A Descriptive Study on Human Resource Management

* SABAHAT ANJUM
RESEARCH SCHOLAR
UNIVERSITY DEPARTMENT OF I.R.P.M
TILKA MANJHI BHAGALPUR UNIVERSITY

Abstract
A Descriptive Study on Human Resource Management
Green HRM is a very new concept that has become prevalent due to the obvious deterioration
in the Environment. It is adopted by the Organizations to protect the environment as well
safeguarding and conserving the natural resources at workplace by integrating Eco-friendly
activities with different HR functions, e.g. Planning, Recruitment, Training, Development,
compensation etcetera. But mere its adoption is not enough to achieve its excellent efficacy, it
requires diligently implementation with concurrent and feed-forward control, while
implementing the Green HRM practices the organizations face challenges due to several
factors, some are managerial, staff related, technological reasons and many more. This study
tried to understand the different aspects of Green HRM defined by different authors, described
different kind of HR functions/components that can be aligned with Green-activities, explained
the reasons of adopting Green HRM practices adopted by companies and finally the Gap was
found in its implementation. Challenges of implementations are discussed and tried to suggest
suitable solutions and measures for the better implementations of Green HRM. Different kind
of literatures have studied to find the gap of Green HRM, secondary data collection method
was used to bridge the gap of this paper, different kind of research paper, articles, blogs were
studied to gather the data. Based on this paper it was found that Green HRM practices can’t
prove effective& beneficial if it is not implemented properly, mostly challenges and problems
are faced during and the implementation of Green HR practices and sometimes in between
ongoing process, therefore certain measures and solutions are suggested in this paper to tackle
the challenges, and ensure the ease during the implementation of Green HRM practices.
Keywords:- Green HRM, Eco-friendly practices, Natural resources, HR functions,
Environmental- deterioration, Environmental-Protection

Research questions and Objectives of the study

An attempt was made to find the answers of the following research questions.
1. What is the main idea of Green Human Resource Management?
2. What are the different Components of HRM functions which can be integrated with
eco-friendly or Green- practices?
3. What are the challenges and factors which affect implementation of Green Human
Resource Management-practices?
4. What measures and solutions that can be suggested to tackle the issues of Green Human
Resource Management implementation?

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The Objectives of the study are accordant with research questions.
1. To extract and understand the main idea of Green Human Resource Management
from available literature and previous works on it.
2. To explore the different component of managerial functions which can be
integrated with Green Human Resource Management.
3. To elaborate the importance and reasons of adopting Green Human Resource
Management Practices at workplace.
4. To identify the possible challenges & affecting factors associated with Green
Human Resource Management practices, to suggest ideas and measures for
better implementation of Green Human Resource Management practices.

Literature Review
Based on the Opatha, P.N.D.H.H, Hewapathiran, A. R (2019) research paper, that they derived
out by a desk research and a methodological review of literature available in this domain, it is
found out the term Green has four spheres of meaning in the context of managing people at
work, 1.Preservation/protection of the natural environment 2.Conservation/safeguarding of the
natural environment 3.Trimming out of the environmental pollution 4.Creation or focusing on
planting gardens and looking like natural places, it was stated in the paper that “Green” in
management context attributes environmental activities. Mandip, G (2012) states in his work
which was carried out to examine the nature and extent of Green HR initiatives undertaken by
ITC limited “ Green HRM policies to promote the sustainable use of resources within business
organizations and more generally, promotes the cause of environmental sustainability”, it is a
part of wider program of corporate social responsibility, Green HR consists of two important
elements eco-friendly HR practices and the preservation of knowledge capital. Ahmed. S
(2015) found out after doing an extensive review of literature, analyzing the data from
secondary data collection method that today, after the advent of Globalization the business has
been continuously shifting from a conventional financial structure to a modern capacity based
economy and this factor is changing its requirement and way of operating therefore Human
Resource Management plays an active role in adopting green practices at office because it is
considering the strategical importance of Green Human resource management and significance
for the organizations. Chowdhury, R. S, Sanju. L. N & Asaduzzaman, M. K. A (2017)
Highlighted that higher focus on eco-friendly practices at workplace will help organization to
maximize profit and with the help of Green HRM ,CSR program can be performed, they
stressed in a qualitative, descriptive study based on primary as well secondary collected data
GHRM consists of environmental responsible HRM practices like video recruitment, electronic
file maintenance, online interview and test using shared cars travelling, environmental training
and green initiative based rewards system etcetera. As it focuses on preservation and
conservation of natural resources together minimizing the wastage resulting into developing
sustainability, green practices can be applied in all function of HRM. Shafaei, A, Nejati, M &
Yusof, M. Y, (2020) stated in a quantitative study after analyzing the data” Organizational
environmental performance is related to green HRM positively it constructively influences job
satisfaction and meaningfulness of work. Renwick, et al., (2009) focuses on the importance of
the Green-activities, recruitment to exit process of HR reveals what the role HR plays in
translating Green HR policy in practices. The studies and researches in the domain of Green
HRM has been evolving rapidly day by day, many Green-activities and initiatives have been

