Green Human Resource Management: An Empirical Study of India

Abstract Purpose: The broad over-arching goals of this work were to study the existing constituents of green human resource management (HRM), to understand the green HRM practices being followed by different companies in India (belonging to certain sectors) and to compare the different sectors in terms of adoption of green HRM. Methodology: A questionnaire was meticulously prepared by the authors to collect the data for this study and was sent to various Indian companies belonging to four sectors: IT/IT services, banking/finance, consultancy and engineering/technology. The questionnaire included a carefully selected collection of questions to gain rich insights into different aspects of green HRM implementation. Findings: most of the companies included in this study are following green HRM (though to varying extents). Green recruitment, green training and development & green safety and health management are the most prominent green HRM functions while green performance appraisal is the least popular green HRM function among these organizations. The IT/IT services sector is most actively using green HRM practices while the banking/finance sector is the most reluctant to adopt green HRM. Practical Implications: a rigorous structure for companies to implement green HRM is provided.

Download Full-text

The relationships between Human Resource Practices on Employee Retention in Malaysian Industrial Settings

GATR Global Journal of Business Social Sciences Review - GATR Global Journal of Business and Social Science Review (GJBSSR) Vol.7(1) Jan-Mar 2019 ◽

10.35609/gjbssr.2013.1.2(2) ◽

2013 ◽

Vol 1 (2) ◽

pp. 09-20

Author(s):

Kim Lian Lee ◽

Sarvanan Singram ◽

Christopher Luke Felix

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Performance Appraisal ◽

Human Resource ◽

Employee Retention ◽

Management Practices ◽

Human Resource Practices ◽

Manufacturing Companies ◽

Hrm Practices ◽

Human Resource Management Practices

Objective - The study explores the relationships between human r esource management practices on employee retention in Malaysian industrial setting s . The human resource management practices such as selection, training and development, performance appraisal and reward were considered in this study as the main factors that impact the employee retention in an organization Methodology/Technique - All d ata used in th is study consist s of respondents of executives and managers in manufacturing companies located in Klang Valley, Malaysia. Data processing and statistical analyses were mainly carried out using SPSS. Reliability test was used to check the con sistency and dimensionality of the scale items. P e a rson Intercorrelation was used to measure the associations among the human resource practices and employee retention and Multiple Regression Analysis to check the criterion - related validity of the scale i tems and to complement the correlation results. Findings - Data from 151 respondents from various industries show ed that the reward was most correlated with employee retention. This is followed by performance appraisal, in which fair and inclusive appraisa l leads to better retention. On the contrary, selection was found to have least significance relationship with employee retention. Novelty - The contribution of the study is in asserting some findings for human resource manager to understand the importanc e of an effective HRM practices on employee retention in the manufacturing industry. Apart from that, this research provides an understanding of some important elements in human resource management practices that are more effective in employee retention. Type of Paper - Empirical Type of Paper - HRM Practices; Employee Retention; Relationship; Significance .

Download Full-text

The Effect of Green Human Resource Management on Organization Citizenship Behaviour for Environment (OCBE) and Its Implications on Employee Performance at Pt Andalan Bakti Niaga

European Journal of Business Management and Research ◽

10.24018/ejbmr.2021.6.1.716 ◽

2021 ◽

Vol 6 (1) ◽

pp. 174-181

Author(s):

Ari Saputro ◽

Lenny Christina Nawangsari

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Performance Appraisal ◽

Human Resource ◽

Employee Performance ◽

Partial Least Square ◽

Equation Modeling ◽

Survey Method ◽

Green Performance ◽

Green Human Resource Management

This study aims to analyze the effect of Green Human Resource Management on Employee Performance through Organization Citizenship Behavior for Environment (OCBE). This type of research uses a survey method with a quantitative approach. This research was conducted at PT Andalan Bakti Niaga. Sampling using nonprobability techniques with a sample size of 80 people. Data analysis in this study used Structural Equation Modeling (SEM) with Partial Least Square (PLS) software version 3.2.7. The results obtained in this study: 1) Green Recruitment, Green Training, Green Compensation and Rewards have a positive and significant effect on OCBE; 2) Green Performance Appraisal has no significant effect on OCBE; 3) Green Training and Green Performance Appraisal have a positive and significant effect on Employee Performance; 4) Green Recruitment and Green Compensation and Rewards have a negative and significant effect on Employee Performance; 5) OCBE has a positive and significant effect on Employee Performance; 6) Green Recruitment, Green Training, Green Compensation and Rewards have a significant effect on Employee Performance through OCBE; 7) Green Performance Appraisal has no significant effect on Employee Performance through OCBE; 8) Green Human Resource Management has a significant effect on OCBE; 9) Green Human Resource Management has a significant effect on Employee Performance.

