Jour of Adv Research in Dynamical & Control Systems, 07-Special Issue, July 2017

Special Issue on Management Studies

Impact of Green Human Resource

Management (G-HRM) Practices over
Organization Effectiveness
Dr.V.P. Sriram, Assistant Professor, Department of Business Administration, Kalasalingam University, Tamilnadu, India.
E-mail:v.p.sriram@klu.ac.in
M. Suba, Research Scholar, Department of Business Administration, Kalasalingam University, Tamilnadu, India.
E-mail:m.suba@klu.ac.in
Abstract--- The green HRM is slightly differed from HRM, this small make over is covers the entire part of HRM
from the entry to exit process of the workers. Green human resource management is almost getting an important role
in business for making better profit range and avoids wastage of corporate resources by following the Ecological
principles. The accomplishment of green human resource management is fully based on the employee commitments.
The employee commitment is important for attaining the organizational objectives. The makeover from the human
resource to Green human resource management should be understood and followed by the working people. By
getting clearance on positive and negative impacts of Green HRM and how the make influence on employees
working condition we can go for alternative procedures.
Keywords--- GHRM, Environment HRM, Sustainability, E-HRM, Green Commitment.

I. Introduction
Textile industry in India acting a crucial responsibility in Indian financial system all the way through its offering
to manufacturing productivity, worker generation plus export incomes. At present, it offers regarding 14% to
industrial manufacturing, 4% to the Gross Domestic Production, and 27% to the country exporting incomes. It
expresses the employment more than 45 million populace. The textile division is the next main source of
employment behind cultivation and therefore can't be unnoticed, pressurize the government to comprise the industry
among the 25 important divisions, which has the possible to compete with the most excellent in the globe, for going
green mission. Because this manufacturing industry have ever been offering broadly to Gross Domestic Production,
employment generation, whole industry manufacturing process, etc, approximately a thousand and a thousand
workers are beeline engaged in the textile production actions. It turns out to be essential to compute its outputs in the
latest previous to discover out how it can be added be exploited in perspective of going green movement whichever
can encourage making and work formation in the division. Output in any business compute the stage of manufacture
along with employment. As the result the researcher projected to discover the production and management
efficiency by the concentration of Green Human Resource Management. (Dr. Asiya Chaudhary Mohammed Pervej
and Neshat Anjum, 2016)
The business word is always concentrating on profit motivation by this, business organizations are started do
focus on ecological human resource management. Environment human resource management in the sense makes
important to save the resource by the HR force. This having major phases: First think making prevention on resource
handling by reducing wastage and avoiding unwanted doings. Second reduce ecological food prints. In present the
requirement for the positive move towards green supervision from corner to corner the globe (González-Benito &
González-Benito, 2005; Daily et al., 2011). Previous achievement of the company is powerfully reliant on
encouragement of financial worth. On the other hand nowadays, companies enclose to think used for the cut back of
environmental footsteps plus provide significant towards communal and green aspects down by means of cost
effective plus monetary issues in sort through make possible the company to be fruitful in the business division thus
allowing attainment of income through the investor shareholders (Sroufe et al., 1998; Daily et al., 2011;
Govindarajulu and Daily 2004). There is a huge arrangement of enlarge into the stage of green effluence and loss
rising beginning manufacture whatever cover reactions in add to execution of strategies through legislative as well
as personal divisions by the means of shortening the express loss to the non reproductive reserves as well as the
crucial harmful crash it would cover on communal consecutions (Martinez- Fernandez, & Hinojosa, 2010).
There is implementation of green administration organism by the means of commercial area (Boiral 2008,
Gonzalez-Benito & Gonzalez-Benito, 2006). This reacted in the materialization of a fresh tactical scheme named

