IJSSER

Title: GREEN HRM-SUSTAINABLE FUTURE
Authors: Yukti Chandak
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Yukti Chandak B.com(H) Student, University of Delhi
MLA 8 Chandak, Yukti. "GREEN HRM-SUSTAINABLE FUTURE." Int. j. of Social Science and Economic Research, vol. 6, no. 7, July 2021, pp. 2537-2554, doi.org/10.46609/IJSSER.2021.v06i07.035. Accessed July 2021. APA 6 Chandak, Y. (2021, July). GREEN HRM-SUSTAINABLE FUTURE. Int. j. of Social Science and Economic Research, 6(7), 2537-2554. Retrieved from doi.org/10.46609/IJSSER.2021.v06i07.035 Chicago Chandak, Yukti. "GREEN HRM-SUSTAINABLE FUTURE." Int. j. of Social Science and Economic Research 6, no. 7 (July 2021), 2537-2554. Accessed July, 2021. doi.org/10.46609/IJSSER.2021.v06i07.035.
References [1]. Berger, I. E., & Kaneka, V. (1995). Increasing Environmental Sensitivity via Workplace Experiences. Journal of Public Policy and Marketing, 14(2),205-215 [2]. Mandip, G., Green hrm: People management commitment to environmental sustainability. Research Journal of Recent Sciences, 2012, 244-252. [3]. Shaikh, M., Green HRM: A requirement of the 21st century. Journal of Research in Commerce and Management, 1,2010, 122–127. [4]. Govindarajulu, N. and Daily, B.F.,12 Motivating employees for environmental improvement, Industrial [5]. Opatha HHDNP, Anton Arulrajah A. Green Human Resource Management: A Simplified General Reflections, International Business Research. 2014; 7(8):101-112. [6]. Nijhawan, G. (n.d.). Green HRM- A requirement for sustainable Organisation. ParipexIndian journal of Research , 69-70
Abstract: Recently, there has been an increasing awareness within different communities on the importance of going green and they are becoming more environmentally sensitive. Responsible leaders need to create organizational cultures that facilitate green behaviours among their employees by adopting profuse environment management techniques. As everything is going global, there has been a paradigm shift from conventional structures to a modern capacity-based economy which is ready to traverse green economic facets of business. In recurrent fashion, Green Human Resource Management (GHRM) has become a pivotal strategy where Human Resource Departments play an active role in going green at their workplace. It is an emerging field of research which is intriguing and extremely instrumental in creating and enhancing natural environmental sustainability. It assumes an indispensable part in advancing the earth related issues by embracing it with management rationality. Individuals have turned out to be more cognizant about integration of Natural management in their daily practises. Since, we are entering a green economy, the effect of our daily operations on environment and our longing to make step towards environmental friendliness has been extended from an individual level to more general level. The paper largely focuses upon the simplified meaning of ‘green’ and ‘green human resource management’. The study also adds to the extant literature by discussing the characteristics, objectives, functions and needs. This paper’s focus was GHRM and its implementation with existing HRM practices in different areas of professionalism. For this, a survey was conducted with the help of questionnaires which were circulated to people of different sectors through email. Finally, the analysis and interpretation were conducted and findings were phenomenal and surprising. This paper is a great push to comprehend the suggestions and improvements with respect to the need and hugeness of Green Human Resource Management.

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