International Journal For Multidisciplinary Research

E-ISSN: 2582-2160   •   Impact Factor: 9.24

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ECO-HR: Integrating Sustainability into workforce management” “Reducing HR's Environmental Footprint

Author(s) Mr. ARYAN DEV
Country India
Abstract This study examines the relationship between Green Human Resource Management (Green HRM) policies and HR’s Environment footprints as well as examining their relationship with the organization’s sustainability, performance, and employee engagement. Since the concept of sustainability has become a relevant issue for the contemporary organizations, the Human Resource (HR) function is being more and more understood to be in the forefront of green efforts. HR can assist in lowering the environmental impacts of corporations by incorporating sustainable elements into HR processes like hiring, training, performance evaluation, and employee relations while building a sustainability-oriented atmosphere in the organization. The study seeks to analyze how Green HRM practices can be effectively used in promoting the organization’s sustainability features, enhanced performance of the organization, and heightened employee engagement. The research involves using secondary data that was collected from several peer-reviewed journals, industry reports, case studies, and other materials in order to illustrate the link existing between Green HRM practices and performance. The research draws literature from a number of places in a bid to conclusively determine whether the practice of Green HRM and its adoption affects organizational parameters of performance like cost efficiency, vis-a-vis branding, satisfaction amongst employees and the general performance towards sustainability. It was established through analysis that there was a strong positive relationship existing between the use of Green HRM and improved performance of the organization. Eco-friendly hiring, recruitment processes, green training, working from home and waste restriction measures were some of the green HRM practices that increased the operation of the organization’s efficiency and cut costs, becoming more competitive in the market. These results are also in agreement with other publication reporting that Green HRM promotes enhanced environmental protection and economic prosperity within companies. In addition, Green HRM practices also help the organizations increase employees’ engagement, job satisfaction, and retention. Employees in firms which are more committed to sustainability have higher attachment, motivation, and loyalty to the organization. This motivates them to stay longer with the company which enhances productivity of the firm in general. This is crucial at this point now where organizations within this milieu have woken up to the fact that employees are satisfied. Globally, however, and as the study also elucidates, there are challenges that organizations face when they seek to adopt Green HRM practices. Key barriers include scarce resources, weak management championing, lack of awareness or education on sustainability issues among the HR practitioners, and problems in the assessment of the value added by green initiatives. The data analysis indicates that it is the organizations that do not have sufficient leadership and financial resources who have the most problems with the effective application of Green HRM models. These obstacles impede the proliferation of green practices in industries and organizations. The probability analysis done as part of the study suggests that those organizations which manage to embed Green HRM practices into the life of their companies have more chances to success in achieving other sustainability goals like low costs or strong market performance. The trend analysis from 2017 to 2023 shows that many more organizations have been willing to adopt Green HRM practices which indicates a growing appreciation. It is becoming clear that the organization can exploit eco-friendly benefits to compete more effectively for consumers and personnel. Considering these observations, the authors of the research have put forward some recommendations for overcoming the constraints and improving the use of Green HRM practices. Such recommendations include strengthening the leaders’ resolve toward the achievement of sustainability goals, equipping the employees with proper skills in Green HRM, encouraging green behavior among employees, as well as developing tools for measuring and reporting the benefits arising from Green HRM practices. Further, organisations may be looking for ways that do not require a lot of investment like working from home and using gadgets for electronic HR functions to minimize their carbon emissions.
Keywords Green Human Resource Management (Green HRM) policies, Environmental factors, Training, Employees' engagement, Human Resource Management Practitioners, Motivation, Cost efficiency, Employees' retention.
Field Business Administration
Published In Volume 7, Issue 2, March-April 2025
Published On 2025-04-24
DOI https://doi.org/10.36948/ijfmr.2025.v07i02.41484
Short DOI https://doi.org/g9gh8c
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