A RESEARCH PROPOSAL

ON

“A STUDY ON Green HRM Practices Followed in WIPRO Ltd”

SUBMITTED TO:
DEPARTMENT OF COMMERCE
S.N.D.T WOMEN’S UNIVERSITY, MUMBAI

SUBMITTED BY:
MS. SARAH SHIRVA
M.COM PART II

UNDER THE GUIDANCE OF

DR. JYOTI THAKUR
HEAD OF THE DEPARTMENT OF COMMERCE
OCTOBER 2021

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1.1 INTRODUCTION TO GREEN HRM:

Being green is not about that people are conscious and aware about the
environment it is a challenge for them to protect the environment and save the planet earth
from future disasters. In today’s business world, realize that they must develop a powerful
conscience and green sense of responsibility in order to meet the needs and wants of people.

Now a day’s business world is about efficiency, power consumption and applying green
policies and practices for making smart business decision making. Green Human Resource
Management will play an important role in every industry to resolve environmental related
issues by adopting green HR policies, practices and providing training and awareness
programs among employees. This makes changes in organizational climate and culture and it
reduces waste management, pollution, reduction in carbon footprints etc. It leads to
maximum utilization of resources by employees, increases level of awareness among
employees about energy conservation, reduction in carbon emission, and it will inspire and
encourage them to use eco-friendly products.

In human resource management, the green policies are developed to preserve their resource
for future enlargement of the company along with society too. Companies now become
conscious that they build up a prevailing social conscience and green sense of dependability
where corporate social accountability is not just a brand building tool to have, but it has
become a crucial tool to business. The HR functions develop into the driver of environment
sustainability within the organization by aligning its practices and policies with sustainability
goals reflecting an eco-focus.

The HR strategy must reproduce and inspire the ambitions of HR team and other employees,
aligning with the company strategies, standards and culture, distribute sustainable proceeds to
investors, address customer needs, identify and respond to emerging social trends, respond to
governmental and rigid expectations and manipulate the public policy agenda. Green HR is
the use of HR policies to give confidence the sustainable use of resources within business
organizations and more generally promotes the source of environmental sustainability.

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Green HRM practices followed in Wipro:

Wipro is a global leader in providing information technology, Consulting & business process
services. In accordance with this vision, Wipro strives to integrate business sustainability, and
has undertaken numerous initiatives towards this end.

Wipro over the last six years has crossed several benchmarks in the domain of Sustainability.
It has always been in the forefront of Sustainability reporting and implementing Green HR
practices.

Wipro follow green initiatives which is under green HRM practices. Wipro's social and
community initiatives are focused on responsible and deep engagement with all stakeholders.

Wipro undertook a programme called as “The Eco Eye” where initiative towards green HRM
where taken. This included of recycling waste, minimising usage of hazardous substances,
following green practices in all, replacing CRT monitors with Led monitors, establishing
green testing lab to measure carbon footprint.

Wipro is concerned with sustainability and CSR. Reducing and minimising the
environment footprint of operations and enhancing the biodiversity quotient of facilities. The
ecological dimensions of Wipro operations are focused on energy efficiency, water
efficiency, waste/pollution management and biodiversity. Wipro has set stretch targets for
each of these areas. Moving beyond mere compliance with laws and regulations, focusing on
topics such as 'Sustainability Awareness', 'Health and Safety', 'People Development' and
'Diversity and Inclusivity at the Workplace'.

Wipro believes in building organizational capacity at multiple levels of the organization by

encouraging maximum employee participation. Following steps strengthen the perceived
behaviour related to Green IT/Sustainable initiatives and develops a culture of Sustainability
at Workplace.

a) Formal training programs on sustainability are conducted for EHS, HR and Finance
managers at regular intervals.

b) An e-learning program on Diversity that is available to all employees as part of the

employee portal.

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c) Creation of Sustainability Council consisting of C-level and senior leaders who meet on a
quarterly basis to review the progress of our sustainability goals.

d) A strong employee chapter program that is based on voluntary but committed

participation.

1.2 STATEMENT OF THE PROBLEM:

The problem statement of the research study is “A Study on Green Hrm practices
Followed in WIPRO Ltd”.

1.3 SIGNIFICANCE OF THE STUDY:

• The present study is based on Green HRM practices followed in Wipro Company. To
know about Green HRM and its importance. The study focuses on how Wipro follows
green HRM by taking into consideration of various measures in saving the environment.
• This study will help to understand how HR practices can improve environment
performance of the organisation by significant reduction of ecological footprint of
business operation.

