Abstract

Green HRM manner eco-friendly and sustainable improvement exercise must be

accompanied in each zone of HRM. It refers to policies, practices, and gadgets that
affect personnel of the organization inexperienced and sustainable implementation
of sources for the betterment of the individual, society, herbal surroundings, and the
business. The motive of this Article is to suggest that pleasant practices may befall
through the assistance of inexperienced practices with HRM. How we're benefited
through the assistance of inexperienced human useful resource control regulations
and practices. Green HRM additionally shifted the traditional regulations and
practices and gave a few assertions toward GHRM. Most advanced nations like the
USA, China, and the UK unexpectedly advanced Green HR regulations and
practices. The growing nations are following. Now a day’s maximum interest in the
Garments zone is drawn toward sustainable improvement. Garments industries have
massive increase possibilities through going inexperienced practices and developing
brand new pleasant surroundings that facilitates them lessen operational fee with a
carbon footprint. So far little or no studies have been performed on this subject
matter even withinside the superior nations. Green control in 1997 was organized
through McDonagh however there's no clean rationalization in which period GHRM
without a doubt invented. The strategy includes enforcing numerous HR
characteristics inclusive of recruitment, induction, training, and improvement,
carrying out overall performance evaluation, and figuring out the repayment of
personnel.

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 Introduction
With the passage of time, various countries have chosen the garment industry to
become economically established. This industry is a good means to establish a
country economically. But it is one of the causes of pollution in the environment.
Garments industry waste, polluted water, paper etc. pollute the environment. And to
prevent this pollution, conducting environmentally friendly activities is corporate
social responsibility. GHRM originated from this concept of CSR, as environmental
protection is now one of the buzzwords. Green HRM options are immense in
preventing current climate change, creating efficient and environmentally friendly
human resources.

Human resource management (HRM or HR) is the strategic approach to the effective
and efficient management of people in a company or organization such that they
help their business gain a competitive advantage.

Green HRM is designed to enhance employee performance in the service of the

employer's strategic objectives. A broader definition considers GHRM as
"phenomena relevant to understanding relationships between organizational
activities that impact the natural environment and the design, evolution,
implementation and influence of HRM systems.

Green Human Resource Management or Green HRM is a recent ongoing research

field that includes all aspects and practices of HRM that pursue environmental
sustainability goals. It aims to align the goals of the company and society without
compromising the goals of the company. Bangladesh directly faces the adverse
effects of global climate change. Therefore, RMG of Bangladesh as a growing and
occupying a large market in the outside world. RMG Factories in Bangladesh are
trying to adopt Green HRM very fast to face the climate change and feel the moral
responsibility to capture the global market.

Green human resource management (Green HRM or GHRM) emerged as an

academic concept from the debate of sustainable development and corporate
sustainability. Wehrmeyer (1996) is often stated as laying the foundation with his
idea that "if a company is to adopt an environmentally-aware approach to its
activities, the employees are the key to its success or failure".

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Green HRM is known as one of the most important practice to make environment
green. Now a days Organizations are realizing and arranging training and workshops
to engage and developed their employees towards reducing waste, reuse old things
and proper utilization of resources with minimal usage of power and electricity. For
long term sustainability and development firms should not only focus on profit
maximization but also actively take into consideration all environmental and social
aspects which are affected and controlled by them. For future generation we have to
protect our environmental resources so that they can thrive on it, the concept of green
Human resource management pursues us to understand the need of balancing
industrial development for profit and wealth creation and protecting our natural
environment.

Green employee engagement

Green employee engagement Now a day’s top talents are attracted by organizations
that have a high environmental concern. Green jobs concern about sustainability and
83 environment-related job opportunities. The green servant has a genuine interest
and passion for business fitness. Engaging employees for environmental
sustainability are very important for an organization. The Human Resources
manager recruits’ customers, employees, and people who are committed to the
environment and employees are rewarded for achieving goals such as waste
reduction or energy use. Employees take the company's sustainable values into their
personal lives. There are several ways to get employees involved in turning green.

• Share the vision

• Start a green team
• Awareness of employees
• Provide incentives
• Make it fun
• Be an example
The green servant has a genuine interest and passion for business fitness. Engaging
employees for environmental sustainability are very important for an organization.
The Human Resources manager recruits’ customers, employees, and people who are
committed to the environment and employees are rewarded for achieving goals such
as waste reduction or energy use. Employees take the company's sustainable values

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into their personal lives. There are several ways to get employees involved in turning
green.

