This document discusses green human resource management (GHRM). It defines GHRM as using HRM policies to promote sustainable resource use and environmental sustainability. GHRM involves environmentally-friendly practices and preserving knowledge. It discusses the need for GHRM to reduce ecological footprints. Some key GHRM practices discussed are green recruitment, performance management, training, compensation, and initiatives like green building, paperless offices, energy conservation and waste recycling. Advantages include healthier work environments and cost savings while disadvantages include initial expenses and lack of support. The conclusion states GHRM is growing but still early stages.

1. GREEN HUMAN RESORCE
MANAGEMENT {GHRM}

2. CONTENTS
• DEFINITION OF GREEN HRM
• NEEDS FOR GHRM
• GREEN HRM PRACTICES
• ADVANTAGES OF GHRM
• DISADVANTAGES OF HRM
• CONCLUSION
• BIBLIOGRAPHY

3. DEFINITION :
 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.
 Green HR involves two essential elements:
 Environmentally-friendly HR practices
 The preservation of knowledge capital.

4. NEED FOR GHRM
 Reduction in ecological footprints
 Concentrate on social and environmental factors
 A positive joint effort by everyone
 Employees are more committed AND satisfied

5. GHRM PRACTICES
 Green Recruitment
 Green Performance management
 Green Training and Development
 Green Compensation
 Green Initiatives
 Green Building
 Paperless Office
 Conservation Of Energy and Recycling the Waste

6. GREEN RECRUITMENT
 Green Recruitment means a paper-free recruitment process
with a minimal environmental impact.
 Applications are invited through online mediums like e-mail,
online application forms or the Global Talent Pool.
 If possible, telephone or video-based interviews are
conducted to minimize any travel-related environmental
impact.

7. 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 in achieving these goals is included in
appraisal
 Green standards for all department such as waste reduction
etc.
 Penalty for non compliance of the goals

8. GREEN TRAINING AND
DEVELOPMENT
 Green training and development is conducted to the
employees in order to educate them about the environment
 Creating environmental awareness among the workforce by
conducting seminars and workshops at organizational level is
also important to achieve good environmental performance
 Train the employees as how the energy can be conserved and
train them with best business practices enthused with green
initiatives

9. GREEN COMPENSATION
 The sustainability of organisation's environmental performance is highly
dependent on the green reward management practices of the organisations
 To motivate managers and non-managerial employees on corporate
environmental management initiatives, green reward management has
significant contributions.
 Organizations can practice it in two ways such as financial and non-financial
i.e. financially by incentives, bonuses, cash rewards for their good
environmental performance and non-financially rewarded awards ,special
recognitions, honours, prizes for their good environmental performance.

10. GREEN INITIATIVES
 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
 HR professionals ascertained that green initiatives were a necessary
aspect of overall corporate social responsibility [CSR]
 The major green initiatives for HR departments are :
 Green building
 Paperless office
 Conservation of energy
 Recycling the waste

11. GREEN BUILDING
 Green buildings fulfil certain criterion for reducing the
exploitation of natural resources that are utilized in their
construction.
 Green buildings include some enhanced features related to
green practices such as energy efficiency, renewable energy,
and storm water management.
 Green buildings also serve as a platform for financial savings
for organizations as their construction and engineering involve
low cost.

12. PAPERLESS OFFICE
 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.
 By reducing the usage of paper we can save many trees.

13. CONSERVATION OF ENERGY
 Conservation of energy in the office has the potential for a great
environmental impact.
 By turning of the P.C’s , Tube lights and T.V’s while leaving will save
a lot of power
 Companies started to use RE-NEWABLE ENERGY and even
started to use solar energy
 Organizations are also promoting the extensive use of energy star-
rated light bulbs and fixtures which undoubtedly consumes at least
two-thirds less energy than regular ones.

14. RECYCLING THE WASTE
 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.
 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.

15. ADVANTAGES OF GHRM
 Healthy Work Environment
 Less Cost
 Ecological Balance
 Flexibility
 Rebates and Taxes Benefit

16. DISADVANTAGES OF GHRM
 Conversion Expenses
 Costlier
 Lack of Support
 Going Paperless

17. CONCLUSION
 Green HR are still in the INIATIAL STAGES, growing awareness
within organizations of the significance of green issues have
compelled them to embrace environment-friendly HR practices with
a specific focus on waste management, recycling, reducing the
carbon footprint, and using and producing green
 The future of Green HRM appears promising for all the
stakeholders of HRM, be it the employers, employees, practitioners,
or academicians.

18. BIBLIOGRAPHY
 http://googleweblight.com/i?u=http://www.tandfonline.com/doi/full/10
.1080/23311975.2015.1030817&grqid=v-F3QBIM&hl=en-IN
 http://www.indianmba.com/Faculty_Column/FC1333/fc1333.html
 https://www.researchgate.net/profile/Henarath_Opatha/publication/2
81901233_Green_Human_Resource_Management_Practices_A_R
eview/links/560d2d3808aea01bbc3b290b/Green-Human-Resource-
Management-Practices-A-Review.pdf