Abstract
There is growing concern on environmental impacts resulted from building operation system and concern for the environment in people lifestyle. Among questions that has been arose was related to sustainable theme parks destinations-are they even exist? It is evident in few studies indicate that major theme parks are starting to give their inherently unsustainable operations a fresh, green implementation. Environmental footprint matters for theme park as it operations contribute to the increasing of waste generation, water and power used. Thus, this paper aims to study on the green implementation for theme park in Malaysia. Reassuring to achieve the aim, two objectives were established: 1) to identify ways in conserving energy through technical and operational enhancement, 2) to discover the important criteria for green theme park implementation. Literature review and in-depth interviews have been conducted. Experts opinion were employed in getting rich data for the study. The result shows that there was initiative for implementing green concept in Malaysian theme park. Technical aspects that associated with green implementation for Malaysian theme park were consumption of energy, consumption of water, construction, maintenance, management of waste, materials and the design of theme park. Expanding lifespan of theme park, decreasing the use of chemical elements and rate to run the equipment can save a lot of energy contribute to the operational aspects of green theme park. Materials, energy efficiency, water efficiency were among important criteria needed to implement green theme park. Many efforts to discover green implementation have been conferred into green theme park in project management cycle.
Highlights
Green Human Resource Management is defining as the motivations for the employees to promote the sustainable practices and ensure that employee aware and commit on the issue of sustainability (Vij et al, 2013); (Mandip, 2012); (Marhatta and Adhikari, 2013)
According to Yusoff et al (2015) green human resource management (HRM) are related to Work-life balance (WLB) and corporate social responsibility (CSR)
All respondents have emphasized about the benefits by adopting green HRM to organization, employees and all stakeholders while respondent 4 deny its usefulness to the stakeholders
Summary
Green Human Resource Management is defining as the motivations for the employees to promote the sustainable practices and ensure that employee aware and commit on the issue of sustainability (Vij et al, 2013); (Mandip, 2012); (Marhatta and Adhikari, 2013). Understand, appreciates, practices green initiative and maintain its green objective is a way to create green workforce in green HRM in organization (Ahmad, 2015). It means that all employees in HR department must have to understand the “green” practices on their task in human resource department
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