A Study of Green HR Practices and Its Impact on

Environmental Performance

There is a growing need for the integration of environmental management into

HRM – Green HRM – research practice. A concise categorization is needed in this
field to help academics, researchers and practitioners, with enough studies in
existence to guide such modelling. This article takes a new and integrated view of
the literature in Green HRM, using it to classify the literature on the basis of
entry-to-exit processes in HRM, revealing the role that HR processes play in
translating Green HR policy into practice. The contribution of this article lies in
drawing together the extant literature in this area, mapping the terrain in this
field, and in proposing a new process model and research agenda in Green HRM.

Green HR involves two essential elements:

1. Environmentally-friendly HR practices
2. The preservation of knowledge capital.
OBJECTIVES
The paper has two objectives:
-To detail a model of HR processes involved in Green HRM.
-To examine the nature and extent of green HR initiatives undertaken the review
of literature on the HR aspects of environmental management, then examines
the HR role, proposes a process model of HR issues involved in green HRM.
-Green HR initiatives.

Research Methodology:
Methodology: The literature review approach beginning with indicating significant
works on Green HRM research, integrating environmental management and HRM
and classifying the literature in a process model format of HRM. Literature review
is adopted as it enables to structure research and to build a reliable knowledge base
in this field. The following HR processes namely recruitment; performance
management and appraisal; training and development; employment relations;
compensation; and exit are covered (entry to exit). Secondly the paper adopts a
case methodology approach examining the green HR initiatives
Data Collection: The data has been collected from Primary data and Secondary
data.

PROJECT DESCRIPTION
Through this issue on Green HRM, we seek to stimulate the field of HRM to
expand its role in the pursuit of environmentally sustainable business.
 Reducing the Carbon Footprint
 Water Conservation
 Conservation of Energy
 Climate change

What will increase if we use green HR?

Overall, being a green employer may help to increase:
1. Employee motivation and engagement (through a shared set of values).
2. Create competitive advantage from the opportunities presented by changing
markets.
3 .Reduce labor turnover (because organization is one in which people want to work)
4. Improve the health of the workforce (for example, by encouraging cycling to
work, car sharing, public transport).
Effects of green HRM on its subs.
1. Performance Management System (PMS)
2. Training and Development
3. Employee Involvement (EI) and Participation (EP)
4. Pay and Reward Systems
5. Performance-Related Pay (PRP)
6. Recognition and Awards
Performance management system.
Training and development.
Employee involvement and participation.

>>>>CASE STUDY
ITC limited
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.
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 PSPD, the Paperboard and Specialty Papers Division has 4 manufacturing units
All four manufacturing units are ISO 9001, ISO 14001 and OHSAS 18001 certified.
For the first time in India ITC has launched an environment friendly multipurpose
paper "Paper Kraft 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.

CONCLUSION
The employers and practitioners can establish the usefulness of linking employee
involvement and participation in environmental management programs to
improved organizational environmental performance, like with a specific focus on
waste management recycling, creating green products.
Unions and employees can help employers to adopt Green HRM policies and
practices.