What is Linked between the Green Human Resources Practice with Sustainability Business?
Lenny C Nawangsari1, Ahmad H Sutawijaya2
1Lenny C Naawanngsari, Magister Management, Universitas Mercubuana.
2Ahmad H Sutawijaya, Doctoral Management, Universitas Mercubuana.
Manuscript received on 27 September 2019 | Revised Manuscript received on 09 November 2019 | Manuscript Published on 22 November 2019 | PP: 313-321 | Volume-8 Issue-6S3 September 2019 | Retrieval Number: F10510986S319/19©BEIESP | DOI: 10.35940/ijeat.F1051.0986S319
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© The Authors. Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open access article under the CC-BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)

Abstract: Micro, Small and Medium Enterprises (MSMEs) are economic divisions that have an essential part in economic growth in Indonesia. One of the strong characteristics of MSMEs is that they are labor intensive, using simple and easy to understand technology. Green HRM is a labor management system that is implemented to reduce negative impacts on the natural environment or increase the positive influence of the natural environment on the performance of MSMEs. This analysis intends to analyze the role of Green HRM related to business continuity and examine the practice of Green HRM in management functions, namely green staffing and selection, green training and development (GT & D), green performance management and appraisal (GPM & A), green reward and compensation (GR & C) & green employee retention (GER) related to Green Performance in MSMEs. The research outcomes proved that Green HRM practices improve Green Performance related to business sustainability in MSMEs.
Keywords: Green Human Resources Management, Green Performance, Competitive Advantage, Sustainability Business, MSMEs.
Scope of the Article: Resources Engineering