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1.4 OBJECTIVES OF THE STUDY:

1. To study the concept of green HRM.

2. To study green HRM practices followed in Wipro.
3. To study about the role and responsibilities practiced in Wipro.
4. To identify the employee’s perception towards environment.
5. To study the awareness among employees on HRM practices in Wipro.
6. To study the employee’s involvement and participation in environmental
practices in Wipro.
7. To give suggestions and recommendations on green HRM.

1.5 HYPOTHESES OF THE STUDY:

Following are the hypothesis of the study: -

1. Green HRM is positively associated with green initiatives in Wipro.

2. Human Resource practices is actively implemented in Wipro.

1.6 RESEARCH METHODOLOGY OF THE STUDY:

The present research study is based on green HRM practices followed in Wipro
Company. In the present research study primary data as well as secondary data will be used
to reach at the final conclusion.

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1.6.1 SOURCES OF DATA

A. PRIMARY DATA:

The present research study is based on the green HR practices followed in Wipro

Company ltd. This study is based on primary data i.e., the responses will be taken through
structured questionnaire from the respective respondents.

B. SECONDARY DATA:
The present research study is also based on secondary data. The information regarding
this was collected from publishing from search engine, websites and other relevant
information.

1.6.2 SAMPLE SIZE

Department Total

Managers 10

Trainees 25

Freshers 45

Total 80

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1.6.3 STATISTICAL TOOLS FOR DATA ANALYSIS:

With the use of statistical tools, the researcher analysis data, collected through
primary source i.e., structured questionnaire. It is necessary to analyse the collected data to
put the final conclusion for the research study. The statistical tools used for analysis the data
are as under:

a. Percentage method

b. Ranking method

c. Graphic method

A. PERCENTAGE METHOD:

Percentage method is a specific type of method which makes comparison between

two Series of data. It helps to compare the relative item and provide it a common base.

PERCENTAGE= NUMBER OF RESPONDENTS / TOTAL NO. OF RESPONDENTS

= 100

B. RANKING METHOD:

Also, through the ranking method data collection is presented with the help of
Microsoft Excel and Microsoft Word.

C. GRAPHIC METHOD:

The other tools are used to present the collected data are as under:

• Tables
• Graphs
• Bar Graphs
• Pie chart.

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1.7 PROPOSED CHAPTERIZATION:

1. INTRODUCTION.

2. REVIEW OF LITERATURE OF THE STUDY.

3. CONCEPTUAL FRAMEWORK OF THE STUDY.

4. A STUDY ON “Green HRM practices Followed in Wipro Ltd”.

5. DATA ANALYSIS AND INTERPRETATION.

6. FINDINGS & CONCLUSIONS.

7. SUGGESTIONS & RECOMMENDATIONS.

Guide Signature of Student

(Dr. Jyoti Thakur) (Sarah Shirva)

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 1.8 REVIEW OF LITERATURE:

• First this review addresses the meaning and interpretation of green HRM. According to
Renwick et al, (2008), the integration of corporate environmental management into
human resource management is termed as green HRM.
• They also stated that human resources aspects of environmental management are green
HRM. These scholars broadly specified that distinguished policies in the field of
recruitment, performance management and appraisal, training and development,
employment relations and pay and reward are considered as powerful tools for aligning
employees with an organization’s environmental strategy.
• According to Jabbour et al, (2010), the „greening‟ of functional dimensions of human
resource management such as job description and analysis, recruitment, selection,
training, performance appraisal and rewards is defined as green HRM
• . In 2011, Jabbour again defined green HRM as “the level of greening of human resource
management practices” in terms of functional and competitive dimensions of HRM.
• Green HRM is referred to “all the activities involved in development, implementation and
on-going maintenance of a system that aims at making employees of an organization
green.
• It is the side of HRM that is concerned with transforming normal employees into green
employees so as to achieve environmental goals of the organization and finally to make a
significant contribution to environmental sustainability.
• It refers to the policies, practices and systems that make employees of the organization
green for the benefit of the individual, society, natural environment, and the business”
(Opatha, 2013; Opatha and Anton Arulrajah, 2014).
• As far as the above definitions are concerned, the very latest definition provides a
comprehensive meaning and understanding about what green HRM is in the context of
organisational setting.
• HRM practices are the actual human resource programs, processes and techniques that
actually get implemented in the organisation or business unit (Gerhart et al, 2000; Huselid
and Becker, 2000).