Share the vision

Start a green team
Awareness of employees
Provide incentives
Make it fun
Be an example
Increasing the company’s environmental performance is a good habit. Renwick et
al. (2008) proposed some green employee relationships and union-management
practices. The evolution of green human resource management has penetrated the
organization's employee relations and trade union management activities. Employee
relations and trade union support (in the context of a union workforce) are critical to
the implementation of corporate human resource management initiatives and
programs. Some companies have strategies to gain the desired support of unions for
corporate environmental management initiatives. Some essential union-
management practices related to green employee engagement are mentioned below.

• Involvement of employees in green schemes and problem-solving circles

• Independence of staff to formulate and test green ideas
• Participate in the maintenance and maintenance of employees
• Green employee preparation schemes for linking to industry/company
standards
• Line of environmental management / supervising supportive behavior
• Union management negotiating green workplace agreements,
• Training union representatives on environmental management aspects
• Encouraging employees to use green transportation systems, low carbon
heads to increase environmental management performance (Including the
CEO and the board) and right Whistleblowing and introducing helplines are
• Joint consultancy to address the environmental issues of the organization.
• Sharing on environmental initiatives or programs.
• Recognition of the Society as a major stakeholder in environmental
management.
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 Literacies Review
In 2013 Renwick, Redman and Maguire have defined GHRM as the integration of
Corporate
Environmental Management into HRM.

According to Jabouri, Santos and Nagano (2010) Green HRM was defined as the
“Greening of functional dimensions of HRM such as job description and analysis,
recruitment, selection, training, performance appraisal and rewards”

Spatha (2013, p.28) defines: “Green HRM is referred to all the activities involved in
development, implementation and on-going maintenance of a system that aims at
making employees of an organization green.

By presenting analytical and theoretical perspectives on GHRM Arul rajah and

Opatha (2016, p.152) define GHRM as the environmental (green) orientation of all
human resource functions or practices of an organization at all levels. Further
they define that “The GHRM deals with rethinking the basic concepts of HRM, its
objectives, functions, processes, activities, and strategies in an environmentally
friendly manner in order to accommodate the needs of ecological sustainability.”

GHRM is part of a broader framework of corporate social responsibility and means

the application of HR policies to promote sustainable use of company resources and
to support ecology; and its primary objective is to develop ecological sensitivity in
employees and to make them aware of how their own behavior may affect the
environment (Bombiak and Marciniuk-Kluska, 2018)

According to these two researchers Basu and Gopal (2019), GHRM is an integral
part of corporate social responsibility and it includes application of HR policies for
promoting use of organizational resources in a sustainable way and supporting
ecology.

GHRM is concerned with planet-related matters such as green

roles of employee, green HRM functions, green attitude and behavior, and green
performance of job (Opatha, 2019)

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 Methodology
Purpose: Green HRM is a new horizon for environmental protection. This study has
been conducted to find out how the Green HRM is being managed in some existing
RMG organizations in Bangladesh and how much the employees are engaged to it.

Data collection and questionnaire design: We have collected the data of 10 HR

managers & 20 employees for the research assignment. I have collected data from
10 HR managers to know how an organization manages green HRM. And I have
collected the data of 20 employees to know the extent of employee engagement in
Green HRM. In this data collection, questions based on Strongly Agree, Agree,
Neutral, Disagree, Strongly Disagree were asked. We ask management employees
15 questions each. And ask employees 10 questions. The main purpose of asking
these questions was how an organization can take the help of green HRM while
managing in an environmentally friendly manner. How they provide
environmentally friendly training to employees. Also tried to know about their staff
evaluation and reward system. We try to collect maximum amount of information
from the organization about how they practice Green human Resource Management
and employee’s engagement.

Questionnaire: The questionnaire used as a data collection tool for the present study.
The responses were taken by multiple answer questions. All the measurement items
comprising the research questionnaire are adapted from the literature. For proper
understanding, some terminologies were changed in the existing measurement
scales. All responses have been measured by using five-point scale items, ranges
from “1 = strongly disagree” to “5 =strongly agree”

Ethical Consideration: In this research study, respondents have been fully informed
about the purpose of the study and respondents are assured that their provided facts
and data will remain confidential, and will use for only educational purpose. The
questionnaire we distributed for collecting data among the respondents is not forced.
In contrary, the researcher tries to assemble positive relationship with participants.

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 Green RMG factories in Bangladesh
The ready-made garment (RMG) sector has become a key driver of the Bangladeshi
economy: earning US$31456.73 in 2020-21, employing around 4.22 million
workers, and accounting for over 81% of the country’s total export earnings—
essentially acting as the backbone of the economy. In order to stay ahead in a
tremendously competitive market, the country’s garment industries are increasingly
investing in avenues to boost their competitiveness and productivity. This has
entailed taking giant leaps in investing in state-of-the-art factories that couple
increased productivity and efficiency, with environmental sustainability and
worker’s safety. With the consideration of corporate social responsibility and at
present adverse environmental situation many RMG industry in Bangladesh are
adapting green HRM practice.
In Bangladesh, the RMG sector started practicing Green HRM officially in 2010.
The govt. launches some regulation to run factory and office by practicing green
environment. Bellow there are some company, group or factory whose name
mentioned who are practicing Green HRM.

