The hotel industry is a major contributor to the depletion of natural resources (e.g., water and energy) and other practices (e.g., waste management and pollution) that jeopardizes environmental sustainability. The expertise of human resource development (HRD) practitioners is needed to develop the knowledge and skills of industry practitioners towards the development of pro-green knowledge and competencies for automation of workflows for environmental sustainability.
The Solution
Green human resource development is suggested as a paradigm shift from traditional approaches of HRD to bring awareness of ways that HRD expertise can be applied to green practices. By integrating the expertise, knowledge, and competencies of HRD practitioners with industry practitioners, the hotel industry has the potential to be transformed into a sector with ecofriendly and pro-environmental culture.
The Stakeholders
Human resource development researchers and practitioners; hotel industry workforce (practitioners, organizational leaders, and all sectors of the workforce).
AgarwalA. (2022). AI adoption by human resource management: A study of its antecedents and impact on HR system effectiveness. In Foresight (pp. 1–15). Emerald Publishing Limited. https://doi.org/10.1108/FS-10-2021-0199
ChanE. S. W.HonA. H. Y.ChanW.OkumusF. (2014). What drives employees’ intentions to implement green practices in hotels? The role of knowledge, awareness, concern, and ecological behavior. International Journal of Hospitality Management, 40, 20–28. https://doi.org/10.1016/j.ijhm.2014.03.001.
4.
CombsJ.LiuY.HallA.KetchenD. (2006). How much do high-performance work practices matter? A meta-analysis of their effects on organizational performance. Personnel Psychology, 59(3), 501–528. https://doi.org/10.1111/j.1744-6570.2006.00045.x
5.
DeshpandeP.SrivastavaA. P. (2022). A study to explore the linkage between green training and sustainable organizational performance through emotional intelligence and green work life balance. European Journal of Training and Development, 11, 1–20. https://doi.org/10.1108/ejtd-11-2021-0182.
6.
EmmanuelA. A.MansorZ. D.RasdiR. B. M.AbdullahA. R. (2020). Conceptual viewpoint on the needs for creating green human resource management practices awareness of hotel industry in Nigeria: Issues and challenges. International Journal of Management (IJM), 11(4), 295–304.
7.
HammedT. B.SridharM. K. C. (2021). Green technology approaches to solid waste management in the developing economies. In OgugeN.AyalD.AdelekeL.da SilvaI. (Eds), African handbook of climate change adaptation. Springer. https://doi.org/10.1007/978-3-030-45106-6_174
8.
KareemM. A. (2019). The impact of human resource development on organizational effectiveness: An empirical study. Management Dynamics in the Knowledge Economy (MDKE), 7(1), 29–50. https://doi.org/10.25019/MDKE/7.1.02
9.
KuhnT. S. (1970) The structure of scientific revolutions (Vol. 111). University of Chicago Press.
10.
MalikA.PereiraV.BudhwarP. (2020). HRM in the global information technology (IT) industry: Towards multivergent configurations in strategic business partnerships. Human Resource Management Review, 31(3), 1–12. https://doi.org/10.1016/j.hrmr.2020.100743
11.
McGuireD.GermainM.-L. (2015). Testing the existence of a green contract: An exploratory study. Advances in Developing Human Resources, 17(4), 489–503. https://doi.org/10.1177/1523422315599622
12.
McLaganP. (1989). Models for HRD practice. Training and Development Journal, 41(9), 49–59.
13.
MejiaC. (2018). Influencing green technology use behavior in the hospitality industry and the role of the “green champion”. Journal of Hospitality Marketing & Management, 28(5), 1–20. https://doi.org/10.1080/19368623.2019.1539935
14.
MuduliK. K.LuthraS.Kumar ManglaS.JabbourC. J. C.AichS.GuimarãesJ. C. F. (2020). Environmental management and the “soft side” of organizations: Discovering the most relevant behavioural factors in green supply chains. Business Strategy and the Environment, 29(4), 1647–1665. https://doi.org/10.1002/bse.2459
15.
OsolaseE. H.RoziahB. M. R.ZurainaB. D. M. (2022). Exploring the awareness on green human resource development practices among hotel industry employees in Lagos state, Nigeria: A preliminary study. International Journal of Academic Research in Business and Social Sciences, 12(4), 34–45. https://doi.org/10.6007/ijarbss/v12-i4/12913
16.
PhamD. D. T.PailléP. (2020). Green recruitment and selection: An insight into green patterns. International Journal of Manpower, 41(3), 258–272. https://doi.org/10.1108/IJM-05-2018-0155
17.
Piwowar-SulejK. (2022). Environmental strategies and human resource development consistency: Research in the manufacturing industry. Journal of Cleaner Production, 330(17), 1–10. https://doi.org/10.1016/j.jclepro.2021.129538
18.
Sadler-SmithE. (2015). Communicating climate change risk and enabling pro-environmental behavioral change through human resource development. Advances in Developing Human Resources, 17(4), 442–459. https://doi.org/10.1177/1523422315601087
19.
Scully-RussE. (2015). Green jobs career pathways: A qualitative study of the early startup experiences of two federally funded green jobs training partnerships in the United States. Advances in Developing Human Resources, 17(4), 473–488. https://doi.org/10.1177/1523422315599624
