A PROJECT REPORT

ON

“GREEN HRM”

Submitted in partial fulfillment of the requirement of

BACHELOR OF BUSINESS ADMINISTRATION (BBA)

GURU GOBIND SINGH INDRAPRASTHA UNIVERSITY

Submitted To: SUBMITTED BY

Arham Shamsi

Professor Gauri Dhingra BBA 6(B)Evening

10521401709

JAGANNATH INTERNATIONAL MANAGEMENT SCHOOL

VASANT KUNJ, NEW DELHI-110057

1

ACKNOWLEDGEMENT

A Research study can’t be completed without the guidance, assistance, inspiration

and cooperation from various quarters. This study also bears the inspiration of

many persons. This project required hard work, sincerity and devotion which I

tried my best to put in this project and in turn gained a lot of knowledge and

confidence from this project.

I am deeply grateful to my project guide Ms. Gauri Dhingra who has helped me

in completion of this project. She has been a constant guiding force and source of

illumination for me. It entirely goes to her credit that this project has attained its

final shape.

I am also thankful to all the respondents who spared their valuable time for filling

up the questionnaire and helped me out with this project.

Finally, I would like to thank my parents and all my friends, who provided me

with their constant support and took the pain to help me in completing the project.

2

CONTENTS

1. Introduction

2. Literature Review

3. Objective of Study

4. Research Methodology

5. Analysis

6. Findings

7. Conclusion

8. Limitations

9. Bibliography

10. Annexure

3

INTRODUCTION

What on earth is Green HRM?

We are entering a green economy-one in which consumer and employee

expectations and future environmental change will require business to address

“green” issues. Environmental consicous organizations will become increasingly

prom inent as we re-enter into a period of growth. Green HR is a not just a

strategy used primarily for reducing the carbon footprint of each employee and

talent retention.  Green HR has two essential elements: environmentally

friendly HR practices and the preservation of knowledge capital.

Most people will say that Green HR involves reducing your carbon footprint via

less printing of paper, video conferencing and interviews, etc. The most important

definition to remember in terms of our current economic situation is the

reclaiming of top talents of the organization. Companies are quick to layoff when

times are tough before realizing the future implications of losing that knowledge

capital.

Green HR initiatives help companies find alternative ways to cut cost without

losing their top talent; furloughs, part time work, etc. More employees are

becoming more concerned about the environment and climate change.  HR

departments are seeing Green HR as a cutting edge way to keep top talent in

house.  Top talent is considered the industry’s most valued asset, yet many

1

corporations have been treating them as expendable.  As knowledgeable,

experienced professionals become harder to find and retain, companies must

continue to be creative at finding ways of keeping these highly skilled workers.

This is a win/win scenario for the employee and the employer.  First and

foremost, it helps the environment.  The employer gets to hold onto top talent,

while increasing productivity because those employees are happy to be there.  A

happy employee is a productive one.  The employer has to be willing to provide

strong leadership, care for their employees, offer opportunities for professional

growth, offer opportunities for more responsibility, offer flexibility, and last they

must offer perks.

Take for instance, Soft Choice from Canada.  Soft Choice has a public

transportation policy.  If you take public transportation to work they pay their

employees an extra $90.00 per month.  Back in June, Soft Choice had a party on

World Environment Day, which used environmentally inspired foods and

products.

Green HRM may provide interesting results for all stakeholders in HRM. The

main environment focus of many business was paced on reducing waste and

optimizing resources. However, HR is never going to have a truly significant

impact on a business through the improvement of HR processes alone so the

greater opportunity is to contribute to the green agenda to the businessl as al

whole.

2

RECENT SCENARIO OF GREEN HR INITIATIVE

Many companies are adopting green HR which helps in reducing carbon footprint

through less printing of paper, video conferencing and interviews, etc. Companies

are quick to layoff when times are to Human capital and the systems surrounding

it are the true cornerstones of building a sustainable business. Green HRM

policies and practices that help safeguard and enhance worker health and well-

being; and for academics, they may reveal additional data to add an HRM element

to the knowledge base on Green Management in general. Businesses are

sustainable because of their operations and culture, but it's the employees who

craft and execute those eco-policies and create that green corporate culture.

