Green HR Practices: An Empirical Study in an Manufacturing Sector

Abstract

Green Human Resource Management (Green HRM) has become a critical strategy for organizations that want to reconcile business development with environmental sustainability. This research investigates the implementation and efficacy of Green HRM practices on different dimensions, such as Green Training & Development, Green Performance Evaluation, Compensation & Incentives, Employee Involvement, Employee Empowerment & Engagement, Planning & Operational Practices, and Review Practices. The study intends to measure the employees' awareness level, levels of engagement, and overall effect of Green HRM on organizational performance and sustainability. Following a descriptive research design and random sampling technique, data collection was carried out among employees of an Hosur-based manufacturing firm. Structured questionnaires with a Likert scale were used in order to explore employee attitudes towards Green HRM practices. The research suggests that though organizations are attempting to adopt Green HRM, obstacles like low workers' awareness, absence of formal incentives, and poor review mechanisms hamper its maximum potential. The research underscores the need for holistic training, eco-friendly performance measurement, and strategic policy incorporation in order to maximize Green HRM success. The study adds to the existing literature on sustainable HR practices, with relevant implications for organizations that seek to enhance their environmental commitment and corporate sustainability over the long term. The results highlight the importance of organizations embracing responsive Green HRM strategies that encourage employee commitment and integrate with global sustainability objectives.

Keywords: Sustainability, green training & development, green performance evaluation, compensation, incentives. ____________________________________________________________________________________________