Kontigensi: Jurnal Ilmu Manajemen Vol 13.
No.
June 2025, pp.
ISSN 2088-4877
GREEN HUMAN RESOURCE MANAGEMENT: ITS IMPLEMENTATION IN A
HERBAL MEDICINE INDUSTRY COMPANY IN CENTRAL JAVA
Enida Eka WijayaA*.
Agus Sugiarto2 1Master of Management Program.
Satya Wacana Christian University.
Indonesia 2Satya Wacana Christian University.
Indonesia sugiarto@uksw.
DOI: https://doi.
org/10.
56457/jimk.
Received: May 21, 2025 Accepted: June 10, 2025 Published: June 30, 2025 Abstract This study explores employee green behavior through Green Human Resource Management (GHRM) practices.
Using qualitative methods - Case studies and evaluation approaches, this study provides an objective picture of the implementation of GHRM in companies and its impact on environmental sustainability.
The results show that GHRM has the potential to support environmental sustainability.
Despite facing some obstacles.
GHRM has proven to be effective in increasing employee engagement in corporate green initiatives, as well as helping companies improve their reputation and operational efficiency.
In this study, it can be concluded that top management commitment, supportive organizational culture, and collaboration across all levels of the organization are the keys to successful GHRM implementation, which contributes to environmental conservation and the achievement of corporate sustainability goals.
Keywords: Green Human Resource Management.
Implementation.
GHRM Constraints.
GHRM Role.
Environmentally Friendly Behavior
INTRODUCTION
Business organizations today face a number of challenges in their efforts to achieve sustainability, particularly related to increased production and excessive consumption, as well as inefficient waste management.
These issues contribute to environmental degradation, including depletion of natural resources and pollution that negatively impact the health of (Symeonidou & Vagiona.
Although there are initiatives to adopt green business practices aimed at reducing negative impacts on the environment, there is still a research gap regarding the implementation of GHRM in companies such as a Herbal Medicine Company.
Previous studies have focused more on employee environmentally friendly behavior without exploring in depth how GHRM can be applied to create a sustainable work culture.
However, in-depth studies on the application of this concept in HR management in the company are still limited.
(Nugroho et , 2.
Therefore, this study will examine the environmentally friendly behavior of employees through GHRM The problem of this research is GHRM companies through a case study In addition, there is still limited exploration of the obstacles Kontigensi: Jurnal Ilmiah Manajemen Management Science Doctoral Program.
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Kontigensi: Jurnal Ilmu Manajemen Vol 13.
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June 2025, pp.
ISSN 2088-4877
faced in the implementation of GHRM, and the role of GHRM on sustainable The purpose of this study is to explore the implementation of GHRM, identify existing obstacles, and understand the role of GHRM on The benefits of this study consist of theoretical benefits, which are expected to provideinsight and knowledge regarding the practices, benefits and impacts of GHRM on environmentally friendly behavior, especially in the field of HR,as well as practical benefits that provide input for companies and importance of implementing GHRM practices to encourage environmentally friendly behavior among employees, as well asFor readers, this research is expected to provide a reference in developing GHRM.
GHRM is a strategic approach that integrates human resource practices GHRM aims to develop environmentally friendly behaviors among employees, which are critical to achieving environmental performance and competitive advantage.
GHRM
practices include green job design analysis, green recruitment and evaluation, green compensation and rewards, green organizational culture, green health and safety, and green employee relations.
(Ren et al.
, 2018.
Shafaei et al.
, 2020.
Tang et al.
, 2.
GHRM practices not only increase employees but also contribute to the achievement of sustainability goals.
However, the implementation of GHRM certainly faces some obstacles, such as the difficulty in integrating these practices into the organizational Therefore, commitment from all employees to behaviors and support sustainability initiatives is needed for GHRM to be (Arulrajah et al.
, 2016.
Islam et al.
, 2020.
Jehan et al.
, 2.
