This document is a project report on "Green HRM" submitted by Arham Shamsi to Gauri Dhingra at Jagannath International Management School. It includes an introduction defining Green HRM as environmentally friendly HR practices and preserving knowledge capital. It also provides a literature review on recent Green HRM initiatives by companies and a discussion of the importance of Green HRM and sustainability in today's scenario. The report contains 10 sections including the introduction, literature review, objectives, methodology, analysis, findings, conclusion, limitations, and bibliography.

1. 1
A PROJECT REPORT
ON
“GREEN HRM”
Submitted in partial fulfillment of the requirement of
BACHELOR OF BUSINESS ADMINISTRATION (BBA)
GURU GOBIND SINGH INDRAPRASTHA UNIVERSITY
Submitted To: SUBMITTED BY
Arham Shamsi
Professor Gauri Dhingra BBA 6(B)Evening
10521401709
JAGANNATH INTERNATIONAL MANAGEMENT SCHOOL
VASANT KUNJ, NEW DELHI-110057

2. 2
ACKNOWLEDGEMENT
A Research study can’t be completed without the guidance, assistance, inspiration
and cooperation from various quarters. This study also bears the inspiration of
many persons. This project required hard work, sincerity and devotion which I
tried my best to put in this project and in turn gained a lot of knowledge and
confidence from this project.
I am deeply grateful to my project guide Ms. Gauri Dhingra who has helped me
in completion of this project. She has been a constant guiding force and source of
illumination for me. It entirely goes to her credit that this project has attained its
final shape.
I am also thankful to all the respondents who spared their valuable time for filling
up the questionnaire and helped me out with this project.
Finally, I would like to thank my parents and all my friends, who provided me
with their constant support and took the pain to help me in completing the project.

3. 3
CONTENTS
1. Introduction
2. Literature Review
3. Objective of Study
4. Research Methodology
5. Analysis
6. Findings
7. Conclusion
8. Limitations
9. Bibliography
10. Annexure

4. 1
INTRODUCTION
What on earth is Green HRM?
We are entering a green economy-one in which consumer and employee
expectations and future environmental change will require business to address
“green” issues. Environmental consicous organizations will become increasingly
prom inent as we re-enter into a period of growth. Green HR is a not just a
strategy used primarily for reducing the carbon footprint of each employee and
talent retention. Green HR has two essential elements: environmentally
friendly HR practices and the preservation of knowledge capital.
Most people will say that Green HR involves reducing your carbon footprint via
less printing of paper, video conferencing and interviews, etc. The most important
definition to remember in terms of our current economic situation is the
reclaiming of top talents of the organization. Companies are quick to layoff when
times are tough before realizing the future implications of losing that knowledge
capital.
Green HR initiatives help companies find alternative ways to cut cost without
losing their top talent; furloughs, part time work, etc. More employees are
becoming more concerned about the environment and climate change. HR
departments are seeing Green HR as a cutting edge way to keep top talent in
house. Top talent is considered the industry’s most valued asset, yet many

5. 2
corporations have been treating them as expendable. As knowledgeable,
experienced professionals become harder to find and retain, companies must
continue to be creative at finding ways of keeping these highly skilled workers.
This is a win/win scenario for the employee and the employer. First and
foremost, it helps the environment. The employer gets to hold onto top talent,
while increasing productivity because those employees are happy to be there. A
happy employee is a productive one. The employer has to be willing to provide
strong leadership, care for their employees, offer opportunities for professional
growth, offer opportunities for more responsibility, offer flexibility, and last they
must offer perks.
Take for instance, Soft Choice from Canada. Soft Choice has a public
transportation policy. If you take public transportation to work they pay their
employees an extra $90.00 per month. Back in June, Soft Choice had a party on
World Environment Day, which used environmentally inspired foods and
products.
Green HRM may provide interesting results for all stakeholders in HRM. The
main environment focus of many business was paced on reducing waste and
optimizing resources. However, HR is never going to have a truly significant
impact on a business through the improvement of HR processes alone so the
greater opportunity is to contribute to the green agenda to the businessl as al
whole.

