GREEN HRM: A SUSTAINABLE APPROACH TO

HRM

UNIVERSITY SCHOOL OF APPLIED MANAGEMENT,

PUNJABI UNIVERSITY, PATIALA

SUBMITTED TO:
[Link] KAUR

SUBMITTED BY:
MANDEEP KAUR
23413003
MBA (AM)

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Contents
Introduction .............................................................................................................................. 3
Literature Review .................................................................................................................... 9
Research Methodology ........................................................................................................ 16
Findings .................................................................................................................................. 21
Conclusion ............................................................................................................................. 23
Bibliography ........................................................................................................................... 25

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Chapter 1 - Introduction

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World Commission on Environment and Development of the United Nations
defined sustainability development as “development that meets the needs of
the present without compromising the ability of future generations to meet their
own needs.” The definition of sustainability development directly or indirectly
related with three interrelated goals: environmental, economic, and social. Every
organization must balance their financial, social and environmental performance for
the sustainable development of their business. The process of relating HR
management objectives to environmental management objectives is called Green
Human Resource Management (GHRM). GHRM involves the use of HRM to
stimulate sustainability and improve employees’ awareness and commitment on the
problems of environmental sustainability and that employees play an important role
in the success of GHRM. GHRM is a new evolving concept and can be defined as:
‘’using Human Resource Management (HRM) practices to reinforce
environmental sustainable practices and increase employee’s commitment on
the issues of environmental sustainability’.
The growing concern for environmental sustainability and corporate social
responsibility has prompted organizations to adopt alternative avenues to meet these
responsibilities. As emphasized by the United Nations General 17 Sustainable
Development Goals (SDGs), organizations need to operationalize and integrate
sustainability intheir strategy, plans, and actions. Therefore, they can address the
current and forthcomingstakeholder needs and ensure a better and sustainable
future for all, balancing economic, social, and environmental development .Moreover,
academic research (Leal Filho et al. 2023) highlights the need for stronger action to
avoid major challenges such as climate catastrophe. One way to foster sustainable
practices can be the applicationof Green Human Resource Management (G-HRM)
Green-HRM, as a generalterm, refers to the integration of environmentally friendly
practices into HRM strategies
The term Green HRM has become the buzz word within the business field at
present and its significance is increasing manifold with the passage of time. This
term has also its secured position as a hot topic in recent research works since the
awareness on environmental management and sustainable development has been
increasingly rising day by day all round the globe. Today the topicGreen HRM not
only includes awareness toward environmental affairs, but also stands for the social
as well as economical well-being of both the organization and the employees within
a broader prospect.
Green HRM is the use of HRM policies to promote the sustainable use of resources
within organizations and, more generally pro-motes the causes of environment
sustainability” (Marhatta& Adhikari, 2013). GHRM is directlyresponsible in creating
green workforce that understands, appreciates, and practices green initiative and
maintains its green objectives all throughout the HRM process of recruiting, hiring,
training, compensating, developing, and advancing the firms human capital
(Mathapati, 2013, p. 2). It refersto the policies, practices, and systems that make

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employees of the organization green for the benefit of the individual, society, natural
environment, and the business creating awareness etc. Study highlighted how a HR
department can shape the organization by implementing green HRM practices. Here
researcher builds a model depicting role of HR in suitability. It deals with
incorporating green task in job description, designing green workflow process,
developing selection criteria’s for examining green competencies and pro-
environment attitude, setting employees green behaviour as a part of performance
appraisal, develop green attitude, values and behaviour etc

Table 1: Companies going green

2010 2012 2013 2018 2020

UK launches US sign the India becomes Hybrid or fully A group of
the London Kyoto II a key player in electric cars scientists
Carbon agreement the CSR outnumber confirm that the
Trading and become a agenda with a petrol rate of global
Exchange. leading focus on powered cars. warming is
advocate for preserving the slowing.
actions to Indian culture
reduce the and heritage
rate of global
warming.
Source: PWC Report: Managing Tomorrow’s People

Functions of green HRM

1. Recruitment

Green job descriptions for employees (and green goals included into managerial job
descriptions)
 Graduate perceptions of Green practises (applicants use green criteria) -
Green job candidates
 Recruitment of employees who are „Green aware‟ becomes part of the
interview schedule
 Green employer branding (green employer of choice)
 Green aspects introduced to the induction process (familiarisation)
 Becoming a green employer may produce other HR benefits, like
increased staff motivation and/or engagement, reductions in labour
turnover, and increasing workforce health.

