UNAIR NEWS “ The 2015 Paris Agreement and the 2021 Glasgow Climate Pact serve as concrete evidence of the world™s growing urgency in addressing climate change. As the climate crisis intensifies, swift and comprehensive action is required. In response to this global emergency, Prof. Dr. Nuri Herachwati, Dra.Ec., M.Si., M.Sc., has focused her research on green transformation in human resource management. She presented her findings during her professorial inauguration at (UNAIR) on Wednesday, May 28, 2025, at the Garuda Mukti Hall, MERR-C Campus.
Prof. Herachwati emphasized Indonesia™s commitment to a greener future, citing national goals that include peaking carbon emissions by 2030 and achieving net-zero emissions by 2060. œIndonesia also aims to derive 23 percent of its energy from renewable sources by 2025, said the professor from UNAIR™s Faculty of Economics and Business (FEB).
Despite these pledges, Indonesia continues to face major environmental challenges, including air pollution, deforestation, and biodiversity loss. This is reflected in its 2018 Environmental Performance Index ranking”133rd out of 180 countries.
Advancing Green Human Resource Management
In light of these challenges, Prof. Herachwati explored green transformation through the lens of human resource management. Her address focused on Green Human Resource Management (GHRM), which she defined as a fusion of HR strategies and environmental stewardship. œGHRM aims to promote environmentally responsible operations by reshaping workplace behavior and corporate culture, she explained.
She added that GHRM practices can enhance an organization™s environmental performance and foster a sustainability-oriented culture. œIt™s not just about reducing electricity use or cutting down on paper”it™s about developing a workforce that prioritizes environmental responsibility in every task, she said.
Key drivers and implementation barriers
Drawing on her research and literature review, Prof. Herachwati identified three main drivers of GHRM. The first is Association Compliance, where companies align with industry groups that promote sustainability standards. The second is Top Management Commitment, which highlights the importance of leadership support in resource allocation and cultural transformation. The third is Human Resources, recognizing employees as pivotal change agents whose awareness can be enhanced through environmentally focused hiring and training.
On the flip side, Prof. Herachwati outlined four significant barriers to GHRM adoption. First is the managerial gap, as some leaders lack understanding of the importance of environmental strategies in HR. Second, the workforce may resist change due to a lack of readiness or ingrained habits that do not align with green practices.
œOrganizational structure also presents challenges, she noted. œInsufficient coordination among departments and a weak green culture hinder comprehensive GHRM implementation. Lastly, vague regulations and the absence of government incentives make organizations hesitant to invest in sustainable transformation.
Building sustainable future
Responding to these factors, Prof. Herachwati stressed that green transformation through GHRM is not merely a passing trend”it™s a pressing necessity in the era of climate crisis and global sustainability mandates. œEffective change requires alignment between government policies, leadership commitment, and individual environmental awareness, she emphasized.
Environmentally conscious human resources not only contribute to Indonesia™s green future but also enhance the nation’s economic competitiveness in the sustainability era. œThis is a pivotal opportunity for Indonesia™s workforce to become part of the climate solution”not just through innovation, but by building green organizations powered by environmentally aware individuals, she concluded.
Author: Febriana Putri Nur Aziizah
Editor : Khefti Al Mawalia
