A

RESEARCH REPORT

ON

“GLOBAL MANAGEMENT PRACTICES

THROUGH GREEN HRM”
For partial fulfillment of the
requirements for the award of the
degree of
Master in Business Administration (MBA)

Submitted by
Vaibhav Pandey
AKTU [Link]. 2100110700225

Submitted to
Dr. Anshul Pandey
Assistant Professor

UNITED INSTITUTE OF MANAGEMENT

- ALLAHABAD
Naini, Prayagraj, Uttar Pradesh 211010

SESSION-2022-23

1
 ACKNOWLEDGEMENT

The success behind the completion of any good job is the support and the joint team effort of a

number of people. There are many persons, whose help and cooperation, made this project

Successful.

My special thanks to Principal Prof. [Link] Sir. And Assistant prof. Dr. Anshul

Pandey both had the answer to my any queries be it regarding any concept Related to the problem

faced on the topic Global management practices through Green HRM

His warmth support, practical guidelines, and easy explanation not only regarding the project

matters but others too add to the success of my project. His continuous Interaction and support

made it possible for the successful completion of the project. My deepest sense of gratitude,

profound respect and sincere thanks to Asst. Prof. Dr. Anshul Pandey . (Prof. of United

institute of Management, ALLAHABAD) my project guide for his valuable assistance, keen

interest and constant motivation at each step of the project. It would not have been possible for me

to reach this stage without his support and guidance. I would also like to thank my parents and

my friends for all their time-to-time assistance. Last but not the least I would like to thank because

without his divine grace nothing would have been possible.

NAME- VAIBHAV PANDEY. ROLL NO.. - 2100110700225

 PREFACE

The course of MBA required 1 to undergo or research project report with the 4th semester United

Institute of management Allahabad so as to get knowledge and understanding the aspect of all the

theories read it help us to make the best use of our skill and intelligence so as to make a better

research report it is really the most important thing during the course of the study.
 Declaration

I hereby declare that the Research Project Report entitled Global management practices

Through Green HRM Submitted in the partial fulfilment of the requirement of Master of

Business

Administration (MBA) Of United Institute of Management ALLAHABAD is based on primary and secondary data

found by me in books, magazines, and Websites & collected by me in under guidance of Asst. Prof. Dr. Anshul

Pandey.

Vaibhav Pandey

Date MBA 4th Year Sec -D

Place: Prayagraj Roll No : 2100110700225

 INDEX
Sr no. PARTICULAR PAGE No.

OBJECTIVES 7
1.

Review of literature
2. 8-18

3. Description of the Topic 19-66

4. Research Methodology 67-71

5. DATA ANALYSIS 72-79

FINDINGS 80-83
6.

CONCLUSION 84-86
7.

RECOMMENDATION 87
8.

9. BIBLIOGRAPHY 88

10. ANNEXURE 89-91

 Objective of Study

1. To Identify global management practices.

2. To Study of Green HRM practices .

3. To Analyse role of Green HRM in management practices with respect

environment protection.

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 REVIEW OF LITERATURE
SR NO YEAR AUTHOR NAME TOPIC OF THE REASEARCH

1 2018 MAGNA CARTA GREEN HRM PLAYS IMPORTANT

ROLES , WASTE MANGEMENT
,POLLUTION ,AND HELPING THE
SOCIETY

2 2017 WEHRMEYER ENVIRONMENTAL REPORTING

ROLES AND HEALTH AND SAFTEY
TASK

3 2016 FINEMAN CORPORATE ENVIRONMENT

CULTURE IN SERIOUS WAY AND
BUSINESS PERFORMANCE

4 2014 STEPHEN KING HRM WILL BUILD INNOVATION ,HR

PRODUCTS AND TOOLS AND
TECHNIQUES

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5 2013 JUSTIN VICTOR HR PROFESSIONALS INDICATED IN
THEIR ORGANIZATION IN FORMAL
AND INFORMAL MANNER.

6 2012 MALT BOLCH SUSTAINANIABLITY IN HRM PLAY AN

IMPORTANT ROLE IN HR
PROFESSIONALS

7 2010 BUCK CONSULTANT HR SURVEYS EXAMINES TYPE OF

ENVIRONMENTALLY FRIENDLY AS
GREEN INITIATIVES THAT COMPANIES
ARE UTLISIZING WORKFORCE IN
CORPORATE WORLD.

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“Magna Carta” June 1972

On Human Environment was declared in the first United Nation’s (International) Conference on
Human Environment held in June 1972 in Stockholm declared that, to defend & improve the human
environment for present and future generation has become an imperative goal for mankind. The Green
Human Resource Management will play an important role in industry to promote the environment
related issues by adopting it, in management philosophy, HR policies and practices, training people
and implementation of laws related to Environment Protection. The Green HRM will also help the
employers, manufacturers in image and brand building and by strictly implementing the ISO 14000
standards, environmental audit, thus changing the organizational culture, thinking about waste
management, pollution and helping the society.

Wehrmeyer, 1996

General job descriptions can be used to specify a number of environmental aspects. These include
environmental reporting roles and health and safety tasks, which staff are exposed to harmful
substances/potential emissions (and their extent), and matching personal attributes to needed
environmental competencies,
i.e. buying-in specialist competencies via new hires or investing in training.
Induction for new recruits is seen to be needed to ensure they understand and approach their corporate
environmental culture in a serious way

Fineman (1997:37),

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The environment belongs to everyone its damage is quintessentially a matter of
broad consensual moral concern and organizational actors are as culpable as
anyone else. So HR managers are requested to reconsider the implications of what
their passive position on the environment could mean by giving them important
role of shaping employees behaviour in organizations and beyond.

General job descriptions can be used to specify a number of environmental

aspects. These include environmental reporting roles and health and safety tasks,
which staff are exposed to harmful substances/potential emissions (and their
extent), and matching personal attributes to needed environmental competencies,
i.e. buying-in specialist competencies via new hires or investing in training.
Induction for new recruits is seen to be needed to ensure they understand and
approach their corporate environmental culture in a serious way (Wehrmeyer,
1996: 14).

Chad Holliday (2001)

CEO DuPont says shrinking your environmental footprint is more than just the
right thing to do; it also generates tremendous business value. This is the
challenge of Sustainable growth and to meet it, the primary motivation for any
company should be improved business performance of course, environmental
societal benefits will follow.

Stephen King (2004)

Stated that the future of HRM will be built on innovation and creativity, in
nutshell innovation and creativity approaches were needed towards quality of life,
environmental improvements through the healthy, sustainable, vibrant community
theme. In summary it was said that money and support of employees can put
HRM on the road to environmental Sustainability.

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The initiative can be like electronic ñling, car-sharing, job-
sharing,teleconferencing and virtual interviews, recycling, telecommuting, online
training,and energy-efñcient spaces. These ideas are being implemented to
supportexisting green HR efforts focused on increased process
efñciency, environmentalwaste reduction, and revamped HR products, tools, and
procedures. Thesemeasures also have an impact on intangible yet invaluable
assets such as brandand reputation. Green Human resource management (HRM)
is an important topicfor research (Paawe and Boselie, 2003, 2005) and some basic
theoretical issueshave been well accepted (Paawe and Boselie, 2005). It has
contributed to our understanding of the relationship among strategy, human
capital, HRM andorganizational performance

John R. Rathgeber (2007)

Has said in his research that many business leaders are embracing Corporate
Sustainability and Green Business practices as a way to improve their operations
and enhance their competitiveness.

Justin Victor (2008),

One half of HR professionals indicated that their organizations have a formal or

informal environmental responsibility policy. Top Three green practices reported
by HR professionals were encouraging employees to work more environment
friendly, offering recycling programs and donating / discounting used furniture
supplies.

Candice Harris and Dr. Helen Tregidga (2008)

Many organizations have quickly to Jump onboard the Sustainability bandwagon,

little appears to have been done to consider the role of, and effect on, the HR
function and managers. How are HR managers defining and enacting Corporate

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Sustainability. All participants felt that HR function has a role in fostering
environmental practices within an organization due to their role as stewards of
value, and as skilled communicators in the organization. Findings indicated the
HR managers espouse private moral positions around concern for the
environment; however environmental action in their personal lives appears
limited.

Malt Bolch (2008)

In his research has said spreading the word about Sustainability initiatives may
fall to more than one department but human resource plays an important role, it is
important for human resource professionals to have conversations with employees
and the community at large about the implications of environmental initiatives.

Buck Consultants (2009)

The Greening of HR Survey examines the types of environmentally friendly

"green" initiatives that companies are utilizing involving their workforce and
human resource practices. The results confirm that companies are incorporating
and working towards integrating a number of green practices. While the study’s
questions and results are broad, they hint at several areas for HR practitioners to
consider in the green space. Over half of the companies surveyed have
incorporated environmental management into business operations and have a
formal green program in place or plan to implement one in the next twelve
months. He has showed that greater than 60% of companies have made
environmental responsibility a part of their organizational mission statement and
view the promotion of social responsibility as the most critical objective of their
green program. The review of literature is done on the topic and it has been found
Green HRM is an upcoming topic, there is still limited research done on the
concept of Green HRM and Sustainability. The overall aim of the study is to

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contribute to the existing literature and highlight the major role of HR for
Sustainability.

