4. Definition
Green HRM
• Green HRM is the use of HRM policies to support the
sustainable use of resources within organizations and, more
usually helps the reasons of environment sustainability
• green HRM as those HR activities which enhance positive
environmental outcomes. Green HRM is significant for
organizations since it addressed the triple-bottom line
including economic, social, and environment
5. Cont..
Green HRM Practices
• “Green HRM” is most regularly used to refer to the concern
of people management policies and practices towards the
broader corporate environmental schedule.
6. Background of study
• HR practices is the emerging tool of 21st century in the global
framework
• Organizations are nowadays realizing that, in addition to
focusing on financial profits, they must consider all social and
environmental impacts for their long term sustainability
• sustainability“the ability to meet the needs of present
without compromising the ability of future generations to
meet their needs.”
7. Importance of the topic
• Green Human Resource Management Practices is one of the
great and important deal which helps to enhance and
encourage the level of satisfaction of the employees which
contribute to sustain the organization and improve the skills
of the employees that stay retained in the particular
organization.
• green HR is not only beneficial for the individual employee
and organization this could be also beneficial for the society
8. justification/scope of the study
• There are lots of many aspects in Green HR practices in an
organization domestically and internationally like; Employee
Involvement (EI) and Employee Participation (EI)
• which motivate the employees through the training and
development , pay and reward system, recognition and award
, performance management system , these GHRRM practices
can implemented effectively in the midst of the personnel
9. Objectives
1) To explore the green HR practices of the organization
2)To identify that how green HR create the environment
friendly and sustain the organization
3)The objective of the study is to test the effects of green
HRM dimensions on firms‘environmental performance and
employees
10. 2 Literature Review
jhonson and
brokbank (2009)
• The Human Resource department is the
backbone of every organization which is
playing the very significant role in the
sustainability of employees and develop
sustainable culture within the
organization
• pointed out that many other HR systems
have to be united in specific manner in
order to enhance the possibility of the
which achievement the company’s
particular strategy. To Attracting the
highly qualified and skilled employees is
the key challenge in the “ war of talent
Renwick at , el .
2013 , p.2
11. Cont..
• Green HR practices, role is saving the planet,
recruiting , training and development of a
green workforce and enforcement of
environment friendly. use green practices
and amendments in reducing environment
unfriendly behaviors
Lee and
Ball, 2003
• Environment friendly HR processes gives
better efficiency, minimized costs and manage
to develop and nurture helps to reduce the
pollution an environment of engaged
employees helping organization to operate in
an environment friendly and sustainable
manner.
Ozen and
Kusku,2008
12. 3. Methodology
• In this research proposal the qualitative
methodology has been used
• exploratory type of research is used because in this
we explore the green HR practices of the organization
and outcomes of sustainable performance with the
help of human capital
14. Green Training and Development
• Green Training and Development: Green training and
development aim to improve employees'
environmental knowledge, skills, and behaviour.
• The lack of resources and the difficulty in analyzing the
effects of green training and development are two of
the challenges of green training and development.
15. Green HR Recruitment &
Selection
• Green recruitment and selection depends on the
concept of using environmental awareness as an
element in the recruiting and selection process.
• suggest that environmental problems be included in
recruiting marketing materials, and that employees
with an excellent awareness of environmental issues as
well as suitable values are given preference in selection.
16. HR Practices/Performance
• The theory of green performance management
focuses on including environmental factors into the
process of goal development and employee
performance evaluation, discipline, and so on.
• In other words, an employee's employment goals
represent not just work-related characteristics, but
also environmental aims, duties, and actions.
17. Sample population
• In this study the sample population will be companies HR
persons and within the industrial sector related to business
sector would be area and Human Resource Management
response collecte would be the proper sample to conduct
the research.
18. Sample technique
• sample technique will be convenience sampling
• The data will be collected with the help of making
questionnaire with the help of google form.
19. Data analysis
• Data will be analyze through the SPSS software first
we will convert the quantitative data into qualitative
then we will analyze and interpret the data.
• evaluate the measurement model reliabilty and
validity
• analyze the discrimnant validity
• analyze the mediation
20. Hypothesis Testing
• Hypothesis green HRM improve firm environmental
performance
• The effects of green HRM on employee involvements
the hypothesis relationship is justified by the fact that
employee performance indicator of firm performance
21. Conclusion
• Green HRM practices has a sustainable scope in all over the
Globe as well as in the organization in this research proposal
green HR practices has been explored Green HR efforts have
mainly focused on increasing competency within processes,
eliminating environmental desecrate, and restoring HR
products, tools, and procedures consequential in greater
efficiency and lower costs and aware the employees to sustain
by the help of share their values and social responsibility .
22. References
• Dr. Parul Deshwal Assistant Professor, Maharaja Surajmal Institute C-4,
Janakpuri, New Delhi- 110058, India.
• *Corresponding author: Shoeb Ahmad, Department of Management &
Information System, University of Ha’il Po box-2440, Ha’il, Saudi Arabia
• Prof.Safia Farooqui Faculty – Management, Symbiosis Centre for Distance
Learning Pune, India Pursuing PhD from Symbiosis International University
Jacob Cherian1 & Jolly Jacob, Department of Management, College
Business Administration, Abu Dhabi University, Abu Dhabi, UAE
