Green Human Resource Management in the Tanzania’s Public Sector: Current Practices, Challenges and Prospects

This paper aims to assess green HRM practices, challenges, and future prospects in Tanzania’s public sector. This exploratory study utilised a qualitative approach. Data were collected through in-depth interviews from 16 HR and administration practitioners from selected public organisations, sampled using a purposive technique. The sample size was determined by the saturation principle. Thematic analysis was employed to analyse the collected data. The study found that public organisations are increasingly adopting green HR practices. Notable practices include e-recruitment and selection, the increased use of online training sessions and e-meetings, the implementation of e-office systems, and the introduction of an electronic performance management system, among other HR-related systems integrated on a single website. These practices contribute to promoting green HRM. However, green HRM faces challenges such as the persistent use of papers in offices, few training programmes on environmental conservation, failure to incorporate green goals and targets in performance management, insufficient skills and knowledge among public servants regarding green HRM, and inadequate technological infrastructure. Additionally, the recruitment and selection process does not focus on acquiring employees with green mindsets. Nonetheless, the growing use of ICT facilities in public organisations suggest that green HRM can be sustainably implemented and make Tanzania’s public sector a champion of green HRM. Implementation of green HRM in Tanzania’s public sector is promising, though there are few challenges to address to enhance its effectiveness in promoting sustainable organisations.