attributed to the absence of adequately trained manpower in the art and science of planning, development and management of the hill areas and giving low priority to rationalising development of hill areas. Having special and specific features, hill areas pose different/unique challenges in planning and development and accordingly need different skill-sets, understanding, expertise and approach to its planning and development. Unfortunately, despite having large area and housing large population, no institution in the country offers specialized course in the planning, development , construction and management of hill areas. It is time for Government of India and hill states of India, to ask all IITs/Nits/SPAs and other private universities, located in the hill states to run dedicate specialized courses for the planning, development and management of hill areas. In addition, Government of India, must enact a law and Constitute a High Powered National, Hill Area Planning and Development Authority , on the pattern of NCR Delhi , comprising of representatives of Government of India, hill states and experts from the related fields, under the overall Chairmanship of Minister-in Charge Hill States with Ministers of hill states, Chief Secretaries of Hill States as members , to define the agenda and roadmap for the integrated growth and development of hill states of the country. The Authority should be mandated to prepare the Regional plan of the entire Himalayan Region and provide framework for the states to draw its own Regional Plan. This would help in not only ensuring integrated growth of hill states of the country but will also help in making hill areas
Cost-Effective Erosion Control Protecting Your Project with Envirotac’s Innov...Envirotac Inc.
Erosion control isn’t just about protecting land—it’s about protecting your investment. Whether you’re managing a construction site, a military training area, or a remote access road, uncontrolled erosion can lead to safety hazards, environmental fines, and rising costs. At Envirotac, we believe there’s a smarter way. Visit us: www.envirotacinc.com
Eco-web Udaipur Newsletter is quarterly published Newsletter in digital mode to share news on environmental issues including old and new innovatives for environmental conservation
Course Title: Geodatabase (GISc3064)
Instructor: Moges Gtachew
This course provides a comprehensive introduction to geographic databases, with a focus on spatial data management using Geographic Information Systems (GIS). Students will explore the structure and function of geodatabases, understand the differences between file-based and database approaches, and gain hands-on experience with database design, SQL queries, and ESRI’s geodatabase system. The course balances theoretical knowledge with practical skills, essential for effective GIS data handling, analysis, and application in real-world scenarios.
This presentation outlines the Florida Department of Environmental Protection's (DEP) 2025 Draft Basin Management Action Plan (BMAP) for Lake Jesup. Developed in collaboration with regional stakeholders, the BMAP provides a detailed, phased strategy for reducing nutrient pollution and restoring water quality in one of Central Florida’s largest lakes. It builds on previous plans from 2010 and 2019, incorporating updated legislative requirements, management actions, wastewater and stormwater treatment protocols, agricultural BMPs, and future growth analysis. This adaptive management framework is designed to meet total maximum daily load (TMDL) targets for total nitrogen and phosphorus by 2030.
A Case Study of Rural Women’s Political Empowerment through Panchayati Raj In...PriyankaKilaniya
This Research paper has attempted to investigate the efficacy of women's involvement in the process of their political empowerment. The involvement of women in Panchayati Raj institutions is a specific focus of the research paper. The Rajouri district of UT of Jammu and Kashmir is where the study was carried out. The purpose of the Panchayati Raj System was to formally include rural residents from all demographic groups in local government. The Panchayati Raj's designers intended for women to be involved in their own growth as well as men. Although it is a drawn-out and challenging process, the Panchayats' reservation for women has given them the chance to eliminate the traditional gender, caste, and class roles that women have had to play as well as the hierarchy prejudice that they have encountered. Notwithstanding the obstacles of gender division of labour, low literacy, mobility, seclusion, and a lack of knowledge and training, women must struggle for the right to be more than proxy members. This study adopts a case study research design to explore the empowerment of rural women through their participation in Panchayati Raj Institutions (PRIs). A case study approach is particularly suitable for in-depth examination of real-life social phenomena within their specific contexts (Yin, 2009). The Rajouri district of Jammu and Kashmir serves as the study area, with two blocks purposefully selected to represent diverse socio-economic and demographic characteristics. The research employs a mixed-methods strategy, combining both quantitative and qualitative techniques to gain a comprehensive understanding of the issue. This approach enables triangulation of data, which enhances the validity and reliability of the findings (Creswell & Plano Clark, 2011). The study sample consists of 86 women representatives elected to PRIs from two selected blocks of the Rajouri district. These respondents were selected using purposive sampling to ensure inclusion of women with relevant roles and experiences within Panchayati Raj governance. The diversity within the sample allows the study to capture a wide range of socio-political dynamics. A structured questionnaire was administered to all 86 respondents. The questionnaire included both closed and open-ended questions, covering areas such as political participation, decision-making roles, family and community support, exposure to training programs, and challenges faced in office. The quantitative data was later statistically analyzed to identify trends and patterns. To complement the survey data, qualitative methods such as semi-structured interviews and field observation were used. This data was critical for capturing the subjective dimensions of empowerment. Data collection for this research relied on both structured and unstructured methods—oral interviews, questionnaires, and field observations. To gain a comprehensive understanding of the institutional framework and implementation of rural development and Pancha
CapTechTalks Webinar April 2025 Aslak Molvaer.pptxCapitolTechU
Slides from an April 17 webinar presented by Capitol Technology University and featuring Aslak Molvaer discussing "The Nordic Model of Sustainability."
7. Role of HR Professional
HR Generalists
(Today?)
Light Green
HR Environmental
Generalists
(Tomorrow?)
Green
HR Non-Environ.
Specialists
(Yesterday?)
Non-Green
HR Environmental
Specialists
(Tomorrow?)
Dark Green