2. Performance Management

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  Green performance indicators into performance management system, and
appraisals (PMA)
 Communication of Green schemes to all levels of staff through PMA
scheme, establishing firm-wide dialogue on green matters - Managers are
set green targets, goals and responsibilities
 Roles of managers in achieving Green outcomes included in appraisals -
Writing & integrating green criteria in appraisals
 Appraisals assess number of green incidents, use of environment
responsibly, & successful communication of environmental policy
 Training and Development
Introduce training on EM & processes/material use
 EM training needs analysis
 Integrating training on instruction and generation of eco-values -
Development of employee skills, and competence building in EM
 Socialisation in Green values/management - Use of Green teams in EM
 Train staff to produce green analysis of workspace - Job rotation to train
green managers of the future - Integrating training to increase staff
knowledge
3. Employment Relations
 Employee involvement & participation (EI&P) in Green suggestion
schemes, & problem-solving circles - Staff independence to form &
experiment with green ideas
 Integrate staff EI&P into maintenance (cleaning) - Employee help-line for
guidance in green matters
 Tailor Green EI scheme to industry/company standards - Increase
line/supervisory support behaviours in EM
 Unions negotiating Green workplace agreements - Training of union
representatives in EM
 Green elements into the health and safety process - Encouraging
employees to use green forms of transport
 Set-up low carbon chiefs including CEO and Board) to increase action in
EM
 Introduce green whistle-blowing helpline - Discipline and/or dismissal for
EM breaches
4. Pay and Reward
 Green pay/reward system
 Tailor packages to reward green skills acquisition - Use of monetary EM
rewards (bonuses, cash, premiums)
 Use of non-monetary EM rewards (sabbaticals, leave, gifts) - Use of
recognition

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  Based EM rewards (awards, dinners, publicity, external roles, daily praise)
 Develop negative reinforcements in EM (criticism, warnings, suspensions
for lapses)
 Develop positive rewards in EM (feedback) - Link suggestion scheme to
rewards system
 Link participation in Green initiatives to promotion/career gains (managers
advance through supporting staff in EM)

5. Exit
 Staff de-briefings in EM in cases of dismissal
 Managers to ask if Green issues are reasons for resignations - Role of exit
interviews to gauge perceptions of firm Green-ness
 Whistle-blower accounts on state of firm Green-ness
 Legal protection for green whist
 Work life balance

GREEN HRM INITIATIVES

In the developing countries like India, the natural environment, and HR management
are the developing areas (Jackson et al., 2011). According to Ulrich, Brockbank, and
Johnson (2009) there is a need to align HR systems to increase the efficiency of the
organizations strategic achievement ability. Cherian and Jacob (2012) has identified
that recruitment, training, employee motivation, and rewards are the important
human dimensions contributing to the development of green management principles.
In order to make sure that the organization gets right employee green inputs and
right employee green performance of job, it is indispensable that HRM functions are
adapted or modified to be green (Opatha&Arulrajah, 2014, p. 107). Below, are the
briefly description about few HRM activities which identifies the sustainability and the
natural environment at the workplace:
 Green Building Today organizations are preferring green buildings where
natural resources are used properly and no wastage of resources happen,
having renewable energy mechanisms, facility to accommodate storm water
management, proper sewage systems etc.

 Paperless offices moving towards paperless offices and work environment is a

better way of green management. Employees should be educated in suing
less paper or no paper. Most of the IT companies already have converted
their organizations in to paperless organizations; Documents are saved online,
or in worksheets. With this energy and time both are saved as there won’t be
copying, printing, and filing. Many organizations are going digital and are
using emails, whiteboards, pay stabs etc. to pass the information. With this

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 act natural resources are preserved ad also wastage and energy were
reduced.

 Conservation of Energy It has a great environmental impact. Many

organizations have taken initiation towards it and it is a mandate for newly
constructed offices. With the implementation of technology enabled sensors
they are able to operate the lights, fans, air conditioners and everything
according to the necessity. Employees were strictly instructed to switch off the
PC’s while leaving the work. Solar panels are installed; vehicles were being
shared by many.