N R Aravamudhan

In his Research Paper has said that HR departments in many companies are
increasingly greening their processes. The time has come to greenify their
companies and build world class sustainable businesses. According to Douglas
Renwick, University of Sheffield Management School, in his paper he has
mentioned the different shades of HR starting from Non Green in yesterday and
Dark Green In future which he has adapted from James and Stewart, 1996. He in
his study has said that HR can include environmental aspects in Recruitment,
Training and development, Induction, Performance appraisal etc. He has also
mentioned in the study that HR professionals appears as one close to management
as well as employees and thus can help the management and employees to
implement Green initiatives in day to day life.

John Sullivan (2009)

In his paper has stated that environmental issues are on most every one’s mind so
if your firm has a competitive advantage in this area will create an employment
brand. Green recruiting is a chance to differentiate yourself in a recruiting
marketplace where standing out from the crowd is already extremely difficult.
Moreover Gen y is focusing on the Green Recruitment.

Suhaimi Sudin (2011)

Shows that green management initiatives have become an important factor in

forward thing businesses around the world. Researchers argued that employees
must be inspired empowered and environmentally aware of greening in order to
carry out green management initiatives. The paper focuses on development of a

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new model of strategic Green HRM which includes relationship between
assessments based HR interventions, environmental management system, Green
intellectual capital and corporate environmental citizenship.

The impact of our daily activities on the environment and the desire to go green
has expanded from just individuals to organizations. More organizations are

volunteering to operate in a more environmentally responsible way. Local

municipalities are encouraging businesses to become greener by offering

incentives. In the near future, “being green" could become the norm. In

September 2007, the Society for Human Resource Management (SHRM)

conducted the SHRM 2007 Green Work place Survey to examine

environmentally responsible practices from the perspective of HR professionals

and employees.

We are entering a green economy - one in which consumer and employee

expectations and future environmental change will require businesses to address

“green” issues This survey brief explores types of practices organiza-

tions have in place, human resource professionals' and employees' perceptions of

their organizations’ practices, and HR professionals' role in their organizations'

environmentally friendly programs.

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Green HR is one which involves two essential elements environmentally
friendly HR practices and the preservation of knowledge capital. Business
professionals

consider it to be environmental initiatives to reduce employee carbon footprints.

The initiative can be like electronic ñling, car-sharing, job-sharing,

teleconferencing and virtual interviews, recycling, telecommuting, online training,

and energy-efñcient spaces. These ideas are being implemented to support

existing green HR efforts focused on increased process efñciency, environmental

waste reduction, and revamped HR products, tools, and procedures. These

measures also have an impact on intangible yet invaluable assets such as brand

and reputation. Green Human resource management (HRM) is an important topic

for research (Paawe and Boselie, 2003, 2005) and some basic theoretical issues

have been well accepted (Paawe and Boselie, 2005). It has contributed to our

understanding of the relationship among strategy, human capital, HRM and

organizational performance (Paawe and Boselie, 2005).

E mergence of Green HRM is influenced by the global competition, and the

corresponding search for sources ofsustainable competitive advantage (Dyer &

Reeves,1995). It has achieved its prominence because it provides a means by

which business firms can enhance the competitiveness and promote managerial

efficiency (Paawe and Boselie, 2005).It facilitates the development of a human

capital that meets the requirements of business competitive strategy, so that

organizational goals and mission will be achieved (Guest, 1987). Researchers

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have established a broader perspective that is oriented toward managing the HR as
a whole. Instead of focusing on individual HR practices that are used

independently or in isolation, Green HRM researchers look more broadly at

bundles of HR practices or HR systems that are implemented in combination

(Paawe and Boselie, 2003; 2005).

In the past, sound economic performance of the firm was expected to guarantee
corporate success by companies and its shareholders, but now it is no longer

valid; economic and financial outcomes need to be accompanied by minimization

of ecological footprints and increased attention to social and environmental

aspects. Therefore, the new strategic issue, corporate environmentalism or green

management emerged in 1990s and became a popular slogan internationally in

2000s (Lee, 2009). Green management is defined as the process whereby

companies manage theenvironment by developing environmental management

strategies (Lee, 2009) in which companies need to balance between industrial

growth and safeguarding the natural environment so that future generation may th

rive (Daily and Huang, 2001). This concept becomes a strategic dominant issue

for businesses, especially multinational enterprises operating their business

globally (Banerjee, 2001).

In summary, green management refers to the management of corporate interaction

with, and impact upon, the environment (Lee and Ball, 2003), and it has gone

17
beyond regulatory compliance and needs to include conceptual tools such as
pollution prevention, product stewardship and corporate social responsibility

(Hart, 2005; Pullman et al., 2009; Siegel, 2009). Business firms play a key role in

the issues of environmental management since they are part of our society and

cannot be isolated from the environment, and in fact, they contribute most of the

carbon footprints in the past (Liu, 2010). Application of innovative technology

could alleviate the environmental deteriora tion by developing, for example, the

biotech products and by searching for alternative energy to reduce the use of finite

natural resources.

Thus, business should put more effort into the research on innovative technology
to minimize the impacts of environmental destruction by creating products that

are nontoxic and less pollution to environment (Liu, 2010; Ozen and Kusku,

2008).

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 OVERVIEW OF FIRM / INDUSTRY

What on earth is Green HRM?

We are entering a green economy-one in which consumer and employee expectations and future

environmental change will require business to address “green” issues. Environmental conscious

organizations will become increasingly prom indent as we re- enter into a period of growth. Green HR is a

not just strategy used primarily for reducing

the carbon footprint of each employee and talent retention.

Green HR has two essential elements: environmentally friendly HR practices and the preservation of

knowledge capital.

Most people will say that Green HR involves reducing your carbon footprint via less printing of paper, video

conferencing and interviews, etc. The most important definition to remember in terms of our current

economic situation is the reclaiming of top talents of the organization. Companies are quick to layoff when

times are tough before realizing the future implications of losing that knowledge capital. Green HR

initiatives help companies find alternative ways to cut cost without losing their top talent; furloughs, part

time work, etc. More employees are becoming more concerned about the environment and climate change.

HR departments are seeing Green HR as a cutting edge way to keep top talent in house. Top talent is

considered the industry’s most valued asset, yet many1

Now a day, the go green policies are adopting in various environment management Techniques. In India, the

corporate world is going global it’s become essential to explore Green practices in the business as well as

in an Environment. This study focuses on

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various green HRM practices followed in the organization. The paper largely focuses on
the various green HRM practices and the relationship between corporate social

responsibility and the green Human resource management. And the study Extended giving

suggestions to the human Resource department about initiatives to make the organization

green and utilization from those values.

KEYWORDS: Green HRM, Environmental

Sustainability, organization, green HRM Practices

Ecological imbalances and biodiversity issues are increasing day by day. Many scientists

and Researchers are discussing national issues like Carbon credits, global warming and

climate Changes resulting into natural calamities and disasters in national and

international Conferences. Excess utilization of natural Resources as raw materials by

factories, Industries and other commercial organizations has led to increase in

environmental pollution and there is also huge pressure on these Resources of our Earth to

full requirements of coming generations. In the light of these Issues, companies are

becoming aware of their Responsibility towards the society from where they get resources.

The technical Term for this is Corporate Social Responsibility. CSR in organizations is

practiced by the HR Department. One of the various methods to Practice CSR in

organization that is increasingly coming into focus is Environment Management / Green

Management. The integration on of green Practices with HR policies for contributing in

Development of a culture of sustainability is Called Green HRM. Further explained are

some Concepts of Green

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HRM.

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Components of green hrm

1. Green recruitment

2. Green compensation

3. Green employee relations

4. Green training and development

5. Green performance management

6. Green initiative

1. Green building

2. Paperless office

3. Recycling and waste disposal

4. Conservation of energy

Green Recruitment

If possible, telephone or video-based interviews are conducted to minimize any travel-

related a

Green Recruitment is active in the field of professional recruitment, with

"Come discover a difference in the sea of sameness"

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Trustworthiness, reliability, ethic and transparency are a must together with delivering the
highest possible results through innovative communication channels (Twitter, Linkedin,

RSS, video etc). The current economic climate has led to a gloomy few months for the

recruitment industry but the green job sector has so far remained strong. Leading

green recruitment

GREEN HR is a staffing services provider for Recruitment Process Outsourcing

(RPO) to the global markets. Green recruitment help to reduce recruitment cost and time

by 80%. Green HR provides recruiting and staffing support services to clients includes

resumes searching, candidates sourcing, and screening on leading job boards, short listing

resumes for potential candidates, talk with candidates and route only interested candidate's

resumes to executive or technical recruiters of client companies

Green HR work with companies throughout the process to define the talents, skills,

knowledge and abilities of top performers and manage the process from start to finish.

