Od redakcji 6/2017
Green HRM – zielone Zarządzanie Zasobami Ludzkimi
W numerze szóstym naszego dwumiesięcznika postawiliśmy przed sobą ambitne zadanie, aby zaznajomić Czytelników ze stosunkowo mało rozpowszechnioną tematyką w polskim czasopiśmiennictwie, a poświęconą zróżnicowanym aspektom zielonego zarządzania zasobami ludzkimi. Tym samym chcieliśmy zachęcić specjalistów z zakresu ZZL do podjęcia – być może – nowego w polskich warunkach kierunku badań i dociekań naukowych.
Przedstawiamy cztery artykuły dedykowane wybranym zagadnieniom z zakresu zielonego ZZL wraz z wynikami badań terenowych.
From the Editor 6/2017
Green Human Resource Management The sixth issue of our bimonthly faces a daunting task. It is charged with familiarizing readers with a topic that is relatively little–known among Polish journals. It is devoted to the diverse aspects of green human resource management. Thus, we would like to engage specialists in HRM in undertaking a direction of research and scientific inquiry that is, perhaps, new under Polish conditions. We present four articles dedicated to selected questions in the area of green HRM, inclusive of field studies. The introductory article is a text prepared by the scientific editor of this issue. It is based on foreign topical literature and is intended to introduce the reader to a colorful area, i.e. green HRM—human resource management in the green economy or, as it is also formulated in literature, an economy whose goal is to achieve a state of sustainable development. The objective of this introductory article is to explain the nomenclature used in green HRM, demonstrate the complexity of this new concept, and show certain related controversies. Thanks to this it will be possible to follow, at least to a certain extent, the state of advancement of interest in green HRM not only in European countries, but also on other continents.
In the successive indicative article its author (Karl–Friedrich Ackermann) lays stress on the empirical side of green HRM and intends to demonstrate the reasons for and scope of implementation of the practice in companies active in a market economy. He points to economic and extra–economic benefits that may be achieved by companies as well as employees thanks to the implementation of green HRM practices. He asks if green HRM is a contemporary obligatory fact, the end product of a situation forcing companies, or merely something that it would be good to have. In answering a question that was put in that way, he comes to the conclusion that most companies treat green HRM as a part of their policies relating to corporate social responsibility (CSR). This signifies a voluntary corporate strategy taking into account social interest groups, the natural environment, and stakeholders, taking the decision to bear responsibility for the impact of decisions and actions taken on society and Man’s natural environment. This is the group of companies for which green HRM is something that is pleasant to introduce where there is no coercion. However, coercion does apply to innovative companies that, in order to operate, must aim at green HRM practices. There is yet a third category of organizations for which green HRM is a result of the need to observe applied legal norms. We have also included two articles that make reference to certain dimensions (areas) of green human resource management. The first of these (by E. Beck–Krali and K. Klimczewicz) is devoted to motivational programs supporting pro–environmental actions on the part of employees. On the basis of topical literature, the authors analyzed the area of green and sustainable HRM, including remuneration, and presented classifications found in the practice of motivational programs supporting pro–environmental efforts. The last of the articles (by Ł. Kozar) makes reference to research on Polish practice in ways of molding environmental competences among employees. A discussion on two interesting articles that appeared at the end of 2017 on matters currently being investigated by researchers into green HRM serve as a supplement to the content of this issue. Polish national achievements, though rather modest as to green HRM, have a place in the broader field of consideration relating to sustainable development and the green economy. It is in this area that several conferences were organized around the country. We provide brief information regarding them in the “Chronicle, Information” section. As in every issue, we also present an overview of the newest topical literature as well as a “Glossary of HRM Concepts.” I hope that the content of the 6/2017 issue of Human Resource Management will serve our readers as inspiration for discussions and further research and shall play a role in perfecting practice in the field of green HRM and sustainable development.
Prof. Bogusława Urbaniak, Ph.D., Habil., University of Łódź Issue Scientific Editor