Green HRM

Lean Six Sigma is one of the most familiar concepts which organizations experience in order to managing manufacturing operation. Moreover if the manufacturing organization successfully implement the Lean Six Sigma for its manufacturing process mostly it would be able to run the manufacturing process more effectively and efficient manner. Because major goal of Lean Six Sigma is defect reduction consequently reduced defects which leads to improve yield and to cost reduction. It has a process which focus and aims to highlight process improvement opportunities through systematic measurement Current study based on the Lean Six Sigma project which is conducted in leading apparel manufacturing organization in Sri Lanka. Throughout this study researcher has conducted customize Lean Six Sigma practices in sewing process with the objective of introducing Lean Six Sigma into other organizational process. Actually researcher has conducted this study as a benchmark for other process. Researcher revealed that current sigma level of organization sewing process in previous year is 3.98 and Defects per Million Opportunities (DPMO) is 6470 which is not in acceptable level. Therefore researcher geared current study in order to increase the sigma level and to decrease the DPMO in order to achieve the quality standard of the sewing garments consequently it leads to reduce the defect and increase the efficiency of the sewing process. Define, Measure, Analysis, Improve, Control (DMAIC) method adopted for this project. In the Define phase it was identified the scope and nature of the problem then in the measurement phase it was detected current situation of the quality and efficiency of the process after that in the analysis phase it was identified root causes of major causes then in the improvement phase implemented the optimal solution for identified root-causes and finally in control phase measured the impact of implemented solutions identified control point needed optimal solution. After implementing these solutions, sigma level has increased to the 4.17 and DPMO level has decreased to the 3730. Findings suggest that Lean six sigma method is the very effective method to improve the process with reducing quality defects and increasing process efficiency and productivity

How we effectively train our future business leaders is critical to the success of the implementation of the SDGs. Higher education will play a central role in this effort. This research examines business student support for environmentally oriented organizational strategy (“green
strategy”) and human resource management policies and practices (“green hrm”) in comparison with sustainable development (SD) students to explore the barriers facing the education of our future business leaders on the SDGs. We explore whether student political orientation, gender, or authoritarianism are associated with different levels of support within each discipline. We also examine whether business students prioritize the same UN Sustainable Development Goals (SDGs) as SD students. Results (n = 281) indicate that business students (particularly those who are male, conservative, or authoritarian) are less supportive of green strategy and green HR than SD students. However, business student support of prosperity/people-oriented SDGs offers a potential avenue for progress.

Green HRM will only be able to achieve its fullest expectations by focusing on the two fold role of their employees-i.e. their professional role and personal role. These two roles of employees are identified by Muster and Shrader (2011) as the role of producer and consumer. Greening organizations need to not only focus on introducing such policies not only to change the work related behaviors of the employees but also the personal behaviors of employees. Otherwise one could perceive that the organizations are focusing on green policies merely to develop their corporate brand and thereby gain advantages in the customer market. Hence, organizations should focus on facilitating environmentally friendly behavior from employees in their personal as well as professional lives (Muster & Shrader, 2011). One of the challenges that organizations will have to overcome in this facilitation is the opposition that would come from employees when the organization attempts to influence the personal lives of employees. This has to be carefully handled by the organization, as otherwise it would lead to unexpected problems such as even trade union action, as the employees perceive this as an invasion of personal space. In the new millennium both organizations as well as academic scholars have shown interest on this area of 'green HRM'. According to Renwick (2008) one of the ways that companies contribute to environmental management is by aligning their HR policies with company's environmental strategy. Accordingly they have focused their recruitment, performance appraisal, training, employee relations and rewards policies with green initiatives. But this has to done using a very careful approach as such policies may be negatively perceived and would affect the 'employer brand' of the business. Certain Multinational Companies (MNCs) have introduced an environmental friendly dimension in their performance evaluation systems in certain parts of the world. But one may perceive this as being bias, with the idea that whether it is something essential in determining the promotions and rewards of employees when the MNC as an organization cannot meet their environmental expectations in certain situations. This would rally the employees also against the organization in addition to environmental activists of 3 rd World developing countries who protest against MNCs regarding their corporate policies that damage the haunting beauty of flora and fauna of those countries.