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Eco-supervision. According to Lee (2009) the move towards be scrutinize en route for somewhat valuable as well as
gainful seeing as early on 2000. He distinct environment administration towards be alive on plan whichever is fitting
through the management in sort on the way of systematize the green managing plan for caring as well as
determining green features. Daily and Huang (2001) suggested to union basically required to stable the business
enlargement plus make sure that the green somewhere individual survive is fine conserved and encouraged. The
acceptance of the above proceeding have been conferred by a count of diverse rewards whichever will eventually
assistance the firm whatever has guided to the appearance of environmental as well as aggressive tune (Wagner,
2007; Molina-Azorin et al., 2009). A number of settlements correlated by the way of the espousal comprise
improvement connected to the business working enforcement (Jackson et al., 2012), Advancement of joint effort
(Jabbour et al., 2010); step up managerial civilization (Jabbour et al., 2012) and cutback on the whole price (Hart
1997).
This recognizes with the aim of organize green structure will facilitate developments in management with
supplementary administrative policies of the organization (Wagner, 2007). From the above talk it is recognized that
scientists offer significance to appropriation of natural practices as a key target of hierarchical working making it
essential to relate to the support of human asset administration hones (Jackson et al., 2011; Daily and Hung, 2001;
Sarkaris et al., 2010). Today there is level headed discussion and instability connected with how green
administration standards can be executed viably in associations along these lines landing at enhanced maintainability
for the association. From the above review we can understand which is mean by Green Human Resource
Management Practices, by this collection of review the researcher what to make study on what are the positive and
negative impacts influence to attain the environmental related objective of the organization.
Methodology of the Study
The researcher needs to makes clearance on the following understanding there are to study the nature of Green
Human Resource Management in textile industry this can make a root for the future research in the specific industry,
then have to know about the reimbursement of GHRM in the same industry the researcher, has to analysis the
mindset of people on GHRM this will give some space and ideas to make employee to understand the needs of the
particular concept and to shortlist out the major negative impacts of GHRM in textile industry.

II. Significance of Human Resource Management in Eco-supervision Plan Enlargement

The human resource management is the major part of all organizations. So whatever the changes we need
obviously we go with the hr force. By this sense the management should make the human resource department to
follow the green aspects and make their employees to follow the same.
Lado and Wilson (1994) describe the Human resource Management structure as “the set of discrete other than
interconnected behavior, occupations plus procedures to be intended for captivating, increasing and keeping up (or
else trash of) the organization’s HR resource.” HR carry outs are normally executed by the tactical organism to be in
line up through the ethnicity and organization policy (Boselie, 2001). There is a choice of investigators who keep up
the Personnel observations to be really efficient in favor of support to human being resource with domino effect to
given those suppliers of Managerial presentations in addition to aggressive benefits (Boselie, 2001; Paauwe and
Boselie, 2003).
In sort to put into practice an efficient commercial environment organization structure this is essential to improve
the good agreement of technological along with administrative talent amid every single one staffs of the
association(Daily et al., 2011; Unnikrishnan and Hedge 2007). Business association seem on growth of new tackles
plus ingenuity of green running whatever will extensively crash viability of the company as well as improve the
aggressive benefits(Hart 1997; Lin et al., 2001). For the reason that to expand like a structure it turns out to be
perfect to own efficient personnel administration follows together with arrangement of stringent boarding
approaches (Grolleauet al., 2012), evaluation and returns scheme whichever consist of green alertness as well as
execution in the appraisal procedure (Jabbour et al,.2012) in addition guidance and empowerment courses
(Unnikrishnan and Hedge 2007) which will permits the expansion of innovative set of ability and competency
among the workers of “professional green” firm. Every one of these investigators supports the ideas that are
significant for correct configuration of HR supervision values with aspiration of green supervision in a management.
It is recognized to the better the power of Eco-HR strategies the better is the concentration of implementation of
green administration structure and rules by the various organization (Bohdanowicz et al., 2011)

