In response to the call for suitable theories to explore the “black box” between HRM and firm performance, this study is designed to extend previous work by examining how the relationship between HRM and strategic orientation influences firm performance. Yet we know very little about exactly what drives the HRM–performance (also known as strategic HRM) relationship. Prior research evidence of a set of internal fit human resource practices supports a positive human resource management (HRM)–performance relationship. In this study were evaluated employees of six departments, from electrical installation and industrial automation company. The authors propose a strategy for waste reduction and a multi-criteria evaluation system for waste reduction in one organization. Studying some local organization's practices, the authors come with some improvement suggestions to develop a strategy on waste management in the organization.
These two organizational functions working together to elaborate plans for employee behavior training on sorting recyclable waste in organizations. The authors highlight the need for proactive collaboration between human resources management practices, as involvement in waste management strategies, and organization executive's on waste management strategies. The present paper helps to raise awareness in changing employee civic behavior regarding waste management within organizations and provides a solution for waste management in organizations by initiating behavioral plans.
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