6. 3
RECENT SCENARIO OF GREEN HR INITIATIVE
Many companies are adopting green HR which helps in reducing carbon footprint
through less printing of paper, video conferencing and interviews, etc. Companies
are quick to layoff when times are to Human capital and the systems surrounding
it are the true cornerstones of building a sustainable business. Green HRM
policies and practices that help safeguard and enhance worker health and well-
being; and for academics, they may reveal additional data to add an HRM element
to the knowledge base on Green Management in general. Businesses are
sustainable because of their operations and culture, but it's the employees who
craft and execute those eco-policies and create that green corporate culture.
Without developing personnel and implementing sustainable strategies, it's rather
difl'icult to go green successfully. That's why human resource (HR) practices are a
key component of sustainable business development. For example, a Mortgage
Lenders Network USA poll taken in 2007 shows that 72 percent of working
women expressed a strong preference in working for green employers; 64 percent
of men said the same.
Other research shows that young professionals, in particular, want to make a
difference in their chosen professions. A 2007 poll on green employment done by
MonsterTRAK.com found that 92percent of students and entry-level applicants
preferred to work for a sustainable company and 80 percent of young rofessionals
were interested in securing a job with a positive impact on the environment.

7. 4
Employees are encouraged to work with to change printing defaults to duplex
printing. Moreover for internal travel in large factory premises they encourage
electricity operated cars/scoters/cycles rather than petrol/diesel fuel vehicles.
There is also an introduction of subsidized loan scheme for employees who opt
for green technology cars/scoters because they believe that green initiative drive
for customer will also support corporate sustainability strategy.
The topic of environmental sustainability is attracting increased attention among
management scholars. Despite its importance to managers, employees, customers
and other stakeholders, however, there are very few research studies that consider
the role of human resource management systems in organizations striving to
achieve environmental sustainability. There is thus a growing need for the
integration of environmental management into human resource management
(HRM) –green HRM –research practice. 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 initiatives within HRM form part of wider programmes of corporate social
responsibility. Green HR involves two essential elements: environmentally-
friendly HR practices and the preservation of knowledge capital. The objective of
this paper is to detail a process model of the HR processes involved in green
HRM on the basis ilable literature on green HR. The present scenario of

8. 5
organizational working and its impact on the environment has carry-forwarded the
go green concept form just individual to organizations. More organizations are
operating in more environment friendly way. An organization’s Human resource
department can be involved in facilitating an inclusive approach for creating a
culture of sustainability.
Green HRM and Sustainability are two different thin
gs which now a days are linked with each other, this paper deals with the meaning
of Green HRM ,Sustainability and their link and importance in today’s scenario.
Organizations are progressively more concerned with sustainability and Green
HRM. The HR function is distinctively positioned to assist both developing and
implementing Green strategies.

9. 6
LITERATURE REVIEW
The impact of our daily activities on the environment and the desire to go green
has expanded from just individuals to organizations. More organizations are
volunteering to operate in a more environmentally responsible way. Local
municipalities are encouraging businesses to become greener by offering
incentives. In the near future, “being green" could become the norm. In
September 2007, the Society for Human Resource Management (SHRM)
conducted the SHRM 2007 Green Work place Survey to examine
environmentally responsible practices from the perspective of HR professionals
and employees.
We are entering a green economy - one in which consumer and employee
expectations and future environmental change will require businesses to address
“green” issues This survey brief explores types of practices organiza-
tions have in place, human resource professionals' and employees' perceptions of
their organizations’ practices, and HR professionals' role in their organizations'
environmentally friendly programs.
Green HR is one which involves two essential elements environmentally friendly
HR practices and the preservation of knowledge capital. Business professionals
consider it to be environmental initiatives to reduce employee carbon footprints.