 Wastage disposal and Recycling Employees are given clear instructions

regarding the wastage disposal, Strict rules ad regulations were designed for
the disposal of industrial waste. Installing proper recycle, reuse, and reduce
strategy.

 Green Recruitment & Selection It mainly focuses on the recruiting and

selection criteria. Using no papers, no time and resource wastage. Also taking
people who are environmental friendly. They should possess qualities on par
with the organizational culture. They should respect the organizational policies
regarding environmental protection. Candidates must be passionate about
green way of doing things. This will benefit the organizations to gain
competitive advantage and be ahead of their competitor.

 Green Appraisal and Performance Management While appraising the

performance of the employees along with the job related factors they should
also test environmental friendly attitude of the employee. Environment related
standards should be specified before in hand as per the task allotted. Auditing
the performance based the set standards and giving feedback and rewards.

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Chapter 2- Literature Review

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Charbel Jose Chiappetta Jabbour , Ana Beatriz Lopes de Sousa (2016) Current
research paper explores the linkages between green HRM practices and Green
supply chain management. According to researcher green HRM leads to building
sustainable organizations. Study reveals that green HRM practices have a significant
impact on green SCM. Human resource management is key to success in
operations and supply chain management. To produce the products
environmental friendly requires a support of human resources. Here researcher
explored that environmental training to human resource could be the first step
towards green HRM. Researcher highlighted through the research that there are
HRM functions like training, performance appraisal, rewards management helps in
implementing greening in the organization. Researcher discussed various SCM
functions like green purchasing, eco-design, inventory recovery, recovery logistics
etc. Here all these SCM practices could be a green practices through appointing well
trained human resource having concern about the environment
Ifzal Ahmad (2019) Effect of ethical leadership on employee satisfaction considering
the role of GHRM was the central idea of the research work. It was a quantitative
research based on survey. Result found that there is no direct relation between
ethical leadership and employee’s satisfaction but other results support to the
mediating role of GHRM in employee satisfaction. Researcher explored that GHRM
is consisting with environmental friendly practices, as well as it helps for environment
sustainability by optimizing the use of natural resources. Researcher discussed the
issues of environment through climate change concerns, pollution and carbon
emission. It results in to storms, floods and heat waves and causes many casualties
worldwide. Human behaviour is responsible for all these repercussions.
Jing Yi Yong (2019) Current research paper was based on the factors motivating
organization for adoption of GHRM. It was a qualitative research conducted through
interviews. Researcher found that there four key factors that motivates or influences
the organization for adopting green HRM practices. Those were stakeholder
pressure, benefits from GHRM, top management strategic decision for sustainability
and green intellectual capital. These four factors bring and help to implement the
green innovation in the organization. Some other factors researcher revealed
through literature review were perceived green resource readiness, customer
pressure, regulatory pressure, green employee empowerment, green environment
attitude and subjective norms.
Hoyoung Lee (2020) Organizational energy efficacy and the measuring
environmental performance was the theme of the research paper. It was conducted
by considering green HRM practices implemented by the organization. Researcher
suggested that organizations must take green initiatives in various forms of
businesses like SCM, HRM, Marketing, Production etc. Researcher put forth an
opinion that top management should make strategic decision for environment
sustainable practices to save environment as well as to prevent human beings from
hazardous effects. Researcher distinguished traditional HRM and green HRM as

