Book Title: Advanced Studies in Multidisciplinary Research and Innovation (ASMRI)
Chief Editors: Dr. Jagdish Kumar Sahu and Dr. Krishna Ashutoshbhai Vyas
Associate Editors: Dr. N. Ramesh Chandra Srikanth and Dr. Lourdu Vesna J
Co-Editors: Dr. Aarti Sharma and Dr. Pushpa Mamoria
ISBN: 978-93-7183-010-2
Chapter: 22
DOI: https://doi.org/10.59646/745/22
Author: Dr. Gunjan Agrawal
Abstract
With increasing focus on environmental sustainability, Green Human Resource Management (GHRM) practices have received great attention. This paper examines the functions of GHRM in improving the performance of the companies while concentrating on the effects of environmentally responsible HR practices on the overall performance of the companies, employee engagement, and overall sustainability results. The study is mixed method which involves both quantitative and qualitative data. Quantitative data comes from organizational performance indicators, while qualitative is gathered from structured interviews conducted with HR professionals and employees from the selected organizations. The results show that companies that successfully integrate GHRM activities like hiring green employees, training and development green, performance management and reward green have better corporate performance in productivity, cost efficiency, brand reputation and regulatory compliance. The actual implementation, however, differs from one organization to the next, depending on leadership commitment, the organizational culture, industry type, and knowledge of environmental policies. Despite the obstacles, GHRM practices have a positive impact on the creation of environmentally responsible employee behaviours and the reduction of organizational carbon footprints, and on the competitiveness in the long term that is required for sustainability. Furthermore, employees have demonstrated a two-way effect; on the one hand, there is a positive effect on the acceptance of green initiatives from the intrinsic motivation and environmental awareness of the employees, but on the other hand, insufficient training and unclear communication of the policy can negatively affect the effectiveness. The paper emphasizes the importance of organizations integrating sustainable development into the essence of HR activities, building environmental competences of their staff, and setting up a system of green HR performance measurement. It highlights the fact that GHRM is not just an environmental action, but also a business performance driver. The results are relevant to policies, business actors and HR practitioners with the goal of incorporating sustainability for long-term gains.
Keywords: Green Human Resource Management, Corporate Performance, Sustainability, Green HR Practices, Environmental Management, Employee Engagement, Organizational Efficiency, Sustainable HRM, Green Training, Corporate Sustainability.