METHODS
This study focuses on the implementation of GHRM in a Herbal Medicine Company using qualitative descriptive methods and evaluation approaches, providing an objective description of the facts in the field.
Key informants in this study consisted of Senior HRBP Manager (Informant A).
Environment Manager (Informant B).
Management Improvement Supervisor (Informant C), and Community Development Supervisor (Informant D), who were selected based on their understanding of GHRM.
Data were collected through direct observation and in-depth Data analysis was carried out systematically in accordance with theThe Greatest Showman .
and involves three main steps: data condensation, data presentation, and conclusion drawing.
The validity of the data is tested through various methods persistence, triangulation of sources and techniques, negative case analysis, and member checks to ensure that the data obtained is valid and reliable.
This research method aims to describe the conditions of GHRM implementation accurately and in detail in the companies studied.
RESULTS AND DISCUSSION
Implementation GHRM Companies Kontigensi: Jurnal Ilmiah Manajemen Management Science Doctoral Program.
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Kontigensi: Jurnal Ilmu Manajemen Vol 13.
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Green Job Design Analysis The first practice in the GHRM dimension in the company is the analysis of green job design, where management adjusts job descriptions recruitment to ensure candidates can Informant A explained that.
AuManagement is committed to appointing competent individuals in the environmental field, such as certified Environmental Managers, and includes criteria and competencies in job descriptions that include the responsibility for implementing ISO 14001 to support the company's sustainability program.
Ay Eco-Friendly Recruitment and Selection The environmental aspect in candidate selection to support sustainability individuals and the companyAos overall Informant C explained that AuThe completely paperless e-recruitment system and developed job descriptions according to ISO standards, including environmental aspects.
Ay In addition, recruitment practices also prioritize unemployment, as explained by Informant B, who emphasized that the company focuses not only on the environment but also on social Environmentally Friendly Training and Development The company has implemented an environmentally friendly training and development program called Sido Akademi to improve employee environmentally friendly practices, as well as to support the company's Informant explained that "This program functions as an internal school that is designed, focusing on developing skills, knowledge, and attitudes related to the environment so that employees can be actively involved in sustainability This shows the company's commitment to developing employee competencies in the sustainability Environmentally Friendly Performance Evaluation To assess employee performance, the environmentally friendly performance assessment using Key Performance Indicators (KPI.
, which cover about 10% of employee job descriptions.
Informant AuThis recruitment to evaluation, where employees are required to meet the set otherwise, they will not get a If the KPI target is not achieved, the company provides training to identify deficiencies.
Ay Informant B added that AuThe level-up process does not depend on subjectivity, but rather through the Sido Group Activity (SGA) program which emphasizes the right This green performance assessment aims to create a culture of sustainability within the organization and ensure that employee contributions to environmentally friendly practices are recognized and appreciated.
Ay Environmentally Friendly Compensation and Rewards To motivate employees to implement environmentally friendly practices, management provides awards to individuals and teams that excel.
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Kontigensi: Jurnal Ilmu Manajemen Vol 13.
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Informant A stated that AuEmployees or implementing sustainability principles environmental practices will receive to improve employee well-being and awards from management, including environmental preservation.
Informant improvement competitions held with A emphasized the importance of a celebrations and awards from the comfortable working atmosphere, company owner.
Mr.
Irwan Hidayat.
Ay while Informant B explained strategic Informant B added that AuThe right steps such as the establishment of an awards can increase employee work Occupational Health and Safety motivation and their attachment to the Supervisory Committee (P2K.
to company, with assessments based on oversee the K3 program and ensure a comprehensive health and safety management policy.
Eco-Friendly Employee Relations friendly practices.
Ay These awards not This herbal medicine company has implemented various initiatives to contribute better but also strengthen the increase employee awareness of the culture of sustainability within the Informant B explained that AuThe company has two programs.
Environmentally Friendly Organizational Culture namely SGA (Sido Group Activit.
and The company has a Sustainability SMIF (Sido Muncul Improvement Report that emphasizes its commitment Foru.