2. Green performance management

Performance management (PM) is the process by which employees are prompted to

enhance their professional skills that help to achieve the organizational goals and

objectives in a better way. The recognition of the corporate strategy culminates into the

PM. With the EM affecting global business strategy, PM is also being influenced by the

green wave in a possible positive manner. Green performance management consists of

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issues related to environmental concerns and policies of the company. It also concentrates
on use of environmental responsibilities. The most important aspect of PM is performance

appraisal. In addition to meeting the criteria of reliability, validity, and fairness, effective

performance appraisals provide useful feedback to employees and support continuous

improvements in the firm’s environmental outcomes We suggest that future research on

green performance appraisal should focus upon issues such as environmental incidents,

environmental responsibilities, communication of environmental policy, and green

information system and audits. The job description should be aligned with green tasks and

goals to be achieved. The HR staff should modify the performance appraisal rating system

to include dimensions for rating people on the following behavioral and technical

competencies: teamwork, collaboration, diversity, innovation, and environmental

stewardship. Such competencies would reinforce the company’s core values Managers

should discuss the performance of the employees and give the needed feedback not only

during the scheduled time of appraisal, but also all round the year. This practice will help

the employees to enhance their knowledge, skills and ability.

3. Green training and development

Green T&D activities make employees aware of different aspects and value of

environment management. It helps them to embrace different methods of conservation

including waste management within an organization. Further, it sharpens the skill of an

employee to deal with different environmental issues Encouraging innovative

environmental actions in a survey of managers, on best management practices concluded

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that environmental training and education, along with establishing a favorable
environmental culture for the employees where they feel that they are the part of

environmental outcomes, were the most important HRM processes that facilitate the

achievement of environmental goals

4. Green compensation

Rewards and compensation are the major HRM processes through which employees are

rewarded for their performance. These HR practices are the most powerful method which

links together an individual’s interest to that of the organization’s. We also assert that

incentives and rewards can influence employees’ attention to the maximum at work and

motivate them to exert maximum effort on their part to achieve organizational goals.

In the context of Green HRM, rewards and compensation can be assumed as potential

tools for supporting environmental activities in organizations. In accordance to a strategic

approach for reward and management, modern organizations are developing reward

systems to encourage eco-friendly initiatives embarked upon by their employees.

5. Green employee relations

Employee relations are that aspect of HRM which is concerned with establishing amicable

employer–employee relationship. The relationship facilitates motivation and morale of the

employees as well as, increases the productivity. Basically, employee relations involve

employee participation and empowerment activities. It also helps prevent and resolve

problems arisen at workplace that may affect the work. In fact, positive employee relations

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are an intangible and enduring asset and a source of competitive advantage for any

organization.

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 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 Corporate social responsibility and employee

commitment. The scope of employee relations should be broadened by initiating a

suggestion scheme within the organization, wherein each and every employee from top

most to the lowest level gets an opportunity to contribute to the scheme. This practice will

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help in creating greater awareness on green issues besides, new ideas for eco-friendly
practices my crop up from different sources. Other benefits of employee involvement are

improvement in employee and organizational health and safety, as well as development of

eco-friendly staff. We propose that keeping the policies in place, long-term trust among

the management and employees will be built which will provide an opportunity to the

employees to express their personal ideas at workplace and help to create climate

conducive to green management practices and systems.

6. 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 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

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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.

6.1. 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

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company-wide sustainability policies that have increased the demand for work space in

Green or sustainable buildings.

2. 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 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.

3. 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

29
asked to turn off PCs, TVs, and lights when leaving, to use 100% renewable energy, and

introduced solar lighting natural resources.

6.4. 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

Human Resource department play crucial role in design the strategies to develop
sustainability culture in the organization. Prime aim of Green HRM is a
sustainable development through Human Resource Management. The functions of
Green HRM are creating / developing awareness among employees through

30
developing new work strategies like work from home, implementation of E-HRM,
save energy at work place and ultimately preserving and protecting the
environment. A study is carried out for the assessment of existing HR practices
like recruitment, selection, training and development, retention with respect to
Green HRM. The researcher has selected various types of industries like IT,
Manufacturing, Auto, Automation, paper etc. from Pune region for evaluation
study.
To develop sustainability culture in the organization is today’s need, Human
Resource department play vital role in design the strategies to expand it. It is
requirement of industries to build green sense among employees. Industries can
achieve sustainability through Green HRM. Employees have to be conscious
about preserving environment along with the job responsibilities. It makes them
aware about environmental sustainability and Green HRM which results in
reducing carbon foot print, lower cost, better efficiency, employee engagement by
means of electronic record keeping, car pooling, online training, cab sharing,
teleconferencing, virtual interviews, recycling etc.

Green HRM
Climate change due to global warming is major issue which alerts Government,
public and organization. Green movement across the world has given boost
towards implementing GHRM strategies in industrial work culture. In 1996
Wehrmeyer edited a book which titled ‘Greening people: human resource and
environmental management’ coined this term. International Journal of Research in
Engineering, IT.
Green HRM refers to the contribution of HR policies to protect and preserve the
natural resources. Green HRM means HR practices directed towards greening and
contribute in environment sustainability. Green HRM creates platform where
workforce experiences high job satisfaction and being better engaged which will
result in high productivity. Green HRM can be used to reduce cost, better
efficiencies, to reduce carbon foot prints, to make green awareness among the

31
employees and initiate green work life balance. Responsibilities of HR
department are not limited to manage, develop and retaining employees in the
organization but also to recruit right person at right job, train them, retain and
develop them as per requirement and current trends in industry. GHRM has
extended boundaries of conventional HRM practices towards more sustainable
and environmental strategies.
After a wealth of research into green marketing accounting and management gaps
still exist in the Human Resource Management (HRM) literature on the HR
aspects of environmental management - Green HRM. Such gaps include an
informative guide on the emergent literature, its scope and coverage, and a
process model and research agenda in this field. The contribution of this article is
threefold:
(1) To examine and draw together the HR aspects of environmental management
and map the terrain in this field,
(2) To detail a model of the HR processes involved in Green HRM, and

(3) ,To propose a research agenda to guide future research in the field of Green
HRM.

(4) We proceed first, by reviewing the literature on the HR aspects of

environmental management, second, by discussing the issues arising from the
review of these literatures, third, in proposing a process model of HR issues
involved in Green HRM, and fourth, by providing a research agenda in Green
HRM.
(5) We then offer some conclusions forward. We begin with a note on the research
methodology used in this article, and then a review of the extant literature on
environmental management and HRM, which covers the following HR processes
in turn, namely of: recruitment; performance management and appraisal; training
and development; employment relations; pay and reward; and exit.

The HR Role

32
There may be differences in opinion in terms of the views of HR managers, and
their approach to EM concerns. These can be classified into a number of different
roles that HR managers may take-up in EM, each revealing their own possible
origins and future directions – which are detailed in Figure 1 below:

Green Human Resources Management Definition &

Meaning Simple Green Human Resources Management

Definition
Green Human Resources Management (GHRM) can be defined as the set of
policies, practices, and systems that stimulate a green behavior of a company’s
employees in order to create an environmentally sensitive, resource efficient and
socially responsible workplace and overall organization.

Official Green Human Resources Management Definition

The growing role of sustainable development and, above all, its ecological aspect,
in the development of a modern company competitive edge, leads to the

33
popularization of the question of incorporating ecological practices into the area
of human resource policy, referred to as Green HRM.

Why is Green Human Resources Management Important ?

Sustainability strategies are growing fast within thousand of companies nowadays
as an answer to the challenges and catastrophes that climate change has brought,
and threatens to bring into our world. In a mainly capitalist world, there no way of
denying the importance that companies have in the fight to prevent the
temperature of the Earth increasing 1.5º Celcius until the end of this century.
Whilst the support of senior management is essential in a company’s execution of
its sustainability management, so is the HR leaders’ strategic positioning of the
HR functions.

Process Model of Green HRM

Process Model of Green HRM Green HRM is the set of activities (recruitment,
training and development, performance and appraisal, employee relations, pay
and reward) that direct at an organization’s human resources with the aim of
achieving organizational goals through ensuring environmental sustainability. The
process begins with recruiting prospective green employees into the organization
followed by green training and development, green performance management and

34
appraisal, environment-friendly employee-employer relationships that focus on
employee involvement, green performance based pay and rewards and ends with
conducting exit interviews those who leaving the organization voluntarily or
involuntarily and using the survey results to improve the employee management
systems. The major goal of green human resource management is to achieve the
organizational financial goals through environmental sustainability (policies and
actions focused on minimal or no environmental damage).

Process Model of Green HRM

35
Practice And Policies Of Green HRM
Green Human Resources Management – Recruitment & Job
Design:-
Green Human Resources Management starts even before getting new
employees inside the company, during the process of designing or
approving, together with other departments, job descriptions (JD) for
the newcomers. It is important to have JDs that highlight tasks related
to environmental protection or even for job advertisements to mirror a
company’s social and ecological concerns.

