GHRM.docx

To Study of Green Human Resource
Management (GHRM): An Innovative Practice
for Organizational Sustainability in Western
Maharashtra Region.
1. Introduction
Green human resource management is a global environmental concern and the development
of environmental standards that are creating the need for businesses to adopt formal
environmental strategies and programs where the employees must be inspired, empowered
and environmentally aware of Greening in order to carry out green management initiatives.
Green Human Resource Management (Green HRM) is a contemporary management
construct, initially designed and developed because of its potential to influence employees’
green behaviors. Green HR is the utilization of HRM approaches to advance the feasible
utilization of assets inside business associations and, more generally, promotes the cause for
natural sustainability. Green activities inside HRM shape some portion of more extensive
projects of corporate social obligation. Green HR includes two fundamental components:
Environmental friendly HR practices and the protection of Knowledge capital.
Green human resource management (GHRM) involves the alignment of the firm’s HRM
practices to the environmental management system. However, the specific impact of GHRM
practices on employees’ pro-environmental behaviors, most especially in the information
technology (IT) domain has not been fully clarified. Organizational management practices
have witnessed immense transformation over the past several years. Green HRM is defined as
an environment friendly HR practice that subscribes to the sustainable use of resources in the
industrial sectors all over the world.

2. Review of Literature
Since from the last few decades, many environmental issues are arising, the government of
various nations has directed the industries and organizations to focus on an environmental
management program along with their business operations. Environmental sustainability is
generating increased concern among business executives, governments, consumers, and
management scholars. Amidst the stakeholders’ struggle and the challenges and opportunities
from environmental concerns, HRM function joins the ongoing discussions and debates. The
business domain sees the genesis of Green HRM with the expanding role of the HRM function
in pursuit of environmentally sustainable business. To ensure that this world remains a good
place to live in, environment friendly policies should be adopted. Organizations may be public
or private and can contribute significantly in ensuring a greener environment if they integrate
different basic environment friendly initiatives into their operations
3. Green Human Resource Management (GHRM)
Green Human Resources Management (GHRM) can be defined as the set of policies,
practices, and systems that stimulate a green behavior of a company’s employees in order to
create an environmentally sensitive, resource efficient and socially responsible workplace and
overall organization. Green HRM connotes the science and the art of practicing environmental
management in business organizations. Corporate environmental management essentially
implies achieving minimum or zero destruction of the environment in its production and
service activities. Green issues have already been popular in environmental and social aspects
of the present corporate world. Corporate green HR focuses on high levels of technical and
managerial competencies for employees as the firm wants to develop innovative
environmental initiatives and functions that have tremendous managerial implications. Today,
Green Human Resource Management (GHRM) has become a key business strategy for the
significant organizations where Human Resource Departments play an active part in going
green at the office. Green HRM is the use of HRM policies to promote the sustainable use of
resources within organizational businesses and more generally promotes the cause of
environmental sustainability.

4. Green Human Resource Management Process
A. Green Recruitment
Subsequent to causing the primary screening of CVs, HR can ensure that the following stages
of the choice cycle will assess the up-and-comers' fitness to have green practices. A normal
inquiry concerning environmental change during a meeting or a gathering dynamic that blends
a business case with maintainability issues are two simple approaches to comprehend
somebody's level of biological mindfulness. At long last, a green score can likewise be given
to every competitor and added to the general spreadsheet of scores that will eventually rank
the top up-and-comers.
B. Green Performance Management and Appraisals
Performance management (PM) is the cycle by which workers are incited to upgrade their
expert aptitudes that help to accomplish the hierarchical objectives and goals in a superior
manner. Consequently, so as to make a greener organization, performance appraisal (PA)
frameworks can incorporate manageability objectives.
While this responsibility might be effortlessly done in certain positions, perhaps the greatest
obstruction of green PA is the trouble to gauge and increase information on natural execution
norms across various hierarchical divisions/units. To help beat this, organizations can begin

