Greening Human Capital: A Catalyst for Organizational and Environmental Resilience

The aim of this chapter is to conceptually analyse the impact of green human resources management (GHRM) on organizational and environmental resilience. Green human resources management is understood as planned and systematic adoption and adaptation of traditional human resources management to the environmental goals of the organization. In this way, human resources become a key tool for achieving sustainable development in enterprises and organizations, thus contributing to the goals of the green economy. Organizational and environmental resilience, in turn, means the ability of an organization to survive, adapt and develop in various conditions occurring in its internal and external environment. Organizations that are ecologically resilient are able to effectively manage the impact of their activities on the environment, adapt to changes in the environment and make sustainable decisions. In this context, this chapter attempts to explain the emergence of the concept of sustainability and greening, the importance and the meaning of the green human resources, the reasons and ways to make human resources functions green. The chapter attempts to set the concept of GHRM in known management theories, as well as in the sphere of ethics. Finally, the article contains an analysis of the individual functions of GHRM, with particular emphasis on the function of training and developing of employees. The outcomes of this chapter are expected to add to both theoretical and empirical knowledge regarding how green human resources management can ensure employee commitment to environmental issues and spread environmental values throughout the organization and beyond. This, in turn, is expected to contribute to the sustainable development not only of individual companies but also of the economy as a whole.