“A STUDY ON GREEN HRM PRACTICES IN AN ORGANIZATION”.

BACHELOR OF MANAGEMENT STUDIES SEMESTER VI

(2019-20)

SUBMITTED BY

AISHA ABDUL RAZAQ MAHMED SHIRVA

SEAT NO: M.17.C02

SIES (NERUL) COLLEGE OF ARTS SCIENCE AND COMMERCE

SRI CHANDRASEKARENDRA SARASWATI VIDYAPURAM,

PLOT I-C, SECTOR V,
NERUL NAVI MUMBAI. 400706

“A STUDY ON GREEN HRM PRACTICES IN AN ORGANIZATION”.

BACHELOR OF MANAGEMENT STUDIES

SEMESTER VI

SUBMITTED

IN PARTIAL FULFILMENT OF REQUIREMENT

FOR THE AWARD OF DEGREE OF BACHELOR OF MANAGEMENT

STUDIES
 BY

AISHA ABDUL RAZAQ MAHMED SHIRVA SEAT NO: M.17.C02

2019-20

SIES (NERUL) COLLEGE OF ARTS SCIENCE AND COMMERCE

SRI CHANDRASEKARENDRA SARASWATI VIDYAPURAM, PLOT I-C,

SECTOR V, NERUL, NAVI MUMBAI, MAHARASHTRA 400706

CERTIFICATE

This is to certify that MISS, M.17.C02 of Third Year B.M.S., Semester VI (2018- 2019) has successfully
completed the project on “A STUDY ON GREEN HRM

PRACTICES IN AN ORGANIZATION”. under the guidance of PROF. NISHA TELANG

PROF. ANANYA GON DR. MILIND VAIDHYA

course Coordinator Principal

 PROF. NISHA TELANG

Project Guide/ Internal Examiner External Examiner

ACKNOWLEDGEMENT

To list who all have helped me is difficult because they are so numerous and the depth is so
enormous.
I would like to acknowledge the following as being idealistic channels and fresh dimensions in the
completion of this project.
I take this opportunity to thank the UNIVERSITY OF MUMBAI for giving me chance to do this
project.
I would like to thank my Principal DR. MILIND VAIDHYA for providing the necessary facilities
required for completion of this project.
I take this opportunity to thank our coordinator PROF. ANANYA GON for her moral support and
guidance.
I would also like to express my sincere gratitude towards my project guide PROF. NISHA
TELANG whose guidance and care made the project successful.
I would like to thank my college library, for having provided various reference books and magazines
related to my project.
Lastly, I would like to thank each and every person who directly or indirectly helped me in the
completion of the project especially my parents and peers who supported me throughout my project.
DECLARATION

I AISHA ABDUL RAZAQ MAHMED SHIRVA the student of T.Y.B.M.S. Semester VI (2019-20)
hereby declare that I have completed the project on “THE STUDY ON GREEN HRM PRACTICES IN
AN ORGANIZATION”. The information submitted is true and original to the best of my knowledge.

(Signature of Student)

AISHA ABDUL RAZAQ MAHMED SHIRVA SEAT NO:

M.17.C02
 SIES (NERUL) COLLEGE OF ARTS SCIENCE AND COMMERCE NERUL NAVI
MUMBAI 400706

Index

SR.NO CHAPTERS PG.NO

1. INTRODUCTION 1-34

2. REASEARCH METHODOLOGY 35-37

3. LITERATURE REVIEW 38-47

4. DATA ANALYSIS, INTREPRETATION AND PRESENTATION 48-70

5. CONCLUSIONS AND SUGGESTION 71- 76

6. Webliography and annexure 77-83

CHAPTER NO 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 make 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 Human Resource Management (GHRM)

Green HRM involves undertaking environment friendly HR initiatives result in in greater effectiveness,
lower cost and better employee engagement and retention in turn. The green human resource management
comprises of many functions in the human resource department of an organization. It helps to reduction of
paper usage and the implementation of green human resource policies such as planning, recruiting,
selecting, managing employees and the employee relations. It makes the environment green in the
workplace. All the activities involved in the green human resource management enhance the value of the
employees and the company.

Today the need for green human resource management is important for all over the world. The ecological
consciousness of each human drives the living style and environment. The general employees are interested
in green human resource management because of its important and need in the current workplace.

Our personal and professional lifestyle is affected due to many consequences. The corporate world is the
most significant in enhancing the environment issues and the corporate must give solution to this hazard.
Every organization has an impact over environment through their operations, services and products as it is
in frequent interaction with employees, shareholders, suppliers and customers.

Organizations are now becoming aware of the environmental sustainability and this reason why many
organizations have started integrating environmental management with other managerial function which
also includes human resource management.

Human resource department is supposed to use green practices to aid to environmental sustainability.
Green HRM practices are becoming popular with this era of environmental sustainability. Green HR is
nothing but the use of HRM policies in such a way that it leads in promoting the use of resources in a
sustainable manner.

The green HRM is very wider & it has obtained different meaning for different people,
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Green HRM as environment- friendly HR initiatives leading to better efficiencies, lesser cost and heightened
employee engagement levels. It involves undertaking environment friendly initiatives resulting in greater
efficiency, lower costs, and better employee engagement and retention which Filling, Car sharing, Job sharing,
Teleconferencing, Online training, Flexible working hours and Tele- commuting”.

Green HR as using every employee touch point to espouse sustainable practices and raise employee level of
awareness.
There are many authors who have contributed in the field of HRM depicted that the success of strategic tools
and innovation widely depends upon the quality of human resource of any organization. IN green HRM every
employee is made aware of what green HR practices are and they are motivated to follow green HR practices.
There is a need for adopting a proactive approach towards environmental management. Many companies around
the world have started adopting green HR practices. It helps in reducing the carbon footprint by adopting several
factors such as video conferencing, less printing of paper, interviews etc. There are many HR professionals who
are helping companies to adopt green policies through online sharing of data, online sharing of training or
learning material, encouraging employees to turn off monitor when they are not using it, use of minimum
lighting, more use of LED etc.

Green HR not only save environment from getting degraded but also help in safeguarding the health and well-
being of workers. Researchers have opined that organizations have to pay attention to social and environmental
factors along with economical and financial factors in order to sustain and survive the organizations essentially
need to balance the industrial growth and ensuring that the environment where one lives is well preserved and
promoted.

Green HRM is the concept which promotes sustainable practices through increasing employees’ awareness and
commitments on sustainability. It involves adopting and implementing environment-friendly HR initiatives, in
order to achieve greater efficiencies, and better employee engagement, which in turn, help organizations to
reduce employee carbon footprints. Green human resources refer to using every employee touch point /
interface to promote sustainable practices and increase employee awareness and commitments on the issues of
sustainability. It involves undertaking environment-friendly HR initiatives resulting in greater efficiencies,
lower costs and better employee engagement and retention which in turn, help organizations to reduce employee

3
carbon footprints by the likes of electronic filing, car sharing, job-sharing, teleconferencing and virtual
interviews, recycling, telecommuting, online training, energy-efficient office spaces etc.

The HR function will become the driver of environmental sustainability within the organization by aligning its
practices and policies with sustainability goals reflecting an eco-focus. It involves undertaking environment-
friendly HR initiatives resulting in 1) greater efficiencies, and 2) lower costs and better employee engagement
and retention. Green management initiatives become an important factor in forward thinking business houses
around the world. Green HR initiatives help companies find alternative ways to cut cost without losing their top
talent, furloughs, part time work, etc.

There is a growing need for strategic Green HRM – the integration of environmental management into HRM.
HR professionals indicated that encouraging employees to be more environmentally friendly in the workplace
was the top practice for their organizations. This means that organizations are encouraging their employees to
perform activities such as making double-sided photocopies, powering down computers after a few minutes of
inactivity, using energy-efficient bulbs for desk lamps, ensuring blinds are lowered in the summer to conserve
energy, donating. This section deals with the emergence of Green HRM by describing the history of Green
Movement, Corporate Social Responsibility and evolution of Human Resource Management. The future of
Green HRM appears promising for all the stakeholders of HRM. The employers and practitioners can establish
the usefulness of linking employee involvement and contribution in environmental management programmes to
improved organizational environmental performance, like with a specific focus on waste management recycling,
creating green products.

Unions and employees can help Employers to adopt Green HRM policies and practices that help safeguard and
enhance worker health and well-being. The academicians can contribute by carrying further research in this area
revealing additional data that can build a knowledge base on Green Management in general.
 In specific terms, the paper attempts to address the following interrelated questions:

What is HRM?
What is green HRM?
Why is Green HRM important?

How to implement Green HRM?

4
What are the green HRM requirements?

How to make HRM functions green?

What is hrm?
Human resource management (HRM or HR) is the strategic approach to the effective management of people in
a company or organization such that they help their business gain a competitive advantage. It is designed to
maximize employee performance in service of an employer's strategic objectives. Human resource management
is primarily concerned with the management of people within organizations, focusing on policies and systems.
HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and
development, performance appraisal, and reward management, such as managing pay and benefit systems. HR
also concerns itself with organizational change and industrial relations, or the balancing of organizational
practices with requirements arising from collective bargaining and governmental laws.
❏ WHAT IS GREEN HRM?

Green Human Resource Management (GHRM) is the combination of environmental management and human
resource management (HRM) practices. It helps organizations to uncover alternative way to reduce the cost
without losing their experienced workers.

Green HRM involves the application of HRM policies to encourage the sustainable use of resources within
companies and to promote the cause of environmentalism. It refers to using every employee to support
sustainable practices and increase employee awareness and commitments on the issue of sustainability.
Environment-friendly HR initiatives leading to better efficiencies, less cost and heightened employee
engagement levels.

Typical green activities are performed to travel requirements through video recruiting or the use of online and
video interviews. It involves undertaking environment-friendly HR initiatives resulting in greater efficiencies,
lower costs and better employee engagement and retention, which in turn, help organizations to reduce
employee carbon footprints by the likes of electronic filing, car-sharing, job-sharing, teleconferencing, and
virtual interviews, recycling, telecommuting, online training, energy-efficient office spaces, etc.