Without developing personnel and implementing sustainable strategies, it's rather

difl'icult to go green successfully. That's why human resource (HR) practices are a

key component of sustainable business development. For example, a Mortgage

Lenders Network USA poll taken in 2007 shows that 72 percent of working

women expressed a strong preference in working for green employers; 64 percent

of men said the same.

Other research shows that young professionals, in particular, want to make a

difference in their chosen professions. A 2007 poll on green employment done by

MonsterTRAK.com found that 92percent of students and entry-level applicants

preferred to work for a sustainable company and 80 percent of young rofessionals

were interested in securing a job with a positive impact on the environment.

3

Employees are encouraged to work with to change printing defaults to duplex

printing. Moreover for internal travel in large factory premises they encourage

electricity operated cars/scoters/cycles rather than petrol/diesel fuel vehicles.

There is also an introduction of subsidized loan scheme for employees who opt

for green technology cars/scoters because they believe that green initiative drive

for customer will also support corporate sustainability strategy.

The topic of environmental sustainability is attracting increased attention among

management scholars. Despite its importance to managers, employees, customers

and other stakeholders, however, there are very few research studies that consider

the role of human resource management systems in organizations striving to

achieve environmental sustainability. There is thus a growing need for the

integration of environmental management into human resource management

(HRM) –green HRM –research practice. Green HR is the use of HRM policies to

promote the sustainable use of resources within business organizations and, more

generally, promotes the cause of environmental sustainability.

Green initiatives within HRM form part of wider programmes of corporate social

responsibility. Green HR involves two essential elements: environmentally-

friendly HR practices and the preservation of knowledge capital. The objective of

this paper is to detail a process model of the HR processes involved in green

HRM on the basis ilable literature on green HR. The present scenario of

4

organizational working and its impact on the environment has carry-forwarded the

go green concept form just individual to organizations. More organizations are

operating in more environment friendly way. An organization’s Human resource

department can be involved in facilitating an inclusive approach for creating a

culture of sustainability.

Green HRM and Sustainability are two different thin

gs which now a days are linked with each other, this paper deals with the meaning

of Green HRM ,Sustainability and their link and importance in today’s scenario.

Organizations are progressively more concerned with sustainability and Green

HRM. The HR function is distinctively positioned to assist both developing and

implementing Green strategies.

5

LITERATURE REVIEW

The impact of our daily activities on the environment and the desire to go green

has expanded from just individuals to organizations. More organizations are

volunteering to operate in a more environmentally responsible way. Local

municipalities are encouraging businesses to become greener by offering

incentives. In the near future, “being green" could become the norm. In

September 2007, the Society for Human Resource Management (SHRM)

conducted the SHRM 2007 Green Work place Survey to examine

environmentally responsible practices from the perspective of HR professionals

and employees.

We are entering a green economy - one in which consumer and employee

expectations and future environmental change will require businesses to address

“green” issues This survey brief explores types of practices organiza-

tions have in place, human resource professionals' and employees' perceptions of

their organizations’ practices, and HR professionals' role in their organizations'

environmentally friendly programs.

Green HR is one which involves two essential elements environmentally friendly

HR practices and the preservation of knowledge capital. Business professionals

consider it to be environmental initiatives to reduce employee carbon footprints.

6

The initiative can be like electronic ñling, car-sharing, job-sharing,

teleconferencing and virtual interviews, recycling, telecommuting, online training,

and energy-efñcient spaces. These ideas are being implemented to support

existing green HR efforts focused on increased process efñciency, environmental

waste reduction, and revamped HR products, tools, and procedures. These

measures also have an impact on intangible yet invaluable assets such as brand

and reputation. Green Human resource management (HRM) is an important topic

for research (Paawe and Boselie, 2003, 2005) and some basic theoretical issues

have been well accepted (Paawe and Boselie, 2005). It has contributed to our

understanding of the relationship among strategy, human capital, HRM and

organizational performance (Paawe and Boselie, 2005).