Responding to environmental concerns is a new indication of innovativeness, allowing businesses to achieve competitive advantages by executing innovative activities that benefit individuals and the entire community. Much intention has been retained in this perspective on “green employee creativity.” However, few studies have examined the combined effect of green creativity from relations between people and organizational practices. As a result, we sought to explain the variation in employees’ green creativity by investigating relations of four factors outside of the organizational context (transformational leadership, green innovation strategy, green human resources management—GHRM, and green process engagement) with individual factors (such as employees’ green creativity). Data were retrieved from 150 employees pertaining to electronic companies. Data were statistically analyzed by SmartPLS software. Main results revealed that green transformational leadership positively affects employee green creativity, GHRM, and green process engagement play a significant mediating role in the relation between green transformational leadership and employee green creativity. Furthermore, the green innovation strategy significantly moderates transformational leadership and green process engagement. This effect is improved when the level of green innovation strategy is high rather than low.

In the past two decades the emphasis on environmental sustainability, social and economic activities and research in the fields of management, has intensified. In line with this trend, human resources management has developed its approach from strategic to sustainable. Green human resource management as a branch of sustainable HRM is a new approach that its goal is environmental sustainability. Because of growing environmental challenges and also, the ambiguity of this approach for Iranian researchers, in this paper we clarify it by providing a framework. We conduct 14 interviews and analysis them by thematic analysis method.

How we effectively train our future business leaders is critical to the success of the implementation of the SDGs. Higher education will play a central role in this effort. This research examines business student support for environmentally oriented organizational strategy (“green strategy”) and human resource management policies and practices (“green hrm”) in comparison with sustainable development (SD) students to explore the barriers facing the education of our future business leaders on the SDGs. We explore whether student political orientation, gender, or authoritarianism are associated with different levels of support within each discipline. We also examine whether business students prioritize the same UN Sustainable Development Goals (SDGs) as SD students. Results (n = 281) indicate that business students (particularly those who are male, conservative, or authoritarian) are less supportive of green strategy and green HR than SD students. However, business student support of p...

Human resource management is an asset and
most precious resource of any company. It is
only one living resources out of all existing
resources. As per the changing environment
study an external environment become more
competitive and interdependent. Resources
crisis, crunching, increasing demand,
globalization and most recent de-globalization is
a situation where need to do brainstorm on
finding an updated and innovative practices of
HRM. One invented practice of involving green
effects with HRM is Green Human Resource
Management (G-HRM), it could be the
integrated practice with existing practices which
will provide modest solution and upgrade the
HRM practices. The study of this paper is based
on HRM practices and specifically of one
practice as Recruitment and selection with the
impact of Green Human Resource practices
including 5Rs (Reduce, Reuse, Recycle,
Replenish, Restore). Objective of this paper is to
finding out the various greening activities
towards sustainability. This would initiate with
the spreading awareness about Green HR and its
effect on environment sustainability, resources
availability and utilization. This paper is more
focused on policies of recruitment and selection
could be integrated with Green factors where it
can enhance employee outcome. Facilitate to
various organization & association for
motivating them to enhance activities of Green.
Further objective of study is giving scope to
work on analyzing benefits and cost analysis of
green practices implementation. A questionnaire
survey done with 20 students of Post graduation
where we can try to find out the perception of
candidates towards Green Recruitment and
Selection innovative and updated practices

Research Objective: To develop a GHRM model using best practices for environment-friendly organizations. This research brings innovative Green HRM practices for the HR professionals to experiment with. Green HRM, the new strategic problem in management appeared in the 1990s and became globally known in the 2000s. Most of the studies highlighted the importance of green HRM in the working conditions of the organization. Research Problem: Awareness of Green HRM policies and their impact on the effective environment performance through employees' private and work-life is yet to be created. Research Gap: The impact of Green HRM policies in the organization on EPF through employee work-life is yet to be closely studied. Research Objective: To study the practices and strategic implementation of Green human resource management policies to improve the EPF in environment-friendly organizations. Research Methodology: The data collected through the interview is analyzed through the content analysis technique which helps us in making replicable and valid inferences by interpreting their textual responses. Recommendations: Most of the organizations employing Green HRM practices are now attracting and retaining the employees compared to other organizations. Conclusion: The efficiencies created by Green HRM can reduce the operational cost incurred and induce the employers to take up Corporate Social Responsibility in a better way. The future of green HRM is very promising for all the stakeholders.

