Recommendation

 Bangladesh has great potential because the increasing population is

considered an asset. But not everyone can make this asset much more Ecological Balance
effective. That’s why HRM is needed.

 An eco-friendly environment brings employee satisfaction and motivates Improve Employee Retention
employees to work.

 The practice of GHRM reduces employee turnover and develops the

Healthy work environment
employee. So, we should follow GHRM in the garments sector.

 When people see that the product is eco-friendly, they naturally want to buy
that product so we should follow the GHRM to make the garment profitable Reduction In Time

 Proper practice of HRM is possible through GHRM. So green human

resource management should be followed by the garment industry to practice Increases The Desirability
a nearly perfect human resource management.
 Conclusion

The green work-life balance concept is mentioned as a new

perspective for Green HRM. As an emergent and difficult
construct, the development of Green HRM practices manifested
by various factors The recent research focuses on the relationship
of green HRM practices such as green employee performance,
green performance evaluation, green pay and reward, green
training and improvement with employee behavior i.e. employee
engagement.

The greening and inspiration of employees as human beings can

only be successful if environmental scene is considered in all
core business processes.