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benefits from green HRM are much broader and for all external stakeholders. During
recruitment candidate should be assessed on his attitude towards environmental
issues, training should be given considering the prevention practices of possible
pollution, awareness of environmental practices etc. performance management
should be done on their contribution towards environment sustainability, and
last green should rewards to be given to the employees to motivate them for
environment saving practices.
Dr. Apoorva Trivedi (2015) Research was conducted with the aim of understanding
the GHRM tradition and efforts taken to implement it as well as consequences of
GHRM in the organization. Researcher explored the organizations with and without
GHRM practices. From the results it has been observed that organizations not
following GHRM faces the problems of unrevealed social image, no focus on CSR
where as other side it has been observed the there is increased in saving, green
image and implemented many green CSR programs. Biological HR practices helps
the organization to recruit green human capital that incurs inferior cost in recruitment
and other business practices like production and selling, greater competencies,
ambience of better work environment etc.
Shaha Faisal, Mohammad Naushad (2020) Researcher opined that implementing
GHRM by the organisations will be a competitive advantage. Its importance to SME’s
has been explored in the study and researcher marked that it will be an impetus for
companies growth and path for sustainability. Problem of SME’s that they don’t
have fully functional HEM department to implement GHRM practices. Therefore
sound decision making is not observed in such organisation for implementing
green HRM practices. Various variables were identified by the researcher for
implementing GHRM through literature review. These variables includes Green
human resource and planning, Green job designing, recruitment and selection,
Induction, Training and development, Performance management, employee relations
etc.
Silu Chen, Wanxing Jiang (2021) Study was conducted on the theme of
employee’s perception towards green HRM and its association with their workplace
behaviour. This behaviour has been studied by the researcher through two ways.
Those are cognitive and affective methods of employee behaviour. Research
findings depicts that there is a positive correlation between the employees positive
perception and their intended workplace green behaviour as well as green creativity.
Research also revealed that green psychological environment and employees self-
drive passion towards eco-system also observed significant impact. Researcher
explored that companies can enhance their brand value, recognition and sales
through green initiatives in HRM.
Muhammad Siddique Malik, Kamran Ali, Naila Kausar (2021) Role of green HRM
and green innovation in enhancing environmental performance was the aim of the
current research study. Researcher hypothesized that there is a positive relation

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between green HRM activities of the company and employees green attitude, green
innovation and environmental efficiency. Research revealed that there is a
mediating role of green shared vision in to green innovation and environmental
performance. Author explored his idea on green creativity as invention of green
goods, services, facilities, processes, and organizational practices.

ASHITHA AB (2020) Aim of the current research study was to understand the
concept of GHRM, practices followed by the organizations for GHRM and its benefits.
Researcher explores that word “Green” symbolizes the environment. Hence green
practices followed by the organization depict sustainability practices. Researcher
found that GHRM has its minimum negative impacts on nature, ecology, community
or society. GHRM helps the organization to create green workforce who thinks
positively about the environment conservation and implement the green culture in
the premises. GHRM practices restrict the organizational practices which are harmful
for the environment. It stops the degradation and deterioration of natural resources.
Md. Chapol Ali (2020) Current research paper highlighted the importance of green
HRM in green creativity in the organization. Researcher appealed to organizations
to give equal importance to green HRM practices as they give to earning more profits.
Researcher highlighted the goal of green HRM practices. It was related to making
alert to the employees about complexity of sustainability of environment and
its management. Researcher explain each function of HRM considering green
practices like planning, recruitment, training and development, performance
appraisal system. Planning activities is consisting with finding out the employees
who can actually incorporate sustainability activities in the organization such as ISO
14001, cleaning drives, tree plantation, and many other activities
Vantage Fit-Blog (2020) in this article blogger explained about impact of green HR
practices on employees and environmental sustainability. Article explored that
adopting green HR practices will foster the sustainability in their organizational
culture. Environmental management has become a universal issue and it needs a
proactive approach from all the segment of the society hence business organizations
should take initiative. Global warming is become a tension in all over the world and it
is undeniable fact that business organization can play a very important role in
fighting against this issue. Green HR is defined in the article as a business process
that promotes and achieves sustainable goals. It helps to preserve the natural
resources by optimum use of it and creating awareness among the employees.
Sustainable development is vital and consisted with business ethics that goes
beyond the economic performances. Ways of green HR are explained like power
saving by using energy efficient appliances, saving paper, applying 3R’s i.e. recycle,
reuse and reduce, water conservation, promote teleconferencing, allocating each
employee a target green score etc. Implementation of these practices results in
increase in productivity rate, holistic employee well-being, helps in saving