Over the decades, the environmental degradation is hitting the headlines all around the sphere. The concept of concern for environment seems to have an expansive significant role for eco-friendly practices with a current impulse of go green concept in HRM. Green HRM is a key business roadmap carving footprint in 'Going-green'. Also, recently the researchers heightened their research interest towards the environmental management and sustainable development goals. 'Going-green' is the only way to save our endangered environment and it seems to be a novel concept in today's hyper changing environment. Green HRM has evolved in the context of HRM field in order to protect and preserve the natural resources and to attain the sustainable development goals. Launching green HRM policies and investing in green technology is mushrooming among the business professionals, banking industries, hospitals and academic institutions etc., This paper is based on the collection of relevant review of literature in recent research studies. This study exclusively utilizes the opportunity to discuss about the Green HRM and its need for this 21 st century where the destruction, degradation and depletion of resources due to rapid industrialization growth and various health hazard diseases that occur due to contamination in the environment and can be recovered by greening the people through the principle of sustainability by Green HRM. Also, this study exclusively focuses on a theoretical framework for gaining a fundamental understanding of Green HRM as a scope for future research endeavours and revolves around the homogeneous attitude towards heterogeneous implementation of green HRM in varied working institutions.

Green Human Resource Management (GHRM) is increasingly considered as a critical branch of Human Resource Management (HRM) and it is still an emerging field of research that is interesting and highly instrumental in creating and enhancing natural environmental sustainability. This research paper is a systematic attempt to find out some research gaps in GHRM in order to carry out future empirical studies through the adoption of desk research strategy. An extensive literature review was done and it resulted in identifying nine research gaps in GHRM. Among the nine research gaps, two gaps are empirical, six gaps are both theoretical and empirical, and one gap is methodological. Future research studies could be designed and carried out in order to fill these identified research gaps.

Concern for environment friendly policies and actions is being highly stressed all across the globe. The recent climate conference held in Bonn where heads of several states sat together to develop a roadmap, is an evidence of the need to rethink our habits and take decisions that can benefit the society in the long run. Sustainable development has now become need of the hour. To ensure that this world remains a good place to live in, environment friendly policies should be adopted. Organizations may they be public or private can contribute significantly in ensuring a greener environment if they integrate different basic environment friendly initiatives in to their operations. This basic conceptual paper discusses one step that organizations can take in order to support the cause and need for sustainable growth or environment friendly missions. This study proposes the adoption of sustainable and eco-friendly practices by Human Resource Management departments in organizations in the shape of Green HRM. Green HRM is a concept that has gained attention of scholars recently, this conceptual paper further adds to the basic understanding of this idea.

Green Human Resource Management (GHRM) is increasingly considered as a critical branch of Human Resource Management (HRM) and it is still an emerging field of research that is interesting and highly instrumental in creating and enhancing natural environmental sustainability. This research paper is a systematic attempt to find out some research gaps in GHRM in order to carry out future empirical studies through the adoption of desk research strategy. An extensive literature review was done and it resulted in identifying nine research gaps in GHRM. Among the nine research gaps, two gaps are empirical, six gaps are both theoretical and empirical, and one gap is methodological. Future research studies could be designed and carried out in order to fill these identified research gaps.

Across the globe, we are moving to industrialization that increases business production, technology and other
business activities. This was not only increases human convenience, but also increases its standard of living. But on the other
side, it also increases ecological hazard that resulted ecological threats to human being. So this is a time Peoples need to use
Green practices to save the environment and most important resource of the planet. Green human resource management
(GHRM) practices practically have produced a positive result toward the Green environment. The Green Human Resource
Management will participate an important role in organizations to help the environment related problems by assuming it,
in management philosophy, HR policies and practices, training people and implementation of laws related to Environment
safety. This paper focus on role of HR professional and issues & challenges faced by organization while adopting Green
HRM and the comprehensive meaning. HR is never going to have a truly significant impact on a business through the
improvement of HR processes alone so the greater opportunity is to contribute to the green agenda of the business as a
whole

The positive outcomes of ‘going green’ and the undemanding modes of implementation of the same have not only made people from every facet of businesses aware of but also have subtly lead to its facile execution. Due of trends of globalization and modernization in businesses, the organizations are slowly trying to comprehend the importance of sustainable businesses and hence enactment of green human resource management is becoming indispensable strategically. More and more organizations are actively trying to go green at offices. The paper primarily focuses on briefly understanding green human resource management, listing of practices relating to it, rewards of green human resource management and the scope of other initiatives for building it further.

