Mughas: the Integrated Green Hrm Model to Improve Business Performance

Muhammad Farid Wajdi; Febrianur Ibnu Fitroh Sukono Putra; Awanis Linati Haziroh; Nanda Adhi Purusa

doi:10.26668/businessreview/2023.v8i4.771

Authors

Muhammad Farid Wajdi https://orcid.org/0000-0003-0564-1125
Febrianur Ibnu Fitroh Sukono Putra https://orcid.org/0000-0002-8240-6295
Awanis Linati Haziroh https://orcid.org/0000-0002-8028-5100
Nanda Adhi Purusa https://orcid.org/0000-0002-1648-0753

DOI:

https://doi.org/10.26668/businessreview/2023.v8i4.771

Keywords:

Business Performance, Eco-Friendly, Green HRM, Sustainability

Abstract

Purpose: The aim of this study is to examine the implementation an eco-friendly model in the company's human resource management practices.

Theoretical Framework: The Green HRM Policies, Specific Wings of Green HRM, and MUGHAS Integrated Green Human Resource Management are the three of main organizational constructs that are introduced in this study to examine their contribution and impact to the human resource management performance.

Design/Methodology/Approach: The study uses qualitative methods to obtain the necessary data using in-depth interviews. The sampling technique used is purposive sampling and snowball sampling. The data analysis starts from broke data into several categories, synthesizing, analyzing, and concluding.

Findings: The results of integrated green HRM model implementation are: 1) reduced costs, 2) improved resource efficiency, 3) reduced carbon footprint, 4) improved environmental performance, 5) improved corporate image, and 6) employees are more environmentally conscious. The procedures for implementing this integrated green HRM model are based on an evaluation management system (EMS), green intellectual capital (GIC), and corporate environmental citizenship (CEC). The effective green HRM model implementation plays a critical role in organizational performance.

Research, Practical & Social Implications: The study of green HRM model implementation process gives some practical and social implication includes the organization's vision and mission, commitment to providing eco-friendly technology, providing infrastructure for all stakeholders. In addition, empirical research must accurately depict the Green HRM extent implementation in human resource management practices, especially in Indonesia.

Originality/Value: The value of the study is MUGHAS integrated green HRM model implementation aims to change the direction of employee behavior to be more environmentally friendly to impact the progress of sustainable business practices in creating awareness of the company's human resources. Implementing green human resource management will encourage increased ability to create, increase competence, and maintain environmentally friendly morals for each employee.

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