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

This study explores the importance of Green Human Resource Management (GHRM) practices in creating awareness towards sustainability and environment among employees. It assesses the impact of GHRM practices on employee engagement and loyalty, and analyses the recruitment, job design, and training practices for developing awareness in employees towards environment and sustainability. The study recommends strategies to enhance awareness among employees related to GHRM practices.

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

business to reduce their environmental impact and often plays a responsible role for the
community. Zaki and Norazman, (2019) proposed As green HRM policy regarding training and
development for the employees, it covers the topic where the management team aims to develop
the knowledge regarding environmental system and train them to conserve the energy and reduce
waste and also to provide the opportunity to the employees to engage in solving the
environmental problems. Compensation is also a important practice of the HRM, thus in context
with the green organisations are adopting the approaches for providing eco-friendly rewarding
facilities for the employees. Although author Shoaib and et.al (2021) stated that compensation
and other rewarding activities are not cost effective and also not fully independent from
malpractices. As creating the monetary incentives is quite challenging because of equally and
fairly analysing the environmental behaviour and performance.
Theme 2: Assess the green HRM effect for maximum worker engagement
As per the view of Shahriari and et.al (2019) Employee engagement is the main demand of
the businesses for the better and profitable result. Thus, if the employee is well known to the
organisational resources then it helps in carrying out any complex task and also supports the easy
sharing of the knowledge that helps in task completion and maintaining the healthy and
supportive environment. As GHRM aims to recruit the candidate who have better approach for
achieving the sustainable values for the businesses, as they hire the candidate who are more
committed to the environment, in such they take out the best use of the available resources and
tries to reduce the waste. In such HRM mainly involves the employees to share their views and
opinions about the sustainability as to share the vision and develop the green team for the better
reach of goals. Although author Farooq and et.al (2022) stated that Most of the business
pressurise their employees to lay out the work in sustainable manner instead of engaging them
with other activities they try to impose on them to reduce the waste. In such they face the highest
turnover of the employees. Author further proposed that lack of interest by the managerial also
cause the hindrance in green HRM as mostly it is the new concept which assures that no one is
that familiar with this term, thus lack of support by employers also affects the employee
productivity and it minimise their interaction or engagement within the company.
Author Motyka, (2018) also said that businesses involves the employees in strategy
planning is the best practice for enhancing the employee engagement as to allow the staff to
formulate and test the green ideas. Author Farooq and et.al (2022) proposed that organisation
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educate their employees about environmental system so that they increase their focus to conserve
the energy and also encourages the staff to use the green transport system to fulfil their
sustainability commitment. Management team encourage the employees to interact and
communicate with the team and to work on sustainable goals, as encouragement boost the staff
morale that helps in responding effectively to the organisational goals. Also to enable the
feedback culture so that employers can easily provide the recommendations and feedbacks that
guides the employees to enhance their knowledge and to efficiently work towards accomplishing
the organisational sustainable goals. Moreover, author Ahmad and et.al (2021) said that
managerial department mainly makes the feedbacks too personal and they critically appraise the
employee performance and often talk in rude manner, that misguides the employee from their
goals. As green HRM aims towards the sustainability in context with this lack of knowledge and
determination negatively impacts over the work place functionalities, therefore in such employee
work productivity suffers the most.
Theme 3: Importance of GHRM for developing awareness towards sustainability and
environment
Author Ercantan and Eyupoglu, (2022) stated that Green and sustainability factor is most
important to address the environmental issues and concern, as because of environmental
pollution there have been lost in many earthly resources as well as it creating the global
warming, climate change and other factors that is big threat for the ecosystem. Main aim of
GHRM is to utilise the HRM policies for creating the sustainable use of the resources within the
organisation which helps in improvising the environmental sustainability. It concentrates on the
employee’s environmental behaviour that results in reduction of wastage and that also be carried
into their personal life as well. Therefore, it is important to have the sustainable workplace where
the work culture and work pattern aims to meet the sustainable goals. However, author Luu,
(2019) said that there is no such study about the sustainable workplace, moreover occupational
safety and health administration act can have proposed that sustainable work place generally
look for keeping the balance between the triple bottom line which is about the planet, humans
and profit for accomplishing the long term return. Thus it implies that workplace cannot be
sustainable until it provides the health and safety to workers. Therefore, author further said that
by implementing the health and safety act at workplace ensures the better security of the
employees it also reflects in their efficient work that helps in meeting the sustainability.