Green HR initiatives help companies find alternative ways to cut costs without losing their top talent. Focus on
Green HRM as a strategic initiative promotes sustainable business practices. Therefore, developing a new
5
organizational culture through GHRM practices becomes a manager’s concern. Developing a green culture can
affect employee behaviour and introduce certain values that build an internal culture. Green behaviour is
assumed to be instrumental in the implementation of the green HRM culture and adopting formal environmental
strategies.
 WHY IS GREEN HRM IMPORTANT?

SOME OF THE FOLLOWING REASONS ARE:

1. TO INCREASE EMPLOYEE’S EFFICIENCY AND EFFECTIVENESS

2. TO REDUCE COST AND BETTER EMPLOYEE ENGAGEMENT

3. TO INCREASE EMPLOYEE MOTIVATION

4. EASY TO RECRUIT NEW EMPLOYEES/ CAN ATTRACT SUITABLE QUALIFIED

CANDIDATE POOL
5. TO REDUCE LABOUR TURNOVER AND ABSENTEEISM
6. BETTER HEALTH AND SAFETY MANAGEMENT SYSTEM WITHIN THE
ORGANIZATION.

Understanding about why green is (mentioned above) indicates the importance of green
HRM. If reiterated in another form, greening is essential for the following:

1) To avoid or minimize global warming.

2) To avoid or minimize natural disasters such as acid rains, red rains, tsunamis, flooding, hurricanes, droughts
etc owing to informal, harmful and greedy usage of natural resources for production and consumption.
3) To avoid or minimize health diseases owing to pollution.

4) To avoid or minimize harms to animals and other natural creatures.

5) To ensure appropriate balance of relationships among plants, animals, people, and their environment.
6) To ensure survival of humans and business organizations for a prolonged period.

6
  HOW TO IMPLEMENT GREEN HRM?

HRM may contribute to environmental management in companies if they:

1. recruit and select people committed to the environment.

2. train and evaluate employees’ performance based on environmental Criteria.
3. implement ways of rewarding individual and collective environmental performance is remunerated and non-
remunerated ways.
4. stimulate continuous education in environmental management.
5. treat environmental aspects as values of corporate culture.
6. promote interaction between teams to deal with environmental problems and strive for continuous
improvement of environmental the implementation of rigorous recruitment and selection of employees,
performance-based appraisal system, training programs aimed at green management initiatives have basic
importance to fostering environmental innovations.
Green responsibilities can be used by environmentally responsible employers to attract talent that fits
and contributes to achieving the organization’s environmental goals.

 What are the green HRM requirements?

In order to achieve organizational environmental goals or greening, green human resource requirements need to
be identified. What are the green human resource requirements for greening or corporate environmental
management?

There are four categories of green human resource requirements, i.e. green competencies, green attitude,
green behaviours and green results. Though these major types of green human requirements are related they
can be distinctly treated. Figure 3 shows these requirements and relevant dimensions. Employee is required to
possess an enough knowledge and skills in respect of greening and without this knowledge and skills
(competencies) it is not possible for the employee to become a green employee Green HR requirement
(needed to achieve environmental objectives)
 How to make HRM functions green?

7
In order to make sure that the organization gets right employee green inputs and right employee green
performance of job, it is indispensable that HRM functions are adapted or modified to be green. Traditionally
there are 18 functions of HRM including job design, job analysis, human resource planning, recruitment,
selection, hiring, induction, performance evaluation, training and development, career management, pay
management, incentives management,welfare management, management of employee movements, discipline
management, health and safety management, grievance management and labour relations. Making an HRM
function green involves inclusion of policies, procedures, and practices which ensure right employee green
inputs and right employee green performance of job. Ideally it is possible to make each function green. An
attempt is made to show how to make some major HRM functions green in this paper.

DEFINATION

He considers GHRM as

“a scale for credibility and development which

results in employees' green behavior and
Tang et al., (2018 awareness through the adoption of a green
perspective and making use of green
communication channels”

They consider GHRM as

“an approach for sustainable investment and

Seyed Javadin et al., (2017)
development and state that through focusing on
its human capital and environment management
plans, organizations obtain both their economic
and environmental goals”

8
 Jabbour & Jabbour (2016) They believe that the functions and measures of
GHRM are highly tangible and cause green
issues to be considered for in employees' daily
task

➢ HISTORY OF GREEN HRM

Green HRM (GHRM) is an emerging topic in the current scenario. The Green movement across the
world gave birth to Green HRM. Green HRM is becoming a popular issue in the present world for many
reasons such as excess consumption of natural resources and raw materials by different commercial
organizations and industries. Natural resources of the earth are in terrible pressure. Scientist and
environmentalist are warning about the issue of ecological imbalance and the biodiversity of these alarming
situations. At present, issues like carbon credits, global warming, and pollution resulting from high profile
industrial accidents and the changes in the climate are discussed with high importance. These issues may result
in earthquakes, frequent floods and vanishing of certain species and animals. The exploitations of natural
resources globally have led to serious issues like global warming, depletion of ozone layers and increase of
CFC and C02 in the atmosphere. The result is melting of ice/snow near the poles and the increase in the
seawater levels. Exploitations of natural resources had also affected the flora and fauna, results in reducing the
forest animals, disturbing the food chains and the ecosystems. As a result, world environmentalist started
discussing ecological issues globally”. So far, very little research has been conducted on this topic even in the
advanced countries.

Needs for Green HRM

Organisations need green HRM for several reasons:

1. To protect the ecological aspects or environment (ecological lessons: e.g.: global warming, climate
change, energy crisis, etc.) and to make work meaningful and the workplace safe/healthy within and
outside the organisations.
9
2. To educate, train and motivate (financially or non-financially) employees to conduct their activities in an
environmentally responsible manner.

3. To provide environmentally friendly products and operations (companies face increasing pressures for
eco- friendly products and operations), to manage corporate environmental programs in successfulmanner
(without failure) and to overcome implementation challenges of corporate environmental programs.

4. To support the success of environmental activities of the companies.

5. To provide proactive corporate environmental management because employees are one of the major
forces in proactive corporate environmental management and to train, recognize, reward and motivate
employees in proactive corporate environmental management.

6. To achieve sustainability (achieving sustainability will require not only attention to the technical
aspects of systems but also the HR factor) and to succeed (avoid failure) in corporate environmental
management efforts.
7. To innovate eco-friendly aspects such as products and behaviour.

 GREEN HRM PRACTICES:

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 green recruitment

Green recruitment is process of recruiting new talent who are aware of sustainable process,
environmental system and familiar with words of conservation and sustainable environment. Green
recruitment means a paper free recruitment with a minimal environmental impact. Application are
invited through online medium, etc. There are number of companies who adopted green recruitment
process, Google is a very good example of a company who adopted green recruitment few other
companies are Timberland, and yes.

Green performance management

Performance management is an ongoing process of communication between supervisor and an employee that
occur throughout the year, in support of accomplishing the strategic objectives of the organization. Green
performance management includes the issues related to policies of the organization and environmental
responsibilities. Integration of environmental management into performance management system improve the
quality and value of environmental performances. It acts as safeguard to protect environmental management
against any damage. Green performance management plays very important role in the effectiveness of green
management work over passage of time because they guide employee performance to the environmental
performances need by the organization. Mandip (2012) identified in their study that effective way of successful
implementation of Green performance management is the linkage between performance management and green
job description.

11
 green training and development

To sustain in the race market it is very necessary to each and every organization to change themselves with the
change in the scenario and it is more important for every organization to resist that change and that resistance to
change will be done by training and development. Training and development are a practice that directing a great
deal of attention on development of employee skills and knowledge that relate to specific useful competencies,
environmental training also prevent decline of environmental management skill, knowledge and attitudes. Green
training and development train employee working methods that reduces waste, proper utilization of resources,
conservation of energy and reduces the causes of environmental degradation, it provides opportunity to engage
employees in environmental problem solving. training and development train in promoting business value.
Numbers of companies are providing environment training to their employees The Land Rover Group is one the
example that company. The Land Rover Group provides environment training to their employees according to
their job. They take regular briefings and circulate newsletters to communicate with their staff about
environmental issues. They displayed Environmental -sustainable development policy, key objectives and
environmental practice boards at all sites. They encourage employees to come up with new ideas that reduce the
cause of environmental degradation.

green health and safety management:

The green health and safety management is really beyond the scope of traditional health and safety management
function of HRM. It not only includes the traditional health and safety management but also some more aspects
of environmental management of an organization. That is why nowadays many organizations are redesigning
post of health and safety manager as health, safety and environmental manager. This includes a wider job scope
when compared with traditional post of health and safety manager in an organization. For example, it includes
biodiversity protection and community support initiatives etc. that include local environment and people. The
key role of green health and safety management is to ensure a green workplace for all. Green workplace is
defined as a workplace that is environmentally sensitive, resource efficient and socially responsible. At present
there are companies where traditional health and safety function was extended to include environmental

12
management/protection. These companies have continually endowed to create various environmental related
initiatives to reduce employee stress and occupational disease caused by hazardous work environment.

green discipline management:

Green discipline management is a pre-requisite in corporate environmental management. In ensuring green

employee behaviour in the workplace, organizations may need green discipline management practices to
achieve the environmental management objectives and strategies of the organization. In this context, some
companies have realized discipline management as a tool to self-regulate employees in environmental
protection activities of the organization. Firms have developed a clear set of rules and regulations which
imposes/regulates employees to be concerned with environmental protection in line with environmental policy
of the organizations. In such companies, if an employee violates environmental rules and regulations,
disciplinary actions (warning, fining, suspension, etc.) are taken against him/her.

