Strategising sustainability: a scientific management framework for green human resource practices

Purpose Building on Fredrick Taylor’s (1911) pioneering work, this study aims to develop a process framework to define the “one best way” of green human resource management (GHRM). Design/methodology/approach The study adopted a deductive thematic methodology. It involved a thorough review of the mainstream literature on GHRM. Following this, in line with scientific management principles, the study gathered practitioners’ perspectives on GHRM by conducting interviews with managers from 22 ISO-certified companies. Findings A GHRM process framework is proposed, which encompasses green vision, green job descriptions, employer branding, education, incentives, health & safety, and green performance appraisal. Research limitations/implications The study addresses a theoretical gap by introducing a cohesive, theory-informed (AImE-Assessment & Design, Implementation and Evaluation) framework for environmental management. It theoretically repurposes scientific management (Taylor, 9011) to a modern green context, expanding the scope of traditional managerial theories into GHRM. This framework supports the development, implementation, and evaluation of green programmes. It will help businesses recognise and achieve their sustainable development goals. The framework is developed through semi-structured interviews. An experimental or mixed-method research approach was not feasible. The study focused on 22 ISO-certified enterprises, excluding non-certified firms from the sample. Originality/value Although the GHRM literature offers a description of the common practices of GHRM, there is no cohesive, theory-informed framework that exemplifies the development, application and evaluation of GHRM.