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organizations cost, Branding, better employee retention rate, increase in employee
morale etc.
Jacob Cherian, Sherine Farouk (2017) According to author concept
Sustainability can be defined as the business practices that any organization
manages their business for providing the benefit to all the stake holders like
people, economy and environment. Environmental sustainability can be
achieved through various business domains like HRM, marketing, operations etc.
In HRM sustainability can be achieved through HR practices right from job designing
to performance evaluation etc. Result explored that sustainable HRM practices have
a significant impact on organizational performance. Sustainable HR practices are
those that meet the organizational goals without impacting environmental aspects.
Researcher examined that sustainable HR practices are socially viable and
responsible policies. Implementing sustainable HR policies results in to creation of
productive and motivated workforce.
Steve Bates-SHRM-Blog (2011) Blogger Steve bates have published an article
depicting the importance of HR practices on organizations and environmental
sustainability, employee morale, business process, organizations good will etc. It has
been suggested through the article that to implement sustainability HR practices in
the organization there should be a bonding and breadth and depth connection
between organization and environment concern. The key drivers of environmental
sustainability are contribution towards society, environmental considerations, saving
money, health and safety considerations etc. It results in to improving employee
morale, business processes will become efficient, environment conservation can be
done, less use of natural resources, increased brand recognition etc. Challenges are
observed as cost of Sustainable HR practices,, low support from management, lack
of internal capacity or knowledge etc. Blogger suggested that major advancement in
sustainability can be bought by great extent of support received from executives.
Lieli Suharti, Agus Sugiarto (2020) Aim of the research was to understand the
green HRM concept through literature review and exploring the benefits of the study.
Researcher stated that green HRM add a value to the employee behaviour and
helps the organization to achieve their sustainability goals. Results of the research
demonstrate that there are many benefit of applying
Green HRM both to individual and organization level. Individual employees can see
their respective green and non-green work. Similarly organizations can see long term
as well as short benefits like eco-friendly work culture and work climate, good will,
positive image, increase in efficiency of the resources and growth in economy of the
firm etc. Researcher suggested that companies efforts for sustainability to be
supported by all employees and each and every member of the organization by
following eco-friendly norms.
Ken Peattie, Moira Ratnayaka (1992) Opportunities and threats of
environmental issues influencing the marketers to acknowledge the green

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organisational practices and bought the transformation in the business practices.
Now a day’s marketers are putting their efforts in green practices and trying to gain
the respective credentials. Researcher explained various green driving forces as
follows. Public awareness is the first green driving force that depicts understanding
concern of the customers towards green products and their benefits after use. Green
consumers defined by the researcher as the consumer who has a demand for green
products and ready to pay premium for that. Internal and competitive pressure also
one of the important driving force that depicts the younger generation and women
employees as well as various competitors adopting green practices respectively.
Legislation for the environment protection also one of the major driving force for
green practices. it is also a driving force for bringing the green practices in the firm.
Researcher explored the practical steps in green practice
Pascal Paillé, Patrick Valéau, Douglas [Link] (2020)
Researcher focussed on the effect of leveraging green HRM practices on
environmental sustainability and organisational vision. Researcher found that all the
green HR practices are not having equal influence on individual environmental
performance. It has been observed that training is the most important part of green
HRM as it helps to increase the employee environmental performance. It commits
employee efforts to achieve environmental objectives
HINTHIYA A.V. (2020) Current research was an academic research conducted with
the aim of studying green HRM practices at selected companies in India. Broader
objectives of the study were consisted with understanding the attitude of employees
towards green HRM, to analyse the organizations initiatives for creating awareness
of green HRM, perception of employees towards green HRM. This study was
specifically conducted for IT employees. Study observed that implementing green
HRM enhances employee morale, commitment and performance. Green recruitment
was found significant and it was based on few factors such as previous experience,
performance in written test, and personal interviews related to green HRM practices.
GHRM practices followed in IT sector companies results in to encouraging pro-
environmental behaviour of the organization.
Deniz S. Ones, Stephan(2021) Current research paper revealed the different
ways that an organization can utilize it for environmental sustainability. Researcher
urged to companies to integrate the sustainability goals with the business operations.
Researcher explains that there is a difference between corporate social responsibility
and environment sustainability activities. Researcher focused on employee’s role
in green business practices as green jobs and pro-environment behaviour.
Researcher explored about environment conservation process, avoiding harm to
environment, influencing others to follow it, taking initiative for green business
practices, creating awareness etc. Study highlighted how a HR department can
shape the organization by implementing green HRM practices. Here researcher
builds a model depicting role of HR in suitability. It deals with incorporating green

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task in job description, designing green workflow process, developing selection
criteria’s for examining green competencies and pro-environment attitude, setting
employees green behaviour as a part of performance appraisal, develop green
attitude, values and behaviour.
SHINTHIYA A.V. (2020) Current research was an academic research conducted with
the aim of studying green HRM practices at selected companies in India. Broader
objectives of the study were consisted with understanding the attitude of employees
towards green HRM, to analyse the organizations initiatives for creating awareness
of green HRM, perception of employees towards green HRM. This study was
specifically conducted for IT employees. Study observed that implementing green
HRM enhances employee morale, commitment and performance. Green recruitment
was found significant and it was based on few factors such as previous experience,
performance in written test, and personal interviews related to green HRM practices

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Chapter 3 - Research Methodology:

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Objective of study:
1. To study the concept of Green Human resource management and sustainability.
2) To do the review of literature on Green Human Resource management and
sustainability.

