Dr. Vivek S Kanade Talks About His Book “Principles of Green HRM”

About the Author:

Dr. Vivek S. Kanade (Ph.D.)- He is an academician and professional in the field of Human Resource Management. Currently, serving as the Head of the Department of Management at MVP’s KTHM College in Nashik, where contributes to both administrative leadership and academic excellence. With 16 years of experience, has accumulated substantial knowledge and practical insights in Marketing and HRM, enriching teaching, research, and consultancy roles. Scholarly contributions are extensive, with numerous national and international publications to credit.

Exclusive interview with the author

Q: What Inspired You To Write This Book?

A: When I first heard about the topic of Green Human Resource Management (Green HRM), I became deeply interested in the integration of sustainable practices within HRM. Eager to learn more, I began searching for books and resources on the subject; however, I was unable to find any comprehensive material that adequately covered the topic. This lack of available literature motivated me to embark on my own research into Green HRM and how sustainable practices can be effectively implemented within organizations. As I delved deeper into the subject, I recognized the importance of these practices in fostering a sustainable work environment. Ultimately, this journey led me to start writing a book focused on Green HRM, aiming to provide valuable insights and guidance for organizations looking to embrace sustainability through their human resource management strategies.

Q: Can You Tell Us About The Book?

A: “Green Human Resource Management: Strategies & Practices” explores how HRM can integrate sustainable practices into its core functions. It introduces the concept of Green HRM, emphasizing its significance in addressing global environmental challenges. The book outlines strategies for aligning HRM with organizational sustainability goals and creating a culture of environmental stewardship. It discusses recruitment and selection of sustainability-minded candidates, the importance of training programs for eco-friendly behaviors, and the incorporation of sustainability metrics into performance management. Additionally, it highlights employee engagement through initiatives like green teams and provides real-world case studies showcasing successful implementations. Lastly, it addresses challenges organizations may face in adopting Green HRM and suggests future trends in this evolving field, making it a valuable resource for HR professionals, leaders, and students interested in the intersection of HRM and sustainability.

Q: What Does The Title Mean?

A: The title “Green Human Resource Management: Strategies & Practices” signifies a focus on integrating environmental sustainability into the field of Human Resource Management (HRM). Here’s a breakdown of its components: 1. Green Human Resource Management (Green HRM): This refers to the policies, practices, and systems that organizations implement to promote environmental sustainability within their workforce. It emphasizes eco-friendly practices in recruitment, training, performance management, and employee engagement. 2. Strategies: This part of the title suggests that the book will explore various approaches and frameworks that organizations can adopt to effectively implement Green HRM. It implies a strategic perspective on how to align HR practices with sustainability goals. 3. Practices: This indicates a focus on practical applications and real-world examples of Green HRM initiatives. It suggests that the book will provide actionable insights, case studies, and best practices that organizations can adopt to foster a sustainable workplace culture. Overall, the title conveys a comprehensive exploration of how HRM can contribute to environmental sustainability through strategic planning and practical implementation.

Q: What Did You Learn When Writing The Book?

A: Writing the book on Green Human Resource Management (Green HRM) was an enlightening journey that highlighted the deep interconnectedness of HR practices and sustainability initiatives. I discovered best practices from various organizations, emphasizing the importance of employee involvement in fostering commitment to sustainability. Training programs focused on equipping employees with the necessary skills emerged as crucial for building a green workplace culture. Additionally, I learned about the challenges of measuring the impact of Green HRM, the significance of navigating regulatory frameworks, and the need for effective change management strategies. The global perspective on sustainability underscored the diversity of approaches across cultures, while insights into future trends, like remote work and corporate social responsibility, were particularly enlightening. Ultimately, this experience deepened my understanding of the subject and reinforced my commitment to advocating for sustainable practices in HR.

Q:When Did You Write Your First Book And How Old Were You?

A: “Green Human Resource Management: Strategies and Practices” is my first book. I’m 21 year old when I write this book.

Q: How Many Books Have You Written? Which Is Your Favourite?

A: “Green Human Resource Management: Strategies and Practices” is my first book.

Q: How Important Is Research To You When Writing A Book?

A: Research is essential when writing a book as it ensures credibility by providing accurate and reliable information, which builds trust with readers. It allows authors to explore topics in depth, enriching the content and offering a well-rounded perspective. Additionally, research supplies supporting evidence, such as data and case studies, to substantiate claims. Understanding the target audience’s needs and preferences through research enables tailored content, while staying updated on trends and practices keeps the material relevant. Lastly, engaging with existing literature can inspire new ideas and directions, making research foundational for creating a credible and engaging book.