According to the view of Zaid, Bon and Jaaron, (2018) Green training and development
opportunities are best for creating an awareness as it enables the workers to learn and also
practice the environmental secured skills and to be more aware or cautious about the
sustainability issues. Thus all these will help in achieving the environmental goals and
objectives. Author Chams and García-Blandón, (2019) said that training in workplace mainly
helps in creating the awareness, knowledge and skills about the environment, therefore HR team
ensures for conducting such training activities for the employees so that they can learn to reduce
the carbon impact from their operational task and to deliver the services that encompasses the
sustainability factor. It is found that employers encourage the employees for using the
sustainable transportation additionally they also allow employees for remote work. By allowing
the employees into the waste audit and also to encouraging them for the gathering, arranging and
weighing of the trash is also beneficial aspect for making the eco-friendly work place so that it
helps in deploying the sustainable goal oriented work place. However, author Emel and Caliskan,
(2019) said sustainability is not come from implementing the green strategies it is also important
to be adopted at the senior level, thus if employers are not aiming for sustainability then
employees also do not care about such, that is why it is important for adopting environmental
system from top to bottom level and to timely conduct the volunteer work and to involve the
employees in decision making for strategies also helps in creating awareness about
environmental factors.
Theme 4: Comprehending the Green recruitment and green job design practice
As per perspective of Trinh, (2021) hiring the best talent is the main challenge for the
human resource team, firms are now initiating to identifying the fact that having a image of the
green employer is the efficient approach to attract the new talent. It is found that growing
demand for the sustainability it is increasing the green job description in the recruitment agenda
for the employee. Author Jehan and et.al (2020) stated that Green recruitment refers to the
process of hiring the candidate where the interview panel recognises the individual knowledge,
skills, creativity that analysed with the environmental management process in the organisation.
Recruitment practices can cooperate with the efficient environmental management to make sure
that new applicant are very well familiar with the company’s environmental sustainability culture
and also capable of maintaining it by their end. Author Jerónimo and et.al (2020) also said that
green recruitment is basically concern with the importance of environment and developing it an
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important aspect of the organisation. complementing this, recruiter team are also passionate
about their work for eco-friendly workstation. Recruiting applicant with the green mentality
enables the corporate to induct the professional who possess the sustainable awareness and are
familiar with the terms like recycling, conservation, waste and source reduction. On the other
hand, Author Ahmed, AlZgool and Shah, (2019) argued that having a green recruitment system
is somehow impact the financial capacity of the businesses. Initially it requires the great
investment which is like purchasing the new equipment and appliances that usually do not
creates much waste and also not take much energy to run, thus installing such can burden the
financial resource of the organisation. for an instance if the organisation is committed to go green
then for that it is essential to change the infrastructure and to switch to the optimal solution such
as to install the solar panel which mainly costs more, thus for the recruitment process in also
involves the on boarding experience to the consumer which means businesses approach for green
on board also requires a good amount of money investment.