, which focus on improvements to environmental preservation, with the in the environmental sector, and use the main pillar of Sido Selaras as a reference SQCDMPE analysis indicator, where 'E' for all stakeholders.
Informant A refers to Environment.
Ay This indicates explained AuGHRM practices are innovation and improvements related to the environment.
In addition, the accordance with the company's vision 'Sido Saran' program allows employees and mission, involving all employees to provide input if they face difficulties.
and managers in environmental Informant C added that AuThe Ay Informant D also stated Management Improvement Program that AuGHRM practices are implemented aims for innovation and development every day, such as not using single-use that must be carried out by each bottled water and providing dispensers employee every year, connected to KPIs for guests, as well as encouraging the with a weighting of around 10%.
use of bicycles in the factory area to Examples of innovations carried out by reduce emissions.
Ay employees are evaluated for their Environmentally Friendly impact on the environment, including Occupational Health and Safety waste reduction.
These programs reflect Green health and safety aims to create a safe and healthy working sustainability and efficiency in its environment for employees while Ay minimizing negative impacts on the Table 1.
GHRM Practices in Companies GHRM Functions Implementation Kontigensi: Jurnal Ilmiah Manajemen Management Science Doctoral Program.
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Green Job Design Analysis Eco-Friendly Recruitment and Selection Environmentally Friendly Training and Development Environmentally Friendly Performance Evaluation Environmentally Friendly Compensation and Rewards Environmentally Friendly Organizational Culture Appointment of competent individuals in the environmental field such as certified Environmental Managers and implementation of ISO 14001.
The company considers the environmentally friendly aspect in selecting candidates.
Implementation of a completely paperless e-recruitment system and development of job descriptions according to ISO standards, as well as priority for local residents to create employment opportunities.
The training program called Sido Akademi is designed to improve employee understanding of environmentally friendly practices.
Focusing on developing skills, knowledge, and attitudes related to the environment to support the company's sustainability.
Performance assessment uses Key Performance Indicators (KPI.
that cover about 10% of employee job descriptions.
Integrated evaluation from recruitment to evaluation, with training provided if KPI targets are not achieved.
Management rewards individuals and teams who excel in environmentally friendly practices.
GHRM practices are implemented consistently, involving all employees in environmental management, such as not using single-use bottled water and encouraging the use of bicycles in the factory area to reduce emissions.
Environmentally Friendly Health and Safety Creating a safe and healthy work environment while minimizing negative impacts on the environment.
Establishment of the Occupational Health and Safety Advisory Committee (P2K.
to oversee the K3 program and ensure a comprehensive health and safety management policy.
Eco-Friendly Initiatives to increase employee awareness of the Employee Relations environment through the SGA (Sido Group Activit.
and SMIF (Sido Muncul Improvement Foru.
The 'Sido Saran' program allows employees to provide input, and Management Improvement aims for environmental Source: Processed data .
Table 1 shows that the resource management functions.
First, implementation of GHRM in the job analysis and design are carried out company aims to create a sustainable by including environmental elements, and environmentally friendly work such as the appointment of a certified environment through various human Environmental Manager and the Kontigensi: Jurnal Ilmiah Manajemen Management Science Doctoral Program.
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implementation of the ISO 14001 standard, to ensure that each position supports sustainability.
(Jabbour et al.
2010 & Opatha & Arulrajah, 2.
recruitment and selection, the company prioritizes candidates who have implements a paperless e-recruitment system and prioritizes local residents to Company (Kwerawarni & Azmy.
, .
Roscoe et al.
, .
,Ismail & Abdelghani.
, 2024
& Yusuf et al.
, 2.
Employee training focuses on increasing understanding of environmentally friendly practices through programs such as Sido Akademi.
Research shows that this commitment to sustainability.
(Sugiarto & Suharti, 2.
, and build the skills needed to support environmentally (Shemon et al.
, 2.
While performance evaluation uses indicators (Renwick et al.