Green Performance Appraisal:

Green human resource management ensures that the environmental targets set by the organizations are met.
Performance management is an on-going process of communication between supervisor and an employee that
occurs throughout the year in support of accomplishing the strategic objectives of the organization. Green
performance management includes the issues related to policies of the organization and environmental
responsibilities. Integration of environmental management into performance management system improves the
quality and value of environmental performances. It acts as a safeguard to protect environmental management
against any damage. Green performance management plays a very important role in the effectiveness of green
management work over passage of time

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 Green Compensation and Reward Management:

Compensation and reward management should recognize contributions in green management. Compensation
packages should be customized to reward green skills acquisition and achievements by employees. Monetary-
based, non-monetary based and recognition- based rewards can be used for green achievements of employees.
Monetary-based rewards for contributions in environment management can be allocated in the forms of salary
increase, cash incentives and bonuses while non- monetary rewards may include sabbaticals, special leave and
gifts to employees and their family members. Recognition-based awards can highlight green contributions of
employees through wide publicity and public praise and appreciation of green efforts by CEO or top
management executives.
Green Employee Relations: Employee participation in Green initiatives increases the chances of better green
management as it aligns employees ‘goals, capabilities, motivations, and perceptions with green management
practices and systems. Involving employees in EM has been reported as improving EM systems such as
efficient resource usage reducing waste; and reducing pollution from workplaces (Kitazawa and Sarkis, 2000).
Several workers in their study concluded that individual empowerment positively influences productivity and
performance, and facilitates self-control, individual thinking, and problem-solving skills. An important way in
which employee involvement and participation can be encouraged within the organization is to seek
entrepreneurs within the company who are socially or ecologically oriented known as eco-entrepreneurs. Eco-
friendly ideas should be welcomed from all employees irrespective of their designation which will encourage
their interest in environmental issues and make best use of applying their skills. The HR staff needs to
pressurize the management to create a participative work environment where the employees are free to put up
their ideas on green issues since they are the ones who in reality are responsible for implementing ethical
corporate behavior in the day-to-day life of the organization. This means the achievement of green outcomes
will largely depend on employees; willingness to collaborate, as often, the best ideas come from the employees
who work in that area.

Green Job Design and Analysis:

In general, job descriptions can be used to specify several environmental protection related task, duties and
responsibilities. These days, some companies have incorporated environmental and social tasks, duties and

14
responsibilities as far as possible in each job in order to protect the environment. In some companies, each job
description includes at least one duty related to environmental protection and specifically includes
environmental responsibilities whenever and wherever applicable. Job descriptions and person (job)
specifications may include environmental, social, personal, and technical requirements of the organizations as
far as possible. For example, environmental protection duties should be included, along with the allocation of
environmental reporting roles and health and safety tasks. In addition, some companies use teamwork and cross-
functional teams as job design techniques to successfully manage the environmental issues of the company.
Nowadays many companies have designed environmental concerned new jobs or positions in order to focus
exclusively on environmental management aspects of the organizations. From the perspective of HRM, it is
really a valuable initiation and practice to protect the environment. Moreover, some companies have involved in
designing their existing jobs in a more environmentally friendly manner by incorporating environmental
centered duties and responsibilities. These are some of the best Green HRM practices which can figure out
under the functions called green job design and green job analysis.

Grievance and Discipline:

In general terms, grievance and discipline in firms encourages internal environmental breaches. The need to
raise grievances is seen in high risk operations (for their safety record), and in such cases disciplinary
procedures are attached to environmental rules and duties where noncompliance occurs. Indeed, expert legal
opinion is that some firms may eventually move to ensure that environmental obligations are secured by
including clauses in staff contracts to do so, i.e. that environmentally unfriendly behavior may constitute a
breach of contract and therefore possible grounds for dismissal.

Green initiatives for HR

We can say that green initiatives included in HRM manifesto is a part of corporate social responsibility in the
long run. Today, organizations are implementing and integrating green initiatives in their agenda with the help
of their human resource. Managers make sure that their HR is utilizing green human resource practices in

15
appropriate manner. As an addendum to the statement, several authors have suggested that it is important to
promote a great deal of technical and management skills among all employees of the organization in order to
implement an effective corporate green management system in companies Conceptual model for organizational
citizenship behavior directed toward the environment Organizations across the world are incorporating and
working toward implementing GHRM practices to gain competitive advantages among the corporate world.
Complete adoption and integration of GHRM in business is not impossible but requires a changed approach
toward the existing HR practices on part of both the management as well as employees simultaneously. A key
role for HR environmental executives could be to guide line managers in terms of gaining full staff co-operation
toward implementing environmental policies which means HR needs to nurture supporters and create networks
of problem-solvers willing to act to change the current status quo Green HRM-Delivering high performance HR
systems. There are numerous issues related to GHRM that is to be taken into account by HR department before
implementing green initiatives and, all of them can be not contained within a single document. Owing to the
space limit the following section of the paper briefly focus upon some of the major green initiatives for HR
departments.
Green building

The organizations round the globe are considerably opting for green building as their workplace and offices as
an alternative to traditional offices. The phenomenon is quite trend setting as Green buildings fulfill certain
criterion for reducing the exploitation of natural resources that are utilized in their construction. Furthermore,
green buildings include some enhanced features related to green practices such as energy efficiency, renewable
energy, and storm water management. Recent years have witnessed a great upsurge in adoption of green
buildings by organizations at a fast pace. The business world has become increasingly aware of the significant
role played by green buildings while dealing with environmental issues. Green buildings also serve as a
platform for financial savings for organizations as their construction and engineering involve low cost. Business
giants like Ford, Pepsico, etc. are committed to sustainability and have included green building design principles
into their buildings. Fortune 1000 companies are adopting company-wide sustainability policies that have
increased the demand for work space in Green or sustainable buildings.

Paperless office

Most of the work in the office is managed on paper but, with introduction of IT, the consumption of paper has
been reduced. Today E-business and learning have changed the methods and procedures at offices converting
them into paperless offices. Paperless office is a work place where the use of paper is either restricted or
16
eliminated by converting important official documents and other papers into automated workflows. The practice
greatly reduce the consumption of paper, the costs of paper-related actions including copying, printing, and
storing, and also save the time used for searching paper documents. At Idea Rebel, pay stubs are emailed to
employees and notes are taken on tablet devices and whiteboards. Designers are allowed to bring in a pad of
paper but they have to take the pad to their home at the end of each day. Finally, we assert that by reducing the
use of paper, we can directly conserve natural resources, prevent pollution, and reduce wastage of water and
energy.

Conservation of energy

Conservation of energy in the office has the potential for a great environmental impact. In an effort to provide
more efficient and eco-friendly services, offices around the world have implemented several energy
conservation initiatives to reduce the environmental impact. The HR department at the UK arm of Sky has
started a campaign where the employees are asked to turn off PCs, TVs, and lights when leaving, to use 100%
renewable energy, and introduced solar lighting natural resources.

Recycling and waste disposal

Recycling is the methodology of processing used up materials (waste) into new and useful products. Recycling
reduces the use of raw materials that would have been otherwise used to produce new products. Consequently,
this practice saves energy and reduces the amount of waste that is thrown into the dustbins, thereby making the
environment cleaner and the air fresher. As a part of their green initiatives, several organizations are
implementing recycling program to increase the amount of recycled products and decrease the amount of waste.

Ever since the organizations embraced the concept of saving money, focusing simultaneously on the
environment and sustainability, several human resource professionals were assigned the task of creating
company recycling programs and monitoring office thermostats. In the process, many HR professionals
ascertained that green initiatives were a necessary aspect of overall corporate social responsibility. At present,
the whole corporate world is reciting the old mantra of three Rs—Reduce, Reuse, and Recycle to save the
environment

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 ❑ Benefits of Adopting Green HRM Practices to Firms

1. Preservation of natural environment:

The elements of the environment which are not created by human beings are called the elements of
natural environment like trees, forests, rivers, animals etc. Green HRM practices such as online
advertising and recruitment which uses less paper, creating less carbon emission on the office space,
training through electronic sources to reduce paper waste can keep the environment form loss or
negatively affected.
2. Ensure healthy working environment and raise employee morale:

Making the corporate space green with trees and plants, forbidding smoking on the office premises, using less
paperwork (which makes an employee hectic), providing natural fruits and vegetables on HR meetings- all
these can create a healthy and habitable working environment which in turn, can raise the speed and morale of
the workers.
3. Gain competitive advantage through ensuring corporate social responsibility (CSR):

18
 Corporate social responsibility is now-a-days a part of company’s core responsibilities which no company can
ignore. Therefore, a firm can gain competitive advantage over its rivals by ensuring green management
practices in a well-performed manner.
4. Save cost:

Creating a sound working environment can reduce employee fatigue, absenteeism and turnover. The result
is reduced cost. Again, using less paper and disseminating and recording the information via online can
reduce wastage and cost.
5. Increase company image:

It is obvious that a company which has green management/HRM practices will have a higher image
than a company which has not.
6. Reduce intervention from the government and other law enforcing agencies:

Adoption of proper green management/HRM practices can reduce the chance of intervention by
the central/local govt. and other law enforcing agencies.
7. Develop eco-friendliness and environmental learning among the employees:

Adoption of Green HRM practices make the employees environment conscious and make them eco-friendly
which makes them a good corporate citizen in environmental perspective.

8. Stimulate innovation and growth:

Green HRM practices encourages new innovative ideas and practices that facilitates growth in quality and
enhancement of methods and processes

Barriers to green HRM:

19
Even though organization are making great efforts to become more environmental friendly, there can be a
number of disadvantages or we can say limiting factors to “go green”.58* J7845]887]

Higher Conversion Expense:

It can be quite costly for a corporation to go green initially. For example, switching to solar power will
require panels to be installed at business facilities. The cost reduction in energy savings gained by going
green is not always enough to offset the initial conversion costs.

Lack of green HRM awareness:

Many people of the organization don’t know about the term green HRM. Many organization don’t conduct
program to spread the awareness of green HRM.

Costlier Products:

Using green materials can lead to more expensive raw materials for manufacturers and hence more
expensive products for consumers.

Lack of Support: Green initiatives require a lot of support and dedication not only from the management of
an organization but also from the government.

Loss of data: For most of the companies, a common method of going green is to minimize or eliminate the
use of paper. This has its own disadvantages. For example, if employees lose or experience the theft of
laptopcomputers, sensitive information could fall into the wrong hands. Moreover, in the absence of a
proper back up; a system crash could prove disastrous.

5. No value to environmental sustainability: Most of the companies lack the internal mechanisms to
properly value the benefits of managing environmental sustainability, such as reduced exposure to energy,
price volatility, and other environmental impacts of operations and supply chains.