10. 7
The initiative can be like electronic ñling, car-sharing, job-sharing,
teleconferencing and virtual interviews, recycling, telecommuting, online training,
and energy-efñcient spaces. These ideas are being implemented to support
existing green HR efforts focused on increased process efñciency, environmental
waste reduction, and revamped HR products, tools, and procedures. These
measures also have an impact on intangible yet invaluable assets such as brand
and reputation. Green Human resource management (HRM) is an important topic
for research (Paawe and Boselie, 2003, 2005) and some basic theoretical issues
have been well accepted (Paawe and Boselie, 2005). It has contributed to our
understanding of the relationship among strategy, human capital, HRM and
organizational performance (Paawe and Boselie, 2005).
E mergence of Green HRM is influenced by the global competition, and the
corresponding search for sources ofsustainable competitive advantage (Dyer &
Reeves,1995). It has achieved its prominence because it provides a means by
which business firms can enhance the competitiveness and promote managerial
efficiency (Paawe and Boselie, 2005).It facilitates the development of a human
capital that meets the requirements of business competitive strategy, so that
organizational goals and mission will be achieved (Guest, 1987). Researchers
have established a broader perspective that is oriented toward managing the HR as
a whole. Instead of focusing on individual HR practices that are used
independently or in isolation, Green HRM researchers look more broadly at

11. 8
bundles of HR practices or HR systems that are implemented in combination
(Paawe and Boselie, 2003; 2005).
In the past, sound economic performance of the firm was expected to guarantee
corporate success by companies and its shareholders, but now it is no longer
valid; economic and financial outcomes need to be accompanied by minimization
of ecological footprints and increased attention to social and environmental
aspects. Therefore, the new strategic issue, corporate environmentalism or green
management emerged in 1990s and became a popular slogan internationally in
2000s (Lee, 2009). Green management is defined as the process whereby
companies manage theenvironment by developing environmental management
strategies (Lee, 2009) in which companies need to balance between industrial
growth and safeguarding the natural environment so that future generation may th
rive (Daily and Huang, 2001). This concept becomes a strategic dominant issue
for businesses, especially multinational enterprises operating their business
globally (Banerjee, 2001).
In summary, green management refers to the management of corporate interaction
with, and impact upon, the environment (Lee and Ball, 2003), and it has gone
beyond regulatory compliance and needs to include conceptual tools such as
pollution prevention, product stewardship and corporate social responsibility
(Hart, 2005; Pullman et al., 2009; Siegel, 2009). Business firms play a key role in

12. 9
the issues of environmental management since they are part of our society and
cannot be isolated from the environment, and in fact, they contribute most of the
carbon footprints in the past (Liu, 2010). Application of innovative technology
could alleviate the environmental deteriora tion by developing, for example, the
biotech products and by searching for alternative energy to reduce the use of finite
natural resources.
Thus, business should put more effort into the research on innovative technology
to minimize the impacts of environmental destruction by creating products that
are nontoxic and less pollution to environment (Liu, 2010; Ozen and Kusku,
2008).

13. 10
BENEFITS OF HR INITIATIVE
Ten ideas for making the most of organìzation's efforts to provide green benefits:
1. Employees can be advised to start making changes at home, and then watch
them practice environmentally responsible behaviors at work. Once they witness
substantial energy savings from the solar panels or Energy Star-rated refrigerator,
they're more likely to buy into the value of saving energy and resources at home
and at work.
2. Employees can be asked to suggest ways the organization can go green.
Example: Companies can start an employee ugreen team” that can draw some
volunteers from the and some from employee workforce. The group can meets
monthly to bring changes such as the addition of transportation incentives and the
use of recycled papers.
3. Publicly congratulate to employees who take advantage of the company's green
beneñts and then publishing a quarterly, online newsletter devoted exclusively to
their stories-and to reminding workers about green beneñts and how to participate.
4. It is essential to look beyond the obvious beneflts like mass-transitsubsidies.

14. 11
5. Everyone can be informed about green beneñts like job candidates,
shareholders, the media and community. In advertising campaigns environmental
issues can be focused. Press releases can be send to local media, which will
publicize the unique employee beneflts. Every employee communication must be
green.
6. It is important to review what employees have already done and it must be
publicize them while focus can be done to rewrite job descriptions to highlight
any green aspects of a position.
7. The concept has to be explained to the top management by collecting data.
Example: Gathering information on whether quality job applicants are accepting
job offers because of the organization's green benefIts. HR professional can make
it a point to ask candidates how important those benefits were to their decision.
8. They can choose a green theme for events like the employee health fair;
beneñts-enrollment fair, holiday parties, recognition ceremonies, even staff
meetings.

