The impact of implementing green human resources practices on employee engagement sustainability

KGROUND AND OBJECTIVES: Malaysia's food and beverage industry provides a diverse range of regional and global cuisines, reflecting the country's diverse population. Profit, the development of new products, customer and employee satisfaction, and the sustainability of employee engagement have an impact on an organization's productivity. Positive attitudes towards green human resources management—which encompasses green hiring and selection, green training and development, and green remuneration and reward—are a sign of engaged employees. Businesses in this industry found it difficult to retain employees due to insufficient green hiring and selection procedures, inadequate training and development programs, and insufficient compensation and benefits. This research examines the relationship between green training and development, green recruitment and selection, and green compensation and reward for employee engagement and sustainability in the Malaysian food and beverage industry.METHODS: For this investigation, the quantitative method was used to analyze information using IBM SPSS software version ۲۶. The objective was to improve the industry's efficient functioning for long-term growth. A total of ۲۱۰ surveys were distributed to Klang Valley workers in this industry using convenience sampling and a non-probability sampling approach. Taro Yamane's approach was used to calculate the sample size. Convenience sampling is a non-probability sampling technique where sample units are selected based on their accessibility to the researcher.FINDINGS: As a result, all three variables - green training and development, green recruitment and selection, and green compensation and reward - have a positive and significant relationship with employee engagement sustainability. The hypotheses have been accepted with a p-value ranging from ۰.۰۰۰ to ۰.۲۳۶. In the case of hypothesis ۱, there is a positive correlation (r = ۰.۷۶۰, p ≤ ۰.۰۱) between green training and development and employee engagement sustainability. Similarly, hypothesis ۲ shows a positive correlation with a significant p-value of ۰.۲۳۶ between green recruitment and selection and employee engagement sustainability. Hypothesis ۳ also indicates a significant correlation (r = ۰.۷۶۲, p ≤ ۰.۰۱) between green compensation and reward and employee engagement sustainability.CONCLUSION: The study provides empirical evidence and conceptual proof that the establishment and management of a fund designed to promote the development of human resources within a specific jurisdiction are governed by the Pembangunan Sumber Manusia Berhad Act of ۲۰۰۱. The interaction between this act and Green Human Resource Management may differ depending on the specific laws and policies of a country or region. Organizations can utilize funds from the Human Resource Development Corps to carry out projects related to Green Human Resource Management, such as eco-friendly training and development courses. Green Human Resource Management seeks to support environmental responsibility and sustainability initiatives.

کلیدواژه ها:

Employee engagement sustainability ، Green training and development ، Green recruitment and selection ، Green compensation and reward ، Malaysian food and beverage Industry