**4.6 GHRM practices**

The aim of this part of our analysis is to find out the perception of HR managers of different HR practices and their feasibility in the Moroccan context.

#### *4.6.1 Green recruitment and selection*

Regarding green recruitment, all companies use social media and online job portals to recruit. However, none of the organizations have planned to specifically assess the ecological awareness, values, or contributions of the applicants.

The first reason for which green recruitment is not feasible in the Moroccan context refers, for our respondent, to the uselessness of including environmental concern in the recruitment of profiles who are not concerned with the environmental goals of the company.

*In terms of recruitment, we are not expecting candidates to master the environmental aspect, it all depends on the position to be filled, if we want to recruit an IT specialist or a mechanic, it is not necessarily that he or she must be proficient in that aspect.*

The second reason why green recruitment is not practicable refers to, on the one hand, the difficulty of finding candidates with the main and most necessary skills to carry out the basic and fundamental tasks of the job. On the other hand, the unfairness of judging candidates on skills, knowledge, or values that they did not have the opportunity to acquire or develop at school.

*I cannot honestly say that one of the criteria we are going to use to recruit new employees is their respect for the environment. We can't require it because we can't judge people on things, they didn't have the opportunity to learn at school.*

*It is already very difficult to find profiles with the required skills for a position. So as long as the Moroccan society is not impregnated with this environmental aspect, it could be a discriminatory recruitment. Maybe it would be interesting if we were in a country where the environment is part of the culture and education system.*

*Green Human Resource Management: An Exploratory Study from Moroccan ISO 14001… DOI: http://dx.doi.org/10.5772/intechopen.105565*

*It's not my priority as a recruiter to select a candidate simply for their environmental values. I think it is a much higher level of management where recruiters have already achieved and saturated a level of equity, transparency, communication, and managerial openness and are looking for an additional ecological dimension.*

Another reason that was emphasized is the concerns and the priorities of recruiters, and for whom, environmental criterion is not the first factor to be taken into account in recruitment. As long as it is difficult to find the right profile for a vacant position, it is not possible to add an additional environmental criterion, which is also difficult to be found.

#### *4.6.2 Green training and development*

In this category, the objective was to explore training and any learning activities that organizations have engaged in to raise environmental awareness. All our respondents perceive the importance green training except for one who stated:

*Take me as an HRD, there's a 3-day seminar run by a specialist cabinet on ecology, do you think I'd be interested in taking it? After the training, what am I supposed to bring back in terms of skill gains? For me, ecology is not a skill, but a mindset. There is no need for training, but for a cultural change.*

For this respondent, green training is not necessary to get employees involved in ecology, for him, the act of behaving in an environmentally friendly way requires a cultural change and that ecology is a posture rather than a skill to be acquired during training. In contrast, the other respondents expressed their appreciation for green training.

One of the key aspects raised by our respondents was the need to make employees aware of the environmental footprint of their actions. Indeed, the implementation of an environmental management system must be followed by raising employees' awareness about the behaviors to be displayed and providing them with the necessary skills to perform their tasks.

*Once you have introduced a new system, you have planned, processed and monitored it. HRM needs to implement a process to develop the required skills, which is why environmental training is necessary.*

*In our company, awareness is a very critical aspect, especially for the ban on discharging oils and dangerous products into the sewage system. So, we raise employees' awareness so that they adopt this approach in their daily work and pay attention to these products. We have also carried out environmental protection awareness-raising activities for the benefit of an elementary school.*

A major challenge related to green training was highlighted by one of our respondents as the difficulty of sensitizing and changing the behavior of the ageing workforce.

*We always hear " it is necessary to raise awareness" do you know the weight of this sentence? If you have an employee who is 59 or 55 years old, it is very difficult to* 

*change their behavior at work. You can have major problems in managing change, you will be even facing psycho-social risks.*

#### *4.6.3 Green performance appraisal*

In this part, the data were collected to understand whether the performance appraisal system includes environmental responsibility. The majority of companies implement an evaluation of high environmental risk activities as well as environmental related positions. Thus, a risk assessment is undertaken thorough a look at HSE engineers' performance. Additionally, harmful activities to the environment are also analyzed and evaluated on how severe the risk is.

*In general, the performance assessment is limited to activities with a high environmental footprint, regarding administrative activities, there is no assessment as they are in some ways similar, there is only the paper waste, scheduled tests in energy audit and waste treatment.*

*Only engineers are evaluated on the HSE targets.*

One of our respondents pointed out that his company evaluates the overall environmental performance, emphasizing that individual evaluation of environmental performance will have a great contribution to the overall environmental performance.

*We assess the global environmental performance, but we do not evaluate the individual environmental performance. I'm sure that if we integrate these individual components into the performance appraisal, it will certainly have an impact on the overall performance of the company.*

#### *4.6.4 Green discipline management*

In this part, we aimed to explore HR managers' opinions on the possibility of integrating environmental considerations into the company's disciplinary system. All interviewees agreed that it is impossible to integrate environmental orientation into the disciplinary system. Broadly speaking, a negative and unfavorable judgment was expressed by all interviewees.