20
 6. Divergent goals: Most of the time, the priorities of sustainability teams and financial teams are
divergent. As a result, sustainability teams are brought into project planning too late. As a result they are
not able to convince the financial decision makers.

7. Lack of metrics: Organizations do not have clear methods to price external environmental costs, such as
the risk of climate change to society; as a result they can’t factor these "expenses" into their traditional
decision making. Companies may find they are not fully aware of the real costs and risks associated with
their investments over time.
8. Non integration of environmental factors:

Environmental factors such as climate change and water scarcity are not being fully integrated into long-
term business strategy.

Sustainability in an organisation

Sustainability is defined as opportunity for businesses to provide long lasting solutions that will
help enhance the socio-economic landscape while continuing to create jobs and economic wealth
well into the future. Green business practices were defined as those that addressed environmental
stewardship and social responsibility. The term Sustainability, Sustainability development,
corporate sustainability and Corporate social Responsibility are frequently interchangeable. The

term Sustainability can be defined “as the development that meets the present without compromising the
ability of future generations to meet their own needs. It defined three components for sustainability
development being environmental protection, economic growth and social equity. Sustainable
development is indeed mostly identified by referring to this creation of a balance between Profit, Planet
and People.
A Sustainable organization can be defined as an enterprise that simultaneously contributes
economic, social, and environmental benefits- known as the “Triple bottom line”. Sustainability
is seen by many as increasingly essential to creating shareholder value, as investors and
employees look to organizations to be good corporate citizens.

HR and Sustainability-
21
Organizations are increasingly concerned with sustainability and corporate social responsibility.

The HR function is uniquely positioned to assist in both developing and implementing

sustainability strategy. The HR function can serve as a partner in determining what is needed or
what is possible in formulating corporate values and sustainability strategy. The Human resource
department of a company has the capability to play a significant role in the creation of them
company’s sustainability culture (Harmon, Fairfield and Wirtenberg 2010). The role of HR in
creating sustainable business is two- pronged. As a part of business strategy, HR will have to
embrace a more sustainable approach to managing its people. HR will have to learn to manage
the whole gamut of issues ranging from employee wellness, healthy, and safety workplace
diversity. The HR staff is likely to be the only department that is resourcefully trained to change
the attitudes and behaviours of the executives, managers, and employees by modifying them
many Human Resource systems. In many organizations the HR department is the “Custodian of
the culture”. Configuring HR Practices to the principles of sustainability need not necessarily
mean changing the HR function. It means that HR People will have view all HR decisions
through the prism of shareholders viewpoint. Examples of Sustainable HRM practices include:
1) Assisting employees in identifying ways to recycle
products that can be used for further reuse

2) Encouraging employees, through training and

compensation to find ways to reduce the use of
environmental damaging materials.

3) Emphasizing long term employment security to avoid

disruption for employees.
There are few steps for creating the Sustainable HR
practices in the organizations the steps are shown in the
diagram as below:

22
 Evaluate Eliminate illuminate Implement

1) Evaluate-

It is important to evaluate

• Whether the company’s corporate culture, strategic intent and underlying values
support the sustainability goals. The culture and underlying values will have to support
each other in order to create a Green HRM function.
• Is the firm involved in any community services to balance the lack of sustainability
in products or services.
• Do the job description and the corporate website of the company support the green
agenda.
2) Eliminate-

• HR must support green movement by cutting cost which will help in

eliminating the waste.
• HR will have to introduce the concept of using the recycled paper, back to
back printing promote online recruitment.

3) Illuminate-

• HR will have to develop a consistent and authentic employment brand that

will go a long way in helping the company find, retain and repel talents.
• HR will have to boost the employees to use eco-friendly products so that the
brand is established.

23
4) Implement-

• HR will have to implement the sustainable strategies by painting every

phase of the employee life cycle with green, starting from recruitment to
compensation. • HR of the organizations will have to roll out live virtual interview
or video conferencing for recruitment which reduces the travel cost as well use of
paper.
• HR can buy the PCR paper which is made of post-consumer recycled stuff
which is high in quality.
• HR can implement the strategy of rewarding the employees for using the
eco- friendly initiatives within the organization.

❖ Stakeholders and Performance of Green HRM

Until now, there is a lack of direct literature on stakeholders of green HRM and performance of green HRM.
Four major stakeholders: employer, employee, customer and supplier are responsible for green HRM. In order
to
earn profits the employer does production of certain goods or services which more likely damage, waste and
use the natural environment. In order to receive various financial and non-financial rewards the employee
engages in performance of a particular job which more likely damages, wastes, and uses the natural
environment. Indeed mainly the employer, who invested his or her capital to produce a product, is responsible
for all resultant damages done to, wastes added to, and uses of the nature or natural environment. Then
managers and non-managers are responsible for damages, wastes, and uses in respect of the nature or natural
environment.
Employees are human beings and when they become green seriously they will significantly contribute to
preserve, conserve, and protect the natural environment.

❑ New Role of HR manager as Environmental manager:

The environmental managers must perform dual responsibility problem solver as well as the supporter. HRs can
effectively implement Greening practices through developing various stages. To implement Environment
24
Management System in the organization HR managers can follow the practices like

1] To make the campus plastic free:

Plastic free campus discourages employees to use plastic, it reduces plastic waste. „Plastic free campus‟ is
the policy which helps to improve the environment.
2] Use own mugs:

To reduce plastic waste, instead of using plastic cups, employees use their own cups wash it and refill again
when needed. Avoid plastic cups as it cannot be reuse or recycle.

3] Go paperless:

Reduce use of paper. Communicate employees with the help of mails, websites. Leave application,
Notices, Memos etc. converted into digital form. It makes the information easily accessible and easy to
preserve data safely.
4] Green audit:

Green audit is liability of Corporate Social Responsibility. It is used to improve environmental performance
of the organization. Annual Green audit help the campus to keep it Green.
5] Energy audit:

The main aim of the Energy audit is to reduce the consumption of energy and give directions about saving of the
energy. There are two ways to conserve energy, which are to reduce consumption and save it. It provides a
benchmark for energy consumption.
6] Carpooling, Car sharing:

25
Many organizations are introducing this concept now day. It reduces the traffic jam, air pollution and problem
of parking. It is also reduced travel cost, stress of driving and saves fuel.

7] Work from home:

Work from home reduces energy and saves fuel. It provides freedom and flexibility, so women benefit a lot
of this concept. This concept is emerging in this era. It improves satisfaction level as employees can keep work
life balance.
8] Use daylight; Optimum use of day light saves energy. Reflective surfaces give enough day light. The
skylight, translucent walls, light tubes, prisms, light reflector and shelves are some of the ways to use day
light efficiently.
9] Switch off ACs 30 min before leaving: Switch off ACs 30 minutes before leaving as it saves energy 10]
Switch offs Computers:
Switch off computers or keep it on sleep mode save energy.

11] No smoking Zone:

To reduce air pollution making the campus No smoking zone is one of the policies. Smoking affects second-
hand smoke, so it is necessary to ban it. It is useful for occupational health and safety.

12] No vehicle day:

No vehicle day in a week saves fuel, reduce air pollution. It enhances

employees‟ health also HR managers can promote use of public transport. 13]
Save water:

Water can save by creating awareness, routine pipe checkups, prevent leakages.

Used water can retreated and use for toilets, sprinklers and go towards the waterless process.
26
14] Recycle:

Recycle means conversion of waste material into useful material. Recycle of glass, cups, metals,
plastic manufacturing waste material can reduce waste.
15] Reuse:

Reuse of industrial waste can do. Organizations can process on the waste, and it cabe reusable.

OUTCOMES OF GREEN HRM

Practising green hrm in an organization will produce many outputs. Green hrm has various outcomes at various
levels . organisation. The outcomes of green HRM can appear in different forms. It may beemployee related
outcomes such as environment-friendly workforce, employee with environmental relatedknowledge, skills, and
attitudes or it may be the financial gains such as cost saving or waste reductions.Ultimately it may contribute to
firm‟s environmental performance and image or goodwill as well as legal andstandard or system compliance.
The existing literature on green HRM has evidence for all these outcomes.

Reasons for green hrm (Why) Outcomes of Green HRM Levels

1 To protect the ecological Environmental protection Organizational or national or

aspects or environment international
(Ecological lessons:
e.g. global warming, climate
change, energy crisis, etc.)
2 To make work meaningful Workplace health and safety Organizational
and the workplace
safe/healthy within and
outside the organizations

27
3 To educate, train and Environmentally educated, Employee
motivate (financially or non- Trained and motivated
financially) employees to workforce
conduct their activities in an
environmentally responsible
manner

4 To provide environmentally Environmentally friendly Organizational

friendly products and products and operations
operations.

5 To manage corporate success in corporate Organizational

environmental programs in environmental programs
successful manner.

6 To overcome implementation Success in implementing Organizational

challenges of corporate
environmental
Programs
7 To support the success of
environmental activities of the
companies
corporate environmental
programs
Supportive workforce for Employee
environmental activities

8. To provide proactive Proactive corporate Organizational

corporate environmental environmental management
management because
employees are one of the major
forces in proactive corporate
environmental management

9. To train, recognize, reward Environmentally trained. Employee

and motivate employees in
28
 proactive corporate
environmental management
10. To motivate employees Environmentally motivated Employee
workforce
11. To make employees Employee
involved in corporate Employee involvement in
environmental management environmental management
activities
12. To develop green abilities Green abilities Employee
and provide employees with
opportunities to be involved in
corporate environmental
management.
13. To create, enhance and Green employees’ role Employee
retain greening within each
employee of the organization.
14. To develop sustainable Sustainable organization Employee
organization.
15. to innovate eco-friendly Eco-innovation in terms of Organizational and employee
aspects such as products or products and behaviour
behaviour

❑ Green HRM in India:

Contemporary Green HR Practices in Selected Companies

Several companies have initiated the process of integrating environmental concerns with their business
strategy, with HR taking centre stage. Google is leading the way not just in its environmental practices but also
in publicizing their environmental record and approach. Like many emerging green companies, Google has

29
hired a director who coordinates corporate environmental efforts to match their corporate business strategy
with their environmental efforts. Companies like Honda, S.C. Johnson, Goldman Sachs, Starbucks, Patagonia,
Timberland, and GE have successfully used their environmentally friendly policies to sell their product and
gain media exposure.
In India, green movement and Green HR is still in a nascent stage with a few companies following green
agenda. Green Toyota has made a public pledge that it would do business only with those concerns that are
certified “Green”.
The Tata Group has gone “Green” and has made a list of third parties, vendors and suppliers whom it deals
with during business without releasing toxic emissions that could harm the environment. There are many
companies implementing Corporate Social Responsibility (CSR) initiatives which also have green projects.
ITC Ltd. and The Associated Cement Companies Ltd. (ACC Ltd.) have since long practised CSR with
emphasis on environment management.
This has helped generate interest and awareness about green movement and green HRM IN India. HRM must
play a central role in creating awareness about environment management in organisations besides taking the
lead in implementing Green HR practices as part of the bigger role to save planet earth. The companies that
have been selected for this study are business giants having robust HR practices, known to be favourable
employers in India and across the world.