Download Full-text

Exploring Ambient Discriminatory HRM Practices: An Insight From Kingdom Telecom Company

The Journal of Social Sciences Research ◽

10.32861/jssr.53.646.654 ◽

2019 ◽

pp. 646-654

Author(s):

Dr. Zafrul Allam Dr. Zafrul Allam

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Performance Appraisal ◽

Human Resource ◽

Working Condition ◽

Developmental Process ◽

Intention To Stay ◽

Kingdom Of Saudi Arabia ◽

Hrm Practices ◽

Graphical Symbol

The current paper was intended to determine the ambient discriminatory practices pertaining to human resource management (HRM) in two different telecom company situated in the Kingdom of Saudi Arabia. Hundred and twenty employees working in the company were contacted for this investigation randomly to get the ideas about discriminatory human resource management (HRM) practices. Questionnaire related to discriminatory human resource management (HRM) practices including biographical information blank sheets were administered to the subjects to determine the discriminatory practices related to human resource management (HRM). Mean and graphical symbol were used to examine the data and the results of the investigation discovered that discriminatory HRM practices existed in terms of training & development, job analysis, recruitment & selection, intention to stay in the company, compensation & benefits, co-workers relation, performance appraisal, working condition, communication and security & health but in a marginal form. The researcher has recommended further study to eliminate ambient discriminatory HRM practices to make the employees more enthusiastic and vigorous to perform well and play important role in the developmental process of organization.

Download Full-text

Effects of Green Human Resource Management on Employee Green Behavior: Moderating Role of Employee Environmental Knowledge

International Journal of Sustainable Development & World Policy ◽

10.18488/journal.26.2021.102.64.80 ◽

2021 ◽

Vol 10 (2) ◽

pp. 64-80

Author(s):

Kajol Karmoker ◽

Farhana Amin Kona ◽

Amanta Hasnat Oyshi ◽

Kazi Snigdha Yasmin

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Environmental Knowledge ◽

Policy Makers ◽

Hrm Practices ◽

Green Behavior ◽

Green Human Resource Management ◽

Managerial Level

The study was conducted with an objective of measuring the effects of green human resource management (green HRM) practices on employee on-the-job and off-the-job green behavior within the context of garments industry in Bangladesh. Moreover, the study tested the moderating effects of employee environmental knowledge on the relationship between green HRM practices and employee on-the-job and off–the-job green behavior. A self-administered questionnaire survey was conducted in order to collect data from the participants. Two hundred and seventy employees working at the managerial level of garments factories in Bangladesh participated in the survey. Moderated regression analysis was employed to test the proposed research model. The study findings revealed that green HRM practices positively and significantly influenced employee on-the-job and off-the-job green behavior. This findings suggest that employee green behavior displayed both inside and outside the organization stem from the learnings and experiences inside the organization. Employee environmental knowledge was also found to moderate the effects of green HRM practices on employee on-the-job and off-the-job green behavior indicating that green HRM effects are stronger in case of environmentally concerned employees. The study findings provide HR professionals and policy makers with the guidance regarding the promotion of employee green behavior for improving environmental performance.

Download Full-text

The Impact of HRM Practices on Job Satisfaction in the select Star Hotels of Coimbatore

International Journal of Innovative Technology and Exploring Engineering - Special Issue ◽

10.35940/ijitee.j1033.08810s19 ◽

2019 ◽

Vol 8 (10S) ◽

pp. 180-191

Keyword(s):