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Proposed Conceptual Model

Green Management Innovation

Practices

Organization environment
Green HRM objectives

Employee Attitude

Figure 2.1: Proposed Conceptual Model

Green HRM
The green HRM is nothing but it's a way of reducing the carbon foot print by making some changes and edit
process on our regular human resource activities. For making the waste reduction process first of all we need a better
communication between all categories of workers. That makes work without any wastage.
The point of GHRM is the nearly all repeatedly upcoming in the business schedule even as considering human
race administrating rules. This engage worker-boss communication straightly on the way of remove stoppage, en
route for clean away its exaggerations. Green Personnel Management identifies worker payment as well as their high
quality valued, now and again ability will also recognize (Thaya Madhavi 2016).
The green HRM is also preferred to use machines for cut short the cost and reduce environmental damages by
making this changes time conservation and paper related work will also reduce Conversion of Human Resource
Management behavior commencing physical demeanor on the route of Routine through utilizing mechanics be
considered towards speak to answer of the present trouble. Methodological execution keen to personnel behavior is
too recognizing as Machine-driven Personnel Management (M-PM). (E-HRM is described as M-PM) M-PM's
execution within business contains talent turned in support feasible just as it lessens green, communal plus financial
unfavorable emanations. Meant for instance by result of utilizing electronic components, Personnel controller
acquire enhance worth about data of lousy go away management plus workers may well tighten their exploration of
record (Yusliza M. Yusoff, T. Ramayah, and Nur-Zahiyah Othman 2015).
The green HRM will make sense for the people which natural resource is reproduce and which is not able to
reproduce. For this, the people can get awareness and important about the natural resources. Trade associations are
now utilize this awareness in their business for cut short their resource consumption this will make some good
thinks first this will leads to profit motivation without any extra investment and it will help the organization to
follow ecological principles .The perception of Environment Human Resource Management: EHRM (Environment
Human Resource Management) is bringing into play of HRM policies through improve the livable utility of reserves
in trade association as well as else principally, encourage the source of green viability (Mandip, 2012). The
aspiration of following green is to utilize compounds and techniques that will not more harmfully crash the green all
the way through green house gases otherwise suck dry natural resources (Robinson, 2008). Therefore, GHRM
occupy greenly-responsive personnel plans plus proceedings that, otherwise, will support business attain very own
economic ambitions to button up green trademark plus care for surrounding as of every harmful collision that may
reason as the result of guiding principles and dealings by the business association.
Green feasibility: Feasibility is repeatedly distinct as the" capability to encounter that requires of the current
without adjusting the capability of coming generation to meet their requirements (WCED, 1987 as cited in Cohen
Toylor & Muller, 2004). In the green summary, the idea of eco-administration for continuous improvement has a
choice of descriptions; every single one which normally: request to make clear necessitates for stability among
industrial enlargement for resource formation along with protecting the natural green so that the coming generations
may succeed (Daily & Huang, 2001). However, the problem of how the single business association or else whole
social order attain viability from the GHRM operation is at rest arguable as well as uncertain. Therefore, make
enquire on how company may arrange their amenity to improve for continues all the way through GHRM proposals
give the impression supreme.

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III. Green Management Innovation Practices (GMIP)