1. Hamim group (estd. 1984)

2. Ananta Group (estd 1983)
3. Dbl group (estd. 1991)
4. Pakiza group (estd. 1982)
5. Standard Group (estd. 1984)
6. Fakir Group (estd. 1988)
7. Epic group (estd. 1971)
8. Mohammadi group (estd. 1986)
9. Givensee Group of Industries (estd. 1982)
10.Echotex ltd. (estd. 1980)

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We have visited Echotex Ltd. For gathering more information about this topic. We
have asked several questions to them. For different topic we asked bellows
questions:
In chart color refers,
Strongly Agree Agree Neutral Disagree Strongly Disagree
Green HRM practice and employee engagement:

For Management employee

1. How much your organization has adopted of Green HRM practice and
employee engagement.
2. It helps your organizations to reduce employee carbon footprints by electronic
filing, car sharing, using bicycle, reduction of paper use.
3. Green HRM helps to achieve higher job satisfaction and commitment which
leads to higher productivity and sustainability.
Outcome:

1st question 2nd question 3rd question

000 0 0 0%
000
10

100
100% 90 %

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For worker employee

1. As an employee you play a role in creating an internal green environment in

this factory.
2. You work in this organization only because this organization is run on Green
HRM.
Outcome:

1st question 2nd question

0
0%
000 0 0%

10%

90%
100

Green HRM training and development and employee engagement:

For Management employee

1. How much your organization has adopted of Green Training and

Development.
2. Your organization recruits those employees who has environmental
awareness.
3. Green HRM practices is cost effective for production.
4. By the help of Green human resource training in Garments industry they
bring down costs without losing their talent.

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Outcome:

1st question 2nd question 3rd question 4th question

0 00 0 0

30%

70% 100 100

100 % %
%

For worker employee

1. If you have not previously worked in green factory, after join here whether
your performance has increased
2. Green HRM has improved your performance and efficiency
Outcome:

1st question 2nd question

0
0 0

100% 100%

10
Green employee perception and employee engagement

For Management employee

1. Employees feel more comfortable at work when they know about, they are
working under Green
2. The employees have the knowledge about green attitudes and sustainable
society.
3. Employees have a positive attitude towards creating a green environment in
the organization.
Outcome:

1st question 2nd question 3rd question

0 0
0

100
100% 100%
%

For worker employee

1. You have come to work under Green HRM from social responsibility.
2. You encourage those who are not working under Green HRM to work under
it.

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Outcome:

1st question 2nd question

00
0

30%

70%
100%

Green performance appraisal and employee engagement:

For Management employee

1. Green HRM has improved your performance and efficiency.

2. According to McGregor's assumption X and Y, do you agree that green HRM
has turned your workforce from X worker to y worker?
Outcome:

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 1st question 2nd question
0 0 0 0

30%

70%
100%

For worker employee

1. You are satisfied with the way Green HRM appraises your performance.
2. Green performance appraisal affects employee's moral formation and create
environmentally aware.
Outcome:

1st question 2nd question

0 0

100% 100%

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Green pay and reward system employee engagement:

For Management employee

1. Your employees are rewarded for achieving goals such as reduction of waste
and energy use.
2. Without Green reward system and pay, your employees take initiatives to
create a green environment together?
3. You think the green pay and reward system affects the green behavior of
employees?
Outcome:

1st question 2nd question 3rd question

0 00 0

30%

70%

100% 100%

For worker employee

1. The green pay reward system encourages you to create a green environment.
2. You are getting enough green pay and rewards for your Green work

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Outcome:

1st question 2nd question

0 0

100% 100%

Findings
Green HRM practices and employee engagement:
There is a positive relationship between Green HRM practices and
employee engagement. Green HRM affects employee workplace green behavior for
many reasons. Special attention is paid to recruitment, selection, training etc. of
employees to promote green HRM practices in various ways.

Green HRM IN training and development and employee engagement:

Bellows are some point on how Echotex ltd. train and develop and
employee engagement.

• Green Training can be used to prepare employee to meet some new challenges
and hierarchical change to overall worker commitment to process and recover
their abilities and persuade them to perform well in their association.
• Continual green training and development practices can improve them
employee to involve in various green activities, which developing the
employee engagement system of the organization.

