Human RHuman Resource Management Integrated with the Low-Carbon EconomyHuman Resource Management Integrated with the Low-Carbon Economyesource Management Integrated with the Low-Carbon Economy

Abstract

ABSTRACT

Objective – This study aimed to analyze how the area of Human Resource Management (HRM) in organizations is adopting sustainable practices and contributing to the advancement of the Low-Carbon Economy (LCE).

Methodology – The methodology used consisted of conducting a diagnostic analysis through the application of a questionnaire to the human resource management departments of 79 companies located in Northwestern São Paulo State, addressing issues that connect HRM with the development of low-carbon policies within organizations.

Originality/Relevance – The relevance of the theme is highlighted due to it still being considered emerging and in a stage of research, methodology, and policy development. The study included both public and private companies from various sectors that make up the regional economy and service provision, with diverse fields of activity (such as healthcare and medicine, education, food, HR, civil construction, agribusiness, financial services, among others) and with different numbers of employees.

Results – Among the main results achieved, it was found that a significant percentage of HRM professionals (89.8%) consider that employees’ behavior can contribute both to minimizing and to intensifying companies’ impacts on the climate. Approximately 95% also believe that HRM can specifically contribute with LCE-related actions within organizations. However, when analyzing the adoption of practical actions in this area, fewer than half reported implementing them. Furthermore, performance evaluations related to employees’ behavior towards climate change are not carried out by the responding organizations, and only one of them adopts a policy of benefits or incentives linked to employees’ positive environmental performance.

Theoretical/Methodological Contributions – There is a noticeable absence of methodologies to be used by HR professionals for the implementation of policies and practices in this area.

Social and Environmental Contributions – There is, therefore, an environmental implication that needs to be addressed, since although HRM is aware of the benefits and positive impacts of employees’ environmentally responsible behavior, in practice, incentive policies for the adoption of such behaviors are not implemented.