**Author details**

Ebru Aykan

the potential role of human resources as a strategic value. Business tendencies toward the valuable and inimitable internal sources to gain a competitive advantage further increase the

Business consciousness on natural environment developed through the environmental disasters experienced throughout the world and pressures exerted on businesses about environmental consciousness have carried the environmentalist practices of businesses a step further. Green business practices pave the way for an atmosphere with a competitive advantage through economic and environmental sustainability [23]. As a result, business performance is improved, costs are reduced, employee commitment and other organizational outcomes are improved, and carbon footprint of the companies is reduced [23] with GHRM and green human resource practices thanks to increased employee awareness of sustainability. The practices like electronic filing, car-pooling, job-sharing, teleconferencing and virtual interviews, recycling [20] telecommunication technologies, online training, optimal utilization of energy-efficient office spaces, etc. are efficient in reducing the carbon footprint of the businesses. The productivity gained through GHRM practices reduces the operational costs and helps the businesses to be aware of their organizational and social responsibilities [22, 37]. GHRM strictly implements ISO14000 Standards, takes the environmental inspection into account, alters the organizational culture, and helps the employee and producers in creating

The subject of human resource management includes several issues ranging from organizational design to recruitment activities, from rewarding systems, employee supports, and aid activities to improvement of employees and organization, from performance assessment to waging activities. In addition, green human resource management covers the human resource practices by taking environmental impacts into consideration in all business activities and complying with environmental mission and objectives of the business. Consciousness of employees, as the key stone of organizations, will determine the direction of the business.

Improved environmental performance of the executives to the lowest level workers in an integrative fashion, improved positive communication between the organization and the employees, reduced carbon footprint through monitoring and developing technological innovations and developments, efficient resource utilization, reduced costs, and improved efficiency and

When the literature on GHRM was reviewed, it was observed that GHRM functions and practices were considered in various different fashions. The broadest GHRM literature classified GHRM practices under the categories such as green job analysis and design, green human resources planning, green recruitment, green selection, green induction, green performance assessment, green training and development, green rewarding system, green job safety, green discipline management, and green employee relations. The similarities and differences in these practices in different industrial fields and cultures can be elucidated in further studies.

productivity can all be used as strategic tools within the scope of GHRM.

strategic significance of human resources [36].

172 Corporate Governance and Strategic Decision Making

a business image and a brand.

**5. Conclusions**

Address all correspondence to: aykane@erciyes.edu.tr

Erciyes University, Kayseri, Turkey
