The document reports on the concept and implementation of Green Human Resource Management (GHRM), highlighting its role in promoting sustainable business practices and environmental sustainability within organizations. It discusses research methodologies used to study GHRM processes, including literature reviews and case studies, while also detailing initiatives taken by companies to reduce their carbon footprint and conserve resources. The paper emphasizes the importance of integrating sustainable practices in human resources, particularly for small and medium-sized enterprises (SMEs), to enhance organizational performance and contribute to global environmental goals.

1. A
Major Research Project Report
On
GREEN HUMAN RESOURCE MANAGEMENT (GHRM)
SUBBMITED IN PARTIAL FULLFILMENT OF BBA PROGRMME
2013-2016
Test

2. What is Green HR
 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:
1. Environmentally – friendly HR Practices.
2. The preservation of knowledge capital.

3. GREEN HUMAN RESOURCE MANAGEMENT
(GHRM)
The Green Human Resources Management (Green HRM) has emerged from companies
engaging in practices related to protection of environment and maintaining ecological
balance. The source of such initiatives, referred to as green management, is the green
movement with its agenda of Protection of Environment and saving the planet Earth from
future man made disasters
Green HRM encompasses all activities aimed at helping an organisation carry out its agenda
for environment management to reduce its carbon footprint in areas is concerning on
boarding and acquisition of human resources, their induction, performance management,
learning and development and compensation and reward management.

4. Objectives
The paper has two objectives: -To detail a model of HR processes involved in Green HRM. -To
examine the nature and extent of green HR initiatives undertaken the review of literature on
the HR aspects of environmental management,
then examines the HR role, proposes a process model of HR issues involved in green HRM.
Lastly the green HR initiatives.

5. Research Methodology
Methodology: The literature review approach beginning with indicating significant works on
Green HRM research, integrating environmental management and HRM and classifying the
literature in a process model format of HRM.
Literature review is adopted as it enables to structure research and to build a reliable
knowledge base in this field. The following HR processes namely recruitment; performance
management and appraisal; training and development; employment relations;
compensation; and exit are covered (entry to exit). Secondly the paper adopts a case
methodology approach examining the green HR initiatives
Data Collection: The data has been collected from Primary data and Secondary data.

6. Primary Data: The primary data is collected through printed form of structured
questionnaire. Primary data is collected from online through internet.
Secondary Data: For getting different views from other researchers and authors
secondary data are collected for the study. Secondary data is collected through
books, journals, articles, websites and previous published reports

7. Reducing the Carbon Footprint
The carbon emission in PSPD at 1.6t/ t of board is the lowest in the country but
its commitment towards maximizing the usage of energy generated from renewable
sources has led to the installation of the "Green" Boiler designed to use internally
generated bio-mass like bark, chip dust etc.
By using bio-fuels in place of coal the carbon dioxide emission is reduced by about 2.0 lacs
t/year and the usage of coal by about 1.0 lac t/year. To accomplish this, a producer gas
plant has also been installed that generates producer gas from solid waste and helps
reduce the existing boiler's demand on fossil fuel, and encourages reuse of process waste.

8. Water Conservation
Recycling of back water is an essential requirement to reduce consumption of fresh
water. To achieve this end a filter employing advanced technology that prevents the
clogging of filter cloth was installed in Unit Kovai.
This enabled the units to recycle additional 2000 m3/day of back water and reduce
the usage of fresh water.

9. Conservation of Energy
Some of the technologies used by all the units to conserve energy are: Usage of VFD (Variable
Frequency Drive), for flow control, instead of valves, AC drives in place of DC motors, Replace
old equipments like pump with more energy efficient ones,
Make the inside surface of pump casings smoother by coating, Upgrade steam & condensate
system, Installation of solar water heating and lighting system, Replacement of incandescent
lamps with high efficiency lamps/CFLs.

10. Climate change gives an impact not only to the natural environment but the impact also changes the
business. Environmental concern starts to become as a main factor that need to be considered by
organization. According to Yacob, et al. the increasing of awareness to the environmental issues, the
demand for the environmentally friendly business has been increased, and SMEs can be a part of the
business community to significantly implemented the green concept as their main focus on product,
services and even their production.
Environmental issues have become the important social factors that required more attention
from all sides like educate people about how important environmental are, how to operate
businesses that can maintain the environmental and to build up the culture that concern
about environment. Therefore, as mentioned by Chendo , sustainability is the stepping stones
in order to pursue the economic development and growth at the same time can prevent the
environment degradation, biodiversity collapse and the unsustainable natural resources use.
Moreover, companies or enterprises need to start a revolution to reduce the pollution that
will destroy our environment and at the same time generate profits.
SMEs and the environmental growth

11. Literature review Recruitment
Induction for new recruits is seen to be needed to ensure they understand and approach
their corporate environmental culture in a serious way1. Therefore sustainable
development issues must be integrated into the recruitment process. This involves
monitoring the long-term competency requirements for the company, providing new
employees with information about sustainable development policies and commitments,
using recruitment procedures which support the equitable representation of applicants
and recruits in terms of gender, age, racial and ethnic groups, sexual orientation, disabled
people and other relevant groups. For this the company‟s job descriptions should reflect
the sustainability agenda and the company‟s website and other research tools available
for candidate access clearly outline its greening endeavors. Finally the interview questions
should be tailored to flesh out potential compatibility with the company's green goals.

12. Conclusion
A main agenda that brought out in this paper was the implementation of GM and
also GHRM into SMEs to achieve the sustainability in their operation and business.
The paper has pointed out the discussion and the definition of GM and also GHRM.
Besides that, this paper also discussed about the environmental growth in SMEs.
The paper has trigged to define deepens how to implement the environmental
management into SMEs in order to pursue and grow simultaneously with the big
company such as Coca-cola and Tesco. Environmental has challenged ourselves and
give an impact globally to respond critical issues such as climate change. As the
result, attitudes toward environment are changing and it encourage the innovation
of enterprises to start from micro until large. The future of Green HRM appears
promising for all the stakeholders of HRM. The employers and practitioners can
establish the usefulness of linking employee involvement and participation in
environmental management programmes to
improved organizational environmental performance, like with a specific focus on
waste management recycling, creating green products. Unions and employees can
help employers to adopt Green HRM policies and practices that help safeguard and
enhance worker health and well-being. The academicians can contribute by
carrying further research in this area revealing additional data that can build a
knowledge base on Green Management in general.

13. Suggestions
 Green Management should be incorporate in the MSMEs which can create an impact
in the development of clean environment.
 It can help in upgradation of technology useful for world.
 Employees and practioners can established the usefulness of linking employee
environment and participation in Environmental programme to increase the
organization environmental performance.
 To build a knowledge base on Green Management academicians can also contribute
by carrying further research in the area.

14. Questionnaire
A study of “ Green Human Resource Management”
Name:(8 responses)
om
Rishabh
Ladlee
Shubham Gupta
Dipak Kumar Sah
Shubham kr
priyanka sarraf
Pushpendra kumar verma
Contact No.(8 responses)
85454854518
9111111210
7820954620
8239191680
7728088485
8385002770
8955810824
8387940509

18. Bibliography
GHRM : Green Human Resource Management
HR : Human Resource
EM : Environmental Management
KPA : Key Performance Areas
GM : Green Management
NGOs : Non-Governmental Organizations
PSPD : Paperboards & Specialty Paper Division
SMEs : Small and Medium Sized Enterprises
U.K : United Kingdom
CIPD : Chartered Institute of Personal
Development