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Section: A
Department of Management Studies
Jagannath University, Dhaka
Evaluation of Green HRM and Its Implication on
TQM
A Study on City Bank Bangladesh Ltd.
 Add an image

HEL
LO!
Hasan Khan
B120202036
 What is Green HR?
A Better World is Possible

Environmentall The Preservati

y friendly HR on of Knowled
ge Capital
Green HRM is the use of HRM policies to promote the use of resources within organizations a
nd, more generally, promotes the causes of environment sustainability
 1 Preservation of natural environment

2 Ensure healthy working environment a

nd raise employee morale

3 Gain competitive advantage through e

Why Bangladeshi Fir nsuring corporate social responsibility
ms Should Adopt Gr
4 Save cost
een HRM Practices?
5 Maximize use of resources and reduce waste

6 Reduce intervention from the governm

ent and other law enforcing agencies
Why Bangladeshi Firms Should Adopt Green HRM Prac
tices?

Develop eco-friendliness and environmental lea

rning among the employees

Increase employee motivation

Reduce labor turnover

Increase company image

Md. Monirul Islam
B120202039
 Citibank and its Mission
Profile of Citibank
Citi bank is the leading global financial s
ervices company which has about 200
million customer accounts and has oper
ations in more than 160 countries.
Mission of Citibank
Citi's mission is to serve as a trusted partner
to our clients by responsibly providing finan
cial services that enable growth and econo
mic progress.
 About Citibank, N.A Bangladesh

1987 presen presen

Start
Since 1987 Citis operations incl
ude mostly on Corporate and co
mmercial banking services.
Organizational Structur
t e
Open-desk- policy where subordi
nates and the supervisors sit in the
same floor and in the same areas.
t Bonding
The bonding among the s
ubordinates, entry level o
fficers or the mid-level m
anagers is very good.

First in BD Work ethics

Citibank, N.A is a multinational bank st Citibank, N.A. gives greater empha
arted its operations on 24 June, 1995 sis to employees to show ethics in
after obtaining license from Banglades their work.
1995h bank presen
t
 About Citibank, N.A Bangladesh

presen
t Types of work
Most of the task in the Citibank, N.A. involves clerical work. Performing the same clerical work sometimes leads to mon
otony in the minds of the employees. Nonetheless, the monotony does not remain long as the supervisors have to meet
the deadlines from Bangladesh bank which is a challenge.

Performance evaluation and Employee promotion

Employee performance is assessed by the unit head and the head of the department. Th
e performance is a big factor while evaluating an employee. However, in Citibank, N.A. pr
omotion is not completely based on individual performance.

presen
t
Green HRM practices at Citi

Induction Citi has a rich culture to mak

e the employees acquainted
with the green movement foll
owed by it.

Selection Citi Bank tries to select those appli

cants who are environment conscio
us.

Job Analysis Citi includes environmental obligat

ions of employees are a must in or
der to fulfill the vacancies.
Green HRM practices at Citi

Rewards Managem Citi follows the policy that it gives

ent extra incentives to the employees
who contribute to the organizatio
n in a green way.
Performance Evaluatio
Citi always tries to evaluate the performanc
n
e of employees in green related criteria to e
ncourage the employees to be more eco-fri
endly.
Training Citi Bank arranges periodical training i
n order to make employees more moti
vated to Green movement.
 Implementation of Green HRM on General HRM Func
tions

Green performance management

Overall performance management system should be
developed including green target in Key Performanc
e Areas (KPA) and Key Performance Index (KPI).
Online Institute of ICT
The unbelievable advancement of technology has
made it easier for the firms to post their job adverti
sement to the online job sites and their own websit
es.
Green orientation
The induction and socialization process c
an be designed in a way that facilitates th
e inclusion of new employees into the pro
cess of green consciousness.
Green recruitment and selection
The companies can pick the resumes/CVs of suitable
candidates and download them. Later, they can print
whenever needed.
 Implementation of Green HRM on General HRM Functions
Green employee disciplin
e Green learning
Wehrmeyer stated explicitly that gre
en discipline management is a pre-r
equisite in corporate environmental
management.
Green health
The green health and safety manage
ment is really beyond the scope of tr
aditional health and safety manage
ment function of HRM.
Green Leadership
The Company can assign a top level
manager to can initiate and organiz
e the green sustainability. He/she c
an include the green issues in busin
ess and corporate plans.
Training, learning and develop
ment process should include p
rograms, workshops, seminars,
sessions and presentations.
Safe Payment
Functions Compensation packages shoul
d include rewarding green skill
s and achievement.
Employee Relations
Employees should be motivated for i
nvolvement and participation in socia
l and ecological initiatives to create a
general healthy and workable office s
pace
Md. Mizanur
Rahman
B120202102
 Challenges of Implementing Green HR
M

A major challenge for HR professionals is to select and develop future

green leaders is to create a green working structure, set up green work
ing processes, providing green tools and creating expected green thin
king for their employees.
 Challenges of Implementing Green HR
M

Lack of equal motivation

Lengthy and time consuming process

Need a high investment

 Challenges of Implementing Green HR
M

Recruiting and training employees

Performance evaluation

Transforming employee attitude

Md. Hadiuzzaman
B120202004
 Important Findings

Conducting energy audit

What will make them spe
cial in the Market? Green purchases

Green HR refers to making efforts to improve energy ef Initial Costs

ficiency or reduce the pollution produced by your hom
e, business and general living habits. The main purpos
e of green HR is to reduce the potential negative im
pact that energy consumption and pollution can have Inadequate Savings
on the environment.
 Important Findings

Competition
What will make them spe
cial in the Market? Marginal Impact

Green HR refers to making efforts to improve energy ef Options

ficiency or reduce the pollution produced by your hom
e, business and general living habits. The main purpos
e of green HR is to reduce the potential negative im
pact that energy consumption and pollution can have Low quality gadget
on the environment.
 Recommendation

Health
Improve the practices of envi
ronmental health on the basi
s of human resource
High-quality staff
Attracting high-quality staff is a key HR chall
enge in the war for talent
Training
Green Workplace
Elaborate on various green p
ractices that can be incorpor
ated for building a Green wor
kplace. Green Workforce
Create green workforce that can understan
d and appreciate green culture

Training and development is a p Performance

ractice that focuses on develop
ment of employees skills, knowl Improve the performance of
edge, and attitudes, prevent det management
erioration of EM-related knowle
dge, skills, and attitudes.
 Recommendation

Rewarding Emplo
yees
Self Realization
By providing reward it can improve performanc
e of employees. Should I more careful for the health of environm
ent by considering business development?
 Efficient Office Spaces
Online Training & Development
Recycling
Ride and Job Sharing
Teleconferencing and virtual interviews
Electronic filing

Conclusion
Results
Green HR efforts have mainly focused on
increasing competency within processes,
reducing and eliminating environmental
desecrate, and restoring HR products,
tools, and procedures consequential in
greater efficiency and lower costs. The
results included: electronic filing,
teleconferencing and virtual interviews,
ride sharing, job sharing, recycling,
telecommuting, online training, and
developing more energy efficient office
spaces.
Any Questions?
Thank
you!