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Green HRD: The Potential Contribution of HRD Concepts and Theories to Environmental Management

Green HRD: The Potential Contribution of HRD Concepts and Theories to Environmental Management. Julie Haddock, Jackie Jeffrey, Derek Miles, Michael Muller-Camen, Aga Yamen, Peter Critten, Mary Hartog Education Against Climate Change Program of the Middlesex University 2009.

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Green HRD: The Potential Contribution of HRD Concepts and Theories to Environmental Management

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  1. Green HRD: The Potential Contribution of HRD Concepts and Theories to Environmental Management Julie Haddock, Jackie Jeffrey, Derek Miles, Michael Muller-Camen, Aga Yamen, Peter Critten, Mary Hartog Education Against Climate Change Program of the Middlesex University 2009

  2. Take Green Seriously Green Government UK Climate Change Act 2008 Legally binding targets: Green house gas emission reductions through action in the UK and abroad of at least 80% by 2050, and reductions in CO2 emissions of at least 26% by 2020, against a 1990 baseline. A carbon budgeting system which caps emissions over five year periods, with three budgets set at a time, to set out our trajectory to 2050.

  3. Take Green Seriously Green Business Tesco, the largest retailer in the United Kingdom, has been awarded the Carbon Trust Standard for its efforts to reduce its carbon footprint, and Marks & Spencer’s latest sustainability report says the chain cut its carbon emissions by 18 percent.

  4. Take Green Seriously Green Marketing … Carbon Crisis (online resource) This online game challenges players to put together an urgent report on how we could deal with global carbon emissions, suggesting methods of carbon reduction. . Source – BP Website

  5. Take Green Seriously Green Learning? Those involved with sustainable development – HRD people - are not currently in evidence in making a contribution. So, what could we do?

  6. Green HRD • Awareness • HRD professionals can consider the relevance of Green approaches to their own organisations and raise awareness through courses and campaigns.

  7. Green HRD • Modelling We should practise what we preach. We may want to think about the impact of our practice and behaviour – challenging and changing our practice and that of others.

  8. Green HRD Technology Technology provides us with a range of communications opportunities and Green delivery of learning including e-delivery. It is about making informed choices, what we deliver and how we deliver.

  9. Green HRD Culture A Green HRD culture could be developed within organisations, including sustainable people development practices including local and internal talent management.

  10. Green HRD Standards HRD might reflect the commitments of the wider Organic Movement. Can we apply the four overarching principles of health, ecology, fairness and care?

  11. Obstacles • Habits – we always have away days • History – we were part of the problem • Initiative Fatigue – ISO, IIP etc • Emotions – giving things up

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