, 2013.
Wiguna et , 2.
In addition, awards are given to individuals and teams who excel in sustainable practices.
(Dewi et al.
, 2.
as well as an organizational culture that (Ismail Abdelghani, 2024.
Lopes et al.
, 2.
addition, the company formed an Occupational Health and Safety Development Committee (P2K.
to ensure a comprehensive K3 policy.
(Ab & Wahyuni, 2.
Initiatives such as Sido Group Activity (SGA) and Sido Muncul Improvement Forum (SMIF) encourage employee concern for the environment through input and (Idhenya & Shree, 2.
Obstacles to Implementing GHRM in Companies Design and Analysis of Green Jobs This Jamu company faced obstacles including rejection from a small number of employees who did not understand the concept of GHRM.
Informant C said that "Around 2-5% of GHRM, socialization and training are very important to help them understand the changes needed.
" This rejection is not a total rejection, but shows the need for a more intensive approach in providing understanding to employees so that they can adapt to the environmentally friendly practices promoted by the Eco-Friendly Recruitment Selection Companies face challenges in the recruitment and selection process, especially in finding candidates who meet the environmental criteria set by the company.
Informant A explained that AuAlthough many applicants applied when the recruitment portal was opened, the main problem lies in the suitability of candidates with the company's sustainability values.
Ay The recruitment process must be carried out more extra to ensure that selected candidates not only meet technical qualifications, but also have a commitment to the environment.
Informant B added that AuThe productivity must be considered, with the placement of the right individuals in the right positions, so that the organizational structure can consider individual competence as part of efforts to support the company's sustainability Ay Environmentally Friendly Training and Development Kontigensi: Jurnal Ilmiah Manajemen Management Science Doctoral Program.
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The main obstacle in this aspect is understanding of the GHRM concept.
Informant B explained.
AuThe company has implemented intensive training awareness and understanding of Each training program includes specific material related to GHRM, but there is variation in the level of environmental awareness among employees.
Some employees sustainability, while others may be less aware or motivated to participate in green initiatives.
Ay Environmentally Friendly Performance Evaluation In the green performance evaluation process, each employee is required to complete a set number of training sessions each year, and their progress is measured using Key Performance Indicators (KPI.
If the target is not additional programs to help employees achieve the goal.
Informant C explained.
AuAlthough this system is measurable and planned, there are still a small number of employees who show apathy towards environmental issues, which can affect their participation in training programs.
Ay Environmentally Friendly Awards and Compensation In the green compensation and reward system, the company tries to motivate employees through various Although most employees show enthusiasm for the reward system individuals who are accustomed to the traditional reward system and show sustainability-based Informant A emphasized that AuThis challenge is a concern for management, who need to adapt the reward system to be more relevant to sustainability In addition, the diversity of employee preferences regarding the reward system also creates challenges in designing a reward program that is acceptable to all parties.
Ay Environmentally Friendly Organizational Culture The company faces a major challenge in the form of differences in understanding of green culture and Informant D explained that AuThe challenges faced are not only technical, but also related to economic and social aspects.
Ay Environmentally Friendly Health and Safety In the context of environmentally friendly occupational health and safety in a herbal medicine company, the facilities and training available are However.
Informant B noted that AuThere is still employees regarding environmentally friendly health and safety practices.
Ay Although many employees showed enthusiasm for the reward and compensation system implemented, challenges arose when they were faced with new concepts that they may not fully understand.
Eco-Friendly Employee Relations Individual employee characteristics, including demographics and individual traits, influence the acceptance of GHRM practices in a herbal medicine Informant A stated that each individual has different backgrounds, values, and experiences, so the same approach is not always effective for This poses a challenge in Kontigensi: Jurnal Ilmiah Manajemen Management Science Doctoral Program.
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designing and implementing a GHRM is also a challenge, as it requires program that is widely accepted in the significant adjustments to existing Informant D added that policies and practices.
Ay AuIntegrating GHRM principles into HR Table 2.
