Green HRM is described as an environmentally friendly HR practise that supports the worldwide industrial sectors' sustainable resource use. Instead of receiving considerable empirical examination, the perception has primarily received conceptualization attention. However, because of its potential to improve corporate environmental performance and its subliminal impact over employee workplace behaviours, it has started to gain traction and attract more academic research in the management sector. The goal of the study is to compare satisfaction levels between genders and to examine the relationship between overall satisfaction with the electronic payroll system and electronic attendance. As sampling techniques, convenient sampling and snow bowling were employed. Given that the research study focuses on how satisfied employees are with both men and women's green HRM practises. The study's findings seem to indicate that businesses all over the world are adopting green human resource management as a proactive measure to safeguard the environment. Therefore, the researcher has attempted to promote the value of Green HRM in polluting sectors and to explore the most recent environmentally friendly methods to keep the Human Resource Function Green in this work.

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International Journal of Management (IJM)
Volume 11, Issue 2, February 2020, pp. 331–335, Article ID: IJM_11_02_036
Available online at https://iaeme.com/Home/issue/IJM?Volume=11&Issue=2
ISSN Print: 0976-6502 and ISSN Online: 0976-6510
DOI: https://doi.org/10.34218/IJM.11.2.2020.036
© IAEME Publication Scopus Indexed
IMPACT OF GREEN HUMAN RESOURCES
MANAGEMENT PRACTICES IN THE
WORKPLACE
Dr. K. Kalaichelvi
Assistant Professor and Head, P.G. & Research Department of Commerce,
Government Arts and Science College for Women, Orathanadu, Tamilnadu, India.
ABSTRACT
Green HRM is described as an environmentally friendly HR practise that supports
the worldwide industrial sectors' sustainable resource use. Instead of receiving
considerable empirical examination, the perception has primarily received
conceptualization attention. However, because of its potential to improve corporate
environmental performance and its subliminal impact over employee workplace
behaviours, it has started to gain traction and attract more academic research in the
management sector. The goal of the study is to compare satisfaction levels between
genders and to examine the relationship between overall satisfaction with the electronic
payroll system and electronic attendance. As sampling techniques, convenient sampling
and snow bowling were employed. Given that the research study focuses on how
satisfied employees are with both men and women's green HRM practises. The study's
findings seem to indicate that businesses all over the world are adopting green human
resource management as a proactive measure to safeguard the environment. Therefore,
the researcher has attempted to promote the value of Green HRM in polluting sectors
and to explore the most recent environmentally friendly methods to keep the Human
Resource Function Green in this work.
Key words: Green HRM, employee satisfaction
Cite this Article: K. Kalaichelvi, Impact of Green Human Resources Management
Practices in the Workplace, International Journal of Management (IJM), 11 (2), 2020,
pp. 331–335.
https://iaeme.com/Home/issue/IJM?Volume=11&Issue=2
1. INTRODUCTION
The environment has evolved in recent years into one of the most important societal concerns
and a cutting-edge social development strategy. Thus, the strategic importance of developing a
sustainable organisation has drawn the attention of numerous management researchers to this
topic. The "green" human resource management (GHRM), also referred to as "environmental"
HRM, is considered a crucial tool for the successful implementation of the organization's
sustainable development strategy. In fact, the pursuit of a GHRM is a worldwide endeavour

2. Impact of Green Human Resources Management Practices in the Workplace
https://iaeme.com/Home/journal/IJM 332 editor@iaeme.com
because it benefits organisations in terms of environmental performance and sustainable
performance, as well as inspiring individuals to engage in green activities and generate green
ideas. As a result, when someone feels compelled by environmental aims, their attitudes and
behaviours alter appropriately to pursue the organization's green purpose. Additionally, they
have a common belief in the inherent benefits of environmental commitment, which makes
them more motivated to put up extra effort to achieve the organization's green goals.
2. LITERATURE REVIEW
Initiatives for green management have grown in importance for the firm, according to
SuhaimiSudin (2011). Researchers also concur that in order for employees to implement green
management initiatives, they must be motivated, enabled, and ecologically conscious. The
paper also focuses on the creation of a new framework for strategic green human resource
management, which takes into account the connections between assessment-based human
resource interventions, environmental management systems, green intellectual capital, and
corporate environmental responsibility.
Robert Stoesser (2000) claimed that the majority of small and mid-sized firms, including
many banks, have the ability to take electronic resumes through the websites of certain
significant corporations. For their marketable clients, some banks are considering providing a
"E-Recruitment" service. This is one of the services they provide to small businesses online.
The business supports a bank's e-recruitment site launch and creation of a "community" of
workers and hopefuls.
Shoeb Ahmad (Ahmad, 2015) the necessity to establish a connection between current HR
policies and practises and Green HRM principles for sustainable development is discussed. The
report contends that, with the HR Department's active involvement, Green HRM can develop
into a significant economic strategy for a firm.
3. OBJECTIVES OF THE STUDY
• To analyse the association between overall Satisfaction Level with E-Payroll System
and E-Attendance.
• To assess the level of satisfaction with regard to gender
4. RESEARCH METHODOLOGY
This research uses an analytical research approach, in which the data are studied and evaluated
critically in order to address issues. Its main concerns include defining and analysing
relationships as well as evaluating hypotheses. The sample size is 200, and the data were
gathered from the respondents using convenient random sampling and the snow bowling
technique. The core data is gathered in Coimbatore City via a questionnaire and by speaking
with employees. Journals, magazines, references, and other sources are used to gather the
secondary data.
4.1. Tools for Analysis
The respondents' obtained data was first edited and coded. Data was statistically analysed using
a computer programme and SPSS version 16. The purpose of the data analysis was primarily
to test the theory. Here, descriptive statistics, one-way ANOVA, the chi-square test, and
percentage analysis were utilised as statistical techniques.