E mergence of Green HRM is influenced by the global competition, and the

corresponding search for sources ofsustainable competitive advantage (Dyer &

Reeves,1995). It has achieved its prominence because it provides a means by

which business firms can enhance the competitiveness and promote managerial

efficiency (Paawe and Boselie, 2005).It facilitates the development of a human

capital that meets the requirements of business competitive strategy, so that

organizational goals and mission will be achieved (Guest, 1987). Researchers

have established a broader perspective that is oriented toward managing the HR as

a whole. Instead of focusing on individual HR practices that are used

independently or in isolation, Green HRM researchers look more broadly at

7

bundles of HR practices or HR systems that are implemented in combination

(Paawe and Boselie, 2003; 2005).

In the past, sound economic performance of the firm was expected to guarantee

corporate success by companies and its shareholders, but now it is no longer

valid; economic and financial outcomes need to be accompanied by minimization

of ecological footprints and increased attention to social and environmental

aspects. Therefore, the new strategic issue, corporate environmentalism or green

management emerged in 1990s and became a popular slogan internationally in

2000s (Lee, 2009). Green management is defined as the process whereby

companies manage theenvironment by developing environmental management

strategies (Lee, 2009) in which companies need to balance between industrial

growth and safeguarding the natural environment so that future generation may th

rive (Daily and Huang, 2001). This concept becomes a strategic dominant issue

for businesses, especially multinational enterprises operating their business

globally (Banerjee, 2001).

In summary, green management refers to the management of corporate interaction

with, and impact upon, the environment (Lee and Ball, 2003), and it has gone

beyond regulatory compliance and needs to include conceptual tools such as

pollution prevention, product stewardship and corporate social responsibility

(Hart, 2005; Pullman et al., 2009; Siegel, 2009). Business firms play a key role in

8

the issues of environmental management since they are part of our society and

cannot be isolated from the environment, and in fact, they contribute most of the

carbon footprints in the past (Liu, 2010). Application of innovative technology

could alleviate the environmental deteriora tion by developing, for example, the

biotech products and by searching for alternative energy to reduce the use of finite

natural resources.

Thus, business should put more effort into the research on innovative technology

to minimize the impacts of environmental destruction by creating products that

are nontoxic and less pollution to environment (Liu, 2010; Ozen and Kusku,

2008).

9

BENEFITS OF HR INITIATIVE

Ten ideas for making the most of organìzation's efforts to provide green benefits:

1. Employees can be advised to start making changes at home, and then watch

them practice environmentally responsible behaviors at work. Once they witness

substantial energy savings from the solar panels or Energy Star-rated refrigerator,

they're more likely to buy into the value of saving energy and resources at home

and at work.

2. Employees can be asked to suggest ways the organization can go green.

Example: Companies can start an employee ugreen team” that can draw some

volunteers from the and some from employee workforce. The group can meets

monthly to bring changes such as the addition of transportation incentives and the

use of recycled papers.

3. Publicly congratulate to employees who take advantage of the company's green

beneñts and then publishing a quarterly, online newsletter devoted exclusively to

their stories-and to reminding workers about green beneñts and how to participate.

4. It is essential to look beyond the obvious beneflts like mass-transitsubsidies.

10

5. Everyone can be informed about green beneñts like job candidates,

shareholders, the media and community. In advertising campaigns environmental

issues can be focused. Press releases can be send to local media, which will

publicize the unique employee beneflts. Every employee communication must be

green.

6. It is important to review what employees have already done and it must be

publicize them while focus can be done to rewrite job descriptions to highlight

any green aspects of a position.

7. The concept has to be explained to the top management by collecting data.

Example: Gathering information on whether quality job applicants are accepting

job offers because of the organization's green benefIts. HR professional can make

it a point to ask candidates how important those benefits were to their decision.

8. They can choose a green theme for events like the employee health fair;

beneñts-enrollment fair, holiday parties, recognition ceremonies, even staff

meetings.

11

9. Helping employees to understand the real, cash value of green beneñts.

10. Employees and the public and media usually can see through an

organization's attempts to hype its green beneñts and practices. Publícize what the

companies are doing.

However, HR is never going to have a truly signiñcant impact on a business

through the improvement of HR processes alone so the greater opportunity is to

contribute to the green agenda of the business as a whole.

12

Objective of Study

1. To what extent and how HR policies and practices can improve the

environmental performance of organizations.

2. The Role ofthe HR professional in environmental management .

3. Changing attitudes and behaviours related to environmental issues in the

workplace.

