Green Human Resource Management: Importance, Practices, and Impact on Employee Engagement

GREEN HUMAN
RESOURCE
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TABLE OF CONTENTS
CHAPTER1: INTRODUCTION.....................................................................................................3
Background..................................................................................................................................3
Research aim:...............................................................................................................................3
Research objective:......................................................................................................................3
Research Questions:.....................................................................................................................4
Rationale of the study:.................................................................................................................4
Significance of the study:............................................................................................................5
CHAPTER 2 LITERATURE REVIEW..........................................................................................5
Theme 1: Understand the green HRM practices and its concept..........................................5
Theme 2: Assess the green HRM effect for maximum worker engagement........................6
Theme 3: Importance of GHRM for developing awareness towards sustainability and
environment................................................................................................................................8
Theme 4: Comprehending the Green recruitment and green job design practice..............9
Theme 5: Green Training and development for employee sustainable conduct................10
CHAPTER 3: RESERCH METHODOLOGY..............................................................................12
Research type:............................................................................................................................12
Research approach:....................................................................................................................13
Research design:........................................................................................................................13
Research philosophy:.................................................................................................................14
Data collection:..........................................................................................................................14
Sampling:...................................................................................................................................15
Data analysis:.............................................................................................................................15
Ethical consideration:................................................................................................................16
Reliability and validity:.............................................................................................................17
CHAPTER: DISCUSSION AND FINDING................................................................................17
RECOMMENDATION.................................................................................................................18
REFERENCES..............................................................................................................................20

CHAPTER1: INTRODUCTION
Background
Green human resource management is the recent field of the research which covers each
aspect of the HRM to follow the path of sustainability to reduce the environmental impact that
cause carbon footprints, pollution and other climatic change factors (Zaid, Bon and Jaaron,
2018). Its main purpose is to reconcile the goals of organisation and community without
compromising the business goals. GHRM aims to develop the system that stimulate the green or
environmental behaviours of organisational worker for developing the environmental sensitive
and socially responsible firm (Kastle and et.al 2019). As the growing role of the sustainability
development every organisation is aiming towards to reduce their environmental impact, as
customer in the market looks for the product for which the brand is committed to sustainability
(Jamal and et.al 2021). It also helps in developing the competitive edge that supports the
successful achievement of the goals. GHRM aims to implement the HR practices for creating the
awareness in employees so that they aim to utilise the resources in best manner which reduces
the environmental impact as well as meet the sustainability criteria (Molina-Azorin, and et.al
2021). Green HRM is becoming popular all over the world because of the rise of concern due to
climate change and other dangerous situation which lead to adapt the sustainability to promote
the healthy environment.
This concept is being chosen by many businesses in order to decreases their total cost as it if the
efficient approaching for concerning with the utilisation of the electricity, water and resources. It
leads to accomplish the greater worker employee job satisfaction that helps in focus on
productivity (Almad and Borges, 2018). This research basically aims to discuss the importance
of green HRM and its awareness among the staff to accomplish the green or sustainable
objectives. This study aims to analyse the green HRM practice and its impact in context with
university of bath employees. This research study carries out the research aim, objective for
accomplishing, it also discusses the rationale and significance of study. Furthermore, it
highlights the literature review, research methodologies for completing the study.
Research aim:
To investigate the green HR practices that creates the environment and sustainability
awareness among employees.
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Research objective:
 To understand the green HRM practices concept.
 To assess the impact of green HRM practices for employee engagement and their loyalty
with business.
 To analyse the green HRM approach for developing awareness in employees towards
environment and sustainability.
 To investigate the green HRM recruitment and green job design practices for organisation
 To evaluate the green training and development practice to enhance employee
environmental performance.
 To Recommend strategies to enhance awareness among employees related to GHRM
practices.
Research Questions:
 What is the meaning of green HRM?
 What is the possible effect of GHRM over employee engagement and loyalty?
 What are some GHRM approach for creating awareness in workers for environment and
sustainability?
 What are the concept of green HRM recruitment and job design practice?
 What effect does green T&D practice create on employee environmental performance?
 What are possible strategies that can be used to increase the awareness in workers for
GHRM?
Rationale of the study:
Reason behind conducting study on this topic is to bring the concern about GHRM as how
it is becoming a main demand of the business. It is for developing the understanding about the
topic and its importance to the businesses, as go green is the new slang word for the business to
approach towards the sustainability, as customer in the market look for the product and services
which meets the environmental requirement (Radwan, Gadelrab and Ela, 2021). As GHRM is
important topic for the business because of raising concern of climatic change condition as
increment of carbon footprints in the environment is mainly due to the operational activity of the
businesses (Tanskanen, Mäkelä and Viitala, 2019). Thus it is important for them to move
towards the sustainability and be socially responsible that will help in achieving the desired goals

