Impact of Green Human Resource Management on Sustainable Performance

¹ Assistant Professor, Chandigarh School of Business CGC Jhanjheri
² Assistant Professor, BITEC, Lalpur
³ Department of Management, MM Institute of Management, Maharishi Markandeshwar (Deemed to be university), Mullala-Ambala, Haryana, India - 133207
⁴ PhD. Candidate, Graduate School of Economics, Osaka University, Japan
⁵ Deputy Dean Faculty of Management Sciences, Durban University of Technology, South Africa

^* Corresponding Author Email: aggarwalmadhuri20@gmail.com
milidutt22@gmail.com
vandanamadaan1984@gmail.com
longpt.aep@gmail.com
melaniel@dut.ac.za

Abstract

The major purpose of Green Human Resource Management is to create a workforce that recognizes, values, and implements green ideas while upholding the company's green goal in the Human Resource Management practice of hiring, selecting, training, developing, rewarding, and promoting the human capital of the company. Two key elements of green HR are the protection of intellectual capital and eco-friendly Human Resource practices. Numerous academics have examined the value of green HRM in fostering an environmentally conscious mindset among employees, although this area of study is still in its infancy. Businesses now place a higher priority on environmental management and green management, and they have aligned their goals and tactics to reflect this. As a result of the realities of corporate globalization, the economy has changed from a traditional banking and economic structure to a more modern, capacity-based one. In other words, it takes both environmental economics and environmental management into account. Green human resource management, which has received a lot of attention in corporate organizations, may be used effectively to maintain green workplaces and green practices, which will help to green organizational culture. For businesses to achieve their environmental objectives, such as going green, green HRM is a crucial strategic tool. The results of this study indicate that practices like green hiring have an impact on the sustainable performance of both public and commercial healthcare organizations. Data were acquired using a quantitative research approach. 200 persons, including representatives of both public and private healthcare services, participated in the survey. Partial least squares-structural equation modelling was used to analyze the data. Hiring green candidates benefits the performance of the environment, the economy, and society as a whole. This research benefits organizations by assisting them in applying GHRM techniques that support organizations in every way. Additionally, this research will be helpful to policymakers because it will provide them a better understanding of how to promote GHRM practices and improve organizational sustainability.