Title of the paper:- understanding the role of Green HRM towards

Environmental Performance

About the Authors

*Prof. Surekha Rana, Professor, Department of Management Studies, Gurukula Kangri

( Deemed to be University), Haridwar.
**Neelakshi Chauhan, **Research Scholar, Department of Management Studies, Gurukula
Kangri (Deemed to be University), Haridwar.
 INTRODUCTION
Environmental issues like global warming and pollution now demand a broader understanding of
environmental ethics from all parties involved, including companies as business actors. Employees at
all levels of the company must support the efforts of the company to protect the environment.
(Jackson et al., 2011). According to the Business Resource Efficiency Guide, adopting
environmentally friendly practises can help businesses save money, use resources more effectively,
perform better for the environment, and enhance their reputation. Human resource management is an
essential organizational function for overseeing employees.
It is believed that HRM helps businesses mould their employees' ecologically friendly behaviour.
Green HRM is the term used to describe the implementation of the Green Business idea in HRM.
(Aykan, 2017).
Wehrmeyer first used the phrase "Green HRM" in his edited book (1996) entitled, ”Greening People:
Human resources and Environmental Management’’. Green human resource management refers to
organisational policies & practices that stimulate employees green behaviour for the preservation and
conservation of natural environment. (Opatha & Arulrajah, 2014).Green HRM refers to the process of
creating and implementing a system that stimulates employees green behaviour in the organisation. It
is the part of HRM that is associated with moulding employees conventional behaviour towards
employees green behaviour in pursuit of the organization's long-term goals.
OBJECTIVES OF THE STUDY
the main objectives of study include :-
1. To investigate and describe the concept of Green HRM and
related concepts.
2. To highlights various GHRM practices
3. To highlights key empirical studies on GHRM in india.
SIGNIFICANCE OF GREEN HRM
Green HRM is crucial for achieving goals including cost reduction and corporate social
responsibilities and getting an advantage over rivals. The following are its benefits:
1.Contributes to staff retention.
2.Reduces employee turnover.
3.Increase worker morale.
4.Assists in creating the company's image to attract talent.
5.Enhancing firm’s internal and external quality.
6.Enhance brand image
7.Reducting practices that cause environmental degradation.
8. Enhancing environmentally responsible use of resources.
9. improved public image.
10.Improvement in productivity.
Green HRM Practices
There are many green HRM Practices. Five green HRM practises has examined in the
research.
Green recruiting and selection, green job analysis and design, green training and
development,
green performance management, and green reward management are included.
1) Green Job Analysis And Design:- Green job analysis and design is a method used to
collect data for a particular job with a objective of creating a job description and job
specification that will subsequently results in the hiring of the workers who can carry out
their responsibilities and obligations in an environmentally manners. Green job analysis and
design seeks to ensured that the organizations determines , abilities, knowledge,
competencies, roles & responsibilities for a given position in order to make an employees
environmentally friendly and accountable while doing his or her duties. (Marin-Garcia and
2) Green Recruitment and Selection:- Green recruitment is defined as a minimally
impactful, paperless hiring procedure. Online channels like email, online application
forms, and the Global Talent Pool are used to solicit applications. To reduce any
environmental impact associated with travel, interviews are performed over the phone or
via video whenever possible. Thus, organisations are doing their best to recruit the most
qualified applicants while minimising their impact on the natural world. (Kiruthigaa and
Viswanathan, 2014). E-recruitment minimises the energy usage and pollutants caused by
production, transport, and redemption of paper products. Reducing the amount of
paperwork connected with resumes, advertising, and onboarding facilitate direct cost
savings. (Diana, 2016).
3) Green training and Development:- The goal of green training and development is to
raise workers' awareness of the importance of Environmental Management, teach them
how to implement practises that lower their energy consumption and waste output, and
give them a chance to contribute to solving the organization's environmental problems.
(Zoogah, 2011). Training on environmental issues has two basic objectives. firstly,
company's environmental policy should be clearly explained to all employees, secondly,
modifies employee behaviour to foster a more conscious and long-lasting attitude
towards the environment. (Sammalisto & Brorson, 2008)
4) Green Performance Management:-green performance management is aligning
performance evaluation to green goals and duties in the job description. (Mehta & Chugan,
2015). Setting green goals for employees enables organisations to practise green performance
management. Employees and teams can be evaluated on their progress towards these goals
on a regular basis. "green" targets should be incorporated into performance management
systems . This transforms into green performance targets and green behaviour indicators that
ought to be used as benchmarks when evaluating the performance of workers at all levels.
(Deshwal 2015).
5) Green reward management:- Green reward management significantly aided in
encouraging corporate management as well as staff towards environmental responsibility. At
some organizations, employees who demonstrate exemplary commitment to the environment
are recognised monetarily (through bonuses, incentives, cash) for their efforts. n some other
businesses, employees who perform well in terms of the environment are given non-financial
rewards (prizes, trophies, special recognitions). (Arulrajah, Opatha & Nawaratne, 2015).
Hence, green reward management is the act of systematically developing and enforcing
strategies and policies to recognise and reward individuals and groups for their efforts to
improve workplace environmental management.