To achieve objective a systematic literature review was conducted for that researcher
observed the published papers, blogs, thesis and books. The data base of
previous studies were accomplished by using keywords, “GHRM”, “GHRM
and environmental sustainability”, “GHRM and Sustainable development”,
“Green HRM and Environmental management”, “GHRM and corporate social
responsibility”, “GHRM and CSR” Green HRM and environmental performance of
organisations. This study was conducted using secondary data. Secondary data was
obtained through various Scopus indexed research papers, peer reviewed research
papers, blogs, thesis & books.
Reliance Sustainability Report (2017-18)
Reliance industries have published their sustainability report which was
consisting of various sustainability issues like strategic advantage, Strategic
framework, Stakeholders engagement, Corporate governance, Management
Systems, Ethics, integrity and compliance and Natural Capital i.e. managing
environmental impacts and energy efficiency of operations. Energy saving initiatives
and human capital also explored in the report. Reliance have stated in the report as
they always strive for clean air, clean water, preservation of flora and fauna and
enhancement of biodiversity. Reliance uses eco-friendly flues that reduce emissions
of hazardous gases. Priorities are given for high water recyclability and water
conservation initiatives. Reliance have planted over 2 Crore saplings in green belt of
India. Reliance has taken initiatives for reduction in water consumption. Reliance
have clear vision for sustainability consisting of clean energy, water
management, waste management, management of environmental impact.
Tata Motors
Sustainability Report (2017-18) Tata motors and famous business tycoons Mr.
Ratan Tata both are known for their philanthropic nature towards the stakeholders,
society and environment. Sustainability report gives detail on sustainability mobility
solutions, Business with responsibility, independent assurance statement.
Businesses with responsibility statement part of the report consist with economic
performance, energy and environment, workforce, workplace safety, value
chain sustainability and CSR etc. Tata Motors limited aim to create inclusive and
sustainable economic growth through contributing in nation building beyond the profit
generators for its shareholders. Tata Motors have their climate change risk and
mitigation action plan. Research and development and product innovation mitigates

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the environmental risk. Initiatives are taken at all level for energy efficiency and rain
water harvesting. Tata Motors have taken efforts for clean and sustainable mass
transportation. Tata Motors have used 20.76% of total electricity from renewable
energy. CHG emission intensity was very low i.e. 0.71co2/vehicle produced. Efficient
waste management implemented that reduces nearly 15% reduction in hazardous
waste. Water abstraction was reduced by 7.88%. 10.49% of total water is recycled.
Green HRM Initiatives in Indian Organizations
India is making rapid growth with Industrialization. Many environmentalists are
showing great concern for the environment because of the damage created by the
industries and the repercussions to be faced. Companies they themselves are
realising the need to protect the environment. So they are taking initiatives in
changing the work scenarios for the betterment of environment, and to protect the
natural resources for a long duration. Recently many top companies have realized
the need for eco friendly business for their sustainability. Below mentioned are few
Indian organizations who are taking steps towards green.

GREEN HRM PRACTICES ADOPTED BY INDIAN CORPORATES

Table 1: Green HRM Practices Adopted by Indian Corporate

Company Program Strategy

1. Hindustan Sustainable Through the Sustainable Living Plan, HUL has

Unilever Living Plan introduced green HRM practices such as
Limited (HUL) promoting green commuting, implementing
energy efficient measures, and providing green
training programs to employ.

2. Larsen & Sustainability The Sustainability Vision 2021 has three main
Toubro (L&T) Vision 2021 focus areas: people, planet, and performance.
Under each focus area, the company has set
specific targets and initiatives to achieve its
sustainability goals.

[Link] Hum aur It was the first to introduce solar powered ATMs
Bank Hariyali in India as a green banking initiative. “Hum aur
Hariyali” is the initiative taken by the bank to
upgrade its CSR activities along with publishing
its green office manual.

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4. Wipro The Eco Eye Wipro adopted an exhaustive plan to achieve
environmental sustainability. The company aims
at reducing carbon footprint, minimize wastage,
value water, and actively adopt other green
practices.

