NEW APPROACHES IN HRM

37 resource efficiency actions and the state of the green market amongst Europe’s SMEs. Those are the enter prises with a staff headcount below 250, numbering more than 20 million. These companies represent 99% of European businesses and account for more than two-thirds of employment. According to the Report, the most common resource efficiency actions being undertaken by SMEs are: Ø minimizing waste (65%) Ø saving energy (63%) Ø saving materials (57%) Ø saving water (47%) Ø recycling by reusing material or waste within their company (42%). Overall investment in resource efficiency actions is low – 30% of SMEs that are taking actions invested none of their turnover in this area in the past two years, while 25% invested less than 1% and 25% invested between 1% and 5%. Across EU28, almost one-third of all SMEs either currently offer green products or services (24%), or are planning to do so in the next two years (9%). The majority of European SMEs (63%) do not currently offer green products or services and have no plans to do so. For those that do sell them (24%), green products and services make up a small proportion of their annual turnover. III.THE GREEN HUMAN RESOURCES MANAGEMENT FRAMEWORK Being „ the systematic, planned alignment of typical human resource management practices with the organization's environmental goals ” (Jabbour, 2013), green human resources management assumes a coherent HRM framework with a strong focus on environmental and societal aspects of doing business. GHRM Across the literature, slightly different GHRM theoretical frameworks are presented, depending on a more or less structured approach. The synthesized theoretical framework of GHRM practices consist of the following elements: Ø green recruitment and selection, Ø green training and development, Ø green performance appraisal and Ø green reward and compensation.