Green HRM – A Recapitulation

Abstract

The prime aim of Green HRM is to bring down the undesirable outcome of energy utilisation and environmental pollution. It helps to achieve the sustainable objectives of the organisation. The requirements for the prospective candidates can be advertised online. The selection process and interview process are to be scheduled online. Due to the Covid-19 pandemic, the use of ICT has received an overwhelming response. The use of ICT encourages environmentally sustainable practices. A few topics on environmental protection could be included in the interview, induction, training, and development of the employees. Green HRM practices by the employees in the organization could be a criterion for performance appraisal. Choosing the right people for the right job, virtual training and development programmes, self-managed teams, electronic filing of data, fair compensation and rewards, job security, and flat organization structure are certain GHRM in Indian organisations. The employees should be encouraged to plant trees, maximum utilization of minimum resources, use solar energy, minimum use of lights during the daytime, and many more. Green HRM instils a sense of pride in the employees for being part of the eco-friendly organization. Green initiatives should be a part of corporate social responsibility. Implementing Green HRM as part of corporate social responsibility will enhance the profitability and goodwill of the organization.