KEY EMINENT RESEARCHES ON GREEN HRM IN INDIA

Author & Year Title Findings
Mandip, ( 2012) Green HRM: People the results of the study showed that ITC Limited has
management implemented numerous green policies across the
commitment to organisation to ensure
environmental its continued environmental sustainability.
Sustainability in ITC
limited.

Pooja popli, (2014) A study of Green The study's findings showed that while organisations in
HRM practices, its Nasik were awared about the green HR concept that was
awareness and proposed to help them preserve the environment but some
implementation in the have yet to bring it into effect
Across HRM's several disciplines.
Industries in Nasik.

Nanditha Jain
(2018) The millennials The study's findings demonstrated that millennials were
perception regarding the concerned with sustainability and would like to
firms using Green HRM collaborate with organisations that were already
in mumbai and pune embracing green HRM.
Author & Year Title
Kothiswari & The extent of
Uthayasuriyan awareness about Green
, ( 2019) HRM
among different levels
of HR mangaers from
various organisation in
Chennai.
Mamta Arora Green Human
& Arpita Kaul, Resource Management:
(2020) An Empirical Study of
India.
Findings
Findings of the study showed that majority of the managers
were aware about Green HRM. Reseacher concluded that
Green HRM knowledge depended on various factors like
foreign training and seminars
should had to be conducted by the organisation, government
had to incorporate Green HRM practices in labour laws and
based on Green HRM concept organisation had to ddevelop
strategic HRM based policy to promote employees green
behaviour in the organisation.
the findings of the study, the majority of companies were
aware about the Green HRM concept. The study determined
that of the four sectors studied, the IT sector was the most
active in implementing GHRM principles while banking and
finance sector was the most reluctant to embrace GHRM.
 CONCLUSION AND FUTURE SCOPE
The aim of the study is to introduce and explore GHRM concept in further depth. Sustainable
development in the business world is possible when companies implement green
practises.This is possible only by effectively implementing GHRM ideas and practises within
the organisation. Green HRM implementation in organisations benefits both individual
employees and the organisation. Individual advantages include improved green individual
values, green behaviour, and green competencies, as well as non-green work outcomes such
as job performance, employee loyalty, and job happiness. At the organisational level, the
application Green HRM provides numerous benefits, including the making of an
environmentally friendly organisational culture, the reduction of unnecessary waste of money,
the establishment of a positive company image, and the improvement of the organization's
economic performance. Future researches could explored the variables like Green
organisational culture, Green innovations, Environemental Consiousness, Employees green
behaviour and could explored the other Green HRM practices:- green employee discipline
management, green health and safety management, green employee participation and green
employee relationship.