From the view point of Karande and Bihade, (2018) green job design is the part of green
HRM where the job is design with the fact of environmental management, it mainly includes the
different environmental protection regarding tasks, duties that is associated with each job. Author
also said that involving the sustainability dimension as job responsibility in the job description
and simultaneously cooperating with the green competencies comes under the description of
green analysis. James and Derrick, (2020) stated that Now a business is moving forward to
achieve the sustainability in their business by limiting their environmental impact for that they
are also approaching with to add the green protection practice in every job description in order to
hire the candidate who are already aware of such green concept and there is no such required to
waste time and money to organise the training for them. Thus businesses are understanding the
green concept and they are seen as to invest in green strategies to become sustainable, they are
also looking forward to deploy the work culture where the employees are much aware of the
sustainability. Author Moktadir and et.al (2019) said that Green job design is the first approach
to move towards sustainability as to attract the candidate by adding the responsibilities regarding
environment as well, therefore it is the convenient approach to recruit the candidate and provide
them better green on boarding experience so that they understand the organisational
sustainability values and work for it.

Theme 5: Green Training and development for employee sustainable conduct
According to view point of author Bombiak and Marciniuk-Kluska (2018) training and
development is the major aspect to create the environmental awareness among the organisational
culture. As T&D mainly aims to enhance the knowledge of the employee which tends to develop
creativity skills in them to produce the better outcomes for the businesses. Therefore, the rising
concern for the sustainability, businesses are founding requirement of green training to enhance
the knowledge of the staff reading environmental aspect so that they also used to with the terms
like source reduction, waste prevention, recycling that makes the firm to reduce the cost and
achieve the productivity in their every operational task. Hence by providing the education about
the sustainability can helps in changing the behaviour and attitude of the staff so that they will
proceed to manage the environmental system and also it helps them to change their surrounding
as with this knowledge they can easily teach their family members to preserve the resources as to
not waste the water and other things. Author Yong and et.al 2019) said that over all green
training and development is the requirement of green workplaces, further green training staff can
create the green analysis of the work culture and energy efficiency also concerns with the job
rotations to educate the green managers for the better sustainable future and to develop the
sustainable personal skills can be an efficient measure for the green T&D practice.
However, author Khaleeli, Faisal and Anwar, (2021) said that conducting training requires
a lots of resource utilisation as to use the projectors and other equipment which is not
sustainable, also it requires the cost and additional time which results in cause the delays in
delivery of the work. author continues that organising green training requires proper planning
and suitable arrangement of the resources that can be used to educate the trainees about the green
concept. Thus it diverts the concentration from the work which also affects the project
performance as cause the delay and also run time hurry completely affects the project outcomes.
It is also found that organisations also hire the external to educate their employees about the
environmental concept thus it is not convenient as they must have to paid the external which is
not cost effective. Therefore, overall conducting T&D requires the utilisation of resources, time
and money instead organisations now are recruiting the candidate who already have the better
knowledge in environment and sustainability. Author Leidner, Baden and Ashleigh, (2019)
stated that having a green work force helps the businesses in achieving all their sustainable goals
and achievement with this they can easily able to lure the consumer towards their product and
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services. As it is often clears that consumer in the market are more concerning with the
environmental values and they only prefer those businesses who are committed to the
sustainability, therefore businesses are investing on training and other educational program to
completely go green and to meet the requirement of consumers in the market.
Author Gilal and et.al (2019) also argue that organising training and development processes
often gives the benefit but it is also important to add the environmental duties in each job profile,
then only those candidates will apply for the job post. It helps in saving the efforts and time
which is made in screening, and to provide the on boarding experience and trainings for
educating about such concepts. Businesses are adopting this approach to create an awareness
among their work system which ensures their achievement of goals and also ensures to have the
long term return. Author Westerman, Nafee and Westerman, (2021) proposed that approaching
with the T&D also helps in developing better relationship between the organisation and
employees, as for any successful firm it is important that their employees are more engaged with
the company’s resources it helps in increasing the productivity in work which leads to deliver the
efficient outcome for the business. In context with the green environment concept in such it is
important to have the better green rewards and other system which encourage the employee to do
volunteer work and to change their behaviour to adapt the sustainability in their work. Therefore,
for that it is also necessary that employers are also practicing the green approach as to part in the
green activities and set the example for their employees so that they follow to enable the firm to
move towards their sustainable goals.
