Green human resource management (HRM) aims to transform employees into green employees to help organizations achieve environmental sustainability goals. Making HRM functions green involves including environmental criteria in job analysis, recruitment, selection, induction, training, performance evaluation, rewards, and discipline. Research has found that employee training positively impacts organizations' environmental and financial performance, and that HRM practices can influence how successfully environmental management systems are implemented in organizations. Green HRM helps reduce costs while retaining talent, engages employees, and benefits the environment and society.

2. Table of content
1) What is green
2) Why is green
3) What is green HRM
4) Why is green HRM important
5) What are the green human resource requirements
6) How to make HRM functions green
7) What are the findings of some research studies done so far in green HRM

3. What is green
Simple we can see green is color between blue yellow on the visible spectrum. And also the
color green has healing power and its understood to be the most restful and relaxing color for
human eye to view. And also green color effect physically and mentally in several different
ways. Green also bring with it sense of hope, health, and renewal and energy
To be a purpose of becoming a green employee. They are
• Preservationist- keeping the natural environment in its original form and protecting it from
harm,
• Conservationist - very careful in the way of using the natural environment in
• non-polluter - preventing from unusually using of environment
• Maker - creating gardens and looking-like natural places.

4. Why is green
• Nowadays natural destructive become major problem all over the world. Natural
resources are being used by organizations for production of various goods and
services needed by people who want to enhance their living standard. So,
because bad business activities / outcomes negatively impact on environment.
• Natural disasters such as acid rains, red rains, tsunamis, flooding, hurricanes,
droughts etc. and their magnitude and frequency seem to have increased.
Further climate change, resources depletion, reduction of biodiversity, ecosystem
integrity also. Ecologists mention importance of pattern and balance of relations
among plants, animals, people and their recommend a natural balance for
survival of the planet.
• So, recently attention among governors, owners of the organizations, managerial
employees, customers in respect of environmental sustainability. So, green is
very important and it is possible not only to make organizations green but also to
make each employee’s green. Actually, impossible to make an organization green
without making its people green.

5. What is green HRM
• Green HRM refers all activities involved in development, implementation
and on-going maintenance of a system that aim at making employees of an
organization green. it is the side of HRM concern to transforming normal
employees in to green employees to achieve environmental goals of the
organization and significant contribution to environmental sustainability. The
purpose of green HRM is to create, enhance and retain greening within
each employee of the organization.

6. Why is Green HRM Important
• Developing a green culture has the ability to affect employee
behavior and introduce certain values that build an internal culture
• Organizations need to conduct an environmental audit, thus changing
the organizational culture, thinking about waste management,
pollution and helping the society and its own people, those are
getting affected by pollution
• Green HR is the use of HRM policies such a way to promote
sustainable use of resources in business organizations to make eco
friendly and promote environmental economical sustainability
practices to keep healthier environment by increasing employee
awareness and commitments on the issues of sustainability.

7. • To avoid or minimize global warming.
• To avoid or minimize natural disasters such as acid rains, red rains,
tsunamis, flooding, hurricanes, droughts etc. owing to informal,
harmful and greedy usage of natural resources for production and
consumption.
• To avoid or minimize health diseases owing to pollution.
• To avoid or minimize harms to animals and other natural creatures.
• To ensure appropriate balance of relationships among plants,
animals, people, and their environment.
• To ensure survival of humans and business organizations for a
prolonged period of time.

8. Here are some steps companies can take to start Go Green practice:
1. Power Saving by early morning office startup
2. Conduct an internal environment & energy audit in the organization
3. Conduct eco friendly or Go Green Surveys
4. Go paperless by using apps, software & e-hr
5. Recycle waste
6. Reduce business travel - Teleconference instead of travelling
7. Save water - Monitor sinks and toilets for leaks that waste water
8. Explore opportunities for implementing alternative energy sources

9. What are the green human resource requirements

10. employee green performance of job, which contributes to green
organizational performance meeting the CSR to a significant extent.

11. How to make HRM functions green
. Making a HRM function green involves inclusion of policies, procedures, and practices which ensure right employee
green inputs and right employee green performance of job. Ideally, it is possible to make each function green
For the purpose, the following was developed
 Job analysis
 To include environmental dimension as a duty in job description.
 To include green competencies as a special component in job specification
 Recruitment
 To include environmental criteria in the recruitment messages.
 To communicate the employer's concern about greening through recruitment efforts.
 Selection
 To select applicants who are sufficiently aware of greening to fill job vacancies.
 To select applicants who have been engaging in greening as consumers under their private life domain.
 Induction
 To make new employees familiar with greening efforts of the organization.
 To develop induction programs showing green citizenship behaviour of current employees.

12.  Training
 To impart right knowledge and skills about greening (the four green roles) to each employee
through a training program exclusively designed for greening.
 To do training needs analyses to identify green training needs of employees.
 Performance evaluation
 To evaluate employee's job performance according to green-related criteria.
 To include a separate component for progress on greening in the performance feedback
interview.
 Rewards management
 To give financial incentives to employees for their good green performance of job.
 To give non-financial rewards such as praises and recognitions to employees for their
greening.
 Discipline management
 To formulate and publish rules of conduct relating to greening.
 To develop a progressive disciplinary system to punish employees who violate the rules of
green conducts

13. What are the findings of some research studies
done so far in green HRM
HRM Functions Objective Data Type Findings
Training and development Impact of stakeholder pressure on
environmental management
principles
Primary-Survey approach Employees presented with better training
have better perception of environmental
management systems.
Training, recruitment, rewards Impact of HRM on Environmental
Management System
Primary-Case study Human dimensions impact implementation
of Green management principles.
Recruitment Impact of environmental principles
on recruitment
Primary-Survey Professionals were concerned with the
environmental stance of a company.
Employee empowerment, rewards and
recognition and feedback
Impact of HRM and environmental
management on organizational
performance of the company
Primary-Survey Human dimension impacts organizational
performance as well as mediates
environmental management system
implementation.
Employee Training Employee training influence on firm’s
performance in sustainable
development
Primary-Survey approach
(Empirical
This study predicts both direct and
moderating effects of employee training on
the firm’s performance in sustainable
development.

14. Conclusion
• This research paper done by H.H.D.N.P Opatha and Anton Arulrajah
• Green hr initiatives help companies find alternative way to cut cost
without losing their top talent, green hr refer to the contribution to
people management policies and activities it clearly issue employees
as well as customers and stakeholders.
• Good environmental management can improve sales and reduce
costs, providing funding for green benefits to keep employee
engaged.
• It is not for the organization benefit it help all over the world also .

15. Thank you….!!!