Environmental conservation has been a concern to many international, local organizations and individuals for Centuries. Green management initiatives become an important factor in forward-thinking business around the world as a means of combating environmental degradation caused by organizations. Moreover, industrialization has contributed to the global environmental problems we are witnessing today and Tanzania industrialization drive cannot ignore this fact. Research is one of best ways for investigating, understanding and solving problems. Although number of researches has been done on Green Human Resource Management (Green HRM), still there is no sufficient literature on the subject. To bridge this gap this study investigated the role of green recruitment and selection on performance of processing industries in Tanzania by using Tanzania Tobacco Processors Limited (TTPL) as a case study. The study sough to specifically assess the application of green recruitment and selection at TTPL, determining whether green recruitment and selection attract more and better job candidates, and establishing the relationship between green recruitment and selection and organizational performance. It was found that green recruitment and selection practices are in place and they contribute in attracting more qualified job candidates. The 36 study also found a linear relationship between green recruitment and selection and performance. Further, the study recommends institutionalization of green recruitment and selection and other green HRM practices in order improve organizational performance. Regulatory and statutory bodies are recommended to ensure that green practices are put in place by organizations for organizational and environmental sustainability.

The purpose of this study is to examine the effect of the performance appraisal fairness and promotion opportunity on employee quitting intention with the mediating effect of organizational commitment. A cross-sectional design was employed to investigate the relationship in a sample of 150 full-time nurses employed in different private hospitals. Partial Least Square path modeling, a variance based techniques of SEM was employed to test the proposed hypotheses. The results indicate the significant negative effects of perceived fairness of performance appraisal and promotion opportunity on nurses' quitting intention and organizational commitment. Further, organizational commitment is found having a significant effect on nurses' turnover intention and as a partial mediator in the relationship between both performance appraisal fairness and nurses' turnover intention and promotion opportunity and nurses' turnover intention.

Global issues have increased the environmental troubles, this study is to know about implementation of Green HRM practices in Retail Industry. The combination of EM into HRM practices is called GHRM. The main objectives is to assess the GHRM Practices in the organization and to Identifying the viewpoint of the organization regarding drivers, barriers and expected benefits of GHRM practices. To establish a better connection among the environment and employees, and to help the firm in understanding how they can improve their environmental performance working through human Resource. thus the sampling size was 100, data were collected using questionnaire method among the employees in the organization. Percentage Analysis, T-Test, ANOVA, Multiple regression were used for Analytical purpose. in Analysis it has been founded that the company has their own formal Environment system according to (ISO14001) and also ready to implement new green policies at any period without any restrictions. The mainly observed factor is that the employees are aware of GHRM and ready to accept the change for preserving the environment, thus using the ANOVA test it is to be confirmed that Employees position is affecting their thought about GHRM practices they are found to be similar. The thing to be noted from ANOVA analysis that every aged and each level of employees know their own roles and responsibilities to preserve the environment.

The green human resources management (Green HRM) developed from companies engaging in practices that are concerned about environmental conservation and maintaining sustainable ecological balance. It includes all the activities that are geared towards helping an organization carry out its goals for environmental management to reduce carbon footprints in areas that concern the employment of employees, their training and compensation. Green HRM plays a useful role in supporting environment and agricultural related issues by following and adopting green HR practices and policies. There is a great deal of increase in the adoption of sustainable agricultural systems by the agricultural industry. Literature has highlighted the importance of the adoption of the sustainable agricultural systems as a key objective of the agricultural sector thus making it very significant to identify with the support of green HRM practices. In most parts of the world today, there are ongoing debates and uncertainties