utilizing worldwide frameworks that help them to gather information and simultaneously offer
them guidance on how they can turn out to be more manageable and get them a declaration
for that, for example, ISO 14001 or the Global Reporting Initiative.
With regards to the PA of directors, green targets, objectives, and duties, for example, making
green mindfulness in their groups and urging them to engage in green exercises of the
organization can likewise be thought of. At long last, a definitive objective of green PM is to
have a quantifiable result of an association's capacity to meet its natural destinations and
targets set out in the association's ecological plans or approaches.
C. Green leadership
The green leadership mindset, leaders become equipped to create and act upon sustainable
practices. And those, in turn, are likely to generate larger-scale actions: support for public
policies that will ensure long-term success, wellbeing, and security for all segments of society.
All members of an interdependent world. And all residing on the same planet.
D. Green Orientation
The employee induction program should be planned in such a. way-as to enable the induction
of new employees into a culture of green consciousness. Employers should highlight the
concern for green issues of employees like their health, safety, and green working conditions
in the orientation program
E. Green Compensation and Reward
Any company can achieve their goals by using Green HRM because it makes them aware of
their practices. By this process employees are rewarded for their environment friendly
performance. It creates individual interest to link with the organizational interest. When
employees work on a special green project, they should be rewarded by monetary
F. Green employee relations
Employee relations are that aspect of HRM which is concerned with establishing amicable
employer–employee relationships. The relationship facilitates motivation and morale of the
employees as well as, increases the productivity. Basically, employee relations involve
employee participation and empowerment activities. It also helps prevent and resolve
problems arising at the workplace that may affect the work. In fact, positive employee

relations are an intangible and enduring asset and a source of competitive advantage for any
organization.
5. Green HR Practices adopted by the Companies
A. Google
Uses Green recruiting technique-believes that most talented people get attracted because
of it.
B. Wipro Technologies
Wipro Infotech, the India and Middle East IT Business of Wipro Ltd and a leading provider
of IT and business transformation services, today announced the launch of its new eco-friendly
Wipro Greenware desktops, manufactured with materials completely free of deadly chemicals
like polyvinyl chloride (PVC) and brominated flame retardants (BFRs), for the first time in
India.
C. ITC Limited
Ozone-treated elemental chlorine free’ bleaching technology for the first time in India. An
entire new range of top green products and solutions: the environmental friendly multi-
purpose paper that is less polluting than its traditional counterpart.
D. Induslnd Bank
As part of its environment friendly initiative, IndusInd Bank has a comprehensive plan to
reduce its carbon footprint. Some of the changes being undertaken under this plan are solar
powered ATMs, thin computing, e-archiving, e-learning, e-waste management, paperless fax,
energy conservation, CNG cars and also more support to finance programs with incentives to
go green
E. Tata Metallic Limited:
Tata Metallic has a sustainability vision of becoming a leader in its industry by providing
tangible value to all its stakeholders while ensuring responsible environmental stewardship.
Environmental issues besides the financial sustainability are being addressed with a definite
roadmap.

6. Conclusion
Green HRM has extraordinary significance in the present situation. Employees are not
knowledgeable about the term however they are cognizant to spare the earth. Enterprises have
parcel of extension to seek after Green HRM rehearses in work life. Eager cooperation of
employees to go towards greening has to increment. Ventures keep main focus on natural plan
and rouse workers for greening conduct.
The human resource assumes an essential function in dealing with the employees. The cutting
edge human resource directors center more on join green human resource reasoning alongside
human asset approaches. Green HRM executions have brought about expanded efficiencies,
cost decrease, employee retention and improved profitability and furthermore other substantial
advantages. The green HRM has scope for research in the executive’s eld and scaffold hole
between proficient green human resource the board and research in environmental
management.
References
1. Additional informationFundingFunding. The author received no direct funding for this
research.Notes on contributorsShoeb AhmadShoeb Ahmad is a PhD in Human Resource
Management. (1970, January 12). Green Human Resource Management: Policies and
practices. Retrieved from
https://www.tandfonline.com/doi/full/10.1080/23311975.2015.1030817
2. BankBazaar.com. (2016, March 02). IndusInd bank goes green: BankBazaar - The
Definitive Word on Personal Finance. Retrieved from https://blog.bankbazaar.com/indusind-
bank-goes-green/
3. Dangmei, J. (2016, July 08). Green HRM: Can It Preserve The Habitations of Tribal People?
Retrieved from https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2805218
4. Green HRM. (n.d.). Retrieved from https://hrmi.org/green-hrm/#:~:text=Green employee
relations,well as, increases the productivity.
5. Green HRM: Definition, Advantages, Green HRM Practices, Policies. (2020, July 22).
Retrieved from https://www.iedunote.com/green-hrm#:~:text=Green HRM involves
undertaking environment,, teleconferencing, and virtual interviews,

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