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suggested to align with HRM functions to manifest an efficacious way of protecting the
environment but the gap is found in its implementations/executions, logically, it can be
understood by this explanation, no matter how strong and effective the idea is, that is totally
void and will not produce any result if it is not implemented properly, thus the focus should be
given on searching better ways of its implementations.

Introduction
The accelerated depletion of available natural resources and environmental degradation
have led an emergency before Human, an emergency of saving the earth and their existence on
this planet, therefore with the increased demand of environmentally responsible behavior the
human have searched a big rescue concept, the term Green. These days almost in every field
this term “Green” is taking place to save the environment, the main objective of adoption of
green activities is to minimize the potential negative impacts of those over, haphazard or misuse
of natural resources, energy consumption and pollutions can have on the environment. The
term green gained the momentum initially from the political agenda for protecting the
environment. Business sectors and corporate worlds are also striving hard to contribute their
part in this campaign, green marketing, green production, green finance and many more green
initiatives are being heard recently, thus the human resource department which is perceived the
heart of an organization have also come up with its ultimate solution to save the environment
“Green Human Resource management”. GHRM can be defined as the adoption of
environmentally friendly practices, policies and strategies while managing people at the
workplace for organizational profit maximization. It is a blend of proactive eco-friendly
activities and preservation of knowledge capital, Mandip, G., (2012),. As Opatha and
Hewapathirand (2019) define GHRM in a conceptual study that the word Green HRM has
been derived from the word Green, which signifies environment as major and an area of land
covered with grass, plants and trees but it does not include houses and factories; a green
campaign for protecting the environment, a human being who is nature lover and
environmentalist, in that study, based on available research papers in green domain, it was
extracted that the term Green has four spheres of meaning those are
• Preservation of natural environment
• Conservation of natural environment
• Minimization of environmental pollution
• Emphasis on sapling plantation and generation of garden looking like places
And further in this study they define the term GHRM as Green in management refers to an
environmental or eco-activities, it was interpreted after examining GHRM definitions that “ a
creation of integrating of environmental management into HRM, it’s an approach to make
functional dimensions of green , it focuses on making employees green by introducing a set of
eco-friendly activities aligned with development, implementation, and maintenance of on-
going work, it tries to implement set of such practices, policies, systems that make workforce
green for the benefit of organization, society, environment and for themselves as well, it
elaborates in this study that GHRM in actual is an attempt to rethink about the HRM functions,
practices, policies, processes, strategies with the integration of environment for achieving the
ecological sustainability”. Chowdhury. Sanju and Asaduzzaman (2017) explain “GHRM
involves environmentally responsible human resource management practices like video or
online recruitment, electronic file maintenance (paperless office), online interviews and test,

