GREEN HUMAN RESOURCE MANAGEMENT

Green in this context refers to the presence to that colour in our natural
environment. Therefore, being conservationist, preservationist, environmentalist, nature
lover/non-polluter and maker of sustainable innovations is someone who can be called green.
Green HRM refers to implementing or applying environmentally sustainable practices and
alleviating the employee’s commitment on issues of environmental sustainability using HRM
practices like policy development, recruitment, performance Management or employee
relations. Evolution of this term ’Green HRM’ was brought about through in the year 1996,
by Wehrmeyer in his book ’Greening People’. Where he talked about increasing sustainability
through the most important resource- people. Educating them about the importance of such
practices, implementing policies to bring these practices in play and also rewarding people
who practice environmentally sustainable practices to encourage them and keep the practice
in loop, it highlighted work attitudes, personal motivation towards jobs or the organization.
Also, the relations with the colleagues are some elements which help succeed environmental
management. (Mishra et al. 2014). However, in recent years the meaning has been given by
other authors like Sudin in 2011, who says that there are positive effects of green capital on
corporate environment and also gives competitive advantage to firms. So, two motives that it
covers is considerable amount of impact on environment and that impact needs to be sustain
able. Margaretha and Saragih, bend towards initiating greener practices / culture in the
corporate sector to enhance efficiency, lower the costs and improve employment arrangement.