and objectives. As study topic is to create the awareness of GHRM for employee engagement is
important to the businesses to become socially responsible and to create the environment where
the employees move towards the green goals so it helps in minimising the waste and also guides
in developing the alternative use of the resources so it minimise the pollution risk from
environment.
Hypothesis:
H0= Null hypothesis There is no relationship between the Green HR practices and employee
awareness towards the environmental sustainability
H1= Alternative hypothesis There is a relationship between the Green HR practices and employee
awareness towards the environmental sustainability
It has been analysed from the detail study that is based on the secondary research that
Alternative hypothesis is proved from study. There is a relationship between the GHRM and
employee awareness. Because of these employees are more careful about the waste management
as they part in volunteer work often use paper glass for drinks and also follow the recycle, reuse
culture.
Significance of the study:
GHRM is important concept as it is significant to conduct the study on this topic, as it the
new concept which implies no such research has been done on this topic. Thus this study aims to
help the peers or other scholars who are currently conducting research study on this topic. It will
also help the business to develop and implement the GHRM practices for their better employee
engagement and loyalty (Prasetiyo, Kamarudin and Dewantara, 2019). Sustainability and
environmental system is the new concept which is affecting the operating of any businesses, thus
this study will help in developing the understanding in green concepts. Research project also
aims to help the organisation which is university of bath employees so that they plan to
implement GHRM for better outcomes. Thus study will help in developing the good
understanding about the green HR concept so that it can be used in proper manner for making the
individual responsible and to understand their social responsibility towards sustainability.
Therefore, research is made on understanding the green human resources practices and its effect
on creating the employee environmentally responsible.
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CHAPTER 2 LITERATURE REVIEW
Theme 1: Understand the green HRM practices and its concept
According to the view of Rizvi and Garg, (2021) GHRM is the set of policies and practices
that helps company’s employees for go green and to make out the best utilisation of the resources
so it can help in achieving the sustainable goals. Increasing concern for the sustainability is the
creation of the modern organisation’ competitive edge for incorporating the ecological practices
in human resource field. As the challenge is raised for the climate it is threatening the whole
world for the resource scarcity or other reason, in such it is important for the businesses to
understand their social responsibility and to move towards the sustainability. In this GHRM the
main practices are selection, HR operation and on boarding experience, as in selection method
HR team analyse the green behaviour of the employees to understand the ecological awareness
of the candidate, they ask for the evidence of sustainability training to recruit such applicants. As
for the on boarding practice which is consider as main practice of the HRM, as to go with
sustainability also means to reduce the overuse of the resources, as GHRM mainly reduce the
paper work now a days CV can be easily transferred through the internet connectivity which is
also a good example for the green HRM practice. HR team already introduce the candidate with
organisational commitment and their sustainable work culture, so that candidate behaves
responsible and show their maximum contribution towards the organisational sustainable goals.
However, author Raj and Verma, (2019) said that because of implementing the green
HRM policies it requires the time, money and determination which helps in providing the better
outcome of such policies. As it is found that no managerial support and lack of knowledge in it
creates a barrier in which team are not assigned with their designated tasks and goals that affects
their working ability. It is also analysed that to move towards the sustainability also requires the
large amount of investment which affects the organisational financial capacity. Author
Chaudhary, (2020) said that Green HRMN helps the businesses to incorporate with the
sustainability as to make their employee aware of their social duty to help the society and to
utilise the resources in a manner, so it supports the sustainable organisational goals. HRM team
plays a significant role in developing the work culture where the sustainability can be easily
found and achievable, as it is found that greater the ability of GHRM then it implies the greater
the intensity for adopting the environmental management system and standards that helps the