Job Satisfaction ◽

Resource Management ◽

Human Resource Management ◽

Performance Appraisal ◽

Human Resource ◽

Management Practices ◽

Training And Development ◽

Employee Job Satisfaction ◽

Hrm Practices ◽

The Impact

Employees are the greatest asset for any organization and they are pivotal to organization’s effectiveness. Satisfied employees can contribute more to the attainment of organizational goals (Maimako, 2016). According to literature survey(Jeet, 2014; Hassan,2013) the high level of employee job satisfaction will lead to lower turnover, increase in production, increase in customer service, cost reduction in recruitment and selection,lower training cost and improvement in team work.Oyeniyi,Afolabiand Olayanju(2014) and Maimako, (2016)state thatgood Human Resource Management (HRM) practices like training and development, performance appraisal, compensation and safety and health have direct impact on employee job satisfaction and this leads to increase in satisfaction level. For this research, five HRM practices (Staffing; Training and Development, Performance Appraisal, Performance Rewards, and Internal Communication System) were taken to find theirimpact on Job satisfaction. Data collected from ten star hotels in Coimbatore city show that human resource management practices have positive impact on job satisfaction. The moderation effects of gender and salary also have had animpact on employee job satisfaction.

Download Full-text

Green Human Resource Management and Environmental Innovativeness

International Journal of Sustainable Development and Planning ◽

10.18280/ijsdp.160613 ◽

2021 ◽

Vol 16 (6) ◽

pp. 1117-1130

Author(s):

Sufaid Ali ◽

Anees Janee Ali ◽

Khurram Ashfaq ◽

Jamshed Khalid

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Manufacturing Firms ◽

Hrm Practices ◽

Furniture Manufacturing ◽

Green Human Resource Management ◽

Innovative Culture ◽

Moderating Role

Drawing upon the resource-based view and the situated learning theory, this study examined the effect of green human resource management (HRM) practices on the firm environmental innovativeness. The moderating role of organizational innovative culture on the relationship between green HRM and firm environmental innovativeness was also assessed. A survey of 212 furniture manufacturing companies in Malaysia was analyzed using structural equation modeling. Results from the data analysis suggest that green HRM practices are positively associated with the firm environmental innovativeness. The positive effect of green training and green compensation on firm environmental innovativeness was found to be increased by moderating the role of organizational innovative culture. The present study clarifies key green HRM practices that can assist the environmental innovativeness in Malaysian furniture manufacturing firms and advances related research by proposing and examining an overarching model to enlighten such synergies and the moderating role of organizational innovative culture. The findings further extend the scope of green HRM research to promote innovation in the manufacturing firms. The theoretical and practical implications of green HRM are presented to enhance the environmental innovativeness.

Download Full-text

High Commitment Human Resource Management Practices and Employee Outcomes, HR Attribution Theory and a Proposed Model in the Context of Bangladesh

Information Management and Business Review ◽

10.22610/imbr.v5i11.1085 ◽

2013 ◽

Vol 5 (11) ◽

pp. 538-546

Author(s):

Nadia Newaz Rimi

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Performance Appraisal ◽

Human Resource ◽

Attribution Theory ◽

Management Practices ◽

Employee Outcomes ◽

Hrm Practices ◽

Proposed Model ◽

Human Resource Management Practices

Human resource management (HRM) practices have been studied as a composite or bundle approach with different names including different practices. Each bundle includes common HRM practices of staffing, compensation, training and development, performance appraisal, job design and career development issues with varying dimensions. The present study refers these HRM practices as High Commitment HRM (HCHRM) practices. Prior studies identify these HCHRM practices related to employee outcomes of satisfaction, commitment and retention. Consistent with early findings, the present study believes a relation between HCHRM and employee outcomes. Additionally, HR attribution theory is discussed here to explain the causal relationship between HCHRM practices and employee outcomes. Based on the review of HCHRM practices literatures and existing HRM practices of Bangladesh, a research model is proposed and propositions are developed, The model is expected to be tested in future to identify the relationship among HCHRM practices, HR attribution and employee outcomes in the context of Bangladesh. The proposed model can be tested in other countries as well.