Global issues have increased the environmental troubles, this study is to know about implementation of Green HRM practices in Retail Industry. The combination of EM into HRM practices is called GHRM. The main objectives is to assess the GHRM Practices in the organization and to Identifying the viewpoint of the organization regarding drivers, barriers and expected benefits of GHRM practices. To establish a better connection among the environment and employees, and to help the firm in understanding how they can improve their environmental performance working through human Resource. thus the sampling size was 100, data were collected using questionnaire method among the employees in the organization. Percentage Analysis, T-Test, ANOVA, Multiple regression were used for Analytical purpose. in Analysis it has been founded that the company has their own formal Environment system according to (ISO14001) and also ready to implement new green policies at any period without any restrictions. The mainly observed factor is that the employees are aware of GHRM and ready to accept the change for preserving the environment, thus using the ANOVA test it is to be confirmed that Employees position is affecting their thought about GHRM practices they are found to be similar. The thing to be noted from ANOVA analysis that every aged and each level of employees know their own roles and responsibilities to preserve the environment.

How we effectively train our future business leaders is critical to the success of the implementation of the SDGs. Higher education will play a central role in this effort. This research examines business student support for environmentally oriented organizational strategy (“green strategy”) and human resource management policies and practices (“green hrm”) in comparison with sustainable development (SD) students to explore the barriers facing the education of our future business leaders on the SDGs. We explore whether student political orientation, gender, or authoritarianism are associated with different levels of support within each discipline. We also examine whether business students prioritize the same UN Sustainable Development Goals (SDGs) as SD students. Results (n = 281) indicate that business students (particularly those who are male, conservative, or authoritarian) are less supportive of green strategy and green HR than SD students. However, business student support of p...

How we effectively train our future business leaders is critical to the success of the implementation of the SDGs. Higher education will play a central role in this effort. This research examines business student support for environmentally oriented organizational strategy (“green strategy”) and human resource management policies and practices (“green hrm”) in comparison with sustainable development (SD) students to explore the barriers facing the education of our future business leaders on the SDGs. We explore whether student political orientation, gender, or authoritarianism are associated with different levels of support within each discipline. We also examine whether business students prioritize the same UN Sustainable Development Goals (SDGs) as SD students. Results (n = 281) indicate that business students (particularly those who are male, conservative, or authoritarian) are less supportive of green strategy and green HR than SD students. However, business student support of p...

Production efficiency, wastage and employee knowledge and attitude play a vital role in organization operational performance as well as the overall business performance.  Moreover lean is the concept which leads to improve the operation performance of the organization which includes the tools to improve the efficiency, wastage and employee knowledge and attitude. Crimson CS (Pvt) Ltd is one of the leading company which is manufacturing advertising and branding solution. However, the company has been running the business with high wastage and poor efficiency rate which leads to low business performance. Therefore researcher carried the current study in order to identify the possibility of lean manufacturing concept to increase business performance. In order to reach the research objective researcher conducted research in mixed methods such as doing time study, work study, interviews, distributing questionnaire in order to collect data for the study as well as secondary data also collected. Based on the collected data researcher developed current value stream map and identified that the lowest efficiency level is generated through  exposing section (10%) and highest waste generating section is printing section (44.2%). Moreover value of customer perspective on process activities and employee perspective on critical activities are not correlated and that directly impacted to customer satisfaction. Besides the prevailing knowledge and attitudes of employees on waste, efficiency and lean concept are not in satisfactory level. Therefore it is important to implement lean manufacturing practices in order to reach the one of the main objectives of improve the business performance at. Crimson CS (Pvt) Ltd. Further this study makes a novel contribution to the printing industry by being among the first to examine the lean practices on improving business performance.

Study of age in relation to organisational stress, in particular, has attracted attention because of competing predictions and conflicting results found in the literature review. The present study empirically investigates the strength and direction of the linkage between age and organisational role stress in dual-career women. The study was conducted on career-oriented, married women (N=400) belonging to different age groups and engaged in various occupations drawn from both public and private sector organisations. Two hypotheses were drawn, and one survey instrument was used to measure the organisational role stress factor. Results of the research specify that while career women engaged in public sector indicate strong negative stress reactivity with age those employed in private sector exhibit a strong positive relationship between age and stress. Job security, high formalisation, less autonomy and high rigidity in public sector jobs restrict creative implementation which leads to habituation or dampening, and dual-career women gain the expertise to manage the stress better with experience and age. The private sector, on the other hand, is characterised by less routinization, high flexibility and less standardisation demanding adeptness which tends to have sensitising effects leading to greater stress reactivity with age in dualcareer women.