Top 10 Indian Companies

Following are the Indian companies exhibiting green GRM practices in India.

Wipro Technologies:

i. There was a time when the Karnataka State Pollution Control Board indicted the IT solutions arm
of Wipro Limited for dumping huge volumes of hazardous electronic waste in illegal recycling units in
Bangalore. ii. They extended their green mission to physical infrastructure and substitute CRT
monitors with LCD monitors.
iii. The company also had a green testing lab, practiced a Carbon Disclosure Project (to report the internal
carbon footprint), and reduced employee travel.
iv. Wipro was the first IT Company in India to launch eco-friendly desktops and notebook computers that
adhered to the RoHS (restriction of hazardous substances) regulation specified by the European Union
(EU).

30
 Suzlon Energy:

i. The Green Banking initiative- Suzlon Energy has become the first Indian bank to take lead in
harnessing wind energy by having a tie up with State Bank of India.
ii. The Suzlon One Earth Campus, the corporate headquarter of Suzlon at Hadapsar, Pune, India is the
most energy efficient building built ever in India with insulated green roof, energy efficient - lighting
system, construction time,renewable energy based hot water system, reduced landscape and building
water requirement, recycle, reuse and recharge of water, waste management and waste water
treatment, health and energy of occupants, carpooling, zero waste management, green education etc.
are policies practiced by the companies.

i. Wal-Mart:

Wal-Mart is gaining a considerable amount of attention from its big-picture strategic goal to be supplied
100 percent by renewable energy, creating zero waste and selling products that sustain people and the
environment. Much has been written about its intent to green its supply chain to achieve a 20 million
metric ton reduction in greenhouse gas emissions and the development of environmental product ratings.
Walmart is engaging its 2+ million associates, located across four continents, to turn its announced
strategies into tangible results through a volunteer associate sustainability program. Walmart’s associates
around the world are focusing on wellness, their community and the environment. Walmart also follows
the practice of continuous recognition of associates and their stories of achievement. Walmart is enabling
collaborative management/associate thinking that has succeeded in growing green revenues, profits and
environmental improvements.

Hcl technologies

HCL Technologies initiated the following practices Go Green - a multi-layered corporate program
running campaigns to initiate individual action towards environmental issues. It has designed and developed
a comprehensive Green Edge sustainability framework that caters to the specific needs of manufacturing

31
industries. They are active members of India Council for Sustainable Development. First company in India
to launch an Antimony and Beryllium Free laptop. The company extends its take-back service to customers
for disposing off their equipment through HCL Green Bag Campaign, and recycling collected E-waste in an
environment-friendly manner.
Tata Consultancy Services:

TCS has been spotted 11th under Newsweek ‘s annual rankings of the World ‘s Greenest Companies with a

Green Score of 80.4 globally. Its 16 facilities do compost, some have bio-digesters turning waste into kitchen
fuel.

Oil and Natural Gas Company (ONGC):

ONGC has been ranked 39th among the world's 105 largest listed companies in ‘transparency in corporate
reporting' by Transparency International making it the most transparent company in India. Project of
Landscaping, designing of garden and greening of area in the campus of Jollygrant Airport, Dehradun is
started. ONGC has many such initiatives towards Green HRM. Another one is Vadodara Movement with
Indian Express.

Idea Cellular

Idea Cellular initiated the following practices: - Use Mobile, Save Paper ‘campaign Green Pledge campaign
was initiated by Idea at various Indian cities, where thousands came forward and pledged to save paper and
trees.

IndusInd Bank Following practices have been initiated by IndusInd Bank: -

32
The bank is running ATMs on solar power and has pioneered an eco-savvy change in the Indian banking
sector.

The bank is planning for more such initiatives in addressing the challenges of climatechange.

Tamil Nadu Newsprint and Papers Limited (TNPL):

TNPL has installed its own power generating facility to make it 100% self- enough through the installation of
61.18 MW Power Generating equipment, viz. TG Sets, installed at the paper mill site. The surplus power
generated is being exported to the State Grid. TNPL also generates green power through the 18 MW wind
farm installed at Devarkulam and Perungudi of Tirunelveli district. The entire power generated at the wind
farm is being exported to the State Grid. The innovative bio – methanation project: This project contributes to
the sustainable development in terms of generating in-house renewable energy and reducing green – house
gases.
Tata Metaliks Limited:

Tata Metaliks Limited initiated the following practices: Every day is Environment Day According to the
company’s policy, working on Saturdays at the corporate office is discouraged. Lights are also switched off
during the day with the entire office depending on sunlighght.

33
 CHAPTER 2

Research methodology

Research methodology is considered as the nerve of the project. Without a proper well-organized research
plan, it is impossible to complete the project and reach to any conclusion. The project was based on the survey
plan. The main objective survey was to collect appropriate data, which work as a base for drawing conclusion
and getting result.

Therefore, research methodology is the way to systematically solve the research problem.

Research process:

Define the
problem & Define the Collect Present the Analyze the
research research plan information finding in report information
objective

Research design:

Research design states the conceptual structure within which research is to be conducted. A research design is
the arrangement of conditions for collections and analysis of data in a manner that aims to combine relevant the
research purpose with economy in procedure. The different research designs available are:

Exploratory research: It generally emphasis on discovery of ideas and insights. It‘s more qualitative rather
than quantitative.

34
Descriptive research: It is concerned with determining the frequency with which something occurs or extent
relationship between two variables. This study will be having an exploratory research which is based on
discovery of ideas and insights.

DATA COLLECTION

The task of data collection begins after problem has been identified. While deciding about the method of data
collection to be used for the study the researcher should keep in mind two types of data viz, primary data and
secondary.
The primary data are those, which are collected afresh and for first time and thus happen to be original in
character. The secondary is those which have been collected by someone else and which have already been
passed through statistical process.
SECONDARY data is used more than primary. It helps in knowing the facts related to Green HRM
practices.

PRIMARY DATA

Most of the information will be generated through primary sources; the method will be used to collect primary
data are questionnaire with the help of “google form” survey and my own research.
SECONDARY DATA

The secondary data will be collected through web site and books, journals, articles, newspaper and
magazines.

Tools for conducting research is the availability of necessary and useful data:

Questionnaires:

This is the most popular tool for the data collection. The multiple choice based questionnaire contains question
that the researcher wishes to ask his respondents which is always guided by the objective of the survey. Total
no of 20 questions were prepared for the survey.
35
 Pie chart:

This is very useful diagram to represent data, which are divided into several categories. This diagram consists of
a circle of divided into several sectors, which are proportional to the values they represent. The total value is
represented by the full create. The diagram bar chart can make comparison among the various components or
between a part and a whole of data.
Sampling technique:

Sampling technique followed is probability sampling.

Simple random sampling techniques are used to select respondent.

SAMPLE SIZE: 48 PEOPLE RESPONDED FOR THIS SURVEY SAMPLE.

AREA OF STUDY: The area of study is restricted to the demography of Mumbai

36
HYOTHESIS OF STUDY:

Null hypothesis

The following null hypothesis is framed:

H0- There is no significant difference between gender and having GREEN HRM PRACTICES IN AN
ORGANIZATION.

Alternative hypothesis
The following alternative hypothesis is framed:

H1- There is significant difference between gender and having GREEN HRM PRACTICES IN AN
ORGANIZATION.

HYPOTHESIS TESTING METHOD: Chi square method.

37
 Objective of the study

 To emphasize the concept of green hrm.

 to study the green hrm practices.
 to implement environmental management system in the organization.
 to discuss about the role and responsibilities at each level.
 to identify the employee’s perception towards environment.
 to identify the implementation of employee awareness programmes and practices in the organization.
 to identify the employee’s involvement and participation in environmental practices in the organization.

 To provide basic umderstanding of green hrm to the readers.

 To elaborate on various green practices that can be incorporated for building a green workplace.

 To attempt suggestions green hrm.

 to what extend and how hr policies and practices can improve the environmental performance of
organizations.

38
SCOPE OF THE STUDY

The study on green human resource management policies and practices help us to know how useful these
policies in any organization.

Green human resource management policies and practices are included green recruitment and selection,
green training and development, green performance and appraisal, green discipline and grievance, green
health and safety management, green initiative, green building, green job analyses , green compensation
etc.

Green human resuorce management policies and practices and policies are necessary conducted in
instituion.

This study also helps the management and the employees to think about harmfulness which happens to
environment, society and its own people due to pollution.

It will create awareness among employees and society members how to utilize natural resources
effectively.

Significance of the study

The research is significant for educational purpose.

Moreover, the organization can take understanding from the study and then incorporate the findings into
their own management system to better the situations of their resources in green way.

36
Limitation of the study

Every study has certain limitation. In my study, also there were certain limitation, which I could not able
to solve

Insufficient of primary data since rare organizations are practising Green HRM.

A small sample size of 48 is taken for primary data analyses. So, couldn’t draw proper inferences about
the respondents from this sample.