Green Human Resources Management – Selection Methods:-

After making the first screening of CVs, HR can make sure that the
next steps of the selection process will evaluate the candidates’ aptitude
to have green behaviors. An ordinary question about climate change
during an interview or a group dynamic that mixes a business case
with sustainability issues are two easy ways to understand someone’s
degree of ecological awareness. In the end, a green score can also be
given to each candidate and added to the overall spreadsheet of scores
that will ultimately rank the top candidates.
Green Human Resources Management – HR Operations &
Onboarding Process :-Technology allows companies to become
paperless and for HR this can well start with newcomers. Online
portals and folders can be used to archive employees’ documentation
such as offer-letters, credentials, CVs or recommendation letters. Not
to mention that nowadays CVs are mostly sent throughout the
Internet, with no need of being print. It can as well be used with
current employees’ health insurance or car contracts,.

36
Furthermore, when the newcomers first arrive at the office, induction
programmes should be designed in such a way as to facilitate the
integration of these new employees with the company’s culture of green
consciousness. This way, besides presenting the company, its history,
culture, departments and so on, these programmes should also
highlight the company’s concerns with environmental issues and the
green actions being developed both inside the company (in the offices
or in other facilities) and along its value-chain together with other
stakeholders.

Green Human Resources Management – Performance

Management & Appraisals:-Performance management (PM) is the process
by which employees are prompted to enhance their professional skills that help to
achieve the organizational goals and objectives in a better way. While this
accountability may be easily done in some jobs, one of the biggest obstacles of
green PA is the difficulty to measure and gain data on environmental performance
standards across different organizational departments/units. To help overcome
this, companies can start using global systems that help them to collect data and at
the same time give them advice on how they can become more sustainable and
gets them a certificate.
When it comes to the PA of managers, green targets, goals, and responsibilities
such as creating green awareness in their teams and encouraging them to get
involved in green activities of the company can also be considered. In the end, the
ultimate goal of green PM is to have a measurable outcome of an organization’s
ability to meet its ecological objectives and targets set forth in the
organization’s environmental plans or policies.

Green Human Resources Management – Compensation and

Reward management :-Green compensation and reward
management aim to recognize the contribution of employees in the

37
creation of a more sustainable company. It is the result of the success of
employees in their ecological performance appraisal and the proof that
a company’s strategic sustainability goals are being mirrored and
accomplished (at least up to some degree) from the top to the bottom.
There are three different types of rewards:

1. Monetary-based rewards – in the form of salary increase, cash incentives, and

bonuses;
2. Non-monetary rewards – sabbaticals, special leaves, discounts or gifts to
employees;
3. Recognition-based rewards – highlighting the green contributions of
employees through wide publicity, public praise and appreciation of
sustainability efforts by the top management.

Nevertheless, it is important to keep in mind that such a system with effective

monetary incentives can be challenging to develop has is it hard to accurately and
fairly evaluate environmental behaviors and performance across organizations.

Green Human Resources Management – Employee Relations &

Ways of going green :- To help to build a sustainable company it is
crucial to promote ‘eco-intrapreneurs’ that add value to the
organization’s products and/or services with efficient utilization of
existing financial, human and natural resources. This often means
encouraging employees to get involved and participate in the social and
environmental initiatives organized by the company. Some examples of
practices that employees could get engaged with are:
 To cut on carbon emissions: using car-sharing; taking advantage of the free or
discounted transportation passes and hybrid/electric cars offered by the
company; walking or cycling to work; working from home day once or twice
a week;

38
 To reduce waste: using porcelain mugs and glasses for tea and coffee;
promoting the 3R’s reduce, reuse and recycle; using electronic archives and
electronic signatures to avoid wasting paper.

Green Human Resources Management – Leaving the Company :-

For the strict compliance of the green strategies and policies, and
depending on the seriousness of the mistake and its impact, companies
can take certain actions where ecologically unfriendly behavior may
constitute a breach of contract and possible ground for dismissal. If
this happens, it is really important to make exit interviews to evaluate
the perception of employees on the company’s ecological practices.

Benefits of Green Human Resources Management

Green HRM has its prime importance in the achievement of broader objectives
such as cost saving, corporate social responsibility, talent acquisition and
management and gaining an advantage over the competition. According
to ParulDeshwal, it further has the following benefits:

1. It helps in employee retention and reduces labor turnover;

2. It improves the brand reputation of a company in the market and can
possibly increase sales;
3. It improves the quality of the overall organization both internally and
externally;
4. It improves stakeholder’s engagement;
5. It reduces the overall costs of a company as it gets more efficient
regarding the use of energy, water, and raw materials;
6. It provides a competitive advantage to the companies in the industry as
well as in the market;

39
7. It stimulates innovation because employees are committed to improving their
companies’ ecological footprint and this further facilitates companies’ growth
and the improvement in quality and enhancement of procedures and
methods;
8. It helps to manage risks more effectively;

In the end, employing a green workforce that understands, practices and improves
environment-friendly policies helps organizations being comfortable and proud of
the impact that their offices and other facilities have. Furthermore, it helps
companies innovate (in a way that allows them to be cost-efficient) and coming
up with new procedures and products.

RATIONALE BEHIND THE STUDY

A study of Green HRM and Its Evaluation with Existing HR Practices in

Industries within Pune Region. Human Resource department play crucial role in
design the strategies to develop sustainability culture in the organization. Prime
aim of Green HRM is a sustainable development through Human Resource
Management.

IMPORTANCE OF PROPOSED TOPIC

 Green Human Resource Management Practices is one of the great and

important deal which help to enhance and encourage the of 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.

40
  Green HR is not only beneficial for the individuals employees and
organization this could be also beneficial for the society.
Human Resource department play crucial role in design the strategies to develop
sustainability culture in the organization. Prime aim of Green HRM is a
sustainable development through Human Resource Management. The functions of
Green HRM are creating / developing awareness among employees through
developing new work strategies like work from home, implementation of E-HRM,
save energy at work place and ultimately preserving and protecting the
environment. A study is carried out for the assessment of existing HR practices
like recruitment, selection, training and development, retention with respect to
Green HRM. The researcher has selected various types of industries like IT,
Manufacturing, Auto, Automation, paper etc. from Pune region for evaluation
study.
To develop sustainability culture in the organization is today’s need, Human
Resource department play vital role in design the strategies to expand it. It is
requirement of industries to build green sense among employees. Industries can
achieve sustainability through Green HRM. Employees have to be conscious
about preserving environment along with the job responsibilities. It makes them
aware about environmental sustainability and Green HRM which results in
reducing carbon foot print, lower cost, better efficiency, employee engagement by
means of electronic record keeping, car pooling, online training, cab sharing,
teleconferencing, virtual interviews, recycling etc.

Green HRM
Climate change due to global warming is major issue which alerts Government,
public and organization. Green movement across the world has given boost
towards implementing GHRM strategies in industrial work culture. In 1996
Wehrmeyer edited a book which titled ‘Greening people: human resource and
environmental management’ coined this term. International Journal of Research in
Engineering, IT.

41
Green HRM refers to the contribution of HR policies to protect and preserve the
natural resources. Green HRM means HR practices directed towards greening and
contribute in environment sustainability. Green HRM creates platform where
workforce experiences high job satisfaction and being better engaged which will
result in high productivity. Green HRM can be used to reduce cost, better
efficiencies, to reduce carbon foot prints, to make green awareness among the
employees and initiate green work life balance. Responsibilities of HR
department are not limited to manage, develop and retaining employees in the
organization but also to recruit right person at right job, train them, retain and
develop them as per requirement and current trends in industry. GHRM has
extended boundaries of conventional HRM practices towards more sustainable
and environmental strategies.
After a wealth of research into green marketing accounting and management gaps
still exist in the Human Resource Management (HRM) literature on the HR
aspects of environmental management - Green HRM. Such gaps include an
informative guide on the emergent literature, its scope and coverage, and a
process model and research agenda in this field. The contribution of this article is
threefold:
(1) To examine and draw together the HR aspects of environmental management
and map the terrain in this field,
(2) To detail a model of the HR processes involved in Green HRM, and

(3) ,To propose a research agenda to guide future research in the field of Green
HRM.

(4) We proceed first, by reviewing the literature on the HR aspects of

environmental management, second, by discussing the issues arising from the
review of these literatures, third, in proposing a process model of HR issues
involved in Green HRM, and fourth, by providing a research agenda in Green
HRM.

42
(5) We then offer some conclusions forward. We begin with a note on the research
methodology used in this article, and then a review of the extant literature on
environmental management and HRM, which covers the following HR processes
in turn, namely of: recruitment; performance management and appraisal; training
and development; employment relations; pay and reward; and exit.