CHAPTER 3: RESERCH METHODOLOGY
Research type:
Research refer as the systematic investigation on the study and sources for drawing the
new conclusion. It can be done in distinct ways which are qualitative and quantitative and mixed
research type. Where qualitative research does not involve the numeric terms and figures data are
collected from the open source communication, data surveys, questionnaires, interviews, this
type of research mainly avoid the use of positivism method and often prefers the interpretive
sociology (Luu, 2020). On the other hand, quantitative research involves the numeric data, it is
the effective process of analysing the numerical data and can be used for making the prediction
and to test the regular relationship and generalise the outcomes to the huge population. it mainly

deals with the numbers, logic which leads to generate the potential ideas for addressing the
research problem in a spontaneous manner (Zaid, Bon and Jaaron, 2018) . While mixed research
type which general a combination of both quantitative and qualitative and together it makes a
single study, such type of research is used for gaining the depth insights into the data. Thus fast
growing businesses mainly prioritize the research by using both qualitative and quantitative
which can be efficient for adapting any challenge thus mixed method is used. In this research
project quantitative research type is being selected by the analyst because of its advantages over
the qualitative study. As this method allow for the proper measure of the variables and also to
test the hypothesis (Pham and et.al 2020). Main aspect of using quantitative is that is provides
the fact full and reliable result, although test can be carried out in numerous manner it still gives
the reliable and validated data. Another reason for approaching with quantitative is that it is
easier to organise and also it tends to consume less time for data collection from participants.
Another advantage of Quantitative is that it is mainly based on concrete number and fewer
variables, that helps in removing the biases from study and make the study efficient and accurate.
Quantitative also makes it easier for researcher to obtain the bigger sample size, information can
be easily obtained.
Research approach:
It refers to the efficient plan and procedures that encompasses with the broad assumption
and detailed pattern for data gathering, interpretation and analysing (Schafer and Aitken, 2018).
It is also based on the nature of research issue that is aims to be addresses by using research
approach It is mainly of three type which are inductive, abductive, and deductive reasoning. In
inductive reasoning, it begins with the set of observation and then its movers to the specific
experiences, there is no such hypothesis are found generally new generation of the theory is
found, in this approach generally data collection is used for exploring the situation where the
data is also used to analyse the theme and patterns to constructs the conceptual model (Kistruck
and Slade Shantz, 2021). Abductive research approach, in which the premises are utilised for
developing the testable conclusions, it generally generalised through interactions among the
specific and general. Abductive supports the theory creation as well as modification it also
incorporates with the existing theory for developing the new theory and to make improvement in
the existing theory (Moscoso, 2019). Whereas in deductive reasoning approach it mainly linked
with the scientific investigation, it tests the hypothesis and it is generally concern with deducting
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the conclusion from the propositions, in this data gathering is also utilised for analysing the
proposition (Guenther and et.al 2018). Deductive initiated with expected patterns that is tested.
In this research study deductive reasoning is advantageous as it helps in explaining the casual
connectivity among the variables and concept. It also gives the possibility for neutralising the
research funding at certain extent.
Research design:
Research design is the suitable framework that is selected by the researcher to arrange the study
is efficient manner (Ward, Comer and Stone, 2018). Design selected by the analyst allow them to
use the techniques that is applicable for the study so that it can be used in future as well. It can be
done in different ways which are exploratory, experimental and descriptive research design.
Experimental research design mainly concerns with carrying out the study in a controlled manner
so that it can maximise the precision and specific conclusion that can be made for the hypothesis
statement. Exploratory research it is mainly conducted for analysing the research issue or
problem that is not completely defined, as in this main focus is for accumulating the insights for
the later investigation when the research issues are at the primary stage of investigation (van der
Hoorn, 2021)Descriptive research aims to gather the data for systematically describing the
phenomenon, it helps in answering what, when, where and how question that is helpful in
addressing the research problem. For this study descriptive method is chosen by the analyst as it
offers the benefit for analysing the facts that further helps in forming the in depth understanding
about the research so issues can be addresses easily (Abbas, 2020). Reason for not selecting the
experimental and exploratory design as with the experimental research there are more chances
that outcome can be subjective because of the human mistake possibilities, while in case of
exploratory it sometime gives the inconclusive outcomes which also lacks in the standardised
analysis (Anwar and et.al 2020). Therefore, descriptive is best out of these two-research design.