Very limited set of people were included so results are shown in percentage form to make it presentable

Some respondents filled the questionnaire in a careless manner, so it was difficult to make them hold for
time.

37
 CHAPTER 3
LITERATURE REVIEW

❑ Literature Review on Green HRM Practices

There are functions of HRM which are generally considered as traditional and there can be avariety of green
practices under each function. The following section presents summaries. the existing and certain new green
HRM practices under each function of green HRM.

Authors Practices

Wehrmeyer, 1996; Renwick et al, 1) Incorporating several environmental

2008 and 2013 protection related tasks, duties and
responsibilities in each job and put into effect.

Crosbie and Knight, 1995.

2) Including environmental, social,
Wehrmeyer, 1996; North, 1997.
personal, and technical requirements of the
Revill, 2000
organizations in job descriptions and person
(job) specifications as far as possible and put
into effect.
May and Flannery, 1995; Florida,
1996; Clement, 1997; Palmer and
Andrews, 1997; Beard and Rees, 3) Using teamwork and cross-functional
2000. teams as job design techniques to successfully
Griffiths and Petrick, 2001; Daily manage the environmental issues of the
and company
Huang, 2001; Govindarajulu and
Daily, 2004; Jabbour, Santos, and
Naga

4) Including environmental dimension

❑ Green recruitment

38
In general, environment concerned companies have their own environmental policyframework. In
materializing the established environmental policies, companies needenvironmentally oriented workforce.

Authors Practices
Clarke, 2006; Wehrmeyer, A) Indicating or making transparent about
1996; Oates, 1996 organisation‟s environmental performance
(past and current) when communicating
recruitment messages.
B) Becoming a green employer or green
CIPD, 2007; Renwick et al,
employer of choice
2008; Jackson et al, 2011.
Phillips, 2007; Stringer, 2009.
C) Including environmental criteria in the
Renwick et al, 2013
recruitment messages.
.
Opatha, 2013
b) Expressing certain environmental values
(e.g. be a part of the green team of ABC. or
Opatha, 2013
we are a socially and environmentally
responsible employer) in the job
advertisements of the company. c)
Expressing the preference of the organisation
to recruit candidates who have competency
and attitudes to participate in corporate
environmental
management initiatives too in the recruitment

39
 ❑ Green selection

In the selection context, when making selection for the job vacancies some companies consider candidates‟
environmental concern and interest as selection criteria. Wheninterviewing candidates or evaluating them for
selection, environmental-related questions areasked by those companies (Crosbie and Knight, 1995;
Wehrmeyer, 1996; North, 1997; Revill, 2000). Really, these are some of the good green selection practices any
organisationcan adopt to select environmentally friendly people in addition to the normal selection
criteriarelating to the specific duties of the job being concerned. Table 4 shows a list of the existingHRM
practices under the green selection.

Authors Practices
Renwick et al, 2008; Renwick 1 Considering candidates‟ environmental
et al, 2013 concern and interest as selection
criteria.

Crosbie and Knight, 1995. 2 When interviewing candidates or

Wehrmeyer, 1996; North, evaluating
1997; Revill, 2000 them for selection, to ask environment-
related questions.
Opatha, 2013
3 Selecting applicants who are
sufficiently aware of greening to fill job
Opatha, 2013 vacancies.

4 Selecting applicants who have been

engaging in greening as consumers under
their private life domain.

❑ Green induction

40
Induction for new employees seems to be needed to ensure they understand and approach their corporate
environmental culture in a serious way (Wehrmeyer, 1996). Companies canadopt two approaches in respect of
green induction. They are general green induction and jobspecific green induction. Some companies practice
general green induction. After selectingthe candidates for the posts, these companies provide necessary basic
information about thecorporate environmental management policy, system and practices. In some instances,
certainorganizations do specific green induction as well to their new recruits. They induct newemployees
about environmental orientation programs specific to their jobs.

Authors Practices
Crosbie and Knight, 1995; Wehrmeyer, 1 Providing general green induction
1996; North, 1997; Revill, 2000; Renwick
et al, 2008; Renwick et al, 2013; Opatha,
2013

2 Providing job specific green

Crosbie and Knight, 1995; Wehrmeyer,
induction
1996; North, 1997; Revill, 2000; Renwick
et al, 2008; Renwick et al, 2013; Opatha,
2013
3 Making new employees familiar
Opatha, 2013 with greening efforts of the organization
and encourage them to engage in green
interpersonal citizenship behaviour.

Opatha, 2013
4 Developing induction programs
showing green citizenship

❑ Green performance evaluation

41
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 doneseparately or at least as a part of the performance
evaluation system of the organisation.

Authors Practices
Wells et al, 1993; Carpenter, 1994. 1 Establishing environmental management
Schwalm,1994; Milliman and Clair,1996 information system
(EMIS) and environmental audits.

Wehrmeyer, 1996 2 Incorporating corporate environmental

management objectives and targets with the
performance evaluation system of the
organisation.

Milliman and Clair, 1996; Renwick et al,

3 Installing corporate-wide environmental
2008; Renwick et al, 2013Renwick et al, 2008;
performance standards.
Renwick et al, 2013.

Opatha, 2013
4 Integrating green criteria in appraisals
or evaluating employee‟s job performance
according to green-related criteria.

Opatha, 2013 5 Including a separate component for

progress on greening in the performance
feedback interview.

Renwick et al, 2008; Renwick et al, 2013

6 Setting green targets, goals and
responsibilities.

 Green training and development

Environmental related education, training and development are key areas of green HRM in anorganisation.
Without proper education, training and development, materializing targeted environmental performance of a

42
firm is very difficult to achieve. Therefore, it seems thatcertain companies have realized the importance of
green education, training anddevelopment in their organizational setting. Nowadays, some companies
seriously analyze and identify environmental training needs ofemployees in order to make them more
environmental.

Authors Practices
Cook and Seith, 1992 1 Providing environmental training to
the organizational members (employees and
managers) to develop required skills and
knowledge.

Renwick et al, 2008

2 Providing training to learn or adapt
Renwick et al, 2013
environmentally friendly best practices (e.g.
Jackson et al, 2011
reducing long-distance business travel and
recycling).

North, 1997
3 Providing environmental awareness
training to create „environmental awareness‟
among the workforce.
North, 1997

4 Providing environmental education to

the workforce.
Renwick et al, 2008
Renwick et al, 2013 5 Providing training to the staff to
produce green analysis of workspace.
Renwick et al, 2008
Renwick et al, 2013

 Green reward management

Green reward management is another key function of green HRM. The sustainability of organisations
environmental performance is highly dependent on the green reward management practices of the
43
organisations. To motivate managers and non-managerial employees on corporate environmental management
initiatives, green reward management has significant contributions. Organizations can practice it in two ways
such as financial and non-financial.

Authors Practices

Crosbie and Knight, 1995; Renwick 1 Rewarding employee environmental

et al, 2008 and 2013 performance (good/excellent and
extraordinary).

Crosbie and Knight, 1995; Renwick et 2 Financially rewarding for employee

al, 2008 and 2013; Opatha, 2013 good environmental performance.

Whitenight, 1992; Bhushan, and Mackenzie, 3 Non-financially rewarding for

1994; Renwick et al, employee good environmental performance.
2008 and 2013; Opatha, 2013
4 Team excellence awards for better
Bhushan and Mackenzie,1994 environmental performance.

Bhushan and Mackenzie,1994 5 Introducing rewards for innovative

environmental initiative/performance.

Woods, 1993 6 Communicating employee

6 Communicating employee
environmental excellence.
environmental excellence.

Berry and Randinelli, 1999; Jackson et

7 Providing incentives to encourage
al, 2011
environmentally friendly activities and
behaviours (e.g. recycling and waste
management).

❑ Green health and safety management

The green health and safety management is really beyond the scope of traditional health and safety
management function of HRM. It really includes the traditional health and safety management and some more
aspects of environmental management of an organisation. That is why nowadays many organizations are

44
redesigning post of health and safety manager ‟as health, safety and environmental manager‟. This post
includes a wider job scope when compared with traditional post of health and safety manager in an
organisation. For example.it includes biodiversity protection and community support initiatives etc. The key
role of green health and safety management is to ensure a green workplace for all. Green workplace is defined
as a workplace that is environmentally sensitive, resource efficient and socially responsible (SHRM, 2009). At
present there are companies where traditional health and safety function was extended to include
environmental management/protection. These companies have continually endowed to create various
environmental related initiatives to reduce employee stress and occupational disease caused by hazardous
work environment.

Authors Practices
Ditz et al, 1995; SHRM, 2009 1) Ensuring green workplace for all.

2) Creating various environmental related

initiatives to reduce employee stress and
occupational disease caused by hazardous
work environment.

3) Creating and implementing strategies

(e.g. green factory/green zone) to
maintain a conducive environment to
prevent various health problems/ in order to
improve health and safety of employees.

❑ Green employee discipline management

Wehrmeyer (1996) stated explicitly that green discipline management is a pre-requisite in corporate
environmental management. In ensuring green employee behaviour in the workplace, organizations may need
green discipline management practices to achieve the environmental management objectives and strategies of
the organisation. In this context, some companies have realized „discipline management‟ as a tool to self-
regulate employees in environmental protection activities of the organisation. These companies have

45
developed a clear set of rules and regulations which imposes/regulates employees to be concerned with
environmental protection in line with environmental policy of the organisations. In such companies, if an
employee violates environmental rules and regulations, disciplinary actions (warning, fining, suspension, etc.)
are taken against him/her.

Authors Practices

Renwick et al, 2008 1 Setting penalties for noncompliance on

targets in environmental management.

Renwick et al, 2008 2 Setting penalties or dismissal for

environmental management breaches.

Opatha, 2013
3 Formulating and publishing rules of
conduct relating to greening.
Opatha, 2013

4 Developing a progressive disciplinary

system to punish employees who violate the
rules of green conduct.

❑ Green employee relations

The evolution of green HRM has penetrated the employee relations and union management activities of the
organisation. In green HRM, employee relations and union support (in a unionized workforce context) are
critical in implementing corporate environmental management initiatives and programs. Some companies have
strategies (joint consultations, gain sharing, recognizing union as a key stakeholder in environmental
management) to get the expected support of trade unions for corporate environmental management initiatives.
Really it a good practice to increase firm‟s environmental performance.