The HR Role
There may be differences in opinion in terms of the views of HR managers, and
their approach to EM concerns. These can be classified into a number of different
roles that HR managers may take-up in EM, each revealing their own possible
origins and future directions – which are detailed in Figure 1 below:

Green Human Resources Management Definition &

Meaning Simple Green Human Resources Management

Definition
Green Human Resources Management (GHRM) can be defined as the set of
policies, practices, and systems that stimulate a green behavior of a company’s

43
employees in order to create an environmentally sensitive, resource efficient and
socially responsible workplace and overall organization.

Official Green Human Resources Management Definition

The growing role of sustainable development and, above all, its ecological aspect,
in the development of a modern company competitive edge, leads to the
popularization of the question of incorporating ecological practices into the area
of human resource policy, referred to as Green HRM.

Why is Green Human Resources Management Important ?

Sustainability strategies are growing fast within thousand of companies nowadays
as an answer to the challenges and catastrophes that climate change has brought,
and threatens to bring into our world. In a mainly capitalist world, there no way of
denying the importance that companies have in the fight to prevent the
temperature of the Earth increasing 1.5º Celcius until the end of this century.
Whilst the support of senior management is essential in a company’s execution of
its sustainability management, so is the HR leaders’ strategic positioning of the
HR functions.

44
Process Model of Green HRM

Process Model of Green HRM Green HRM is the set of activities (recruitment,
training and development, performance and appraisal, employee relations, pay
and reward) that direct at an organization’s human resources with the aim of
achieving organizational goals through ensuring environmental sustainability. The
process begins with recruiting prospective green employees into the organization
followed by green training and development, green performance management and
appraisal, environment-friendly employee-employer relationships that focus on
employee involvement, green performance based pay and rewards and ends with
conducting exit interviews those who leaving the organization voluntarily or
involuntarily and using the survey results to improve the employee management
systems. The major goal of green human resource management is to achieve the
organizational financial goals through environmental sustainability (policies and
actions focused on minimal or no environmental damage).

Process Model of Green HRM

45
Practice And Policies Of Green HRM
Green Human Resources Management – Recruitment & Job Design:-
Green Human Resources Management starts even before getting new
employees inside the company, during the process of designing or
approving, together with other departments, job descriptions (JD) for the
newcomers. It is important to have JDs that highlight tasks related to
environmental protection or even for job advertisements to mirror a
company’s social and ecological concerns.

Green Human Resources Management – Selection Methods:-

After making the first screening of CVs, HR can make sure that the next
steps of the selection process will evaluate the candidates’ aptitude to have
green behaviors. An ordinary question about climate change during an
interview or a group dynamic that mixes a business case with sustainability
issues are two easy ways to understand someone’s degree of ecological
awareness. In the end, a green score can also be given to each candidate and
added to the overall spreadsheet of scores that will ultimately rank the top
candidates.

Green Human Resources Management – HR Operations &

Onboarding Process :-Technology allows companies to become paperless
and for HR this can well start with newcomers. Online portals and folders
can be used to archive employees’ documentation such as offer-letters,
credentials, CVs or recommendation letters. Not to mention that nowadays
CVs are mostly sent throughout the Internet, with no need of being print. It
can as well be used with current employees’ health insurance or car
contracts,.
Furthermore, when the newcomers first arrive at the office, induction

46
programmes should be designed in such a way as to facilitate the
integration of these new employees with the company’s culture of green
consciousness. This way, besides presenting the company, its history,
culture, departments and so on, these programmes should also highlight the
company’s concerns with environmental issues and the green actions being
developed both inside the company (in the offices or in other facilities) and
along its value-chain together with other stakeholders.

Green Human Resources Management – Performance Management &

Appraisals:-Performance management (PM) is the process by which employees
are prompted to enhance their professional skills that help to achieve the
organizational goals and objectives in a better way. While this accountability may
be easily done in some jobs, one of the biggest obstacles of green PA is the
difficulty to measure and gain data on environmental performance standards
across different organizational departments/units. To help overcome this,
companies can start using global systems that help them to collect data and at the
same time give them advice on how they can become more sustainable and gets
them a certificate.
When it comes to the PA of managers, green targets, goals, and responsibilities
such as creating green awareness in their teams and encouraging them to get
involved in green activities of the company can also be considered. In the end, the
ultimate goal of green PM is to have a measurable outcome of an organization’s
ability to meet its ecological objectives and targets set forth in the
organization’s environmental plans or policies.

Green Human Resources Management – Compensation and Reward

management :-Green compensation and reward management aim to
recognize the contribution of employees in the creation of a more
sustainable company. It is the result of the success of employees in their
ecological performance appraisal and the proof that a company’s strategic

47
sustainability goals are being mirrored and accomplished (at least up to
some degree) from the top to the bottom. There are three different types of
rewards:

4. Monetary-based rewards – in the form of salary increase, cash incentives, and

bonuses;
5. Non-monetary rewards – sabbaticals, special leaves, discounts or gifts to
employees;
6. Recognition-based rewards – highlighting the green contributions of
employees through wide publicity, public praise and appreciation of
sustainability efforts by the top management.

Nevertheless, it is important to keep in mind that such a system with effective

monetary incentives can be challenging to develop has is it hard to accurately and
fairly evaluate environmental behaviors and performance across organizations.

Green Human Resources Management – Employee Relations & Ways

of going green :- To help to build a sustainable company it is crucial to
promote ‘eco-intrapreneurs’ that add value to the organization’s products
and/or services with efficient utilization of existing financial, human and
natural resources. This often means encouraging employees to get involved
and participate in the social and environmental initiatives organized by the
company. Some examples of practices that employees could get engaged
with are:
 To cut on carbon emissions: using car-sharing; taking advantage of the free or
discounted transportation passes and hybrid/electric cars offered by the
company; walking or cycling to work; working from home day once or twice
a week;

48
 To reduce waste: using porcelain mugs and glasses for tea and coffee;
promoting the 3R’s reduce, reuse and recycle; using electronic archives and
electronic signatures to avoid wasting paper.

Green Human Resources Management – Leaving the Company :-

For the strict compliance of the green strategies and policies, and depending
on the seriousness of the mistake and its impact, companies can take certain
actions where ecologically unfriendly behavior may constitute a breach of
contract and possible ground for dismissal. If this happens, it is really
important to make exit interviews to evaluate the perception of employees
on the company’s ecological practices.

Benefits of Green Human Resources Management

Green HRM has its prime importance in the achievement of broader objectives
such as cost saving, corporate social responsibility, talent acquisition and
management and gaining an advantage over the competition. According
to ParulDeshwal, it further has the following benefits:

9. It helps in employee retention and reduces labor turnover;

10. It improves the brand reputation of a company in the market and can
possibly increase sales;
11. It improves the quality of the overall organization both internally and
externally;
12. It improves stakeholder’s engagement;
13. It reduces the overall costs of a company as it gets more efficient regarding
the use of energy, water, and raw materials;
14. It provides a competitive advantage to the companies in the industry as
well as in the market;

49
15. It stimulates innovation because employees are committed to improving
their companies’ ecological footprint and this further facilitates companies’
growth and the improvement in quality and enhancement of procedures and
methods;
16. It helps to manage risks more effectively;

In the end, employing a green workforce that understands, practices and improves
environment-friendly policies helps organizations being comfortable and proud of
the impact that their offices and other facilities have. Furthermore, it helps
companies innovate (in a way that allows them to be cost-efficient) and coming
up with new procedures and products.

RATIONALE BEHIND THE STUDY

A study of Green HRM and Its Evaluation with Existing HR Practices in

Industries within Pune Region. Human Resource department play crucial role in
design the strategies to develop sustainability culture in the organization. Prime
aim of Green HRM is a sustainable development through Human Resource
Management.

IMPORTANCE OF PROPOSED TOPIC

 Green Human Resource Management Practices is one of the great and

important deal which help to enhance and encourage the of 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 individuals employees and

organization this could be also beneficial for the society.

50
BENEFITS OF HR INITIATIVE

Ten ideas for making the most of organization’s efforts to provide green benefits: 1.

Employees can be advised to start making changes at home, and then watchthem practice

environmentally responsible behaviors at work. Once they witness substantial energy

savings from the solar panels or Energy Star-rated refrigerator, they’re more likely to buy

into the value of saving energy and resources at homeland at work.2. Employees can be

asked to suggest ways the organization can go green. Example: Companies can start an

employee green team” that can draw some volunteers from the and some from employee

workforce. The group can meets monthly to bring changes such as the addition of

transportation incentives and these of recycled papers.3. Publicly congratulate to

employees who take advantage of the company's green benefits and then publishing a

quarterly, online newsletter devoted exclusively toothier stories-and to reminding workers

about green benefits and how to participate.4. It is essential to look beyond the obvious

benefits like mass-transit subsidies.

Everyone can be informed about green benefits like job candidates, shareholders, the

media and community. In advertising campaigns environmental issues can be focused.

Press releases can be sending to local media, which will publicize the unique employee

benefits. Every employee communication must be green.

51
It is important to review what employees have already done and it must be publicize them
while focus can be done to rewrite job descriptions to highlight any green aspects of a

position.