The environment related work applicants, who contain a great part of awareness and capable labor force utilize
eco principal at what time be relevant for work and therefore magnetizes excellent capacity through the
organizations encompasses eco-friendly carry outs. This conditions that make business to perform green worker
product (green worker of options). Favorite in choice be supposed to be agreed to applicants who are “eco -
conscious” which turn out to be an elements of Human resource attainment guidelines. Combination of green
environment problems hooked on staffing procedure occupies observing the lengthy term aptitude requisite. (Ms.
Saher sayed 2015)
Ecological Printing
Eco graving documents and toner utilization are together clear reason for green problems, other than reducing
graving and paper usage is awfully tough particularly for those firms with vast numbers of personnel, every by
means of their own behavior and pursuance. The excess printing process is the major reason for the production of
dioxide and toner waste. The newest expertise has untaken a answer to resolve this difficulty. PretonSaver is system
software which can decrease paper needs by up to 20% and toner and ink demand by up to 50% with no lowering
the production picture excellence. we can put the toner lessening charge by sections, and it too assist us to direct
printing work by combine sectional print firewood; we be able to yet put graving sheet payment for those
subdivisions so as to doesn’t necessitate a large amount printing. According to real compact orientation, a corporate
with 1000 workers could cut its toner usage by about 350 cartridges for each year and will trim down its carbon
footprint by about 1.68 tons of Co2 yearly. Priya Vij, 2Dr Sapna suri, 3 Sukhbir singh (2013)
Ecological- producing and removable of workers identity card: Identity card problem is a common element of
human resource process. Frequently these cards are finished of PVC plus makes extra green house gases. PETG is
an enhanced stuff to makes plastic cards in requisites of ecology, it is 100% eco- friendly, do not make any harmful
stink, in addition makes low water and air effluence. Additionally, at what time cards that hold individual data
requires to be discarding, you may produce use of discard services. This permit's the unused plastic cards to be
safely reassigned for reprocessing. This explanation may give a few ideas to lessen waste plus ecological influences
in routine Human Resource process, to be great financial as well as the good number of significantly to move on
further environmental proceedings.
Movability and Adaptability
"Nature of capacity the company requirement is varying from prior ability and the company inquires for a set of
betterment such as movability as well as adaptability at job. So, the company needs to walk on the direction to
acquire the ability, we require to formulate confidents on how the set of talent attainment pleas to the capacity".
Workers can do their work from their residence, but they want to discuss with their superiors."
The organizations human resource is too implicated in find out features that remains workers' benefits
scrutinized. Cafe management is a feature measured division of leading workers' green proposal. Some companies
basically provide free refreshment drink to their workers, but they are not supposed to use any non reusable material
like paper, plastics. Workers may use cups, which is reusable and they will keep themselves.
Lessen Travel
Give confidence to the car sharing through on condition that chosen parking place for carpoolers. Provide
transport passes to workers who use bus or trains. More often than not large corporations own cab feature for their
workers.
Green Friendly Aptitude
Ecological human resource management magnetize workers who are environmentalist, that one maintains the
natural surroundings in its real structure as well as safe from harm, loss or else Green HRM attracts employees who
are preservationists, who keep natural environment in its original form and unfavorable modify along with ecologist,
who accomplish caution practice of natural surroundings in regulate to allow its previous extended.
Ecological Inspection
To diminish utilization and save money most regional utilities present companies free onsite consultation. It is
recommended to get better filling, fit time keeper to robotically turn off the lights. Cooperates be supposed to fit
CFLs and LEDs, solar power to light eclectic bulbs plus heat water and capable electrical appliance such as air
cooler, water and energy products etc.

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Reprocess
Reprocessing of glass paper, plastic, metal trash and constructive waste materials are supposed to take on. Food
cafeteria must stick on to nothing waste strategy.
Buying Green
Dealer must be informed that the business is paying attention in feasible products as well as specific objective
for trade reprocessed, second hand or else renewed.
Motivation/ Rewards
"The employer has to motivate their worker for making them to contribute towards green such as reprocessing,
by giving bonus points in addition and this for making a change in bonus and payment level". The organization may
sign up their name in communities with is proceeding green services. The community will provide amount to the
organization for hours spent to promote green management. This is also a section in the Corporate Social
Responsibility proceedings.