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using shared cars or carpooling, environmental training or making employees environmental
sensitized and green initiatives based rewards , it was urged in addition that there is a scope of
green practices in every activities of HRM at workplace, it develops sustainability by focusing
on reservation and preservation of natural resources and minimizing of wastage”. GHRM core
value is found into achieving sustainability and sustainability ensures preservation and
conservation of resources for the use of upcoming generation, its crux lies between use of
available resources for fulfilling current generation’s needs without threating or compromising
future generation’s needs to meet. At present all the work in this area more focusing on the
relationship between GHRM and sustainability Shaban, S., (2019). Praveen, J. M. S (2018)
describes some critical points in GHRM context that “when every employee confederate in
promoting or adopting sustainable practices, it is called GHRM, in addition it is extended, its
objective is to increase the awareness among workforce on the sustainability issues, GHRM
focuses on employee’s eco-friendly activities and on the promotion of sustainable/defensible
use of natural resources within the organization”. It demands comprehensive introduction of
Green initiatives in various HR functions and processes(from recruitment to exit) for promoting
the sustainable use of resources within the organization and its holistic aspect is called GHRM,
HRM has to play an important role in embedding organizational sustainability strategy mainly
for sculpting skill, values, motivation and trust which main objective is to achieve triple bottom
line or 3P’s (People, Planet and Profit), all these strategies ensure acquiring competitive
advantage among other corporates by diminishing carbon footprints conserving natural
resources and searching substitute of these resources by owning a holistic and integrated view
of managing people at work, Nijhawan, G. (2014).
It has mainly two aspects, specifically eco-friendly activities while getting things done
by the workforce and profit making for the organization. It is assumed a win-win concept not
only for the environment, organization but also for its stakeholders, because it affects
environment positively which is crucial for human existence and evolution and adoption of
environmental friendly practices enhances the goodwill of organization creates a positive
image of the organization which helps into achieving competitive advantage over other
organization which ultimately leads profit maximization and consumers get eco-friendly
products that is good for all of its stakeholders. In a green oriented-organization the Green
HRM contributes a very definitive role into shaping a culture of sustainability within the
organization, sculpting and amalgamating the practices and applications of HR with greening
views and end result of these applications will be persisting through all the HR decisions and
on the viewpoints of shareholders towards environmental management, Shaban, S., (2019).
There are many components of HRM i.e planning, recruitment, selection, training,
performance appraisal, compensation benefits and many more. Ari, E., et al (2020) have
highlighted after extracting from available relevant literatures “ that there are eight indicators
of GHRM such as green selective staffing, green training, green empowerment, green rewards,
green opportunities, green teamwork, green work-life balance and green participation in
decision making, the extension of this study is that it was urged in this study , it connects
GHRM to organizationally valued pro-environmental behaviors like task-related pro
environmental behaviors , green recovery performance and green voice behavior through the
mediating roles of work engagement and job satisfaction”. Although GHRM is newborn and
a nascent concept, still in its crawling phase, therefore depth and comprehensive researches are
required in order to make it effective and for its full-fledged efficient application. Both