13

RESEARCH METHODLOGY

Research methodology is considered as the nerve of the project. Without a proper

well-organized research plan, it is impossible to complete the project and reach to

any conclusion. The project was based on the survey plan. The main objective of

survey was to collect appropriate data, which work as a base for drawing

conclusion and getting result.

Therefore, research methodology is the way to systematically solve the research

problem. Research methodology not only talks of the methods but also logic

behind the methods used in the context of a research study and it explains why a

particular method has been used in the preference of the other methods.

Research Process-

14

Step 1: Define the problem and the research objectives

The 1st step in research is formulating a research problem. It is most important

stage as poorly defined problems will not yield useful results. Be careful to

define the problem too broadly or too narrowly. In order to identify the research

problem, three categories of symptomatic situations, namely, overt difficulties,

latent difficulties and unnoticed opportunities should be studied. Overt difficulties

are hose which are quite apparent and which manifest themselves. Latent

difficulties are those which are not so apparent and which, if not checked, would

soon become evident. Unnoticed opportunities indicate the potential for growth in

a certain area of marketing. Such opportunities are not clearly seen and dome

effort is required to explore them.

Step 2: Develop the research plan

Designing a research plan calls for decisions on data sources, choice of research

design, research approaches, research instruments, sampling plan and contact

methods.

Step 3: Collect the information

Our research group collected the information over a period of 15 days and from

various locations such as malls, and by contacting different people working in

different companies.

15

Step 4: Analyze the information

After the process of gathering information was completed we tabulated the data

and developed frequency distributions and extracted the findings from the survey.

Step 5: Present the findings

Finally we prepared a project report on our survey and along with the findings we

also presented our recommendations.

Research design:

Research design is both primary as well as secondary. As it is a very complicated

issue so different research papers were being studied i.e. SECONDARY data is

used more than primary.

A research design is the detailed blueprint used to guide a research study toward

its objectives. The process of designing a research study involves many

interrelated decisions. The most significant decision is the choice of research

approach, because it determines how the information will be obtained.

16

To design something also means to ensure that the pieces fit together. The

achievement of this fit among objective, research approach, and research tactics

is inherently an iterative process in which earlier decisions are constantly

reconsidered in light of subsequent decisions.

DATA COLLECTION

The task of data collection begins after problem has been identified. While

deciding about the method of data collection to be used for the study the

researcher should keep in mind two types of data viz, primary data and secondary.

The primary data are those, which are collected afresh and for first time and thus

happen to be original in character. The secondary are those which have been

collected by someone else and which have already been passed through statistical

process.

The researcher would have to decide which sort of data he would be using for his

study. The method collecting primary and secondary data differ.

PRIMARY DATA

Since primary data are to be originally collected while in case of secondary data

the nature of data collection work is merely that of compilation.

17

There are several ways of collecting primary data. They are as follows:

1. Observation method

2. Interview method

3.Through questionnaires

SECONDARY DATA

Secondary data means that are already available that is they refer to the data,

which have already been collected and analyzed by someone else. When the

researcher utilizes secondary data, then he has to look into various sources from

where he can obtain them. In this case he is certainly not confronted with the

problems that are usually associated with the collection of original data.

Secondary data may be either published or unpublished data.

DATA COLLECTION METHODS:

After the research problem, we have to identify and select which type of data is to

research. At this stage; we have to organize a field survey to collect the data. One

of the important tools for conducting research is the availability of necessary and

useful data.

18

Data analysis and interpretation

1. Questionnaires

2. Pie chart and Bar chart

Questionnaires:

This is the most popular tool for the data collection. A questionnaire contains

question that the researcher wishes to ask his respondents which is always guided

by the objective of the survey.

Pie chart:

This is very useful diagram to represent data , which are divided into a number of

categories. This diagram consists of a circle of divided into a number of sectors,

which are proportional to the values they represent. The total value is represented

by the full create. The diagram bar chart can make comparison among the various

components or between a part and a whole of data.

Bar chart:

This is another way of representing data graphically. As the name implies, it

consist of a number of whispered bar, which originate from a common base line

and are equal widths. The lengths of the bards are proportional to the value they

represent.

19

Sample unit

Professionals

Business man

Employees

Working women

Students

Sample size

100 people reponded for thsi survey.