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 • Green training and development are extremely essential for employee
motivation to participating in green initiatives.
• It is very important for the employees so that training and development
programs based on green practices help employees to understand the
consideration of health and safety issues of that organization
• Green Training helps to prepare employees to upgrade and refine their
employee skills and inspire to execute well

• In the field of Training and development in current RMG sector, the effect of
green HRM is not seen as much as if it is effective, we can associate it as full
green.

• It goes without saying that GHRM has no influence as training and

development activities continue as usual in the RMG sector. Because we
know that training and development is given to two types of workers
1. unskilled
2.Skilled.
Green HRM much influence unskilled workers to passionate their own work.

• Finally Considering all aspects we can say that GHRM is at the initiative stage
in RMG sector of Bangladesh. The far future will have even wider
implications.

Green employee participation and engagement

From our research we found out about green employee participation that employees
in Bangladesh RMG industry managers practice green practices also there GHRM
has been being practiced very well. They are all aware of the environment but the
workers in garments, they seem to have no idea about going green they just come
and do their work and go to their home.

Managers participation of green is very sustainable for environment. They actually

participate in

• Reduce carbon footprint

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 • Using recycled material
• Reduce the consumption of paper
• Avoiding plastics
• Using LED
• Avoiding using fans they don’t need fans their environment is cool because
of planting trees everywhere.
• Avoid using air conditioner
But the workers don’t actually deal with any green work let alone their following
green in personal life.

Green performance appraisal and employee engagement

Our visited factory apprises their employee according green rules or environment
friendly way. But this apprise system is confidential. That’s why they did not share
it with us. But the told some basic ways. Such as

o How one employee using environmentally friendly tools.

o How they are keeping clean arounds

Green Pay and Reward System and employee engagement

We have talked to HR department officials and employees in the said organization

and found out that there are about 16000 workers working in the organization. The
organization has separate paid workers for all green work including beautification
and internal environment protection, keeping clean, planting trees,
maintenance. Garment workers are not included for these jobs. To know more
about this, we ask why they are not involved in green work? In response, they say
that workers cannot reach their goals after a full day of work and therefore do not
feel the need for organizations to engage them in green work. Talking to the
workers, we know that they are not aware of green HRM and for this they are given
green pay or reward. But they enjoy working in this green environment.

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Recommendation:
Bangladesh has great potential because the increasing population is considered an
asset. But not everyone can make this asset much more effective. That’s why HRM
is needed. HRM can control and develop the potential of the population. The more
effective the HR department is the more effective the production and thus a very
profitable garments industry is made.

An eco-friendly environment brings employee satisfaction and motivates employees

to work. The practice of GHRM reduces employee turnover and develops the
employee. So, we should follow GHRM in the garments sector. When people see
that the product is eco-friendly, they naturally want to buy that product so we should
follow the GHRM to make the garment profitable

Proper practice of HRM is possible through GHRM. So green human resource

management should be followed by the garment industry to practice a nearly perfect
human resource management

Conclusion:
The green work-life balance concept is mentioned as a new perspective for Green
HRM. As an emergent and difficult construct, the development of Green HRM
practices manifested by various factors. The transfer of founded theories of work-
life interaction to Green HRM has shown that it can be useful to go beyond “greening
employees” and to consider the whole human being with their private life and
consumer behavior. The recent research focuses on the relationship of green HRM
practices such as green employee performance, green performance evaluation, green
pay and reward, green training and improvement with employee behavior i.e.
employee engagement. The greening and inspiration of employees as human beings
can only be successful if environmental scene is considered in all core business
processes. Some of these practices can explain the tendency of employees towards
their job under the tenet of RBV theory.

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Reference:
➢ Human Resource Management by Aswathappa 6E
➢ Wehrmeyer, Walter (ed.). Introduction. Greening People: Human Resources and
Environmental Management. Sheffield: Greenleaf Publishing. pp. 11–
32. ISBN 9781874719151.
➢ Defining Green and Green Human Resource Management: A Conceptual Study
(Opatha, H.H.D.N.P. & Hewapathirana, R.A.)
➢ Impact of Green Human Resource Management (GHRM) practices in Garment
industry: Bangladesh Perspective. (Sajun Saha, Rimon Sarker, and Syed
Meherab Ahmed)
➢ Impact of Green Human Resource Management (GHRM) practices in
Garment
industry: Bangladesh Perspective. (Sajun Saha)
➢ The Influence of Green Performance Appraisal and Green Compensation to
Improve Employee Performance through OCBE (Fathia Ardiza, Lenny C.
Nawangsari, Ahmad H. Sutawijaya)
➢ https://en.wikipedia.org/wiki/Green_human_resource_management
https://www.iedunote.com/green-hrm
➢ https://youmatter.world/en/definition/green-human-resources-management-
meaning-definition/

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