Implementasi Model Green Human Resource Management (GHRM) Pada Industri Kreatif Kota Tasikmalaya

Authors

  • Barin Barlian Universitas Perjuangan Tasikmalaya Author
  • Mila Karmila Universitas Perjuangan Tasikmalaya Author
  • Titin Patimah Universitas Perjuangan Tasikmalaya Author

DOI:

https://doi.org/10.12345/2p2b2t98

Keywords:

Competitiveness, GHRM, MSMEs

Abstract

This research aims to determine the understanding of leading MSMEs in Tasikmalaya City regarding Green Human Resource Management (GHRM), analyze and determine the extent of the role of Green Human Resource Management (GHRM) in increasing Sustainable Business Performance or increasing the competitive advantage of leading MSMEs in Tasikmalaya City. The research sample consisted of 39 leading MSMEs spread across 5 (five) sub-districts in Tasikmalaya City. The data analysis used in this research is descriptive. The research results show that only a few MSMEs already know about the GHRM concept but cannot apply it optimally to their businesses. This research also produces a GHRM concept/model that can be used to lead MSMEs in Tasikmalaya City, including background, stimulus, implementation, and expected output from implementing Green Human Resource Management. The background explains why Green Human Resource Management needs to be implemented. Stimulus encourages subjects, both organizationally and individually, to implement/do something. Several determinants promote a company or individual employee to behave environmentally friendly, namely, awareness of environmental ethics, organizational culture, and organizational/leadership commitment. This concept is expected to increase the competitiveness of MSMEs and produce a better company work environment. 

Downloads

Published

2025-01-10