20

ANALYSIS

Q1. Do you kbnoew about “Green HRM”?

- YES

- NO

Company No. of respondents Yes No

Infosys 40 25 15

Wipro 30 20 10

IBM 30 20 10

CONCLUSION- 65 % of respondents knew about GREEN HRM. Only 35 %

were not aware. This shows that people are aware about the term but are not

aware about its practicasl application.

21

Q2. To what extent HR policies can improve environment and make name for

organization

- Great

- Average

- Low

- No effect

Company No. of respondents Great Average Low No effect

Infosys 40 18 13 5 4

Wipro 30 12 12 2 4

IBM 30 10 10 3 7

Conclusion-. HR policies are having a big role if organization wants to make the

GREEN theme hit. 15% respondents feel that HR policies are having no role at all

as there are other things which one go for rather HR policies as it is difficult task

to implement these policies succesfully at every level.

22

Q3. Role of HR in environment management

-High

-Medium

-Low

Company No. of respondents HIgh Medium Low

Infosys 40 27 9 4

Wipro 30 15 12 3

IBM 30 18 9 3

Conclusion- Almost everyone will that HR is having a big role to play in

implemeting Green HR policies. They felt that HR must be confident and must be

having a great knowledge so that he can make others understand about the very

concept and importance of all this.

23

Q4. Best practice for going green can be-

-Eliminating excess use of paper (A)

- Computerized training. (B)

- Vehicle sharing (C)

-Any other.(D)

Company No. of respondents A B C D

Infosys 40 8 11 3 18

Wipro 30 9 5 4 12

IBM 30 3 14 3 10

Conclusion- Respondents felt that there are many other things like providing

limited resources, going for 3R’s – REDUCE, RECYCLE, REUSE.

They felt policies are important but more can be done at individual level.

24

Q5. How you are contributing to the place you work or spend maximim time.

- (A) Recycle, Reduce, Reuse

- (B) Motivating others to participate

- (C)Doing basics like switching lights and monitors off when are not

required.

- (D) Don’t know

Company No. of respondents A B C D

Infosys 40 7 11 3 19

Wipro 30 5 8 3 14

IBM 30 3 11 4 12

Conclusion- Most of the people don’t know exacxtly how they are contributing.

They want a change but are not aware how green management work. They simply

thing saving environment is going green they are not aware that every wastage

can be stopped and then green hrm aim will be fulfilled.

25

Q6. Why Greenm HRM?

-Trend now a days (A)

- Need of hour (B)

-Neccessity for ever (C)

Company No. of respondents A B C

Infosys 40 4 6 30

Wipro 30 3 7 20

IBM 30 5 5 20

Conclusion- People things its very necessaryy to go green but again they don’t

know how to take the first step. They know steps are needed to be taken right now

but they don’t know exactly what to do.

26

Q7. How much Indian organizations are promoting Green HRM?

- Very Much

- Average

- Very Less

Company No. of respondents Very much Average Very less

Infosys 40 20 13 7

Wipro 30 15 9 6

IBM 30 25 3 2

Conclusion- Indian organizations are giving much attention to Green HRM and

60% respondents feel it too. Indian organizations are giving due respect to the fact

that they owe to the society and country so they have to choose Green for

spreading for smiles.

27

Q8. At what level more improvement is needed to spread HR policies in the

organization efficiently.

- At the organization level.

- At the HR level

- At the employee level

Company No. of respondents Org HR Indi

Infosys 40 3 12 25

Wipro 30 2 18 10

IBM 30 5 10 15

Conclusion- Half of the respondents feel that at employee level more openess is

required to accept the Green policies. It means at individual level if things are

accepted then impact can be bigger.

28

FINDINGS

1. ROLE OF HR PROFESSIONAL IS VERY BIG FOR GREEN HRM

Companies that want to be more earth-friendly need to make sure current

employees are on board with the goals. This can be accomplished through

communication and training by the HR professionals. Companies that don't

employ HR managers will still beneñt just by knowing what HR people can

contribute to the green movement in terms of hiring and training practices, as well

as devising special programs to drive green initiative.