15. 12
9. Helping employees to understand the real, cash value of green beneñts.
10. Employees and the public and media usually can see through an
organization's attempts to hype its green beneñts and practices. Publícize what the
companies are doing.
However, HR is never going to have a truly signiñcant impact on a business
through the improvement of HR processes alone so the greater opportunity is to
contribute to the green agenda of the business as a whole.

16. 13
Objective of Study
1. To what extent and how HR policies and practices can improve the
environmental performance of organizations.
2. The Role ofthe HR professional in environmental management .
3. Changing attitudes and behaviours related to environmental issues in the
workplace.

17. 14
RESEARCHMETHODLOGY
Research methodology is considered as the nerve of the project. Without a proper
well-organized research plan, it is impossible to complete the project and reach to
any conclusion. The project was based on the survey plan. The main objective of
survey was to collect appropriate data, which work as a base for drawing
conclusion and getting result.
Therefore, research methodology is the way to systematically solve the research
problem. Research methodology not only talks of the methods but also logic
behind the methods used in the context of a research study and it explains why a
particular method has been used in the preference of the other methods.
Research Process-

18. 15
Step 1: Define the problem and the research objectives
The 1st step in research is formulating a research problem. It is most important
stage as poorly defined problems will not yield useful results. Be careful to
define the problem too broadly or too narrowly. In order to identify the research
problem, three categories of symptomatic situations, namely, overt difficulties,
latent difficulties and unnoticed opportunities should be studied. Overt difficulties
are hose which are quite apparent and which manifest themselves. Latent
difficulties are those which are not so apparent and which, if not checked, would
soon become evident. Unnoticed opportunities indicate the potential for growth in
a certain area of marketing. Such opportunities are not clearly seen and dome
effort is required to explore them.
Step 2: Developthe research plan
Designing a research plan calls for decisions on data sources, choice of research
design, research approaches, research instruments, sampling plan and contact
methods.
Step 3: Collect the information
Our research group collected the information over a period of 15 days and from
various locations such as malls, and by contacting different people working in
different companies.

19. 16
Step 4: Analyze the information
After the process of gathering information was completed we tabulated the data
and developed frequency distributions and extracted the findings from the survey.
Step 5: Present the findings
Finally we prepared a project report on our survey and along with the findings we
also presented our recommendations.
Researchdesign:
Research design is both primary as well as secondary. As it is a very complicated
issue so different research papers were being studied i.e. SECONDARY data is
used more than primary.
A research design is the detailed blueprint used to guide a research study toward
its objectives. The process of designing a research study involves many
interrelated decisions. The most significant decision is the choice of research
approach, because it determines how the information will be obtained.

20. 17
To design something also means to ensure that the pieces fit together. The
achievement of this fit among objective, research approach, and research tactics
is inherently an iterative process in which earlier decisions are constantly
reconsidered in light of subsequent decisions.
DATA COLLECTION
The task of data collection begins after problem has been identified. While
deciding about the method of data collection to be used for the study the
researcher should keep in mind two types of data viz, primary data and secondary.
The primary data are those, which are collected afresh and for first time and thus
happen to be original in character. The secondary are those which have been
collected by someone else and which have already been passed through statistical
process.
The researcher would have to decide which sort of data he would be using for his
study. The method collecting primary and secondary data differ.
PRIMARY DATA
Since primary data are to be originally collected while in case of secondary data
the nature of data collection work is merely that of compilation.

21. 18
There are several ways of collecting primary data. They are as follows:
1. Observation method
2. Interview method
3.Through questionnaires
SECONDARY DATA
Secondary data means that are already available that is they refer to the data,
which have already been collected and analyzed by someone else. When the
researcher utilizes secondary data, then he has to look into various sources from
where he can obtain them. In this case he is certainly not confronted with the
problems that are usually associated with the collection of original data.
Secondary data may be either published or unpublished data.
DATA COLLECTION METHODS:
After the research problem, we have to identify and select which type of data is to
research. At this stage; we have to organize a field survey to collect the data. One
of the important tools for conducting research is the availability of necessary and
useful data.

