Green HRM is the use of HRM policies to promote the sustainable use of resources within organizational businesses and more generally promotes the cause of environmental sustainability. The range of these activities is perceived highly relevant and the range of possible green human resource interventions is much wider. There is an increasing growing need of integrating environment management system into Human Resource Management (HRM) i.e., Green HRM practices of how corporations can develop human resource policies for promoting environment management initiatives on the impacts of mining and industrialization. This paper examines the nature and implications of Green HRM initiatives and its practices towards environmental sustainability which could in turn benefit the livelihood of tribal people. An attempt is made to promote the importance of Green HRM and tries to link its implications on preserving the habitations of the tribal populated areas.

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GREEN HRM: “CAN IT PRESERVE THE HABITATIONS OF TRIBAL PEOPLE?”
Jianguanglung Dangmei
Research Scholar, Department of Business Management
Indira Gandhi National Tribal University (IGNTU), Amarkantak, M.P
E-mail:joeldangmei@gmail.com
Contact No.: +918989826292
Abstract
Green HRM is the use of HRM policies to promote the sustainable use of resources within
organizational businesses and more generally promotes the cause of environmental
sustainability. The range of these activities is perceived highly relevant and the range of possible
green human resource interventions is much wider. There is an increasing growing need of
integrating environment management system into Human Resource Management (HRM) i.e.,
Green HRM practices of how corporations can develop human resource policies for promoting
environment management initiatives on the impacts of mining and industrialization. This paper
examines the nature and implications of Green HRM initiatives and its practices towards
environmental sustainability which could in turn benefit the livelihood of tribal people. An
attempt is made to promote the importance of Green HRM and tries to link its implications on
preserving the habitations of the tribal populated areas.
Keywords: Green HRM, Green HR policies, Tribal Habitations.
Citation: Dangmei J. (2015). Green HRM: “Can It Preserve The Habitations of Tribal People?” P.85-88.
Jaanjati Shodh Aug 2015–Jan 2016. ISSN 2454-8197.

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Introduction
There is an increasing growing need of integrating environment management system into Human
Resource Management (HRM) i.e., Green HRM practices of how corporations can develop
human resource policies for promoting environment management initiatives due to the impacts
mining in the tribal-dominated and heavily forested areas. Green HR involves two essential
elements i.e. environment friendly HR practices and preservation of knowledge capital. By
adopting the Green HR practices in the management philosophy, HR policies, training people
with environmental issues and implementation of laws related to environment protection, the
Green HRM will become an important role in the industry to promote environmental
sustainability (Jain G, 2015) which can benefit the livelihood of the tribal people.
1. Green HRM & Green HR policies:
The concept of Green HRM has come forth with the introduction of Green Movement. Green
Movement is a political movement which advocates four important principles:
(i) Environmentalism,
(ii) Sustainability,
(iii) Non-violence and
(iv) Social justice.
Dunphy (2000) further state that it linked the implementation of ecological sustainability with
human sustainability. It is the process whereby companies deal the environment by developing
environmental management strategies (Lee, 2009) in which companies require to balance
between industrial growth and protecting the natural environment so that future generation may
survive (Daily and Huang, 2001). Green HRM 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 (Rani S & Mishra K. 2014). Green HR policies are directed
towards encouraging an environmental corporate culture and concentrate on collective and
individual potential to bring about green behavior (Muster V., & Schrader Ulf, 2011). Green HR

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policies focus on acquiring individual knowledge about environmental competences of
employees by giving specific trainings and education programs and applying appraisal tools or
reward system accordingly (Govindarajulu & Daily, 2004; Madsen & Ulhoi, 2001; Ramus,
2001). Environmental trainings at the workplace might include, for instance, environmental law
issues, instructions for new devices, or corporate codes of conduct, which help to advance
employees’ environmental performances (Bird, 1996; Daily & Huang, 2001; Madsen & Ulhoi,
2001). The economic performances is considered as the indicator of company success in the past
but it is no longer logical as financial outcomes need to be followed by minimization of
ecological damages and increase caring to social and environmental aspects (Rani S. & Mishra
K., 2014).
2. The Impact of Mining and Industrialization in Tribal Habitations:
The tribal people depends their occupation entirely on the environment settings. Their
culture are strongly influenced by the opportunities and limitations offered by the physical
environment. The tribals depend on the forest and forest-lands not only for its natural vegetation
but also as a source of livelihood. Therefore, forest environment plays a vital role in their
economic life. The economic activities are also solely depended on the forest that can be
understood in the following ways: forest serves as a source of shelter, food and drink, game and
pasture – it also serves them in supplying indigenous medicine and raw materials for domestic
items and hut-making (Meena B. & Jangu S., 2012).
India has a lot of mineral wealth in the ground. Iron, bauxite, gold, lead, zinc, manganese, coal
and copper are some of the dozens of minerals found in almost half of its landmass. Most of the
mineral concentrations happen to be in areas of the south, central and northeastern states of
Orissa, Madhya Pradesh, Chhattisgarh and Jharkhand, areas that are home to a majority of India's
tribal peoples. There has been a rising fear over the heavy investment into mining sector in India
as the best prospects lie in the tribal-populated and heavily forested areas. International firms like
De Beers and Broken Hill Properties, both with controversial human rights and environmental
company practice records in countries like South Africa and Papua New Guinea respectively,
have acquired huge prospecting rights in Orissa and Madhya Pradesh. Rio Tinto, another large
and controversial mining company, has diamond and gold prospecting rights in Madhya Pradesh