IV. Organizational Ecological Citizenship (OEC)

Organizational ecological citizenship performances have been researched as a test to clarify the assortment of
managerial reactions to the ecological-oriented organized forces (Sharma, 2000). Revises linking to this specified
difficulties has usual level that business are stuff to heavy organized force in the shape of standardized communal
openings, coercive rules, business communal rules, media and non legislative business inspection(Ozen and Kusku,
2008). Green approaches of business contained by emergent countries differ from opportunistic completion to
voluntaries (Ozen and Kusku, 2008). So the idea of OEC have been described as" each and every one of the safety
measures and strategies association require to execute in sort to lessen the damages that they provide to the
surroundings ” (Kusku, 2008, p. 75). This will discover the raise of OEC based on the idea projected by Ozen and
Kusku (2008) whichever comprise of regulative, standardizing plus cognitive as cost of execution of Environmental
management system and improvement of green intellectual capital assessment based on human resource
participation.
Environmental Workers Commitment
In every organization the employers are the key to switch on the goal or objective what we need to establish. So
the commitment of the worker in the newly assigned work in major essential part to draw a picture what we expect.
For that corporate should make the employee to pay their attention on the goal what we need to execute. The level of
effectiveness and time consumption for the goal attainment is purely depends on the workers commitment. In the
cause of environment workers commitment we will reach this goal without any hurdles if the citizenship behavior is
one of the attitudes of our worker. The function and obligations of the staffs in the unbeaten arrangement plus
combination of environment behavior within the planned aspire of the company has to be take into account. It has
been recommended that appealing with workers in direct ecological apprehension is the single most important phase
facing companies at present and in the upcoming days. (Frank, Finnegan, & Taylor, 2004). This should make clear
why workers engagement in the region of ecological supervision is fine studied and grounded in concept (Renwick
et al., 2012). Writer has identified the significance of workers engaged in the execution of ecological approaches
(Ramus & Steger, 2000). Why business select to involve the labor force in ecological administration is as a result
fine reported (Aragon-Correa et al., 2013; Brio et al., 2007, 2009). Workers contribution in ecological management
has trio focus: firstly all the way through tapping workers' unspoken knowledge acquire through the very close
associations to the manufacturing process (Boiral, 2002); next by appealing as well as authorizing workers to created
recommendations for ecological development (Govindarajulu & Daily, 2004) and next by improving civilizations in
the place of work, which support ecological development efforts. Analytical research has recognized a choice of
scheme to connect the labor force in ecological management, together with among other group arrangement (Hanna,
Rocky Newman,&Johnson, 2000; Robertson&Barling, 2013), workers training (Teixeira et al., 2012), improving
ecological headship (Egri&Herman, 2000; Robertson&Barling, 2013) as well as improving a helpful civilization
(Kitazawa & Sarkis, 2000; Stone, 2000). Lots of observer suggested the utilize of environmental sides to engage the
labor force in ecological management follows (Jabbour, 2013b; Jabbour, 2011), which will be distinct as a lineup of
public who work jointly to resolve ecological troubles that can be used to produce opinion, solve ecological
management issues and stimulates ecological learning, workers ecological training plus raised alertness jointly with
finely tuned stage of stimulus construct it probable for business to get better their ecological carry outs. Training
programs customized to labeling green apprehension can engage a trio-level arrangement procedure (Ferna´ndez,
Junquera, & Ordiz, 2012) starting with set up the require plus reasoning for the training, describe the training