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https://iaeme.com/Home/journal/IJM 333 editor@iaeme.com
4.2. Relationship Between Gender and Recruitment
H0: There is no significant difference between gender and E-Recruitment.
H1: There is a significant difference between gender and E-Recruitment.
Table 1 Gender and Recruitment Cross tabulation
Recruitment
Total
Disagree Neutral Agree Strongly Agree
Gender
Male
Count 0 8 54 57 119
Expected Count 1.8 8.3 54.7 54.1 119.0
Female
Count 3 6 38 34 81
Expected Count 1.2 5.7 37.3 36.9 81.0
Total
Count 3 14 92 91 200
Expected Count 3.0 14.0 92.0 91.0 200.0
Figure 1
Table 2 Chi-Square Tests
Value df Asymp. Sig. (2-
sided)
Pearson Chi-Square 4.836a
3 .184
Likelihood Ratio 5.855 3 .119
Linear-by-Linear
Association
2.052 1 .152
N of Valid Cases 200
Interpretation
The aforementioned Table shows that Pearson Chi-Square value = 0.184 is higher than the
significance level =0.05, indicating that the alternative hypothesis (H1) is rejected and the null
hypothesis (H0) is accepted. Therefore, it may be said that there is no discernible difference
between gender and electronic recruitment.

4. Impact of Green Human Resources Management Practices in the Workplace
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4.3. Relationship Between Overall Satisfaction Level With E-Payroll System And
E-Attendance
H0: There is no significant different between overall Satisfaction level with E-Payroll System
and E-Attendance.
H1: There is a significant different between overall Satisfaction level with E-Payroll System
and E-Attendance.
Table 3 Test of Homogeneity of Variances
E-Payroll System
Levene Statistic df1 df2 Sig.
1.470 17 178 .110
Table 4 ANOVA
Source of
Variation
Sum of
Squares
Df Mean Square F Sig.
Between Groups 32.952 21 1.569 1.826 .019
Within Groups 152.923 178 .859
Total 185.875 199
Interpretation
H0 is rejected since the p-value (0.019) is less than the threshold (0.05), as shown in the
aforementioned ANOVA table. The overall level of satisfaction with the e-Payroll System and
the e-Attendance System are significantly correlated.
5. MAJOR FINDINGS
• Out of 200 responders, it can be seen that 59 percent, or (119), are men and 40.5 percent,
or (81) are women.
• Based on a survey of 200 workers, it was discovered that 46.5 percent of respondents
were between the ages of 21 and 25 and 34 percent were between the ages of 26 and 30.
• The majority of respondents, or 53 percent, concur that using e-recruitment technology
cuts down on the time and effort required to apply for jobs, and 34.5 percent of
respondents strongly concur with this statement.
• According to research, 35 percent of respondents are extremely satisfied with the e-
recruitment process, while 45,5 percent of respondents are delighted with the ability to
submit documents and certificates to the firm websites.
• Of the 200 responses, it was discovered that 45 percent agreed with the statement that
e-payroll allows employees to access their pay stubs at any time, and 39.5 percent
strongly agreed.
• According to the study, 40.5% of respondents chose a 4-point rating on the E-
Attendance scale based on their level of satisfaction on a 5-point scale, and 39% of
respondents selected a 5-point rating for their level of pleasure.
6. CONCLUSION
This study's testing of the presented hypothesis is an early attempt to describe how green HR
practises affect employee job satisfaction. Based on a theoretical assessment, this paper makes
the case that working for an organisation has many similarities to adopting Green HR practises
for the good of the business and the environment. Due to the fact that HR has a significant

5. K. Kalaichelvi
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chance to support the organization's green movement and plays a crucial role in inspiring,
supporting, and motivating employees to drive up green practises for a greener economy.
Moving forward, we anticipate more research on this subject in the near future that can highlight
the contribution of green HR practises to related green initiatives and their relationship to
employee work satisfaction, which can in turn have an impact on environmental management
strategies for a greener environment and for our better employment.
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