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developed and developing countries are appreciating and contemplating its indispensable
requirement and dense works, researches, studies, policy promulgations are getting concerned
at emergency level. Its application on HRM functions or components from recruitment to exit
or even before recruitment or entry is advisable for making it completely beneficial to all its
stakeholders. The organization which is planning to convert its conventional functions and
processes into Green pro-environmental functions and processes needs to be redesigned or re-
strategized all its programs, functions, processes with green blending views, its preliminary
preparation starts with the realization of its emergency needs, imperatives in the view of
environmental crunches, societal existence, monetary aspects, having firm consideration and
positive perspective of greening the organization, creating and maintaining greener culture
beside chiseling all these elements getting comprehensive details of all its pros and cons,
actually it starts with planning.
• Green-Planning :- Any inventiveness or initiative starts with mind and then it thrives
for planning of its execution, thus having an idea or concern for environmental
management/ protection also takes place with a green planning. Green planning is all
about delineating a pre -idea about how the implantation/execution of a particular green
initiative should be explored, analyzed, evaluated at 360° and at last applied. Planning
is the first step or function of management which involves setting objectives and
determining course of action for achieving those objectives. Likewise traditional
planning of management green planning also requires to set objective of achieving
organizational goals with environmental protection. In Green planning it becomes pre-
requisite to involve all the level of management, Top management support and their
perception, attitude are what, which can make this campaign a successful one, in fact
in planning top management plays a key role as a reason that they are the authority who
are responsible for creating a culture, setting objectives, comply with governmental
rules and regulations also set some specific working/workplace rules for the
organization and most importantly investing money, therefore top management consent
and active participation is mandatory for green planning. The main agenda of green
planning is to screen the environment, culture, attitude and perception of the
organization towards opting eco-friendly activities then setting or fixing green
objectives for the organization as well its stakeholders to achieve, formulation of
blueprints of green activities can be brainstormed only by green planning, impromptu
course of action of green practices are neither possible nor feasible therefore green
planning proves here its significance utterly. As suggested by Mamatha, S. M and
Bharmappa, T., (2020) Green HRM planning includes engaging in forecasting number
of employees and types of employees, required to execute green management
initiatives/practices e.g ISO 140001, cleaner production, responsible care, engaging in
decision strategies to meet the forecasted demand for environmental protection works
like appointing consultant or experts to perform environmental audit. Environmental
management system as per ISO certification should be followed properly according to
its applicability.
• Green recruitment:- Green recruitment means choosing a recruitment process which
aims not to involve any kind of activity which violates/deteriorates environment in
anyway and diminishes the over and extra use of resources, in simple words choosing
environmental responsible way for recruiting staffs for a company for example online
advertisement of job openings, online forms and applications, arrangements of online

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 interviews as well informing the selected candidates via mails and online dashboards,
all these activities support green processes which safeguard the environment by
eliminating the use of papers, vehicles, office spaces, other resource of offices which
definitely reduces the burden on environmental resources and saves time and money,
provides hassle-free convenience to both applicant and recruiter in recruitment process,
creates a green reputation in the eye of applicants, stakeholders and in the market which
is crucial for achieving good will of the company and competitive advantage. In case
of offered same pay scale the applicants will prefer green companies more than the
companies which does not follow eco-friendly practices, Brekke and Nyborg, (2008),.
• Green selection :- Green selection is actually preferring and selecting candidates who
are environmental sensitive, having understanding, consciousness and agreeableness/
adaptation towards nature and environment over other non-environmental candidates,
although selection is a negative process because it has to choose a candidates for a
position by eliminating many candidates, green selection is superficially makes positive
impact on environment because environmental responsible persons are selected which
put an emphasis on candidates to be environmental sensitive, considering
environmental knowledge and awareness as a must have trait among other traits. While
applying against any job Graduate and other applicants focus on environmental
management practices and performance of those companies and choose such
information as desired factors when selecting where to work, Stringer, (2009) ,.
• Green training & development :- Training is short term process and imparted to
acquire a specific skill, knowledge or proficiency in a particular domain as per the
demand of a job or position though development is an informative process which
provides wider picture to chalk out overall learning growth and improvements of the
skills, knowledge of employees which is a long term process. Green training and
development focus on environmental perspective while enhancing employee’s skills,
knowledge and providing them overall career growth and learning additionally green
techniques and resources are given preferences during trainings and developmental
programs, employees are educated on topics such as environmental responsible
behavior, sustainability, environmental sensitivity, it emphasizes on cultivating green
culture among employees and about its periodically proper evaluation. Perron, et al.
(2006) emphasizes on customized environmental training and its evaluation. Training
and development are the most essential organizational activities for achieving and
enhancing a particular desired behavior among employees, hence, organizations which
are looking for imbibing and bridging the gap towards green behaviors & values of its
workforce urge for imparting green trainings developing them with green behaviors by
emphasizing on thriving green culture. The education of employees on Green training
and development and about the value of environmental management help them to get
opportunities to stay engaged into solving environmental issues which as a result build
their competencies level Zoogah, (2011),.
• Green performance appraisal :- Performance appraisal plays a significant role into
getting insights about the worth of an employee and helps to evaluate their effective
contribution on the job, it keeps check on employees and monitor them to work in right
direction effectively and efficiently similarly green performance management system
helps the organizations to figure out employees green involvement, green engagement
green behaviors, this system evaluates employees green practices and its effects on the

