Enhancing The Awareness Of University Managers About Green Human Resource Management Towards Sustainable Development

Ta Huy Hung (), Tran Thi Hai Yen and Bui Quang Tuyen
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Ta Huy Hung: Vietnam National University, Faculty of Economics and Management, International School
Tran Thi Hai Yen: Vietnam National University, Office of Graduate Studies, International School
Bui Quang Tuyen: University of Economics and Business, Vietnam National University

A chapter in Proceedings of the International Conference on Emerging Challenges: Sustainable Strategies in the Data-Driven Economy (ICECH 2024), 2025, pp 346-357 from Springer

Abstract: Abstract This paper aims to focus on the issue of sustainable development of public universities in Vietnam, and explores how GHRM (Green Human Resource Management) will impact the motivation and work capacity of staff, thereby creating effective labor productivity, improving educational quality, and enhancing the reputation of the university. By conducting a survey of official lecturers at public universities in Vietnam to collect information on their perception, attitudes, and behavior related to GHRM, the results show that transformational leadership, employee participation, and ethical management play a crucial role in promoting sustainable development and having a positive impact on staff work attitudes in the university. Based on the analysis, this study proposes some implications for public universities when setting goals and implementing GHRM to achieve more sustainable outcomes. Research purpose: To study the relationship between GHRM and employee competence and motivation to enhance managers’ awareness towards sustainable development in public universities in Vietnam. Research motivation: The concept of Global Human Resource Management (GHRM) has gained significant attention in recent years, emphasizing the importance of managing diverse human resources globally to achieve organizational objectives. However, the application of GHRM practices is still limited in many organizations, particularly in public universities in Vietnam. Public universities in Vietnam are facing numerous challenges, including increasing competition, limited resources, and rapid changes in technology and society. To address these challenges and ensure sustainable development, it is essential to develop a comprehensive understanding of GHRM among public university administrators. Unfortunately, many administrators in these institutions lack the necessary knowledge and skills to effectively manage human resources, which can lead to inefficient use of resources, low morale, and high turnover rates. Furthermore, the Vietnamese education system is undergoing significant reforms aimed at improving the quality of education and promoting internationalization. To achieve these goals, public universities must adopt innovative strategies for managing human resources, including recruiting and retaining talented faculty members, developing staff skills, and fostering a positive work environment. However, the current lack of understanding of GHRM among public university administrators may hinder the effective implementation of these strategies. Therefore, this research aims to investigate the current state of GHRM practices among public university administrators in Vietnam and explore the factors that influence their understanding of GHRM. Research design, approach, and method: The study was designed using quantitative and qualitative research methods. The questionnaire was developed and conducted to survey university administrators. In addition, the study conducted in-depth interviews with experts who are lecturers and researchers in the university to clarify the research results. The data collected from the survey process was coded and classified according to topics. Main findings: The findings reveal that administrators generally agree on the implementation of GHRM in areas such as Green Job Design (GJD), Green Recruitment and Selection (GRS), and Green Training and Development (GTD). However, there is a lower level of agreement concerning Green Performance Management (GPM) and Green Compensation Management (GCM) within these institutions. The study highlights significant gaps in both the awareness and implementation of GHRM in public universities, which may hinder the pursuit of sustainable development within these institutions. The underlying causes of these limitations warrant further investigation in future research. Practical/managerial implications: Based on the analysis, the study proposes some implications to help public universities when setting goals and implementing GHRM to achieve results towards a more sustainable future.

Keywords: green human resource management; green skills; sustainable development; public universities; higher education; education quality (search for similar items in EconPapers)
Date: 2025
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DOI: 10.2991/978-94-6463-694-9_24

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