Research philosophy:
It is the belief about the data is being collected and analysed or used, it is the philosophical
standpoint of the analyst from which cause are observed and further analysed (Baškarada and
Koronios, 2018). It is divided in further categories which are interpretivism, realism and
positivism Realism philosophy mainly concern with the idea which is about independency of the
reality from individual mind, it is mainly rely on the assumption of the scientific process for the
knowledge development. In realism approach there is belief that individual is the part of the

universe and mind has the physical existence, but the negative point in this philosophy is that it
avoids the emotions and imagination importance (Burvill, 2019). In interpretivism approach, in
this researcher plays a significant role for observing the social world, this type of study is based
on the analyst’s interest, it is also refers as the qualitative research method which concentrates on
the one’s belief for gaining the insight of social world but in this there are more chances of biases
and lead to subjective nature (Ojo, Rama and Downe, 2019). Positivism research, it refers as the
belief which states that societal norms are the one who shape the individual behaviour, in this
study researcher role is limited to collecting the data, it also believes in collecting the factual data
that is trustworthy. This research project focus on positivism paradigm as it enables the vigorous
process for arranging the hypothesis, and other benefit is it helps in quantitative approach which
is the main focus of this study. It gives peak to the quantitative research as it is analysed by
statistics to make the findings generalizable (Kim and et.al 2019). Positivisms utilises the
quantitative data as it leads to develop the quanti9fiable data also helps in uncovering the
behavioural patterns that can be further processed for identifying the patterns and trends.
Data collection:
As per the name suggests it is the method of collecting the data for the research which is
further analysed by data analysis method. There are the different methods in the research to
collect the data which are interviews, observations, oral histories, surveys. Thus significantly it
further categorised in two ways which are primary and secondary data method. In primary
setting data is collected from open communication, surveys, questionnaire with the participants
(Peerzadah, Mufti and Nazir, 2018). It provides the authenticity, reliability and up to date data
that can be utilised for producing the desired outcomes. This collection process also guarantees
that the data is up to date, latest that leads to reveal the accurate trends that guides in drawing the
better research outcome. On the other hand, in secondary data method, information is already
existed where the data sources are books and journals, articles, internet. It is cost effective and
time effective method of data collection (Graham and et.al 2021). With the secondary data
researcher can easily detect the deficiencies in study and proceed further to overcome it. In this
research project both primary and secondary data method is selected because of its benefit to
study as secondary data helps in providing the foundation of study and primary data helps in
filling the gaps to fulfil the specific needs. Also, both data will help in delivering the better
outcomes that is the reason to go with both options, it is also analysed that the primary and
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secondary data have the same content but only difference is in collection method (Pellas and et.al
2019). Therefore, by approaching with both helps in reducing the cost and helps in leading to
collect better data.
Sampling:
Sampling is the process of selecting the sample from the large audience, in every sample
shares the information and their view points over the topic. Mainly it is done in two ways which
are probabilistic or random sampling and non-probabilistic sampling (Zhu, Wu and Shen 2021).
It is identified that in random sampling each sample size has been selected randomly and in this
equal opportunity has been provided to the sample to share their views and opinions. On the
other hand, in non-probabilistic, analyst mainly uses the biases to select the sample size as to set
the certain criteria, in this type of sampling there is less chance for the equal opportunity that is
given to the sample (Renwick, 2018). There is no necessary that each people get the chance to
share their viewpoints. For this research project analyst have randomly selected the 50-100 staff
members of the University of the bath for obtaining the data over the research topic. Reason for
not selecting the non-probabilistic sampling is because it is biased and researcher cannot be able
to measure the confidence interval and mistake margin. so that to drawing the conclusion can be
difficult for the analyst, therefore random sampling has been selected (Haldorai and et.al 2022).