22. 19
 Data analysis and interpretation
1. Questionnaires
2. Pie chart and Bar chart
Questionnaires:
This is the most popular tool for the data collection. A questionnaire contains
question that the researcher wishes to ask his respondents which is always guided
by the objective of the survey.
Pie chart:
This is very useful diagram to represent data , which are divided into a number of
categories. This diagram consists of a circle of divided into a number of sectors,
which are proportional to the values they represent. The total value is represented
by the full create. The diagram bar chart can make comparison among the various
components or between a part and a whole of data.
Bar chart:
This is another way of representing data graphically. As the name implies, it
consist of a number of whispered bar, which originate from a common base line
and are equal widths. The lengths of the bards are proportional to the value they
represent.

23. 20
Sample unit
nals
Sample size
100 people reponded for thsi survey.

24. 21
ANALYSIS
Q1. Do you kbnoew about “Green HRM”?
- YES
- NO
Company No. of respondents Yes No
Infosys 40 25 15
Wipro 30 20 10
IBM 30 20 10
CONCLUSION- 65 % of respondents knew about GREEN HRM. Only 35 %
were not aware. This shows that people are aware about the term but are not
aware about its practicasl application.
Q2. To what extent HR policies can improve environment and make name for
organization
- Great
- Average
- Low
- No effect
Company No. of respondents Great Average Low No effect
Infosys 40 18 13 5 4
Wipro 30 12 12 2 4

25. 22
IBM 30 10 10 3 7
Conclusion-. HR policies are having a big role if organization wants to make the
GREEN theme hit. 15% respondents feel that HR policies are having no role at all
as there are other things which one go for rather HR policies as it is difficult task
to implement these policies succesfully at every level.
Q3. Role of HR in environment management
-High
-Medium
-Low
Company No. of respondents HIgh Medium Low
Infosys 40 27 9 4
Wipro 30 15 12 3
IBM 30 18 9 3

26. 23
Conclusion- Almost everyone will that HR is having a big role to play in
implemeting Green HR policies. They felt that HR must be confident and must be
having a great knowledge so that he can make others understand about the very
concept and importance of all this.
Q4. Best practice for going green can be-
-Eliminating excess use of paper (A)
- Computerized training. (B)
- Vehicle sharing (C)
-Any other.(D)
Company No. of respondents A B C D
Infosys 40 8 11 3 18
Wipro 30 9 5 4 12

27. 24
IBM 30 3 14 3 10
Conclusion- Respondents felt that there are many other things like providing
limited resources, going for 3R’s – REDUCE, RECYCLE, REUSE.
They felt policies are important but more can be done at individual level.
Q5. How you are contributing to the place you work or spend maximim time.
- (A) Recycle, Reduce, Reuse
- (B) Motivating others to participate
- (C)Doing basics like switching lights and monitors off when are not
required.
- (D) Don’t know
Company No. of respondents A B C D
Infosys 40 7 11 3 19

28. 25
Wipro 30 5 8 3 14
IBM 30 3 11 4 12
Conclusion- Most of the people don’t know exacxtly how they are contributing.
They want a change but are not aware how green management work. They simply
thing saving environment is going green they are not aware that every wastage
can be stopped and then green hrm aim will be fulfilled.
Q6. Why Greenm HRM?
-Trend now a days (A)
- Need of hour (B)
-Neccessity for ever (C)
Company No. of respondents A B C
Infosys 40 4 6 30
Wipro 30 3 7 20
IBM 30 5 5 20

29. 26
Conclusion- People things its very necessaryy to go green but again they don’t
know how to take the first step. They know steps are needed to be taken right now
but they don’t know exactly what to do.
Q7. How much Indian organizations are promoting Green HRM?
- Very Much
- Average
- Very Less
Company No. of respondents Very much Average Very less
Infosys 40 20 13 7

30. 27
Wipro 30 15 9 6
IBM 30 25 3 2
Conclusion- Indian organizations are giving much attention to Green HRM and
60% respondents feel it too. Indian organizations are giving due respect to the fact
that they owe to the society and country so they have to choose Green for
spreading for smiles.
Q8. At what level more improvement is needed to spread HR policies in the
organization efficiently.
- At the organization level.
- At the HR level
- At the employee level
Company No. of respondents Org HR Indi
Infosys 40 3 12 25