Constraints to GHRM Implementation GHRM Functions Obstacles in the Company Green Job Design Rejection from 2-5% of employees who do not Analysis understand GHRM Eco-Friendly Recruitment and Selection The challenge in finding candidates who fit the environmental criteria Environmentally Friendly Training and Development Differences in employee understanding of GHRM.
variation in the level of environmental awareness among employees despite existing training programs.
Environmentally Friendly Performance Evaluation there is an apathetic attitude from a small number of employees which affects participation in the program Environmentally Friendly Compensation and Rewards Resistance to sustainability-based reward systems from individuals accustomed to traditional systems and challenges in designing reward programs that are relevant to sustainability values.
Differences in understanding of green culture and challenges are not only technical but also economic and Limited understanding of environmentally friendly health and safety practices despite facilities and training being deemed adequate.
Environmentally Friendly Organizational Culture Environmentally Friendly Health and Safety Eco-Friendly Employee Relations Individual acceptance of GHRM practices.
different approaches are needed for each individual.
Source: Processed data .
Table 2 explains that the company faces various obstacles in implementing GHRM.
First, there is resistance from 2-5% of employees who do not understand the concept of GHRM, which hinders the analysis of green job design.
This shows that management needs to take a more inclusive approach to overcome (Deshwal, 2.
In recruitment and selection, challenges arise in finding candidates who meet environmental (Isrososiawan et al.
, 2.
Training and development is also Kontigensi: Jurnal Ilmiah Manajemen Management Science Doctoral Program.
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(Arivia & Kurniawati, 2.
In addition, the apathy of a small (Zhang et al.
, 2.
Resistance sustainability-based reward systems is a problem, especially traditional systems.
(Mandago, 2.
Organizational culture also experiences challenges due to differences in understanding of green culture and (Isrososiawan et al.
, 2.
Limited environmentally friendly health and safety practices even though facilities are considered adequate.
(Ismail & Abdelghani, 2.
, as well as individual employee characteristics that influence GHRM (Aggarwal & Agarwala, 2.
, indicating the need for a more personal approach in this implementation.
The Role of GHRM in a Herbal Medicine Company Role For Employees Implementation GHRM increases employee involvement in green programs that create a positive Informant B stated that AuGreen satisfaction,Ay while Informant C added that AuCommitment to protecting the environment must be internalized since the employee induction process by implementing the 5R program to create a clean and productive work Ay Role for Companies A Herbal Medicine Company demonstrates a strong commitment to environmental protection by complying with laws and social responsibility, as Kontigensi: Jurnal Ilmiah Manajemen evidenced by the Gold PROPER award from the Ministry of Environment and Forestry, reflecting excellence in The friendly programs, such as energy efficiency, water resource utilization, hazardous waste reduction, and exceed legal standards with the implementation of an environmental management system according to ISO The "Sido Selaras Policy" is based on five pillars of sustainability including reducing greenhouse gas Informant A emphasized "The implementation of GHRM that focuses on reducing costs and increasing productivity through green ", while Informant B highlighted "The awards achieved reflect the company's commitment to sustainable practices and contributions to environmental sustainability", as expressed by Informants C and D regarding the company's positive image Corporate Social Responsibility (CSR) initiatives.
Role for the Surrounding Community GHRM plays a significant role for the surrounding community.
Informant D explained.
AuEvery community must have a positive impact on the environment, with a focus on environmental sustainability,Ay which shows the company's commitment to ensuring that activities have a positive impact on individuals and the Informant C added that Kontigensi: Jurnal Ilmu Manajemen Vol 13.
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AuAlthough GHRM's contribution to organization's sustainability goals and reducing pollution and the negative provides direct benefits to the impacts of climate change may be small, community through reducing negative its impact can be significant.
Ay This impacts on the environment.
Table 3.
Role of GHRM Indicator The Role of GHRM Employee - Increase employee involvement in environmentally friendly programs, creating a positive culture.