Data analysis:
Data analysis concern with the processing of the data that has been collected by the
researching methods. It is like the processing and inspecting of the data where the goals is to
identify the useful information that helps in further process. It commences with the proper
strategies which are to set the objective of study than sourcing and gathering the data, then
creating the test models and deploys the models and monitor it against the stated objective. It can
be done in two ways which are thematic and statistical data analysis, where thematic refer as the
process of analysing the qualitative data (Song, Yu and Xu, 2020). In thematic study
encompasses the searching across the data to analyse of find the repeated patterns in the
information, it mainly concerns with describing the data that also supports the interpretation for
selecting the codes and to develop the themes. While statistical analysis used to quantify the
quantitative data in this statistical operation is being performed on the data for analysation
(Oprea and et.al 2019). Statistical also refer as to collect and explore the data for finding the
underlying pattern. This method generally offers the numerous benefits to make out the best

usage of huge data that contributes towards achieving the goals and objectives (Uddin, 2022). In
this project study statistical analysis has been selected as study focuses on the SPSS analysis
which means that it quantifies the quantitative data, also this method is useful as it completely
assists to the desirable outcome, also such type of study is mainly seen as specific and leads to
better decision-making process.
Ethical consideration:
Ethical and code of conducts are very important in every manner irrespective of any things
it is very essential to follow all ethics which reduces the chances of any errors and problems
(Humaidi and et.al 2021). Policies and standards usually helps in being aware of any causes that
might create the impact on research thus by following all code of conducts helps in providing the
better result. For the research study it is foremost for the researcher to follow all the ethics and
regulations in order to complete the study without encountering any problem. as for the
researcher it is essential to maintain the confidentiality and to respect the privacy of the
participants. Researcher must require to secure the personal information of the participants from
being leaked or from being misuse (Bilimoria, Chung and Hedges, 2018). Additionally, it is also
necessary for them to maintain the data anonymity, as it is most crucial point regarding the
privacy. Thus for this research project consent form has been sent to the participant which shows
the willingness of the participants to be part of the research study. Also to show that research
study is not copied and plagiarised list of references has been provided by the researcher in the
end of the study (Jia and et.al 2019). As it provides the evidence as work is self-done by the
research analyst and not being copied by others.
Reliability and validity:
It is the most important aspect of the research study as to consists of the reliable and
validated data which directly develops the understanding to clears the doubts and helps in
decision making or for other uses. Reliability in study refers to measure the consistency where
validity is to measure the accuracy (McLeod and et.al 2021). In this research study since both
primary and secondary method have been chosen thus for that suitable and reliable article has
been selected for analysing the better points that should be helpful for conducting the research
study. For that reason, latest and published article has been taken which consists of the latest
information, as the topic which is green human resources is also new, therefore for that published
articles have been selected Also for completing the study website information is also reviewed as
17

it helps in providing the latest and relevant details (Heilpor and Lakhal, 2022). Articles which
are selected where the peer reviewed is found and also published by the recognised sites
(Santoso, Ariqoh and Maulida, 2019). Therefore, overall it can be said that these two parameters
are most important for the research study as it gives the surety of the better outcomes.
CHAPTER: DISCUSSION AND FINDING
From the above analysis it is interpreted that green human resource policies are helpful at
greater extent to reduce the environmental impact which is mainly created by the organisational
operational task. Staff of the university of bath have suggested that their firm have following the
approach to adopt the sustainability, as it is interpreted that organisation mostly follows the green
training and other green rewarding policies to create the awareness among the employees
(Sadowska-Krępa and et.al 2019). As it is greatly seen that if the corporation have the
environment where the employees are much aware of the sustainability then it helps in
construction the better and socially responsible image of the firm, therefore for that it is essential
to have the better workforce who are very well familiar with the sustainability concept. Thus it
leads to reduce the environmental impact and helps in adding the better values into the business.