Responding to environmental concerns is a new indication of innovativeness, allowing businesses to achieve competitive advantages by executing innovative activities that benefit individuals and the entire community. Much intention has been retained in this perspective on “green employee creativity.” However, few studies have examined the combined effect of green creativity from relations between people and organizational practices. As a result, we sought to explain the variation in employees’ green creativity by investigating relations of four factors outside of the organizational context (transformational leadership, green innovation strategy, green human resources management—GHRM, and green process engagement) with individual factors (such as employees’ green creativity). Data were retrieved from 150 employees pertaining to electronic companies. Data were statistically analyzed by SmartPLS software. Main results revealed that green transformational leadership positively affects em...

Environmental conservation has been a concern to many international, local organizations and individuals for Centuries. Green management initiatives become an important factor in forward-thinking business around the world as a means of combating environmental degradation caused by organizations. Industrialization has contributed to the global environmental problems we are witnessing today and Tanzania industrialization drive cannot ignore this fact. Research is one of best ways for investigating, understanding and solving problems.  Although number of researches has been done on Green Human Resource Management (Green HRM), still there is no sufficient literature on the subject. To bridge this gap this study investigated the role of green recruitment and selection on performance of Processing Industries in Tanzania by using Tanzania Tobacco Processors Limited (TTPL) as a case study. The study sough to specifically assess the application of green recruitment and selection at TTPL, det...

Abstract
Purpose – Building on the theory of planned behavior (TPB), the purpose of this paper is to understand the
green buying behavior of educatedmillennials in India. The study also attempts to extend the TPB by including
two additional variables, environmental concern (EC) and willingness to pay premium, in the framework.
Design/methodology/approach – Data were collected from 202 students from various departments of an
institute of higher education in India. The proposed model was tested with the help of structural equation
modeling using bootstrapping procedures in SPSS AMOS 24.
Findings – Except for the direct association between subjective norm(SN) and purchase intention (PI), the study
provided support for the TPB framework. EC was found to exert an indirect influence on green PI through its
effect on attitude, SN and perceived behavioral control. Willingness to pay premium moderated the relationship
of PI with green buying behavior. PIs were found to successfully translate into purchase behavior (PB).
Practical implications – This research by promoting an understanding on the factors affecting the green
buying behavior of educated millennials in India will assist green marketers to tap the tremendous potential
inherent in this market segment by formulating customized market plans and strategies.
Originality/value – The study extends the existing literature by validating and extending the TPB
framework in a unique cultural context and advancing the understanding of underlying psychological
mechanisms and boundary conditions of the relationship between PIs and PBs.
Keywords Theory of planned behaviour, Green purchase intention, Environmental concern,
Willingness to pay premium, Green buying behaviour
Paper type Research paper

Organisations have realised the need to ensure long-term survival in the external environmental and social environment. The reasons for this can be attributed to a changing and more environmentally aware society, which can put high pressures on policy makers, institutions and organisations alike. Indeed, organisations have begun to implement measures that reduce the impact on the natural and social environment, not only to comply with legal obligations, but also to gain competitive advantage (del Brio et al., 2007). However, the problem of how to instigate sustained environmental behaviour change at all levels in the organisation is one that is yet to be successfully addressed (Jackson et al., 2011). This presentation aims to provide an overview of the literature surrounding sustainability behaviour through sustainable Human Resource Management (HRM) in order to develop a better understanding of the role of HR in developing sustainability-driven behaviour change among employees. The extant empirical and theoretical evidence in these areas of research are brought together and the gaps within the literature are identified. Furthermore, this presentation will report on the initial results of a planned study into the challenges organisations are currently facing in achieving increased sustainable practice in employees and outline the planned methodological approach for the next stages of this research project.