31. 28
Wipro 30 2 18 10
IBM 30 5 10 15
Conclusion- Half of the respondents feel that at employee level more openess is
required to accept the Green policies. It means at individual level if things are
accepted then impact can be bigger.
FINDINGS
1. ROLE OF HR PROFESSIONAL IS VERY BIG FOR GREEN HRM
Companies that want to be more earth-friendly need to make sure current
employees are on board with the goals. This can be accomplished through
communication and training by the HR professionals. Companies that don't

32. 29
employ HR managers will still beneñt just by knowing what HR people can
contribute to the green movement in terms of hiring and training practices, as well
as devising special programs to drive green initiative.
Many employers now recognize that green programs in the workplace can
promote social responsibility among workers and help retain top talent. More
than 60 percent of survey respondents have made environmental responsibility
part of their organization's mission statement."The sur vey found employee
involvement in green programs dramatically increases when organizations appoint
an individual to lead the efforts.
2. IMPACT OF 'GREEN AWARENESS' IS FRUITFUL
Many organizations recently launch a practice group that counsels employers on
“green” awareness in the workplace. These group hopes to help employers
implement best practices that will improve the environment through reducing,
reusing and recycling certain materials. The green practice group also advises
companies on educating their workers about how their behaviors in the and at
home affect the environment not only this but the companies are offering a
strategic communications platform to their clients and prospects as a solution
for driving greater green awareness within their own organizations. There are
numbers of program which offers monthly electronic communications, including
newsletters and interactive games, as well as working with companies to appoint

33. 30
green coordinators in local ofñces to help develop plans and serve as points of
contact for green practices.
3.Changing attitudes and behaviours related to environmental issues in the
workplace.
Companies which have adopted the program within its organization found that
one-third of its employees, from entry level to principals and executives across all
practice areas, made significant changes in their daily behavior, including
increased recycling, decreased printing, elimination or reduction in the use of
bottled water, plastic and Styrofoam cups, using reusable grocery and lunch bags,
switching to compact fluorescent light bulbs and other energy saving and green
products, Changing transportation habits, including limiting car trips, carpooling,
buying hybrid cars, using mass transit, and biking or walking to work.
The company needed to adapt to changing lifestyles and changing workforces.
Flexibility is often the driver of change, and it's at the heart of our sustainable
management initiative.
Conducting an energy audit- Most local utilities offer businesses free on-site
consultations on how t hey can reduce usage and save money. Frequent
suggestions include: Improve insulation, install timers to automatically turn off

34. 31
lights, use energy efñcient light bulbs, keep temperatures at comfortable ranges
that are not excessively cool inthe summer and warm in the winter.
Conducting annual- It is important to Survey employees to assess how well the
organization is doing with regard to implementing green business practices. The
survey should request suggestions for becoming a greener organization.This can
be a separate survey focused on going green issues only, or it can be added as part
of an employee opinion/satisfaction survey. Conducting the surveys annually will
enable the organization to assess going green progress and provide information,
suggestions and insight for future actions .
Reduce commuting – Encourage carpooling by provide preferred parking for
carpoolers). Offering transit passes to employees who take the bus or subway, and
bike racks cyclists. Reducing business travel -Teleconference instead of traveling.
For must-go trips, keep track of the miles driven and flown and buy «carbon
offsets» from a non-proñt like Carbonfund.org to make up for the greenhouse gas
emissions.
Buying green –
Tell suppliers that you are interested in sustainable products and set speciñc goals
for buying recycled, refurbished, or used. Make the environment, and not just
price, a factor when purchasing.