It has been found from the above analysis that majority of the staff of university of bath are not
much familiar with the green concept but some of them have good knowledge in it. they also
rated their organisational approach for go paperless as to reduce the environmental impact.
Above it also discussed that having green approach in the recruitment panel is also
important as it helps in hiring the candidate that have the understanding in the environmental
sustainability, it aims to improve the business image among the consumers. As it is found that
because of rising sustainable approach consumers in the market are more health conscious and
often prefers the product which are organic, thus in such it is the duty of the organisation to
delivers the services which are made concerning with the environmental values. Thus it helps in
attracting the consumers towards the business. This study is based on the secondary data
methods where the data has been collected from journal articles which are published from the
identified or recognised sites. Although articles have been selected which are published after
2016 and also other inclusion criteria was to select articles that are peer reviewed. Therefore, for
that it is necessary for the university of bath to have the recruitment team who are very well

aware of natural and uncontaminated, therefore it leads the firm to have the staff with the
environmental knowledge, it also helps in improvising the organisational image within their
sector.
It is also summarised from the above that the action which is suitable for reducing the
environmental impact is recycling, biodegradable resource, source reduction and other waste
prevention. It is evaluated that these action are appropriate and efficient in order to reduce the
waste and amount of pollution from the environment. university of the bath have usually taken
all actions to reduce their impact according to their employees all are very well aware of their
firm’s approach and sustainable action, in this majority stated that company mostly believes in
recycling, waste prevention and source reduction, corporation aims to train the employees so that
they help in reducing the waste and to use the materials that can be recycled. Thus it helps in
meeting the sustainable goals of the organisation (Jain, 2018). Green HRM is the new concept
which is implies for reducing the impact of greenhouse gases as they are major contributor for
the pollution that affects the livelihood, as it is the responsibility of the organisations to adapt
such concept so that it would be helpful for the ecosystem. Above it is shown that organisation
do have the green health and safety policies, as employees are the main asset for any firm in such
it is important for the corporation to provide them secure environment so that it will encourage
them to work with the organisation. Thus it has been evaluated that green HRM policies helps in
shaping the effective brand image of the firm.
RECOMMENDATION
From the above analysis it is found that having a green HRM in organisation helps in
cultivating the sustainable image of the organisation within their market. there is some
recommendation for the university of bath to uses the green HR practice for creating
environmental awareness among workforce.
 Conduct a recycling program within the workplace as to educate the employees about
waste disposal by the clear signage on the waste area, thus it will help the employees to
know what items belongs to recycle, trash and compost containers (Lee, Rocc and Shuck,
2020). University of the bath can also proceed to donate the old system to other
19

organisation that is generally reserving a place, It will lead them to cooperate with ethical
recycling of the electronics items.
 Encourage the paperless office it is the foremost approach which the organisation can
take in order to achieve the sustainability, train the employees to use tool such as
Microsoft office, google drive to complete the work project.
 Encourage the employees to use the public transportation once in a week also promote
them to use carpooling with their colleagues to reach the office premises (Bake 2019). It
is important to have the better green HR policies at workplace, for that organisation
required to hire the employees for the HR team who are much aware of the green
concept. Thus it will help them in cultivating the workplace environment where each
individual is aware of sustainability concept.
 Try to involve the workforce in the volunteer work for an instance to timely conduct the
activities like beach cleaning and encourage the employees about the volunteer work so
that they will take part in such activities (Ebabekir, 2021). For that reason, it is important
to first employer can do such things as it will motivate the employees so they also
enthusiastically and actively take the part which aims to achieve the sustainability.
 To cultivate the green environment, it is essential to make the green thinking as the main
aspect of the organisational culture, as to encourage the employees to use the recycle
products and services and to take part in green training that will help them to develop the
understanding about sustainability, thus it will lead the firm to accomplish their desirable
sustainable goals (Kang, Lee and Gim, 2018).

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