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 environment, it provides the concurrent data of employee’s green participative
behaviors and drives them in pursuit of goal. For achieving sustainable development
green performance management and employee involvement are very crucial, Gholami,
et al., (2016).
• Green compensation & Benefits :- Compensation & Benefits in HR domain is
tangible and very powerful motivating factor. The term “compensation and benefits”
refers to the discipline as well as the rewards itself. When it comes to reward Green-
compensation & benefits it is said to be paid accordingly the green behavior and
discipline imbibed by employees, the more they possess green behaviors and
consciousness is likely be more rewarded with green compensation and benefits as
compared to non-greener employees. Berrone, P and Gomez Mejja, L. (2009) claimed
in an empirical study that “the firms having eco-friendly performance paid their CEOs
more than non-eco-friendly firms”. It has been found that the firms adopted eco-friendly
activities makes more profit than non-eco-friendly firms and makes a good-will &
reputation among other corporates, subsequently they are able to attract new energetic
green talents and having capacity to pay them more. Pillai and Sivathanu (2014) argued
in a theoretical study about green compensation and benefits system “Green rewards
can be used for promoting green behaviors in workplace and lifestyle, reducing carbon
credits”.
Subsequently, the abundance of studies, researches and practices have proved that application
and amalgamation of environmental protection with HRM functions can reduce emission of
greenhouse gases and other environmental deteriorating substances effectively and the efficacy
of resources saving tendency of the organization will affect sustainability positively.

Importance of Green Human Resource Management

• It helps in reducing environmental waste
• It minimizes the carbon footprint
• It focuses on the preservation and conservation of resources
• It leads and drives sustainability
• It aims to refurbished the resources which makes recycling are reusing easier
• It educates and sensitizes the employees, workforce towards environmental protection
• It improves organization’s reputation and helps in maintaining good will of the
organization
• It enhances the morale and productivity of the workforce
• It helps into creating a green culture within the organization
• It leads productivity which subsequently enhances the organizational profit
• It strengthens the organizational competitive advantage capacity over other
organizations

Reasons for companies adopting Green Human Resource Management

practices
Although the earth deterioration and natural resources consumption have proceeded
from the very first day when human started to walk on the Earth, we have been privileged with
sufficient but fixed amount of natural resources to survive on the earth but it is really pathetic
we have been continuously using them destructively the repercussion of which we face every
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year as Earth overshoot day , “Earth OVERSHOOT DAY stands for the calculation of calendar
date on which humanity’s resource consumption for the year exceeds Earth’s capacity to
regenerate those resources that year” it has a standardized formula to calculate on “world
capacity ÷ world ecological footprint × 365 =Earth overshoot day”(About Earth overshoot day,
2021), in addition with pollutions, burning of fossil fuels, and other pollutants are causing
abundance increase in green houses gases and that is rising Earth’s temperature exceedingly,
how business, corporates and factories are impacting environment in seriously harmed manner
it can be deciphered by comparing earth’s temperature between pre industrial era (1850-1900)
the baseline for global temperature target and current scenario 2020 and it is derived that global
mean of temperatures in 2020 have been 1.27 ˚C (2.29 ˚F) Rohde, R (2021), above contrarily
the average temperature of the late 19th century. Global warming and greenhouses gases effects
are clearly seen after pre industrial era so it can be easily understood that business, corporates
are also affecting environment negatively and almost 50% pollutions and toxics are due to the
expansion of businesses. Therefore Business entities become liable, obliged to environment
(mother nature) to pay back by protecting it, human as well all the biotic and abiotic existence
depend upon the environment and thus the Green Practices has become an inevitable process
in order to save and restore the Environment.