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program objectives and improving mater that make straight with the business goals. Similarly, Jackson, Renwick,
Jabbour, and Muller-Camen (2011) make out trio ecological human resource management training perceptions,
commencing the essential Principal of concurrence, make possible the conformation in the region of rules and
detailed, to increasing workers consciousness in the correlation to the business Schedule Plus, lastly, making a move
in business culture. Supplementary in recent times, Jabbour (2013b) analytical revise links ecological training
helpfully and importantly to the stage of improvement in ecological management in business. Renwick et al. (2012)
categorized a count of different functions that human resource executives might include in ecological management:
these series from low to best based on ecological capability plus companies knowledge. This difference in
environmental potentials of managers may too have a influence on the stage of environmental involvement Boiral
(2008) commences the idea of ecological business citizenship performance, which can executes a major function in
the effectiveness as well as competency of the ecological process. An analytical worker level study in china point
outs that managerial citizenship performance for the surrounding completely intercede the connection among SHRM
(Strategic Human Resource Management) and ecological behavior (Paille´ et al., 2014). Research recommended that
workers are almost eager to take on ecological proposals whenever their managers hold an autonomous and open
method of announcement with look upon to ecological ideas (Ramus, 2001) and when executives and managers
aggressively engage workers at all stages developing ecological objectives (Govindarajulu & Daily, 2004). Arago´n-
Correa and Rubio-Lo´pez (2007) recommended that be short of knowledge will possibly guide to wasted time and
in-sufficiency, tending to edge some main monetary incomes from ecological proceedings. An alternative way of
encouraging as well as appealing workers is by ecological performance evaluations (Renwick et al., 2012). This
will envelop subjects such as ecological occurrence, utilization of ecological obligations and statement of ecological
rules and will influence managers responsible for ecological management behavior in adding up to vast performance
objectives. This improvement of in cooperation of ecological active abilities and green life changing control is a
functional beginning tip to promote eco-friendly product expansion performance (Chen & Chang, 2012). At the
similar time, it is important to get place in employees heart and mind to encourage them to stay in a motivated and
engaged in behavior that develop the surrounding is very important for workers commitment (Renwick et al., 2012).
In general, the human being aspect is main achievement factor in business associations' ecological actions (Brio et
al., 2007). It is at the moment a more or less primary footstep whenever companies commence fresh ecological
proposal to occupy the vast labor force (Renwicket al., 2012). Worker commitment is a fine- research zone; what
come into view to be missing are the wealth insight and description reports of the each and every worker known in
the area of ecological human resource management when improving as well as executing fresh ecological schemes.

V. Organization Environment Objectives

Environment (Liu, 2010) (Ozen and Kusku, 2008) for saving the natural resources the management could use
some alternative power or force to manufacture their products. So the management should spend some more time on
research for find out the new ways to lessen the crash on environmental damage by producing product that are safe
and fewer effluence to environment.
Environment cordial HR forms gives better productivity, minimized expenses and figure out how to create and
support a situation of connected with representatives helping association to work in a domain neighborly and
feasible way. "Green" or "greening" has no less than four implications with regards to overseeing individuals at
work/human asset administration:
In all purpose job image be able to use to identify a number of green shield linked charge, Obligations and
assailments (Wehrmeyer, 1996; Renwick et al, 2008 and 2012). Here and now, a number of business have include
green and communal mission , obligations and assailments in advance of likely in every work in sort out to care for
green. A number of business, ever work image contain somewhat sense of duty related to green safety and as well
purposely contain green duties at whatever point and wherever relevant applicable.
Task picture and worker condition can comprise green, communal, self and scientific need of the union in
expectation of probable. For instance, green safety workers be supposed to contain , In the length of portion of
green coverage duties and strength and protection goal(Crosbie and Knight, 1995; Wehrmeyer, 1996; North, 1997;
Revill, 2000) In augmentation some business use joint effort and short - handy group as work plan method to
effectively direct the green problems of the organization May and Flannery, 1995; Florida, 1996; Clement, 1997;
Palmer and Andrews, 1997; Beard and Rees, 2000; Griffiths and Petrick, 2001; Daily and Huang, 2001;
Govindarajulu and Daily, 2004; Jabbour, Santos, and Nagano, 2010). For the reason that green safety goals of the
organization have need or stress more than one corrective joint effort works.