35. 32
CONCLUSION
Green ideas and concepts are beginning to gather pace within the HR space, often
complementing existing sustainability-based initiatives. Increasingly they are
delivering tangible beneñts to the business, rather than simply adding a gloss to
brand and reputation. These new processes, policies, products and tools are
actually helping to ensure compliance and improve productivity too. And with

36. 33
legislation now in place to effectively formalize the need for a new corporate
approach to the environment, now's the time for HR to embrace the green agenda.
. Here are several areas where companies can incorporate more environmentally
conscious strategies like the use of internet or telecon- ferencing to cut down on
business travel, putting employee manuals, policies or other company information
online to reduce printing.
The companies can promote the reduction of paper usage and focus on storage of
paperwork electronically, providing recycling trash bins for paper around the and
for bottles and cans in the break area. The companies are focusing on
telecommuting/work from home programs.
Institute Ride/Share programs are also successful to introducing greening of
business. Research has shown that employee involvement in green programs
dramatically increases when organizations appoint one employee to lead the
efforts. At most organizations, earth-friendly perks emerge from an overall effort
to green the business. As companies begin recycling, upgrade to energy-efñcient
heating/air conditioning systems and seek production efñciencies that save energy
or reduce carbon emissions, it's natural to consider green beneñts. It is high Time
to make environmental management an integral part of their way of doing
business so HR professional can provide a constant calendar of activities. Speciñc
actions within the program me can included offering staff incentives for buying a

37. 34
hybrid car, savings on carbon offsetting, on public transport and bikes.
Companies can also made additions to their holiday discount scheme to feature
holiday companies operating in an environmentally friendly way, and to their
volunteering programme. For example to volunteering in schools, to help pupils
undertake environmental projects. Some of the company's actions have been
really simple, but still very effective (at least for raising awareness), for exam-
ple allowing employees to buy a coffee mug at their coffee bar rather
than using disposable cups, and then receiving 10p off a cup of coffee.
Organization can also launch a carbon credit card employees receive
points for taking public transport or walking to work, or video confer-
encing rather than taking a flight. Prizes can be given to people with
the most points.
This articles focus on company's innovative approaches which can be applied.
Adopting environmental practices helps companies save money, flnd new sources
of business and avoid trouble. Green companies believe that it is more
economical to go green than it is to continue adding harmful chemicals to the
atmosphere and the environment in general. Going green also helps companies
enhance their public relations, and improved public relations and positive public
perception can have a strong impact on company proñt.

38. 35
Limitations of the project
Every study has certain limitations. In my study, also there were certain
limitations, which I could not able to solve.
1. The research was conducted with a small set of people.

39. 36
2. Time constraints on part of respondents make still ground of improvement for
this report .
3. The respondents mostly in careless manner filled the questionnaire, so it was
difficult to make them hold for time.
4. Very limited set of people were included so results are shown in percentage
form to make it presentable.
BIBLIOGRAPHY
WEBSITES
 WWW. GOOGLE.COM
 WWW. WIKIPEDIA.COM
 Research Paper of 2010 conference on “Green World and HR”
 Research paper of 2011 on “ Green HRM”

40. 37
 Research paper 2012 “LM Tripathi om “ Green HRM initiative.”
BOOKS AND NEWSPAPER
 ECONOMIC TIMES
 Organization Management (T.N.CHABBARA)
 HR Policies by R.L Makkad
 HRM (T.N. Chabbara)
ANNEXURE
QUESTIONNAIRE
Q1. Do you kbnoew about “Green HRM”?
- YES
- NO
- May be (heard somewhere)

41. 38
Q2. To what extent HR policies can improve environment and make name
for organization
- Great
- Average
- Low
- No effect
Q3. Role of HR in environment management
-High
-Medium
-Low
Q4. Best practice for going green can be-
-Eliminating excess use of paper
- Computerized training.
- Vehicle sharing
-Any other.

42. 39
Q5. How you are contributing to the place you work or spend maximim time.
- (A) Recycle, Reduce, Reuse
- (B) Motivating others to participate
- (C)Doing basics like switching lights and monitors off when are not
required.
- (D) Don’t know
Q6. Why Greenm HRM?
-Trend now a days (A)
- Need of hour (B)
-Neccessity for ever (C)
Q7. How much Indian organizations are promoting Green HRM?
- Very Much
- Average
- Very Less

43. 40
Q8. At what level more improvement is needed to spread HR policies in the
organization efficiently.
- At the organization level.
- At the HR level
- At the employee level