46
Authors Practices
Renwick et al, 2008 and 2013 1 Providing opportunities to the
employee to involve and participate in green
suggestion schemes.

Renwick et al, 2008 and 2013

2 Introducing green whistleblowing and
helplines.

Renwick et al, 2008 and 2013

3 Providing training to the union
representatives in environmental
management.

47
 CHAPTER 4

Data ANALYSIS & interpretation

Data analysis, interpretation and presentation of GREEN HRM

Q.1) WHAT IS YOUR AGE?

Answer choices Percentage %

18-30 (26) 54.2%
30-40 (18) 37.5%
40-50 (3) 6.3%
50+ (1) 2.1%

Interpretation:
o Above pie diagram reveals age wise distribution of the respondents. o It shows that majority of the
respondents were in the age group of “18-30” years which constitute
54.2% of the total respondents.
o Respondents in the age group of up to “50 +” were only 2.1%.

o 37.5% of the respondents were in the age group “30-40”.

o The respondents in the age group “40-50” years comprise 16.3% to the total respondents.

Q.2) Gender?

50
 Answer choices Percentage%
Male (26) 54.2%
Female (22) 45.9%

Interpretation:

 This pie chart clearly depicts, 54.2% of respondents were males

 45.9% of respondents were females.
 It shows that the survey has more male responses than females.

Q.3) What is your occupational status?

51
 Answer choices Percentage %
Self employed (14) 29.2%
Private sector employed (22) 45.8%
Public sector employed (12) 25%

Interpretation:

o This survey has people who are employed in private sector firms in great numbers than those
who are self employed or are of public sector firm.
o 45.8% of the respondents were employees from private sector.
 29.2% of respondents were employees from public sector and 25% of respondents were self-employed.

Q.4) How long have you been working for the organization?

52
 Answer choices Percentage %
0 - 1 year (9) 18.8%
1 - 3 years (19) 39.6%
3 - 5 years (12) 25%
More than 5 years (8) 16.7%

Interpretation:

 According to the pie diagram, 39.6% of respondents have been working with “1-3 YEARS” work
experience.
 Whereas, 18.8% of respondents have been working with less than 1 year of work experience.
 25% of the people have been working in the organization for “3-5 YEARS”.
 16.7% of the respondents are highly experienced who worked for MORE THAN 5 YEARS.

Q.5) Do you know about Green HRM?

53
 Answer choices Percentages% respondents

Yes 70.8% 34

No 29.2% 14

Interpretation:

 This clearly shows that people are aware of green hrm.

 70.8% of respondents knew about green hrm.
 Only 29.2% of respondents were not aware about green hrm.

Q.6) Does your organization uses Green HRM practices?

54
 Answer choices Percentage%
Yes (34) 70.8%
No (14) 29.2%

Interpretation:

 It stipulates that people use “Green HRM” practices in their organization.

 Only 29.2% of respondents dont use “Green HRM” practices in their organization.
 Whereas, 70.8% of respondents use “Green HRM” practices in their organization.

Q.7) Are you interested in making your organization green?

Answer choices Percentage%

Yes (26) 54.2%
55
 No (10) 20.8%
May be (12) 25%

Interpretation:

 Almost more than half no. of survey users have endorsement over making their organization green.
 Whereas, 20% OF PEOPLE are not interested in making green.
 The remaining 25% are clueless on their opinion.

Q.8) Do you think the concept of Green HRM can affect or influence organization prestige?

Answer choices Percentage %

Agree (27) 56.3%

56
 Disagree (7) 14.6%
Neither agree nor disagree (14) 29.2%

Interpretation:

 According to the above pie diagram, 56.3% of people patently agree that organization’s prestige will
affect over green HRM practices. however, 14.6% people disagree to this subject.
 29.2 % of the people don’t want to answer.

57
 Q.9) Does your organization recruits’ employee that has environmental awareness?

Answer choices Percentage%

Yes (35) 72.9%
No (13) 27.1%

Interpretation:

 According to the above pie diagram, 72.9% of the people do appreciate recruitment of employees who
have environmental awareness idea.
 27.1% of the people feel its not necessary to recruit employees with environmental awarene

Q.10) What do you think which is the biggest barrier of Green HRM?
58
 Answer choices Percentage%
Cost of implementing program (6) 12.5%
Complexity and difficulty of adoption of (16) 33.3%
green technology
Lack of support by management (14) 29.2%
Lack of understanding green policies (12) 25%

Interpretation:
 According to the above diagram, 33.3% of the people do actually agree that “COMPLEXITY AND

DIFFICULTY OF ADOPTION OF GREEN TECHNOLOGY” is the biggest barrier of green HRM.

29.2% of the people think “LACK OF SUPPORT BY MANAGEMENT” is the biggest barrier of the green
HRM. Similarly, 25% of the people think “LACK OF GREEN POLICY” AS A BARRIER OF GREEN HRM
 12.5% of the people feel “COST OF IMPLEMENTING PROGRAM” As the biggest barrier of green
HRM.

Q.11) To what extend the adoption of green training and development is implemented in your organization?

Answer choices Percentage%

0% (6) 12.5%
10 - 40 % (23) 47.9%

59
 40 - 70% (15) 31.3%
70 - 100% (4) 8.3%

Interpretation:

 Almost 47.9% of the people have “10-40%” implementation of green training and development in their
organization. 31.3% of the people have “40-70%” implementation of green training and development
in their organization. 12.5% of the people dint adopted green training & development in their
organization which shows” 0%”.
 Just 8.3% of the people have “70-100%” of training & development in their organization.

Q.12) To what extend the adoption of green rewards management is implemented in your organization?

Answer choices Percentage%

0% (7) 14.6%
10 - 40 % (21) 43.8%
40 - 70% (15) 31.3%
70 - 100% (5) 10.4%

60
Interpretation:

 Above PIE CHART shows that 43.8% of people have 10-40% implementation of green award
management in their organization.
 31.3% of the people have 40-70% implementation of green award management in their organization.
 10.4% of the people have 70-100% implementation in their organization which shows great effective
use of green practices.
 14.6% of the people have 0% implementation in their organization.

61
Q.13) To what extend the adoption of green performance appraisal is implemented in your organization?

Answer choices Percentage%

0% (8) 16.7%
10 - 40 % (20) 41.7%
40 - 70% (19)39.6%
70 - 100% (1) 2.1%

Interpretation:

 Around 41.7% of the people works in an organization Where green performance appraisal is
implemented to the extent of 10-40%.
 People around 39.6% do have implementation of green performance appraisal to the extent of 40-70%.
 16.7% of the people do have implementation of green performance appraisal to the extent of 0%.
 VERY FEW (2.1%) HAVE 70-100% this practice in their organization.

Q.14) To what extend the adoption of green recruitment and selection is implemented in your organization?
62
 Answer choices Percentages%
0% (6) 12.5%
10 - 40 % (24) 50%
40 - 70% (14) 29.2%
70 - 100% (4) 8.3%

Interpretation:
o Exact half of the people have implemented 10-40% of green recruitement & selection in their
organization.
o 29.2% of the people have implemented 40-70%.

o Whereas ,12.5% (0% of implementation) of the people dont use green recruitment and selection in
their organization.
o impressively, 8.3% of the people have implemented 70-100% in their organization.

Q.15) Does your organization conduct training program to increase awareness?

Answer choices Percentages%

63
 Yes (36) 75%
No (12) 25%

Interpretation:

 This chart has a positive signal that 75% of the people have their organization which promotes the
conductment of training program to raise awareness.
 25% of the people don’t have conductment of training program in their organization.

64
Q.16) How much indian organization are promoting Green HRM?

Answer choices Percentages%

Very much (14) 29.2%
Average (21) 43.8%
Very less (13) 27.1%

Interpretation:

 According to 43.8% of the people, Indian organization give “AVERAGE” promotion of green HRM.

 29.2% of the respondents suggest that indian firms give “VERY MUCH” endorsement of green HRM.

 27.1% of the respondents think that Indian organization are promoting less.

Q.17) To what extend HR policies can improve environment and make name for the organization?

65
 Answer choices Percentages%
Great (12) 25%
Average (24) 50%
Low (11) 22.9%
No effect (1) 2.1%

Interpretation:

 Just 2.1% OF the people think, That there is “NO EFFECT” on improvising HR policies on environment
and make name for organization.
 However exact 50% have “AVERAGE” kind of extention to which organization can improve
environment and make name.
 25% of the respondents agreed on “GREAT”.
 Remaining 22.9% of the people rated “low”.

Q.18) Which is the best Green HRM practices in your organization?

66
 Answer choices Percentage%
Job sharing (12) 25%
Energy efficient office space (19) 39.6%
Transport pooling (13) 27.1%
Online training (4) 8.3%

Interpretation:
 Almost 39.6% of the people suggest “ENERGY EFFICIENT OFFICE SPACE” is the best green hrm
practice.
 On the other hand, 27.1% of the people suggest “TRANSPORT POOLING”.
 However, 25% of the people agreed that “JOB SHARING” is the best practice of green hrm.
 Very few (8.3%) of the people opted “ONLINE TRAINING” as the best green hrm practices.

67
Q.19) How are you contributing to the place you work or spend maximum time?

Answer choices Percentages%

Motivating other to participate (13) 27.1%

switching lights and monitor off (20) 41.7%

Reuse, recycle, reduce (15) 31.3%

Interpretation:

1. Surprisingly, 41.7% actually think of contributing their workspace by “SWITCING LIGHTS AND
MONITOR OFF”.
2. Whereas, 31.3% choose to “MOTIVATE OTHER TO PARTICIPATE” as contributing to their
workspace.
3. “REUSE, RECYCLE, RECDUCE” has achieved just 27.1% of the people which seems to be valid
option of contributing or spend max time in work area.