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Positive Impacts of GHRM on Organizational Environmental Objectives

Organizational green performance point out as doing tricks in the way that positively influence the environment.
Ecological management principally has two most important intentions: Initially, to have power over the level of
effluence in the eco-system, and furthermore, to promote the environment to the adequate stage (Yasamis, 2011).
The raise in disquiet of safeguarding the green is pressuring the business to adequate green managing practices
(Boiral, 2006; Gonza´ lez-Benito and Gonza´ lez- Benito, 2006). Particularly the point of view agreed by loads of
researcher that good deed the compelling up of green management activities it might offer the business a aggressive
benefits (Melynk, 2005). As stated by Edward (2004), there are quaternary explanations why business associations
should assume green management performance: principally: having responsible to safeguard the word, financial;
protect resource and power means cutback expenses, lawful to omit the legislative issues, commercial; a great
number of business are taking green management into account MAGNT Research Report (ISSN. 1444-8939) Vol.2
(4). PP: 267-278 (DOI: dx.doi.org/14.9831/1444-8939.2014/2-4/MAGNT.34)According to Wilkinson (2001) the
HR department is extremely significant for green management. The HRM support is presume to be more important
for implement the environment management behaviors (Jackson et al., 2011; Govindarajulu and Daily, 2004; Daily
and Huang, 2001; Jabbour and Santos, 2008; Sarkis et al., 2010). As a result in this observe correctly hiring and
selecting the workers, providing them performance based rewards as well as completely developed training program
consider as a heavy power of encouraging workers and such programs develop their intelligence regarding green
organizing. (Renwick,2008; Sudin, 2011). A number of large firms of the earth and specifically large businesses in
India contain lot of commercially wide green performance principals to compute how great resourcefully the
business are the making the environment green. The values comprise correct on place utilization of materials,
suitable management of depletion of stock, directing green inspection (audit), lessening of deplete material. In
addition values contains improving such IS (Information system) structure that confirm to be supportive in greening
the earth. i.e. environment structure as well as audit for bring together constructive information on administrative
performance against environment management (Mandip, 2012).
Negative Impacts of G-HRM on Organizational Environmental Objectives
Not at all rules plus practices are free of interrogation. On the other hand of the account of benefits, there are too
a only some interrogations of utilizing the practices in the business. The interrogations are given below:
• There are a several workers in each business who are no more evenly encouraged to acquire environmental
human resource management.
• Improving as well as retaining an elegant of environment human resource management is a long and time
overwhelming progression.
• By the side of earlier level of execution, it necessitates a large venture and might carry short incomes.
• Hiring and guiding workers as regards environment human resource is a challenging work to perform.
• It's extremely complicated to evaluate environmental performance of workers behavior.
• It's complicated to convert workers approach to ecological HRM from fixed HRM in a small era of time
• A main provocation for human resource expert is to choose and improve prospect ecological supervisors is
to make ecological system, set up environmental doing procedures, provided that ecological measures and
making predictable green thoughts for their workers. (MD. Sajjad hosain1, md. Sadiqur rahman 2016)

VI. Findings of the Study

Human Resource Management is a system that makes the employer and employee to work in a prescribed form.
The main role of Human Resource is to direct the whole working team in a productive manner. And the main
objective of the Human resource is to cut short the expenses and wastages. By this way the corporate now
concentrating to improve the level of productivity without making any changes in the level of resources we are
using. This leads to environmental as well as corporate benefits. And the present trends the people are also aware on
ecological protection with this sense the corporate can make better image by following the ecological principles with
the touch of management which means Green HRM. From the above review it is to be recognized that the
significant of Ecological Human Resource Management practices is very essential to promote corporate benefits,
plus by applying the Green Human Resource practices the environment can get away from the natural damages. But
in some functional part of the workers feels so hard for getting adoption on green human resource management.
Because they felt their working speed and time is extend by this GHRM. To erase this mindset of the worker the
company should take some promotional activities which means first we may arrange some lively program on
GHRM, we can give work from home options when they need relaxation this make some better feel on GHRM and

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we may also provide work efficiency report this will show variation of stress level between two various working
conditions , then we may give certain percentage which is retained by following the GHRM, this will make easier
the monitory process also.

VII. Conclusion and Directions for the Future Research

This article contains a conceptual measure of impacts on Green Human Resource Practices on textile industry
and this study is done only with the preference of secondary data. By this base the future research may conduct in
the analytical view with the optimum sample size and particular sector wise deep studies also be recommended.

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