Green is the most beautiful color in the world and is the color of nature. A walk down green meadows and jungles makes you feel happy, relaxed and free from stress and strains of life. Being with nature and environment can ultimately bring us happiness and prosperity- be it our personal lives or business endeavors and in business world Green HRM can become an active partner in achieving objectives by creating HR platform where the workforce experience high job satisfaction and being better engaged. In this growing era the nature is being destroyed by the companies in order to fulfill the human needs so it is indispensable for all the businesses to have a proactive approach towards the management of environmental activities all around the globe (Daily et al., 2012; Jabbar et al., 2010; González-Benito & González-Benito, 2006).
Before the revolution in business world the victory of business was mainly depend on economic value but nowadays all the business firms have to take into consideration the diverse effects of ecological footprints of their businesses and should try their best to reduce these effects and to give importance to environmental and social factors as well so that they can gain success and generate value for shareholders and as well as for stakeholders (Govindarajulu and Daily 2004; Daily et al., 2012; Sroufe et al., 1998). According to Martinez Fernandez, & Hinojosa (2010) in this industrialization era environment is being polluted tremendously by the waste of industries especially which is not renewable, it is of much importance for the government of every country as well as the organizations to make policies to reduce the effects this waste on the environment.
The increasing impact of polluted environment on our daily lives is a force for individuals and firms to adopt green policies so that we can save our nature (natural resources) for us as well as for coming generation. We are considering that desire to go green all over the world is increasing and in the near future it will become the norm for all the businesses due to its tremendous effects on business goodwill such as green technology, green products etc. there is a growing need for the incorporation of the management of environmental activities into HRM and this concept is called Green HRM (GHRM). So this is the factor forcing the corporate sector to adopt GHRM (Boiral 2006. González-Benito and González-Benito, 2006). Daily and Haung (2010) argued that the effective implementation of the environmental management system can only be done if the right person hire for the right job with the right skills and competencies for that particular job therefore, the functions of HRM has become the driver of the sustainability of atmosphere by aligning the organizations policies and practices (the HRM strategy) with the company’s overall strategy. This approach of going green is considered pretty profitable and effective since early 2000 (Lee; 2009). GHRM is a strategy used by the business firms to reduce the carbon footprints of each employee and talent retention and this term can be mixed with the concept of corporate social responsibility. According to Lee (2009) in order to measure and protect the environmental factors the strategy adopts by the firms is called GHRM. It is of the crucial importance for the organizations to insure that the environment where individuals lives is surely promoted and preserved (Daily and Haung; 2001). He further says that the organizations with the adoption of GHRM practices and policies are enjoying more benefits as compare to the companies having no such policies.
Various distinctive advantages which are related with the implementation of these practices are culture improvement of the organization and teamwork promotion (Jabbar et al., 2012), operational performance boosts (Jackson et al., 2012) and the reduction of overall cost (Hart 1997). It is concluded from the above discussion that the implementation of these policies is necessary for all the businesses in order to safe nature and employees rights so that they can gain competitive advantage. So the main aim of this study is to find the link between GHRM policies and the benefits by adoption of these practices by all the businesses.
GHRM is an area of the study where HRM policies and practices are used to ensure the efficient use of natural resources in any business and more specifically it encourage the cause of ecology. It lessen the carbon footprints through the efficient and effective use of available resources such as telecommunication, less printing of papers, job sharing, video conferencing and interviews through Skype (reduce traveling expense) etc (Shakti; Gill Mandip, 2012). So according to this view there are two main essentials of GHRM i.e. environmental friendly practices and employee retention. The practices of GHRM include R&S, PMS, T&D and employee participation and engagement (Meily Margaretha and Susanti Saragih, 2013). The organizations using GHRM policies are enjoying many benefits such as reduction in carbon footprints, cost cut, preservation of environment, preservation of natural resource, employee retention and work life balance. GHRM play a very significant role in the business in order to solve environment related issues (Shaikh, 2010).