Download Full-text

Comparative Analysis of the HRM Practices between Hospitality and Healthcare Sectors in South Kerala

SDMIMD Journal of Management ◽

10.18311/sdmimd/2016/8428 ◽

2016 ◽

Vol 7 (2) ◽

pp. 11

Author(s):

R. Prakash Pillai ◽

Christy Abraham

Keyword(s):

Health Care ◽

Resource Management ◽

Human Resource Management ◽

Performance Appraisal ◽

Human Resource ◽

Management Practices ◽

Primary Data ◽

Structured Interviews ◽

Hrm Practices ◽

Human Resource Management Practices

Hospitality and health care sectors have similarities due to service oriented and customer centric approach. The study is aimed to identify and understand the link between hospitality and health care sectors in terms of human resource management practices and how it enriches the business activities. The study is qualitative in nature and a case study was used. Purposive sampling method was used and primary data was collected through direct observation and semi-structured interviews with experts of the five star hotels and super specialty hospitals in South Kerala and secondary data was collected from journals, newspapers, books and internet, etc. Study analyzed that hospitality sector is having well functioned and polished HRM practices compared to health care sector. Each HRM practice is inter-connected and resulted into lower exit rate and better satisfaction of the staff. Proper execution of human resource management practices such as recruitment, selection, induction, training & development, performance appraisal, compensation, employee welfare, grievance mechanism and exit management has a significant role in satisfaction of the employees and performance of the organization. Well functioned HR department and HRM practices will enhance the effectiveness of the staff and that ultimately lead to the best quality service delivery.

Download Full-text

Human Resource Management Practices And Organizational Innovation: An Empirical Study In Malaysia

Journal of Applied Business Research (JABR) ◽

10.19030/jabr.v26i4.311 ◽

2010 ◽

Vol 26 (4) ◽

Cited By ~ 14

Author(s):

Tan Cheng Ling ◽

Aizzat Mohd. Nasurdin

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Performance Appraisal ◽

Human Resource ◽

Manufacturing Industry ◽

Management Practices ◽

Organizational Innovation ◽

Manufacturing Companies ◽

Hrm Practices ◽

Human Resource Management Practices

With rapid globalization, firms particularly those in the manufacturing sector have to continuously innovate for competitive advantage.  One way to do so is via effective human resource management practices (thereafter termed as HRM).  The purpose of this study is to examine the relationship between human resource management (HRM) practices and organizational innovation.  We employed a cross-sectional design with a sample comprised of 674 large manufacturing companies from six states in Malaysia which were identified as having a high percentage of innovating companies (Ministry of Science, Technology and Innovation, Malaysia (MOSTI), 2006).  Our independent variables comprised of five HRM practices (performance appraisal, career management, training, reward system, and recruitment).  Three types of organizational innovation (product innovation, process innovation, and administrative innovation) served as our dependent variables.  Our findings provided partial support for our main hypothesis.  Training alone was found to have a positive and significant effect bon the three forms of organizational innovation.  In addition, performance appraisal positively and significantly affects administrative innovation.  Despite the fact that our research framework was partially supported, our study highlights the profound role played by training in stimulating organizational innovation in the context of the manufacturing industry of Malaysia.  Implications of our findings and limitations of the research were discussed.

Download Full-text

The impact of human resource management practices on performance

The TQM Journal ◽

10.1108/tqm-10-2011-0062 ◽

2014 ◽

Vol 26 (2) ◽

pp. 125-142 ◽

Cited By ~ 30

Author(s):

Muslim Amin ◽

Wan Khairuzzaman Wan Ismail ◽

Siti Zaleha Abdul Rasid ◽

Richard Daverson Andrew Selemani

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Performance Appraisal ◽

Human Resource ◽

Career Planning ◽

Content Type ◽

Hrm Practices ◽

University Performance ◽

The University ◽

The Impact

Purpose – The purpose of this paper is to examine the impact of human resource management (HRM) practices on organizational performance. Design/methodology/approach – A total of 300 employees from a public university comprising of both academicians and support staff responded to the survey. The survey questionnaire had 46 items covering selected HRM practices and university performance. Findings – The study has found that human resource practices: recruitment, training, performance appraisal, career planning, employee participation, job definition and compensation have a significant relationship with university performance. Research limitations/implications – The results come from a cross-sectional study which was done at the convenience of the researcher. The results may not be generalized across the country. The application of the results to other universities must be done with maximum care. Practical implications – If the university is to increase its performance to higher levels, it should emphasize more on job definition, training and employee participation. Some improvement needs to be done on the other HRM practices-recruitment, performance appraisal, career planning and compensation in order to increase their effectiveness on the university performance. Originality/value – Most studies on impact of HRM practices on firm performance have focussed on private sectors in Malaysia. In other countries, the studies have focussed only on academicians as a sample. This study has attempted to add to the body of knowledge on the impact of HRM practices on university performance in Malaysia combining both the academicians and administration staff.

Download Full-text