Challenges of Green HRM

Despite of realizing its usefulness and requirement, neither it has been brought much into
use nor disseminated full-fledged, because of some challenges and obstacles which occurred
during its implementation. According to the study of Islam. A. and et al, (2019) and their rich
qualitative gathered data the possible obstacles/challenges faced by organizations in applying
Green HRM are,
• No prescribed rules for practicing green HRM
• Lack of organizational support
• High initial costs of practicing Green HRM
• Higher employee turnover
• Inadequate savings
• Increased capital outlays
• Uneven competition
• Marginal impact
• Employee’s apathy and reluctance in adopting and practicing Green HRM
Bombiak, E. (2020) and Fayyazi, et al., (2015) have highlighted some factors in their studies
which often become barriers during the implementation of Green HRM in any company
irrespective of the nature of production of the organization. Bombiak, E. (2020) has divided
all these factors into four groups.
1. Management factors: Managerial factors play pivotal role into the implementation of
Green HRM practices and policies within the Organization, because management is
responsible to meet needs and constraints of the organizational internal and external
environments which shape the evolution and success of organization. As Bombiak, E.
(2020)., found out in the study that some managerial factors influence negatively or
create obstacles in the implementation of Green HRM practices, e.g lack of a well-
structured plan of implementation of Green HRM practices, lacking a good and

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 supportive leadership who can lead and play a figurehead role in the implementation,
resistance of managers ,if management is not ready or willingly to support any kind of
change or campaign that it is more likely to be failed or not going to produce any result,
management are the roots who plans, execute, and initiate any activity within the
organization.
2. Technological factors: Technological factors are the second one important factor which
affect any activity within the organization as it drives growths and improves operations
enhances and aids productivity to the organizations therefore any negligence in
technological aspect costs much in green HRM practices implementation, some factors
highlighted by Bombiak, E (2020) are, Lack of Green HRM infrastructures, not
sufficient technical support, difficulties encountered in adopting green technology
etcetra.
3. Cultural factors- organizational culture is another crucial factor which help
organizations in establishing or letting any kind of change practiced and established
because ultimately climate or culture of the organization pave the way of working
environment, it encourages employees engagement and their productivity, their
interaction pattern and helps in setting values, hence cultural factors have quite
potential to affect implementation of Green HRM practices, barriers which create
complexity for Green HRM are, green values which are not clearly defined, a poor
culture which has lack of knowledge about green practices.
4. Staff factors- Manpower of any organization are the biggest assets, obviously they are
the people who adopt tangible and intangible things and produce something valuable to
the organizations, same as other domain in the implementation of Green HRM
manpower/employees play the key role, they are the decider factor whose activities
make differences. Bombiak, E. (2020) found out in the study conducted by him there
are some staff factors which create an unfavorable room for the implementation of
Green HRM practices at workplace, some of them are, not adequate knowledge and
education about Green HRM practices, its importance, ignorance and little knowledge
is the main reason of reluctance to adopt it. Lack of training and understanding of
Green HRM policies it also could be another factor if there is a lack of training on green
HRM practices among staffs they will not value and adopt it much. Staff’s resistance
it can be turn out a biggest factor which can create hurdles for Green HRM in its
implementations, if the manpower is not willingly to adopt it or resisting due to any
reason then no any assistance of Green HRM is going to work.

Suggestion for better implementation of Green HRM practices and policies

at Work
For the better and smooth application of Green HRM at workplace it is necessary to
have a thorough study of all the practices and policies of the particular organization in which
the green HRM practices are intended to apply because impromptu applications hardly get
succeed, besides it there are many measures, ways that can help in avoiding any kind of
complexities/ difficulties during the implementation of Green HRM practices, can help in
improving organizational productivity with safeguarding the environment, and natural
resources at workplace. Those are mentioned below,

