The Perceived Green Human Resource Management among HR Personnel in Malaysian Utility Company

Aida Abdullah, Farihah Hassan, Ahmad Faiz Yaakob, Suhaimi Hj Abdul Samad and Norfadzidatulizwa Farouk Shah
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Aida Abdullah: Faculty of Administrative Science and Policy Studies, Universiti Teknologi MARA, Seremban Campus, Negeri Sembilan Branch, 70300, Seremban, Malaysia
Farihah Hassan: Faculty of Administrative Science and Policy Studies, Universiti Teknologi MARA, Seremban Campus, Negeri Sembilan Branch, 70300, Seremban, Malaysia
Ahmad Faiz Yaakob: Faculty of Administrative Science and Policy Studies, Universiti Teknologi MARA, Seremban Campus, Negeri Sembilan Branch, 70300, Seremban, Malaysia
Suhaimi Hj Abdul Samad: Faculty of Administrative Science and Policy Studies, Universiti Teknologi MARA, Seremban Campus, Negeri Sembilan Branch, 70300, Seremban, Malaysia
Norfadzidatulizwa Farouk Shah: Business Support Office (Melaka), TNB Global Business Solutions, Tenaga Nasional Berhad, Melaka, Malaysia

International Journal of Research and Innovation in Social Science, 2024, vol. 8, issue 7, 2877-2885

Abstract: Scholars have examined green human resource management (GHRM) as a green personnel management approach that corresponds with the social responsibilities of the services sector and improves business performance sustainability. Consequently, it is imperative to comprehend the green practices of a utility company. This comprehension may have substantial implications for employment, performance evaluation, training development, rewards system, and green behaviors. Consequently, the objective of the study is to assess the perceived level of GHRM among staff in the human resources department of a utility company, both management and non-managerial. This study employed a quantitative approach, and the self-administered questionnaires were distributed through a random sampling method. The survey questions were adapted from past studies, and by using descriptive analysis, the findings showed that GHRM was observed highly (m = 4.14). The perceived level of GRHM practices was significantly influenced by the organization’s green practice claims, employer green branding, and the utilization of formal and informal communication to increase interest in green practices Additionally, the success of green practices is contingent upon the attention given to compensation, rewards, benefits, and services. Therefore, the study determined that the indispensable investment in GHRM fosters an environment conducive to green practices and facilitates the fulfillment of economic and social obligations.

Date: 2024
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