The concept has to be explained to the top management by collecting data. Example:

Gathering information on whether quality job applicants are accepting job offers because

of the organization's green benefits. HR professional can make it a point to ask candidates

how important those benefits were to their decision.

They can choose a green theme for events like the employee health fair; benefits-

enrollment fair, holiday parties, recognition ceremonies, even staff meetings.

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 hired a director who

coordinates corporate environmental efforts in an attempt 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.

52
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 in the course of 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 has to 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.

IBM: Over the past decade IBM has undergone a significant and well-publicized
transformation, turning a strong multinational business into a globally integrated

enterprise. Such companies integrate production and value delivery worldwide by placing

business functions where they are best located, based on the right costs and skills.

To remain aligned with this strategy and support other business needs, IBM’s human

resources (HR) organization analyzed its own functions and processes, separating core HR

53
roles, such as designing policy and internal business consulting, from noncore back-office
administrative tasks. “We were spending an inordinate amount of time on processing and

administrative aspects, operating technology, and a lot of foundational things that were not

adding a lot of business. Now in more than170countries and with 62percent of our

business service based, IBM sees the need to capitalize on talent worldwide. To do that,

HR has shifted to a globally based, process-driven model.

IBM’s five building blocks provide the tools to operational savings and business growth.

They have realized that by going green the pocketbook and the planet get impacted.

Double your IT capacity In the same energy footprint Reduce operational costs 40-50%

energy savings $1.3M / year savings Positive environmental impact 1,300 less cars or

3.5 M less pounds of coal Diagnose Get the facts to understand your energy use and

opportunities for improvement Build Plan, build, and upgrade to energy efficient data

centres Cool Virtualized Implement virtualization and other innovative technologies

Manage & Measure Seize control with energy management software. IBM Project Big

Green Use has initiated innovative cooling solutions and has a holistic Green IT approach.

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.

54
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.

55
Gas Authority of India Limited (GAIL):

GAIL is one of the premier Navratna Public Sector Undertakings of India which has

consistently maintained its position in Navratna list since 1997. The company is following

the best of Human Resource Management practices which are prevalent and followed in

top level international organizations. 3. It is ranked as the number one integrated energy

company of Asia, by Platts, an international survey company based in U.K. which makes a

survey of about 250 energy companies of the world every year.

GAIL India Limited owes its success to TEAM GAIL, a name given to its employees. It

has a vast potential of growth in the coming times as it is spreading its base in India for

more use of green energy. It has been able to check the environmental pollution in the

country to a great extent. Saving of Taj Mahal from air pollution, reformative steps in

New Delhi, Surat, Mumbai and a number of other cities is a living example of its

excellence. It is one of the safest public sector companies with no reported cases of

industrial hazard or accidents in any of its plant over a number of years.

It is because of the high level of commitment of work in its human resources. It is

contributing two percent of its Profit After Tax (PAT) to the social causes. It is a very big

help to lakhs of poor and needy people of India. It is rated as one of the best employers in

the nation as for the reports of Hewitt International which is an internationally recognized

survey company. The company is one of top level corporate citizens of the world.

The best of management systems have been in use for a number of years. It is a very fair

and transparent company. Its customer satisfaction level is very high. Its employees are

56
among the best paid and most satisfied employees due to its good Human Resource
Management practices. It has contributed significantly to the socio-economic development

of the nation and its future prospects of growth are very high. The company has proved

that following the best of Human Resource Management practices yields organizational

excellence.

ITC: ITC is one of India's foremost private sector companies with a strong commitment to

the triple bottom line. It has been a frontrunner in adopting eco-responsible processes,

much ahead of legislation – setting benchmarks for the industry to follow. It has a market

capitalization of over US $ 22 billion and a turnover of over US $ 5 billion with a

diversified presence in cigarettes, hotels, paper boards and specialty papers, packaging,

agribusiness, packaged foods and a whole range of other services.

ITC Ltd Sustainable Initiatives at ITC Green Products are Premium Business Paper. For

the first time in India ITC has launched an environment friendly multipurpose paper

‘Paperkraft Premium Business Paper’, for office and home use using a new technology

'Ozone Treated Elemental Chlorine Free Technology' replacing Elemental Chlorine which

was conventionally used in the bleaching process during paper manufacture.

ITC's Green Leaf Threshing plant in Chirala is the first in India and among the first 10

units in the world to bag the Social Accountability (SA 8000) certification. ITC as a

responsible corporate citizen is doing many activities for the welfare of the society:

Environment, health & safety (EHS) initiatives; Reaching out to society; Preserving

national heritage and Supporting sustainable development. It is committed to protecting

57
the environment in which it operates. It is equally committed to ensuring very high

standard of safety at the work place.

In the conduct of the Company’s business, the practice of good corporate citizenship is a

prerequisite and embraces the following: dealing with all stakeholders in the organisation,

ITC upholds the values which are at the core of their HR Philosophy - trust, teamwork,

mutuality and collaboration, meritocracy, objectivity, self-respect and human dignity.

These values form the basis of their HR management systems and processes.

The HR function in their department is contributing significantly to the green management

practices of the company. The Company attaches great importance to a healthy and safe,

green work environment. ITC is committed to provide good physical working conditions

and encourages high standards of hygiene and housekeeping. Particular attention is paid to

training of employees to increase safety awareness and adoption of safe working methods,

particularly designed to prevent serious or fatal accidents.

The Company believes that commitment to sustainable development is a key component

of responsible corporate citizenship and therefore is accorded the highest priority.

Accordingly, the Company is committed to Best Practices in environmental matters

arising out of its business activities and expects each business to fully demonstrate this

commitment. In addition to complying with applicable laws and regulations, they have

established procedures for assessing the environmental effects of their present and future

activities.

58
ONGC: ONGC is the only Indian energy major in Fortune's Most Admired List 2012
under 'Mining, Crude Oil Production' category. It is ranked 171th in Forbes Global 2000

list of the World's biggest companies for 2012 based on Sales (US$ 26.3 billion), Profits

(US$ 5 billion), Assets (US$ 51 billion) and Market Capitalization (US$ 46.6 billion).

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 Jolly grant Airport, Dehradun is started. ONGC has many such

initiatives towards green HRM. Another one is Vadodara Movement with Indian Express.

We are entering a green economy-one in which consumer and employee expectations

and future environmental change will require business to address “green” issues.

Environmental consicous organizations will become increasingly prom inent as we re-

enter into a period of growth. Green HR is a not just a strategy used primarily for

reducing the carbon footprint of each employee and talent retention. Green HR has

two essential elements: environmentally friendly HR practices and the preservation

of knowledge capital.

Most people will say that Green HR involves reducing your carbon footprint via less

printing of paper, video conferencing and interviews, etc. The most important definition

to remember in terms of our current economic situation is the reclaiming of top talents

59
of the organization. Companies are quick to layoff when times are tough before realizing

the future implications of losing that knowledge capital.

Green HR initiatives help companies find alternative ways to cut cost without losing

their top talent; furloughs, part time work, etc. More employees are becoming more

concerned about the environment and climate change. HR departments are seeing Green

HR as a cutting edge way to keep top talent in house. Top talent is considered the

industry’s most valued asset, yet many corporations have been treating them as

expendable. As knowledgeable, experienced professionals become harder to find and

retain, companies must continue to be creative at finding ways of keeping these highly

skilled workers.

This is a win/win scenario for the employee and the employer. First and foremost, it

helps the environment. The employer gets to hold onto top talent, while increasing

productivity because those employees are happy to be there. A happy employee is a

productive one. The employer has to be willing to provide strong leadership, care for

their employees, offer opportunities for professional growth, offer opportunities for

more responsibility, offer flexibility, and last they must offer perks.

Take for instance, Soft Choice from Canada. Soft Choice has a public transportation

policy. If you take public transportation to work they pay their employees an extra

$90.00 per month. Back in June, Soft Choice had a party on World Environment Day,

which used environmentally inspired foods and products.

60
Green HRM may provide interesting results for all stakeholders in HRM. The main
environment focus of many business was paced on reducing waste and optimizing

resources. However, HR is never going to have a truly significant impact on a business

through the improvement of HR processes alone so the greater opportunity is to

contribute to the green agenda to the businessl as al whole.

RECENT SCENARIO OF GREEN HR INITIATIVE

Many companies are adopting green HR which helps in reducing carbon footprint

through less printing of paper, video conferencing and interviews, etc. Companies are

quick to layoff when times are to Human capital and the systems surrounding it are the

true cornerstones of building a sustainable business. Green HRM policies and practices

that help safeguard and enhance worker health and well-being; and for academics, they

may reveal additional data to add an HRM element

to the knowledge base on Green Management in general. Businesses are sustainable

because of their operations and culture, but it's the employees who craft and execute

those eco-policies and create that green corporate culture. Without developing personnel

and implementing sustainable strategies, it's rather difl'icult to go green successfully.