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(Mok K, 2008). Mining is highly productive and profitable but it is also polluting, unsafe,
disruptive, and in many cases, outside regulatory regimes. More than three quarters of the 2.6
million people are displaced by mining from 1950 to 1991 have yet to be rehabilitated. There is a
need to address the deep and disturbing problems of environmental degradation coupled with the
large scale loss of homes and livelihoods of tribal peoples in India’s rapidly ballooning mining
industry, and in its latest mining policy (Acharya K., 2008).
3. Significance and Implications of Green HRM:
Green HRM practices do not necessarily have to take place within the organization only. It is
especially important for the Green HRM practitioners to transform aspirations and good
intentions into actual everyday behavior if they have high expectations concerning their
environmental performance. According to Sharma and Gupta, Environment Management (EM)
as an element of Green HRM, training and development should focus on development of
employees’ skills, knowledge and attitudes about environment conservation and EM initiatives.
The activities should include training people working methods in how to conserve energy, reduce
waste, diffuse environmental awareness and provide opportunity to engage employees in solving
environmental problems. It will also enhance the ability of the employees to develop proactive
attitudes towards environmental issues (Carter & Dresner, 2001). Focus on the avoidance of
negative behaviors towards environment can be obtained through compensation and rewards for
environmentally responsible employees. It has been found that employees are motivated by
rewards and remain environmentally responsible (Daily &Huang, 2001).
There is an argument that the support of top management, environmental trainings, team
work, employee empowerment and reward system are the essence for carrying out environmental
management systems successfully (Daily & Huang, 2001). And the range of these activities is
perceived highly relevant and the range of possible green human resource interventions is much
wider (Renwick, 2008). So, the Green HRM practices should be able to cover the preservation of
habitations of the tribal people too.
Organizations should adopt Green staffing procedures to further promote Green HRM practices
across the world. Green Staffing involves hiring individuals with Environment Management
skills, mindsets, and behaviors (Sharma N., & Gupta N). In Green Staffing, job analysis

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procedures generally focus on environmental aspects such as environmental reporting duties and
responsibilities; identification and influencing of candidates with EM related experiences; EM-
centered testing (e.g., knowledge of risks, harmful substance, potential emissions, etc.), and
interviewing techniques that enable managers in identifying candidates that fit environment
centered jobs (Renwick et al., 2008). Such practices will ensure that the selected candidates
should possess personality and attitudinal attributes that prevent waste, show creativity and
innovative ideas of the environmental sustainability
An important way in which employee involvement and participation can be encouraged within
the organization is to seek entrepreneurs within the company who are socially or ecologically
oriented known as eco-entrepreneurs, then Green HRM practices will become the driver of
environmental sustainability within the organization by aligning its practices and policies with
sustainability goals reflecting an eco-focus (Jain G, 2015). The responsibility of the present
generation HR Managers is to incorporate the Green HR Philosophy in corporate mission
statement & HR-Polices (Shaikh, 2010). Finally other Green HR policies and implementation of
laws related to environmental protection will probably able to promote Green HRM in
preserving the habitations of the tribal people.
Conclusion:
From the above review it is to be acknowledged that the importance of Green HRM practices is
vital to promote employer and employee attitude and morale towards environmental
sustainability and this may help in arriving at a great deal of benefit for the tribal people. The
people in the organizations must realize the importance of Green Movement and Green HRM.
Green HRM practices can contribute to the conservation and preservation of our natural
environment which will ultimately ensure environmentally sustainable growth and development
of the tribals. Therefore, the Green HRM practices will be able to give hands towards
preservation of habitations of the tribal people. Thus, the future of Green HRM practices appears
promising for the tribal people.

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