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 • A detailed green plan or blueprint of all the activities should be prepared before
introducing Green HRM at workplace.
• Proper Dissemination of the information about the prepared plans of Green HRM
practices and policies need to be communicated to all its stakeholders.
• Top management attitude towards Green HRM practices is most critical thing, if it
gets positive outlook, concern and support of the top management then most likely it
would get a warm welcome and increased success rate.
• Before implementing the Green HRM practices a comprehensive communication with
all explained importance, advantages, processes to its stakeholders are required and
the stakeholders need to be offered to put their opinions, suggestions on this plan,
their compliance is important in order to make the implementation successful.
• After the communicating another important to do thing is imparting Green-training
and induction program among workforce/employees, training, induction and
education will make them aware with all the aspects of Green HRM, it will reduce
their hesitation of adoption and keep them engaged with.
• A con-current evaluation and feed-forward control systems are always required, a
separate supervisor should be appointed who can supervise the employees, keep track
& record the employee’s data related to green HRM practices, prepare their Green-
performance appraisal scorecard.
• A good leadership should be there so that the workforce can be keep motivated and
enthusiastic.
• Monetary rewards also prove good to keep the employees motivated, engaged and
satisfied, therefore a good reward system must be linked with green HRM practices
for e.g the employee who focus and apply more green practices and in better manner
than other employees should be paid and rewarded more or some certification system
should be included to boost up their morale.
• Any kind of grievances related to green practices should be listened up and addressed
speedily, the workforce should be felt like they also have voice, their suggestions
related to green practices should be welcomed and rewarded in monetary term or in
recognition, it will keep them motivated and engaged.
• It needs to conduct some workshop/conferences for employees and business delegates
on environmental protection and ongoing the current situation of environment, the
programs adopted globally to fight with environmental problems, its future
perspectives, so that the workforce/employees can be kept aware of all the aspects of
environment that will help to understand its necessity to be practiced.

Conclusion
The word Green has emerged as a rescue technique to tackle the devastating environmental
situation in all fields, Green Human Resource Management is an application and integration
of green practices with traditional HR functions in order to protect the environment and
preservation of natural resources at workplace. This study was carried out to find answers of
these four questions (1) What is the main idea of Green HRM? (2) What are the different
components of HRM which can be integrated with Green -practices? (3) What are challenges
and factors which affect the implementation of Green Human Resource Management practices?
(4) What measures and solutions that can be suggested to tackle the issues of implementation
of Green HRM practices? After reviewing the available literatures, research papers, articles it

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is found that, the idea of Green -HRM is all about protecting the Environment, conservation of
natural resources and preservation of knowledge capital by integrating HR functions with eco-
friendly activities at workplace which main aim is to achieve sustainability for the long run.
There are different components/functions of HRM that can be integrated with green practices
to achieve the sustainability like Green-planning, Green-recruitment & selection, Green-
induction, Green-compensation & benefits, Green Performance appraisal etcetera. This paper
descriptively explains the importance and reasons for companies to adopt Green HRM
practices. Organizations encounter several challenges during the implementations of Green
HRM practices which happen due to some basic factors that affect its smooth implementations,
an attempt was made to understand those factors by reviewing and studying some available
collection of literatures in this domain, those studies urge that it’s group of factors, 1.
Management factors 2. Technological factors 3. Cultural factors 4. Staff factors and many more
other reasons which affect its implementation. This paper tries to bridge the gap here and
suggests measures/ways to tackle the issues that affect the implementation of Green HRM
practices and it starts with proper planning before dissemination of the information about green
practices between workforce, their valuable ideas and opinions about the adoption of Green
practices should be listened up, they should be encouraged to participate in its planning, if they
resist they should be given a fair chance to speak up their reason of opposing, proper training
and education on green practices should be imparted so that they can imbibe green behaviors
easily, supervisors should be hired separately for green practices, attached monetary rewards
system for better green practices and there are many more ways that can ensure ease in
implementation of Green practices. With the adoption of Green HRM practices at workplace
the business can contribute their part in saving the Environment and ecology campaign which
is the most important thing of this hour to do.

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