That's why human resource (HR) practices are a key component of sustainable business

development. For example, a Mortgage Lenders Network USA poll taken in 2007 shows

that 72 percent of working women expressed a strong preference in working for green

employers; 64 percent of men said the same.

61
Other research shows that young professionals, in particular, want to make a difference
in their chosen professions. A 2007 poll on green employment done by

[Link] found that 92percent of students and entry-level applicants

preferred to work for a sustainable company and 80 percent of young rofessionals were

interested in securing a job with a positive impact on the environment.

Employees are encouraged to work with to change printing defaults to duplex printing.
Moreover for internal travel in large factory premises they encourage electricity operated

cars/scoters/cycles rather than petrol/diesel fuel vehicles. There is also an introduction of

subsidized loan scheme for employees who opt for green technology cars/scoters

because they believe that green initiative drive for customer will also support corporate

sustainability strategy.

The topic of environmental sustainability is attracting increased attention among

management scholars. Despite its importance to managers, employees, customers and

other stakeholders, however, there are very few research studies that consider the role of

human resource management systems in organizations striving to achieve environmental

sustainability. There is thus a growing need for the integration of environmental

management into human resource management (HRM) –green HRM –research practice.

Green HR is the use of HRM policies to promote the sustainable use of resources within

business organizations and, more

generally, promotes the cause of environmental sustainability.

62
Green initiatives within HRM form part of wider programmes of corporate social
responsibility. Green HR involves two essential elements: environmentally- friendly HR

practices and the preservation of knowledge capital. The objective of this paper is to

detail a process model of the HR processes involved in green HRM on the basis ilable

literature on green HR. The present scenario of organizational working and its impact on

the environment has carry-forwarded the go green concept form just individual to

organizations. More organizations are

operating in more environment friendly way. An organization’s Human resource

department can be involved in facilitating an inclusive approach for creating a culture of

sustainability.

Green HRM and Sustainability are two different thin

gs which now a days are linked with each other, this paper deals with the meaning of

Green HRM ,Sustainability and their link and importance in today’s scenario.

Organizations are progressively more concerned with sustainability and Green HRM.

The HR function is distinctively positioned to assist both developing and implementing

Green strategies.

63
 BENEFITS OF HR INITIATIVE

Ten ideas for making the most of organìzation's efforts to provide green benefits:

1. Employees can be advised to start making changes at home, and then watch

them practice environmentally responsible behaviors at work. Once they witness

substantial energy savings from the solar panels or Energy Star-rated refrigerator,

they're more likely to buy into the value of saving energy and resources at home

and at work.

2. Employees can be asked to suggest ways the organization can go green.

Example: Companies can start an employee ugreen team” that can draw some

volunteers from the and some from employee workforce. The group can meets

monthly to bring changes such as the addition of transportation incentives and the

use of recycled papers.

3. Publicly congratulate to employees who take advantage of the company's green

beneñts and then publishing a quarterly, online newsletter devoted exclusively to

their stories-and to reminding workers about green beneñts and how to

participate.

4. It is essential to look beyond the obvious beneflts like mass-transitsubsidies.

64
5. Everyone can be informed about green beneñts like job candidates,
shareholders, the media and community. In advertising campaigns environmental

issues can be focused. Press releases can be send to local media, which will

publicize the unique employee beneflts. Every employee communication must be

green.

6. It is important to review what employees have already done and it must be

publicize them while focus can be done to rewrite job descriptions to highlight

any green aspects of a position.

7. The concept has to be explained to the top management by collecting data.

Example: Gathering information on whether quality job applicants are accepting

job offers because of the organization's green benefIts. HR professional can make

it a point to ask candidates how important those benefits were to their decision.

8. They can choose a green theme for events like the employee health fair;
beneñts-enrollment fair, holiday parties, recognition ceremonies, even staff

meetings.

65
9. Helping employees to understand the real, cash value of green beneñts.

10. Employees and the public and media usually can see through an
organization's attempts to hype its green beneñts and practices. Publícize what the

companies are doing.

However, HR is never going to have a truly signiñcant impact on a business

through the improvement of HR processes alone so the greater opportunity is to

contribute to the green agenda of the business as a whole.

66
 RESEARCH METHODLOGY
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 of

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 methodology not only talks of the methods but also logic

behind the methods used in the context of a research study and it explains why a

particular method has been used in the preference of the other methods.

Research Process-

67
Step 1: Define the problem and the research objectives

The 1st step in research is formulating a research problem. It is most important

stage as poorly defined problems will not yield useful results. Be careful to

define the problem too broadly or too narrowly. In order to identify the research

problem, three categories of symptomatic situations, namely, overt difficulties,

latent difficulties and unnoticed opportunities should be studied. Overt difficulties

are hose which are quite apparent and which manifest themselves. Latent

difficulties are those which are not so apparent and which, if not checked, would

soon become evident. Unnoticed opportunities indicate the potential for growth in

a certain area of marketing. Such opportunities are not clearly seen and dome

effort is required to explore them.

Step 2: Develop the research plan

Designing a research plan calls for decisions on data sources, choice of research

design, research approaches, research instruments, sampling plan and contact

methods.

Step 3: Collect the information

Our research group collected the information over a period of 15 days and from

various locations such as malls, and by contacting different people working in

different companies.

68
Step 4: Analyze the information

After the process of gathering information was completed we tabulated the data

and developed frequency distributions and extracted the findings from the survey.

Step 5: Present the findings

Finally we prepared a project report on our survey and along with the findings we

also presented our recommendations.\

Scope of study:

• It is a method that focuses on improving the abilities, skills, and attitudes

of employees. Leaders should offer training materials to develop employee

knowledge and skills in environmental sustainability.

• Learning and development can encourage the employees to find ways to

help their organizations become more successful.

Research design:

Descriptive research design

Research design is both primary as well as secondary. As it is a very complicated

issue so different research papers were being studied i.e. SECONDARY data is

used more than primary.

A research design is the detailed blueprint used to guide a research study toward
its objectives. The process of designing a research study involves many

interrelated decisions. The most significant decision is the choice of research

approach, because it determines how the information will be obtained.

69
 To design something also means to ensure that the pieces fit together. The
achievement of this fit among objective, research approach, and research tactics

is inherently an iterative process in which earlier decisions are constantly

reconsidered in light of subsequent decisions.

SOURCE OF DATA COLLECTION:

The Source of Data collected is Secondary data like book's & Newspaper (Economic Times,
Organizational Management T.N. CHABBARA) AndWebsites(Google, Wikipedia, Research paper on
Green HRM)

70
 Limitations of the Study-

Every study has certain limitations. In my study, also there were certain

limitations, which I could not able to solve.

1. The research was conducted with a small set of people.

2. Time constraints on part of respondents make still ground of improvement

for this report .

3. The respondents mostly in careless manner filled the questionnaire, so it

was difficult to make them hold for time.

4. Very limited set of people were included so results are shown in percentage

form to make it presentable.

71
 ANALYSIS

Q1. Do you kbnoew about

“Green HRM”?
Company No. of Yes No
respondents
Infosys 40 25 15

Wipro 30 20 10

IBM 30 20 10

INTERPRETATION- 65 % of respondents knew about GREEN

HRM. Only 35 %
were not aware. This shows that people are aware about the

term but are not aware about its practicasl application.

72
Q2. To what extent HR policies can improve environment and
make name for

organization

- Great

- Average

- Low

- No effect
Compan No. of Great Average Low No
y respondents effect
Infosys 40 18 13 5 4

Wipro 30 12 12 2 4

IBM 30 10 10 3 7

INTERPREATATION-. HR policies are having a big role if

organization wants to make the
GREEN theme hit. 15% respondents feel that HR policies

are having no role at all as there are other things which one

go for rather HR policies as it is difficult task to implement

these policies succesfully at every level.

73
Q3. Role of HR in
environment management

-High

-Medium

-Low

Compa No. of HIgh Medium Low

ny respondents

Infosys 40 27 9 4

Wipro 30 15 12 3

IBM 30 18 9 3

INTERPRETATION- Almost everyone will that HR is

having a big role to play in
implemeting Green HR policies. They felt that HR must be

confident and must be having a great knowledge so that he

can make others understand about the very concept and

importance of all this.

74
Q4. Best practice for going green
can be-

-Eliminating excess use of

paper (A)

- Computerized training. (B)

- Vehicle sharing (C)

-Any other.(D)

Compa No. of A B C D
ny respondents

Infosy 40 8 11 3 18
s

Wipro 30 9 5 4 12

IBM 30 3 14 3 10

INTERPRETATION - Respondents felt that

there are many other things like providing
limited resources, going for 3R’s –
REDUCE, RECYCLE, REUSE. They felt
policies are important but more can be done
at individual level.

75
Q5. How you are contributing to the place you work or
spend maximim time.

- (A) Recycle, Reduce, Reuse

- (B) Motivating others to participate

- (C)Doing basics like switching lights and monitors

off when are not required.