*You have to think first, does the sanction exist in the labor code? Is the fault sanctionable? There are things that are interesting in the literature, but they aren't feasible. We don't even have the culture of CO2 emissions, of buying a green car. So, it is not possible to be pioneer in green when we don't even have the base and the mindset required.*

*The environmental component is not included in the disciplinary system, because when we talk about discipline, the regulatory code is the reference, we talk here about the labor code and the civil service code. We already have articles on serious professional misconduct. So even if you notice that an employee does not respect an environmental criterion on the worksite, you cannot punish him because you don't have the required authority.*

Managing green discipline is not doable according to our respondents because there is a regulatory system to be followed. In fact, companies do not have the power

#### *Green Human Resource Management: An Exploratory Study from Moroccan ISO 14001… DOI: http://dx.doi.org/10.5772/intechopen.105565*

to punish employees who violate green conduct because environmental misconduct does not exist in the civil service code and the labor code.

Besides, one of our respondents thinks that green discipline management is a severe and extremely strict practice. Thus, conducting green change in the company requires motivation and involvement practices. For our respondent, punitive system may create resistance to change.

*For the employee to respect the environment and to have this green conscience and spirit, it is not necessary to behave with him with a punitive or forceful approach. Because this concept must be included in all softness, if not, there would be a resistance to change. Instead of having a disciplinary system, it is better to implement initiatives to involve instead of forcing.*

#### *4.6.5 Green health and safety*

In this part, we aimed to assess, on the one hand, the extent to which the surveyed companies have a green workplace that complies with environmental standards and to list the different initiatives that are in place, on the other hand.

*The environmental aspect of the administrative departments includes paper, toner, and batteries, so we identify the processes that have an impact on environment in each activity. We have also signed agreements with organizations to collect waste.*

*We have carried out a Carbon Audit to assess the impact of our company on the environment. We have eliminated a polluting foundry activity for several reasons, especially the environmental aspect. We also worked on optimizing water, energy, and electricity consumption and switching off lights. Finally, we have set up a cartridge and toner recycling system and a tree planting program.*

In our context, the initiatives that have been put in place are diverse, including recycling of paper and toners; carbon footprint; suppression of polluting activities; tree planting; optimization of water and energy consumption. However, e-work initiatives such as web and teleconferencing, virtual job interviews, telecommuting, e-learning, etc., weren't implemented.

Accordingly, it is time for HR managers to consider teleworking and strike a balance between virtual and in-person work so that both employees and employers benefit from a wholesome environment.

#### *4.6.6 Green involvement and participation*

Giving employees the necessary independence helps to generate creative solutions, to solve environmental problems, and to invest the best of their abilities [17]. In this category, we tried to understand whether organizations gather and treat employee suggestions on the environmental aspect. We also tried to shed light on the initiatives put in place by the surveyed companies to involve employees in ecology. Two respondents highlighted initiatives that have been put in place in this regard.

*We are currently working on the development of a new production unit. We have launched a small game with a symbolic prize. We have collected suggestions in order*  *to find the best solutions that can be implemented in this unit with two conditions: respect for the environment and innovation.*

*There are two initiatives that have been launched in this respect. The first is to give all employees the right to make proposals in all areas, including the environment, and there is a unit that deals with these suggestions. The second initiative was launched to involve employees in voluntary work, whether it be environmental, cultural, sporting, or agricultural. Every employee is entitled to a 30-day paid leave to participate in cooperative activities of his choice.*

Accordingly, the first company has introduced a game in a new production unit to gather employees' innovative and environmentally friendly suggestions. Thus, this initiative would allow employees to not only identify problems but also suggest solutions. The second company has implemented two initiatives: the first one is a formal program to gather suggestions. The second initiative is to encourage volunteering and contribute to local community. Thus, environmental volunteering may promote employees to be more active in environmental programs and concerned of environmental degradation.

#### *4.6.7 Green compensation*

In this category, we aimed to identify the opinion of the HR managers on green rewards, two respondents showed their interest.

*The compensation system must also incorporate incentives for environmental protection. While talking about the assessment of environmental performance, we must also talk about the reward system. In my opinion, it is an important practice.*

*To implement an environmental management system, it is necessary to have rewards, and if there are no rewards, I don't think EMS will have very convincing results and it will be forgotten and unimportant. But when the company includes the incentive part, the employee suddenly becomes interested in the subject.*

According to our respondents, rewards are important tools to increase employee's motivation toward environmental aspects. Without rewards, employees won't give much attention to the environment. Thus, this practice may support and encourage the employees to give ultimate environmental performance.

Additionally, our respondent emphasized that performance appraisal needs to be supported by rewards. Therefore, to increase employee's engagement toward the corporate goals, companies need to implement a green reward program in order to compensate employee's environmental efforts performance.

**Table 2** represents the key findings of this paper.
