Submitted By:

Iram zaman

Roll no

22201240006

Submitted To:

Mr. Suleman Anwar

Assignment topic:

Green hrm

Submission date:

14july 2023

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Articles
1. Green work-life balance: A new perspective for green HRM
2. Green HRM: A review, process model, and research agenda
3. Green Human Resource Management Practices: A Review
4. Green HRM: Practices and Strategic Implementation in the Organizations

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SUMMARY
Green HRM is an approach to human resource management that emphasizes environmental
sustainability in the workplace. This involves implementing policies and practices that reduce the
negative impact of business activities on the environment. Some of the key areas of focus for Green
HRM include reducing energy consumption, promoting recycling and waste reduction, and
encouraging sustainable transportation. By adopting these practices, organizations can not only
reduce their environmental footprint, but also improve employee morale and engagement. Green
HRM is becoming increasingly important as more and more businesses recognize the need to
operate in a socially responsible and sustainable manner. With the increasing trend of shouldering
environmental responsibility, green garment organizations have realized that green organizational
initiatives should be supported and implemented by employees' human behavior, leading to
effective environmental performance. This research added new insight in the GHRM with
manufacturing greening literature focusing on garment supervisor environment-friendly behavior.
Being one of the leaders of GDP contributors, the garment sector should not be evaluatedSuccess
of organizational initiatives for environmental sustainability hinges upon employees'
proenvironmental behaviors. One of the contemporary important challenges faced by HR
professionals is to ensure proper integration of environmental sustainability into human resource
policies. The green human resource management (green HRM) has emerged from organizations
engaging in practices related to protection of environment and maintaining ecological balance. The
aim of this study is to examine the effects of green HRM practices (green recruitment and selection,
green training and development, green performance management and appraisal, green reward and
compensation, and green empowerment) on employee's proenvironmental behavior. Moreover,
this study is going to test the mediating effect of proenvironmental psychological capital and the

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moderating effect of environmental knowledge on green HRM practices–proenvironmental
behavior. Data from 347 employees working in coal generating, power industry, food, chemical,
and pharmaceutical industries were collected. Results revealed that green HRM practices
positively affected employee's proenvironmental behavior, and proenvironmental psychological
capital mediated this link. Employee's environmental knowledge moderated the effect of green
HRM practices on proenvironmental behavior. In order to achieve the stated review objective, a
systematic review of literature was conducted by using an archival method. This paper employs a
methodology to review the articles cited in the databases Sage, Taylor and Francis Online,
Springerlink, ScienceDirect, JSTOR, Wiley Online Library, and Emerald with „green HRM or
environmental HRM‟ as the topic. Hence the study for this paper becomes a desk research rather
than a survey or any other mode of researching. Measuring employee green performance of job is
one of the key functions in green HRM. Without this practice any organisation cannot ensure the
realistic environmental performance (firm level) in long term basis. Evaluation of green
performance of employee must be done separately or at least as a part of the performance
evaluation system of the organisation. The above review of literature evidences, to a significant
extent, inherent capacity of HRM functions in greening employees and organisational operations.
From job design function to employee relations, HRM has gigantic potential in greening
organisation and its operations. The key challenge in front of HR professionals is to understand
the scope and depth of green HRM in transforming their organisations as green entities. This effort
ultimately leads to better environmental performance of the organisation. In other words, greening
of HRM functions will reduce negative environmental impacts of the organisation and improve
the positive environmental impacts of the organisation. In improving organisation‟s environmental
performance, people factor is one of the key factors. To create, practice and maintain
environmental related innovative behaviours of employees coupled with right attitude of greening,
green HRM practices are critical. Without proper green HRM practices, it is difficult to create and
maintain sustainable environmental performance. Hence, we assert that by understanding the scope
and depth of green HRM practices organisations will have a capability of performing in more
environmentally friendly manner than ever before.

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Reference

https://www.academia.edu/download/55705075/Green-HRM.pdf

https://www.academia.edu/download/39628350/Green_HRM_Practices_and_Strategic_Impleme
ntation_in_the_Organizations.pdf

http://dr.lib.sjp.ac.lk/bitstream/handle/123456789/11110/admin,+Corrected+03-02-
2015+paper+1+green+HRM.pdf?sequence=1

https://www.econstor.eu/bitstream/10419/71050/1/73759781X.pdf