68
Q.20) Why Green HRM?

Answer choices Percentages%

Trend nowadays (17) 35.4%
Necessity forever (21) 43.8%
Need of hour (10) 20.8%

Interpretation:

 In the end of the survey, 43.8% of the people actually think it’s “A NECESSITY
FOREVER”
 WHEREAS, 35.4% of the people think it’s “A TREND NOWADAYS”
 On the other side, 20.8% of the people “THINK IT’S A NEED 0F HOUR”.


HYPOTESTING:

NULL HYPOTHESIS
69
H0: THERE IS NO SIGNIFICANT RELATIONSHIP BETWEEN GENDER AND NO OF GREEN HRM
PRACTICES IN AN ORGANIZATION.
ALTERNATIVE HYPOTHESIS

H1: THERE IS A RELATIONSHIP BETWEEN GENDER AND NO OF GREEN HRM PRACTICES IN AN

ORGANIZATION.

ACTUAL MALE FEMALE TOTAL

15 16 31
YES

NO 11 6 17

TOTAL 26 22 48

OBSERVED EXPECTED
15 16.7916667
16 14.2083333
11 9.20833333
6 7.79166667

USING CHI SQUARE TEST

PVALUE 0.75835966

SINCE THE P VALUE IS GREATER THAN 0.05, WE ACCEPT H0 AND CONCLUDE THAT THERE IS

NO RELATION BETWEEN THE GENDER AND NO OF GREEN HRM.

CHAPTER NO.5

Findings

70
 o Findings of the green hrm practices in an organisation.

o It was observed that many employees do not know about the green hrm practices. Many people
do know about the practices but they do not know how to implement it and about its practical
application.

o As per the viewpoint of the employees, empoyer and manager of an organization, some of them
do think in making organization green can make a huge positive impact.

o Some organizations are interested on following the green hrm practices because it helps in
cutting cost and also reduces employee carbon footprints by electronic filing, car sharing, job
sharing, teleconferencing, online recruitement and traing, energy efficient office space, etc.

o Organization does formulate hr policies and practices in order to increase awareness about the
environment and implement laws related to protect environment.

o According to the survey, we see the practices like green recruitment, green trining and
development and green performance and appraisal have been implemented by some
organizationsas per the study, some indian organization are promoting green hrm through
various means. Indian organization dint promote whole concept of green hrm and deep thought
of green hrm. Organization should do promotion as whole, which will help in getting to know
better about green hrm.

Suggestions

Based on the above findings the following suggestions are proposed by the researcher for the effective
implementation of the GHRM in the Organizations.

71
Management must create an environment of job security among employees Apart from job security,
management must provide job stability.
Job Satisfaction of employees in any organization is of utmost importance to in order to achieve the
objectives of an organization and make it sustainable in the long run.

Human Resource Management of the organizations should offer extensive Green Training and
Development programs for the employees for better satisfaction of the employees.

Organizations must give environmental training and education to the employees as these are vital, in order
to provide knowledge, change attitudes and behaviour and acquire new skills.

Rewards should be given to the employees who uses bicycles to commute or uses carpools. It would
encourage those who live nearby to commute by cycle or walk, thereby reducing pollution. The ones who
live far off could use bicycles to go to the market. It would be a good exercise and would keep the
employee in good health.

Employees should be recognised and rewarded for green innovations. The employees who come up with the
most innovative green initiatives should be awarded a Go Green badge.

Segregation of waste and disposal of waste should be streamlined in the organisation. Food canteen should
adhere to zero wastage policy and use the leftover food for a better cause.

Organizations should attempt to replace the age-old tradition of paper documentation by paperless office.

This can be achieved by ensuring 100% IT based HR operations.

Organizations should initiate practices of green rewards to departments and individuals for innovative
initiatives and green contribution through reduction of wastes, green resources and energy. Take
innovative initiatives of saving electricity by encouraging volunteering to switch off lights and fans where
and whenever required. Companies should conduct an energy audit to ensure effective and efficient use of

72
 energy in organisations and use energy efficient bulbs and install timer to switch off the light automatically
after a definite time.

Corporate gardens must encourage the use of natural fertilisers and pesticides. Every office should maintain
greening of office premises with gardens. There should be HR policies for participation of employees for
gardening; by contributing manure or attending to a certain plant area of the garden.

Use online system in most of the procedures of the organizational activities to make your organization eco-
friendly. Companies should encourage suppliers to provide environmentally sustainable product to make
the outer world green.

Develop or Enhance waste management system to reduce atmospheric (air, water, soil) pollution. At most
care about use of water and leakage of drainage system to ensure efficient use of water and to reduce water
pollution.

Spread green thinking among employees and stakeholders to make them green psychologically. Engaging
with employees and empowering them to act through the company in a non-superficial way is a most
effective means through which to increase output towards and ultimately achieve or enhance
environmental strategies and goals.

Reward employees based on green activities to motivate them to be more aware about environment. They
should use organization’s transport in group rather than privately to ensure less emission of different
harmful gases to the atmosphere. Reduce business travel and focus on teleconferencing to minimize the
emission of carbon-di-oxide.

Make everyone feel concerned about the green benefits (even cash value of greening) to create their
willingness towards green. Companies should also create a green identity through green activities that will
create a Brand image.

73
 Encourage employees to share new ideas regarding environmental issues. Get your surrounding community
know about your greening practice that will make them loyal to your brand. Companies should also try to
integrate green HR practices with corporate social responsibilities.

Install heat management system to ensure comfortable temperature in the organization and surroundings
that increases productivity and efficiency of employees.

Conduct annual survey on measuring the level of green practice adopted by the organization at different
levels. This research work should act as a guiding force for the HR of the organization to develop policies
and procedures which will help in making energy efficient, sustainable and environmentally friendly
product and services

Conclusion

 The conclusion that can be derived from this research is that Green ideas and practices are finding
more and more relevance in many organizations and within the space of the HR profession.

 HR leaders being the advocates of organizational culture and policies are critical to inculcate a sense of
responsibility in each employee towards a sustainable green human resources management.

74
 However, still greater change needs to happen so that employees and organizations take that big leap in
ensuring greening process in all their activities

 Based on this review, it is possible to conclude that by understanding and increasing the scope and
depth of green HRM practices, organizations can improve their environmental performance in a more
sustainable manner than before.  The green HRM practices are more powerful tools in making
organisations and their operations green.

 The green performance, green behaviours, green attitude, and green competencies of human resources
can be shaped and reshaped through adaptation of green HRM practices.

 The human resource is the most important assets of an organization that plays an important role in
managing the employees.
 The modern human resource managers have been assigned with additional responsibility of
incorporating the green human resource philosophy in corporate mission statement along with human
resource policies.

 Green human efforts have resulted in increased efficiencies, cost reduction, employee retention and
improved productivity and other tangible benefits.

 The green HR policies and practices involved in environment, social and economic

 balance.

 The future of green human resource management has scope for research in management field and
bridge gap between professional green human resource management and research in environmental
management.

 The studies reveal that overall involvement of human resource management than individual practices
will help most in respect.

75
  Such studies can help organizations to reduce degradation of the environment become healthier both
physically and financially.

75

 The HR is the major role player in implementing GHRM practices and policies.

 Apart from this, they have a crucial role to play in recruitment of new employees who are more
responsible toward green business practices thus, indirectly saving the Earth.

 Last, but not the least, HR has significant opening to put into the organization’s greenmovement and
plays significant role in enthusing, facilitating, and encouraging employees for captivating up green
practices for greener business.

 Hence, we suggest that organisations be required to give more priority to make each function of HRM
green.

76
CHAPTER 6

BIBLIOGRAPHY

WEBSITES:
WWW.GOOGLE.COM

WWW.WIKIPEDIA.COM

WWW.SLIDESHARE.COM

WWW.RESEARCHGATE.NET
 ANNEXURE

Q.1) WHAT IS YOUR AGE?

• 18-30 • 30-40
• 40-50
• 50+

Q.2) GENDER?

• MALE
• FEMALE

Q.3) What is your occupational status?

• SELF EMPLOYED
• PRIVATE SECTOR EMPLOYED
• PUBLIC SECTOR EMPLOYED

Q.4) How long have you been working for the organization?

0-1YEAR
• 1-3 YEAR
• 3-5 YEARS
• MORE THAN 5 YEARS

78
Q.5) Do you know about Green HRM?

• YES
• NO

Q.6) Does your organization uses Green HRM practices?

• YES
• NO

Q.7) Are you interested in making your organization green?

• YES
• NO
• MAY BE

Q.8) Do you think the concept of Green HRM can affect or influence organization prestige?

• AGREE o DISAGREE
• NEITHER AGREE NOR DISAGREE

Q.9) Does your organization recruits’ employee that has environmental awareness?

79
 • YES
• NO

Q.10) What do you think which is the biggest barrier of Green HRM?

• Cost of implementing program

• Complexity and difficulty of adoption of green technology

• Lack of support by management

• Lack of understanding green policies

Q.11) To what extend the adoption of green training and development is implemented in your
organization?

• 0%
• - 40 %
• 40 - 70%
• 70 - 100%

Q.12) To what extend the adoption of green rewards management is implemented in your
organization?

• 0%
80
 • 10- 40 %
• 40 - 70%
• 70 - 100%

Q.13) To what extend the adoption of green performance appraisal is implemented in your
organization?

• 0%
• 10- 40 %
• 40 - 70%
• 70 - 100%

Q.14) To what extend the adoption of green recruitment and selection is implemented in your
organization?

• 0%
• 10- 40 %
• 40 - 70%
• 70 - 100%

Q.15) Does your organization conduct training program to increase awareness?

• YES
• NO

81
 Q.16) How much Indian organization are promoting Green HRM?

• VERY MUCH
• AVERAGE
• VERY LESS

Q.17) To what extend HR policies can improve environment and make name for the organization?

• GREAT
• AVERAGE
• LOW
• NO EFFECT

Q.18) Which is the best Green HRM practices in your organization?

• Job sharing
• Energy efficient office space

• Transport pooling
• Online training

Q.19) How are you contributing to the place you work or spend maximum time?
o Motivating other to participate
switching lights and monitor off
82
o Reuse, recycle, reduce

Q.20) Why Green HRM?

• Trend nowadays
• Necessity forever
 Need of hour

83
84
85