- (D) Don’t know

Company No. of A B C D
respondents

Infosys 40 7 11 3 19

Wipro 30 5 8 3 14

IBM 30 3 11 4 12

INTERPRETATION - Most of the people don’t

know exacxtly how they are contributing.

They want a change but are not aware how green

management work. They simply
thing saving environment is going green they are not

aware that every wastage can be stopped and then green

hrm aim will be fulfilled.

76
Q6. Why
Greenm HRM?

-Trend now
a days (A)

- Need of hour
(B)

-Neccessity for
ever (C)

Company No. of A B C
respondents

Infosys 40 4 6 30

Wipro 30 3 7 20

IBM 30 5 5 20

INTERPRETATION - People things its very necessaryy to go

green but again they don’t
know how to take the first step. They know steps are needed

to be taken right now but they don’t know exactly what to

d 7
Q7. How much Indian organizations
are promoting Green HRM?

-Very Much

-Average

-Very Less

Company No. of Very Average Very

respondents much less

Infosys 40 20 13 7

Wipro 30 15 9 6

IBM 30 25 3 2

INTERPRETATION - Indian organizations are giving much

attention to Green HRM and
60% respondents feel it too. Indian organizations are giving

due respect to the fact that they owe to the society and

country so they have to choose Green for spreading for

smile 7
Q8. At what level more improvement is needed
to spread HR policies in the

organization efficiently.

- At the organization level.

- At the HR level

- At the employee level

Company No. of Org HR Indi

respondents

Infosys 40 3 12 25

Wipro 30 2 18 10

IBM 30 5 10 15

INTERPRETATION- Half of the respondents feel that at

employee level more openess is
required to accept the Green policies. It means at

individual level if things are accepted then impact can be

bigge 7
 FINDINGS

1. ROLE OF HR PROFESSIONAL IS VERY BIG FOR GREEN HRM

Companies that want to be more earth-friendly need to make sure current

employees are on board with the goals. This can be accomplished through

communication and training by the HR professionals. Companies that don't

employ HR managers will still beneñt just by knowing what HR people can

contribute to the green movement in terms of hiring and training practices, as well

as devising special programs to drive green initiative.

Many employers now recognize that green programs in the workplace can
promote social responsibility among workers and help retain top talent. More

than 60 percent of survey respondents have made environmental responsibility

part of their organization's mission statement."The sur vey found employee

involvement in green programs dramatically increases when organizations appoint

an individual to lead the efforts.

[Link] OF 'GREEN AWARENESS' IS FRUITFUL

Many organizations recently launch a practice group that counsels employers on

“green” awareness in the workplace. These group hopes to help employers

implement best practices that will improve the environment through reducing,

reusing and recycling certain materials. The green practice group also advises

8
companies on educating their workers about how their behaviors in the and at
home affect the environment not only this but the companies are offering a

strategic communications platform to their clients and prospects as a solution

for driving greater green awareness within their own organizations. There are

numbers of program which offers monthly electronic communications, including

newsletters and interactive games, as well as working with companies to appoint

green coordinators in local ofñces to help develop plans and serve as points of

contact for green practices.

3. Changing attitudes and behaviours related to environmental issues in the

workplace.

Companies which have adopted the program within its organization found that

one-third of its employees, from entry level to principals and executives across all

practice areas, made significant changes in their daily behavior, including

increased recycling, decreased printing, elimination or reduction in the use of

bottled water, plastic and Styrofoam cups, using reusable grocery and lunch bags,

switching to compact fluorescent light bulbs and other energy saving and green

products, Changing transportation habits, including limiting car trips, carpooling,

buying hybrid cars, using mass transit, and biking or walking to work.

The company needed to adapt to changing lifestyles and changing workforces.

8
Flexibility is often the driver of change, and it's at the heart of our sustainable

management initiative.

Conducting an energy audit- Most local utilities offer businesses free on-site
consultations on how t hey can reduce usage and save money. Frequent

suggestions include: Improve insulation, install timers to automatically turn off

lights, use energy efñcient light bulbs, keep temperatures at comfortable ranges

that are not excessively cool inthe summer and warm in the winter.

Conducting annual- It is important to Survey employees to assess how well the

organization is doing with regard to implementing green business practices. The

survey should request suggestions for becoming a greener [Link] can

be a separate survey focused on going green issues only, or it can be added as part

of an employee opinion/satisfaction survey. Conducting the surveys annually will

enable the organization to assess going green progress and provide information,

suggestions and insight for future actions .

Reduce commuting – Encourage carpooling by provide preferred parking for

carpoolers). Offering transit passes to employees who take the bus or subway, and

bike racks cyclists. Reducing business travel -Teleconference instead of traveling.

For must-go trips, keep track of the miles driven and flown and buy «carbon

8
offsets» from a non-proñt like [Link] to make up for the greenhouse gas

emissions.

Buying green –
Tell suppliers that you are interested in sustainable products and set speciñc goals

for buying recycled, refurbished, or used. Make the environment, and not just

price, a factor when purchasing.

8
 CONCLUSION

Green ideas and concepts are beginning to gather pace within the HR space, often
complementing existing sustainability-based initiatives. Increasingly they are

delivering tangible beneñts to the business, rather than simply adding a gloss to

brand and reputation. These new processes, policies, products and tools are

actually helping to ensure compliance and improve productivity too. And with

legislation now in place to effectively formalize the need for a new corporate

approach to the environment, now's the time for HR to embrace the green agenda.

. Here are several areas where companies can incorporate more environmentally

conscious strategies like the use of internet or telecon- ferencing to cut down on

business travel, putting employee manuals, policies or other company information

online to reduce printing.

The companies can promote the reduction of paper usage and focus on storage of
paperwork electronically, providing recycling trash bins for paper around the and

for bottles and cans in the break area. The companies are focusing on

telecommuting/work from home programs.

Institute Ride/Share programs are also successful to introducing greening of

business. Research has shown that employee involvement in green programs

dramatically increases when organizations appoint one employee to lead the

8
efforts. At most organizations, earth-friendly perks emerge from an overall effort
to green the business. As companies begin recycling, upgrade to energy-efñcient

heating/air conditioning systems and seek production efñciencies that save energy

or reduce carbon emissions, it's natural to consider green beneñts. It is high Time

to make environmental management an integral part of their way of doing

business so HR professional can provide a constant calendar of activities. Speciñc

actions within the program me can included offering staff incentives for buying a

hybrid car, savings on carbon offsetting, on public transport and bikes.

Companies can also made additions to their holiday discount scheme to feature
holiday companies operating in an environmentally friendly way, and to their

volunteering programme. For example to volunteering in schools, to help pupils

undertake environmental projects. Some of the company's actions have been really

simple, but still very effective (at least for raising awareness), for exam- ple

allowing employees to buy a coffee mug at their coffee bar rather than using

disposable cups, and then receiving 10p off a cup of coffee. Organization can also

launch a carbon credit card employees receive points for taking public transport or

walking to work, or video confer- encing rather than taking a flight. Prizes can be

given to people with the most points.

This articles focus on company's innovative approaches which can be applied.

Adopting environmental practices helps companies save money, flnd new sources

of business and avoid trouble. Green companies believe that it is more economical

8
to go green than it is to continue adding harmful chemicals to the atmosphere and
the environment in general. Going green also helps companies enhance their public relations, and

improved public relations and positive public perception can have a strong impact on company proñt.

8
 Recommendations
• Inculcate the value system of Green Environment and importance of Green HRM
And its future scope on current global world order.

• Provide various skill, training, assessment and knowledge to the employee related
to Green HRM and Global Management Pratice.

8
 BIBLIOGRAPHY

WEBSITES

 WWW. [Link]

 WWW. [Link]

 Research Paper of 2010 conference on “Green World and HR”

 Research paper of 2011 on “ Green HRM”

 Research paper 2012 “LM Tripathi om “ Green HRM initiative.”

BOOKS AND NEWSPAPER

 ECONOMIC TIMES

 Organization Management ([Link])

 HR Policies by R.L Makkad

 HRM (T.N. Chabbara)

8
 ANNEXURE

QUESTIONNAIRE

Q1. Do you kbnoew about “Green HRM”?

- YES

- NO

- May be (heard somewhere)

Q2. To what extent HR policies can improve environment and make name

for organization

- Great

- Average

- Low

- No effect

Q3. Role of HR in environment management

-High

-Medium

-Low

8
Q4. Best practice for going green can be-

-Eliminating excess use of paper

- Computerized training.

- Vehicle sharing

-Any other.

Q5. How you are contributing to the place you work or spend maximim time.

- (A) Recycle, Reduce, Reuse

- (B) Motivating others to participate

- (C)Doing basics like switching lights and monitors off when are

not required.

- (D) Don’t know

Q6. Why Greenm HRM?

-Trend now a days (A)

- Need of hour (B)

-Neccessity for ever (C)

9
Q7. How much Indian organizations are promoting Green HRM?

- Very Much

- Average

- Very Less

Q8. At what level more improvement is needed to spread HR policies in the

organization efficiently.

- At the organization level.

- At the HR level

- At the employee level