Green HRM refers to the use of HR policies and practices to promote environmental sustainability within organizations. It has two main goals: implementing environmentally friendly HR practices and preserving knowledge capital. Some key HRM practices for Green HRM include green recruitment, performance management, training and development, compensation, and initiatives like paperless offices, green buildings, and product take-back programs. An example is Infosys, which uses green recruiting and has received LEED certifications for its radiant cooling buildings that use technologies like daylight sensors and solar power. Implementing Green HRM helps engage employees, lower costs, and make organizations more environmentally sustainable.

1. Green HRM
Presented By
S. Ceeliya Jireen
M.PHIL in Human Resource Management

3. Introduction
Meaning
Essentials of Green HRM
Concepts
Need
HRM Practices
Examples
conclusion

4. Introduction:
Green HRM is the important concept in
organisation today. Earlier the organisation only focus
on their profit, economic value and share holders but
now organizations have to consider the reduction of
ecological footprints and give importance to social
and environmental factors along with economical and
financial factors in order to enable the organization to
be successful in the corporate sector thereby enabling
attainment of profit by the shareholder.

5. Meaning:
Green HRM is the use of HRM policies
to promote the sustainable use of resources
within business organizations and more
generally, to make eco friendly and promote the
causes of environmental sustainability.

6. Two essentials
Environment-
friendly HR
practices
The preservation
of knowledge
capital
ESSENTIALS OF Green HRM

7. Environmental friendly practice helps
economical sustainability practices to keep
healthier environment by increasing employee
awareness and commitments on the issues of
sustainability.
 Greater Efficiencies,
 Lower Costs And
 Better Employee Engagement
 Retention
Environment Friendly Hr Practice

8. Preservation Of Knowledge Capital:

9. Concepts:
The concept of green HRM is to create aware
among employees and make them to practice the eco
friendly system in an organization as well as
environment. By practicing Green HRM it helps and
result a greater efficiency and better employee
engagement. It mainly helps the organization to
reduce the footprint like electronic filling, car
sharing, Tele conferencing, virtual interviews, online
training, recycling, energy efficient, office space and
Tele communication.

10. Need:
 Reduce ecological footprint
 Make everyone to participate
 Focus on environmental and social factor
 Employees are more committed and satisfied
 Sustainable development and eco friendly practice
 A positive effort by everyone

11. HRM Practice:
 Green recruitment
 Green performance management
 Green training and development
 Green compensation
 Green initiatives

12. Green Recruitment:
 Green recruitment is a paper less
recruitment process.
 It means application send through online
like e-mail, links in social medias etc
 It also helps and key to recruit a highly
talented candidates around the world and a way of
providing an opportunities to each and every one.

13. Green Performance Management:
 Green performance management consists of
issues related to environmental concerns and
policies of the company. It also concentrates on
use of environmental responsibilities.
 Role of managers is to focus on reducing
the waste and the employee contribution
 It include the polices and programs that
issues related to environment.

14. Green Training and Development:
 Green training and development is conducted to
the employees to provide and create awareness an
idea in protecting the environment
It helps to Reduce waste ,Conserve energy.
Hr is playing a great role by providing training and
create a eco friendly process by way of developing
an improving an ideas of different departments and
working areas.

15. Green Compensation:
Green rewards can include the use of workplace and
lifestyle benefits, ranging from carbon credit offsets to
free bicycles, to engage people in the green agenda
while continuing to recognize their contribution. Last,
but not the least, more emphasis should be given on
researches which determine effective approaches that
will help to design and implement green compensation
practices and may lead to the achievement of
corporate environmental goals.

16. Green initiatives of Hr:
 Advance research and understanding of the
challenges and opportunities for the world of work
arising from a green transition.
 Forge policy responses from the world of
work in all sectors to ensure decent work and social
justice for all.
 Build strategic partnerships at national,
regional and international levels.

17. Green Building

18. Paperless Office
Paperless Office

19. Example

20. Product take-back programs,
green packing and
 integrating design

21. Example

22. Infosys:
 Infosys: e-recruiting staffing solution
Infosys has the first radiant cooling
building in India
 LEED Building( leadership in energy and
environment design) award
Radiant cooling system
Daylight sensor
Hot pursuit
Solar system

23. Uses green recruiting technique- believes that most talented
people get attracted because of it

24. Conclusion:
Present conceptual paper focuses on the
incorporation of green HR practices for
overall organizational development.HR
department plays very important role for
implementing go-green concept in
organizations. Implementation of green
initiatives is only possible through
employee engagement and participation
and that is only possible trough strong HR.

25. Green initiatives create a sense of loyalty
among the employees towards the
organization, boost up employee morale
and also build strong commitment as well.
Organizations which are able to minimize
their cost and affluence their profitability
via green .