The development of a human resource management model in green economy

Aim. The work is aimed to develop a human resource management model to ensure corporate sustainability and improve the efficiency of companies under green economy.

Objectives. The work seeks to study existing approaches and promising fields of green human resource management; to analyze key processes and develop a model of green human resource management; to reveal the advantages of green management and the main related problems in personnel management; to analyze the companies implementing green approaches to human resource management in order to reveal the effect of the activities implemented; to develop recommendations for improving corporate sustainability and the efficiency of green human resource management.

Methods. The authors applied methods of logical analysis and data interpretation. The research algorithm included such stages as analysis of publications within the subject of interest, presented in international and Russian databases, study of key processes of green personnel management; analysis of the advantages, main problems, and models of green management in personnel management; analysis of corporate reporting of companies for 2019–2023 in order to identify the best practices of human resource management in the context of green economy. Recommendations for improving corporate sustainability and the effectiveness of green human resource management have also been developed.

Results. The study established that modern companies actively use green human resource management. Companies solve social and economic problems of personnel management and thereby ensure corporate sustainability and increase operational efficiency in the context of green economy. A model of green human resource management has been developed, that enables to achieve various levels of personnel involvement in the environmental agenda using a number of tools. The key processes of the companies’ activities were analyzed, and the results were used to reveal advantages of green management and related problems in personnel management. The limiting factors included employee resistance to changes, financial constraints and lack of experience in human resource management under green economy. A range of new issues was proposed in order to continue the study in the future.

Conclusions. The results obtained contribute to the theoretical development of personnel management issues and future research in the context of the subject under consideration, as well as the practical use of the best practices of green human resource management in modern companies.

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