Supporting eco-innovation by green HRM practices

Purpose - To explore the conceptual links between Green Human Resources Management and Strategic Sustainable Development with the focus on knowledge management practices. The question explored is "In what ways can human resources management tools, processes and practices help to support employee participation in eco-innovation birth and at the same time be strategically moving an organisation towards sustainability?" Design/methodology/approach - The paper uses a literature review approach. An overview of the contemporary state-of-the-art employee participation practices in the context of knowledge management is presented. Possible future integration of knowledge management tools within the Framework for Strategic Sustainable Development is being proposed. Originality/value - The strategic aspect of human resources management and sustainability constitutes a joint connection. Scholars have been currently exploring the environmental management issues integration within the human resources research field. Knowledge management practices such as suggestion programmes or problem solving circles are one of the main measures used in continuous improvement efforts in companies. But little is known on how to use these tools strategically when dealing with environmental issues. Practical implications - Environmental knowledge and values are reported to be predictors of employee environmental behaviours. The workers wide participation increases the business performance by sharing the knowledge of all workers within an organisation. Designing knowledge management processes in a way that will ensure the innovation tools and actions are aligned with a viable sustainability strategy can bring stronger employee engagement and better environmental performance.