5. ITC Limited Green The program aims to build on ITC's earlier

Commuting sustainability initiatives and set more ambitious
and Employee targets to reduce the company's environmental
Engagement footprint and enhance its social and economic
impact.

[Link] Green RIL promotes green commuting by encouraging

Industries Commuting employees to use public transport, bicycles, or
Limited (RIL) and Employee carpooling.
Engagement

7. Godrej Godrej Green This is a sustainability program that focuses on

Campus reducing the carbon footprint of Godrej's
campuses by incorporating sustainable design
principles and energy-efficient technologies.

8. TATA Water It has adopted large scale water harvesting

Motors Conservation techniques and reduced freshwater utilization in
its manufacturing plants.

9. ONGC Harit Moksha The company actively participates in tree

plantation across India, especially in its project
areas. Apart from this, according to the Harit
Moksha plan, it aims at saving wood utilization
which would reduce the air and water pollution
along with minimising greenhouse gas
emissions.

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10. GAIL Pankh This initiative pushes to build strong and
sustainable eco system for green technologies
and invest in green start-ups. Apart from this
GAIL has been actively participating in efficient
energy saving methods, reduction of emissions,
planting trees.

Source: Greening the Workplace: A Study of Green HRM Practices Adopted by

Indian Corporate by Anam Salim, Nibedita Gogoi and Sumanta Dutta (Student,
Postgraduate and Research Department of Commerce, St. Xavier’s College)

Indian entrepreneurs are not stopping here. Even the new start-up is helping the
Nation to Go Green. Few start up’s have started their business for a social good.
They started ventures for sustainable development by focusing on waste
management, alternative sources for energy and awareness programmes.

Start up Programme Initiation

Digital green Multimedia solutions for  Supports agriculture
rural education with the blend of
technology.
 Creates and shares
videos on agriculture,
livelihood, health and
nutrition
Waste ventures Waste management  Pickups waste by
employing water
pickers
Encashea Collecting waste in  Pays cash for
exchange of cash segregated waste
 Recycles the waste
Fourth partner energy Making Solar energy  Provides finance for
accessible solar projects
 Builds rooftop solar
project
Banyan Nation Recycling Plastic  Collects plastic waste
from industries
 Recycles the plastic
waste for reuse
Priti International E-Commerce for  Recycles industrial
products made out of and consumer waste
waste into useful products
 Designs and
manufactures
handmade products
from waste materials

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Chapter 4 - Findings

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1. Very few researchers have conducted a primary research on green HRM practices
and sustainability through research papers.
2. Some research were based on role of HR manager in green HRM and
sustainability, some were based on role of management in Green HRM.
3. Many of the research were based on qualitative approach that took in to
consideration the inferences drawn from literature.
4. Some of the research is conducted for specific industries like green HRM in IT
industry, service industry etc. Industries like automobile industries and
pharmaceutical industries are missed by the researchers for research in green HRM
practices and sustainability.
5. Extensive Research in green HRM and sustainability are conducted in European
countries and very few were published by Indian research scholars.

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Chapter 5 - Conclusion

23
From the above literature review it has been observed that there are many
research studies conducted on traditional human resource management
practices. Even few researchers have conducted a primary research on green HRM
practices and sustainability through research papers. Some research were based on
role of HR manager in green HRM and sustainability, some were based on role of
management in Green HRM. But there are hardly any research studies that are
based on the role of employees in implementing green HRM and sustainability.
Many of the research were based on qualitative approach that took in to
consideration the inferences drawn from literature. Even some of the research are
conducted for specific industries like green HRM in IT industry, service industry etc.
Industries like automobile industries, chemical and Pharmaceutical industries are
missed by the researchers for research in green HRM practices and sustainability.
Extensive Research in green HRM and sustainability are conducted in European
countries and very few were published by Indian research scholars. Some
quantitative research studies were based on specific HRM practices. Researchers
have focused on limited HRM practices like green recruitment and selection or
green training and development. But comprehensive HRM practices and
sustainability are hardly studied in one research. Hence this research undertakes to
fill this gap that will focus on compressive Green HRM practices and sustainability
considering the role of HR personnel as well as employees working in automobile,
chemical and pharmaceuticals.

24
Chapter 6 - Bibliography

25
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