- Environmentally friendly policies increase employee job Company Demonstrate commitment to environmental protection by complying with laws and social responsibility.
- Received the Gold PROPER award from the Ministry of Environment and Forestry.
- Describes environmentally friendly programs such as energy efficiency, water resource utilization, hazardous waste reduction, and biodiversity conservation.
- Increasing Green Productivity in Companies - Improving the Company's CSR program Local - The community development program has a positive impact on the environment with a focus on greenhouse gas emissions and environmental sustainability.
- GHRM's contribution to reducing pollution and the negative impacts of climate change, even if small, can have a significant impact on society.
Data Source: Processed data .
Table 3 shows that GHRM has an a positive impact on the surrounding important role in creating employee programs that reduce greenhouse gas satisfaction through environmentally emissions and improve environmental friendly policies.
(Bhutto, 2016.
Jabbour sustainability, although its contribution & De Sousa Jabbour, 2.
GHRM not may be small but significant in the long only demonstrates the company's (Dumont et al.
, 2016 & Guerci & Carollo, 2.
Conclusions protection by complying with the law.
In an effort to support but also contributes to awards such as environmental sustainability and create the Gold PROPER from the Ministry of an environmentally friendly work Environment and Forestry.
The culture, a Herbal Medicine Company environmentally friendly programs has successfully implemented GHRM implemented, such as energy efficiency practices in various human resource and waste reduction, focus on This increasing green productivity and implementation not only emphasizes corporate social responsibility.
(Ngadi the environmental sustainability aspect, et al.
, 2.
In addition.
GHRM also has Kontigensi: Jurnal Ilmiah Manajemen Kontigensi: Jurnal Ilmu Manajemen Vol 13.
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but also pays attention to employee Thus, the company shows a clear commitment to achieving long-term sustainability goals, which is reflected in the efforts of all stakeholders to integrate environmental values into the company culture.
A Herbal Medicine Company faces several obstacles in implementing GHRM, such as lack of employee understanding, difficulty in finding suitable candidates, differences in environmental awareness, apathy, sustainability-based reward systems, and challenges in building a green culture.
To overcome these obstacles, the company needs a more personalized approach to increase GHRM plays a major role in supporting sustainable environmental performance in a Herbal Medicine Company.
Through environmentally friendly policies.
GHRM increases employee engagement, job satisfaction.
The implementation of energy efficiency programs, waste reduction, and social contributions helped the company achieve the PROPER Gold award and provide a positive impact on society and longterm environmental sustainability.
CONCLUSION
The theoretical implications of GHRM implementation in companies environmentally friendly practices in human resource management can improve environmental performance and create a more sustainable organizational culture.
This study proposed byNugroho et al.
importance of employeesAo green competence and affective commitment in driving proenvironmental behavioral changes.
Through training programs and clear assignment of responsibilities, the employees but also strengthens their commitment to sustainability.
addition, the involvement of top management in GHRM initiatives serves as a key driver for creating synergy between business objectives and social responsibilities, thereby making a significant contribution to overall environmental preservation.
The applied implications of this study, namely the company shows that the integration of green practices in human resource management strategies can provide significant benefits to organizational culture.
Therefore, the Company needs to implement training programs that focus on green competencies to increase employee sustainability initiatives.
To overcome the obstacles that arise, such as resistance from some employees, it is important for top management to demonstrate a strong commitment to sustainability and ensure that policies In addition, even though GHRM practices are already running, the Company must continue to maintain and improve the quality of GHRM practices.
Research Limitations This limitations that need to be considered.
First, the challenges in recruiting Kontigensi: Jurnal Ilmiah Manajemen Management Science Doctoral Program.
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candidates who meet environmental criteria indicate that there is still a gap in understanding and acceptance of Second, this study only examines one research object.
For future research, it is recommended that future research expand the scope of research objects by involving more than one company or industry sector to gain a more comprehensive perspective on the implementation of GHRM.
This will help in understanding the variation in REFERENCES