Many employers now recognize that green programs in the workplace can

promote social responsibility among workers and help retain top talent. More

than 60 percent of survey respondents have made environmental responsibility

part of their organization's mission statement."The sur vey found employee

involvement in green programs dramatically increases when organizations appoint

an individual to lead the efforts.

2. IMPACT OF 'GREEN AWARENESS' IS FRUITFUL

Many organizations recently launch a practice group that counsels employers on

“green” awareness in the workplace. These group hopes to help employers

implement best practices that will improve the environment through reducing,

reusing and recycling certain materials. The green practice group also advises

29

companies on educating their workers about how their behaviors in the and at

home affect the environment not only this but the companies are offering a

strategic communications platform to their clients and prospects as a solution

for driving greater green awareness within their own organizations. There are

numbers of program which offers monthly electronic communications, including

newsletters and interactive games, as well as working with companies to appoint

green coordinators in local ofñces to help develop plans and serve as points of

contact for green practices.

3.Changing attitudes and behaviours related to environmental issues in the

workplace.

Companies which have adopted the program within its organization found that

one-third of its employees, from entry level to principals and executives across all

practice areas, made significant changes in their daily behavior, including

increased recycling, decreased printing, elimination or reduction in the use of

bottled water, plastic and Styrofoam cups, using reusable grocery and lunch bags,

switching to compact fluorescent light bulbs and other energy saving and green

products, Changing transportation habits, including limiting car trips, carpooling,

buying hybrid cars, using mass transit, and biking or walking to work.

The company needed to adapt to changing lifestyles and changing workforces.

30

Flexibility is often the driver of change, and it's at the heart of our sustainable

management initiative.

Conducting an energy audit - Most local utilities offer businesses free on-site

consultations on how t hey can reduce usage and save money. Frequent

suggestions include: Improve insulation, install timers to automatically turn off

lights, use energy efñcient light bulbs, keep temperatures at comfortable ranges

that are not excessively cool inthe summer and warm in the winter.

Conducting annual - It is important to Survey employees to assess how well the

organization is doing with regard to implementing green business practices. The

survey should request suggestions for becoming a greener organization.This can

be a separate survey focused on going green issues only, or it can be added as part

of an employee opinion/satisfaction survey. Conducting the surveys annually will

enable the organization to assess going green progress and provide information,

suggestions and insight for future actions .

R educe commuting – Encourage carpooling by provide preferred parking for

carpoolers). Offering transit passes to employees who take the bus or subway, and

bike racks cyclists. Reducing business travel -Teleconference instead of traveling.

For must-go trips, keep track of the miles driven and flown and buy «carbon

31

offsets» from a non-proñt like Carbonfund.org to make up for the greenhouse gas

emissions.

Buying green –

Tell suppliers that you are interested in sustainable products and set speciñc goals

for buying recycled, refurbished, or used. Make the environment, and not just

price, a factor when purchasing.

32

CONCLUSION

Green ideas and concepts are beginning to gather pace within the HR space, often

complementing existing sustainability-based initiatives. Increasingly they are

delivering tangible beneñts to the business, rather than simply adding a gloss to

brand and reputation. These new processes, policies, products and tools are

actually helping to ensure compliance and improve productivity too. And with

legislation now in place to effectively formalize the need for a new corporate

approach to the environment, now's the time for HR to embrace the green agenda.

. Here are several areas where companies can incorporate more environmentally

conscious strategies like the use of internet or telecon- ferencing to cut down on

business travel, putting employee manuals, policies or other company information

online to reduce printing.

The companies can promote the reduction of paper usage and focus on storage of

paperwork electronically, providing recycling trash bins for paper around the and

for bottles and cans in the break area. The companies are focusing on

telecommuting/work from home programs.

Institute Ride/Share programs are also successful to introducing greening of

business. Research has shown that employee involvement in green programs

dramatically increases when organizations appoint one employee to lead the

33

efforts. At most organizations, earth-friendly perks emerge from an overall effort

to green the business. As companies begin recycling, upgrade to energy-efñcient

heating/air conditioning systems and seek production efñciencies that save energy

or reduce carbon emissions, it's natural to consider green beneñts. It is high Time

to make environmental management an integral part of their way of doing

business so HR professional can provide a constant calendar of activities. Speciñc

actions within the program me can included offering staff incentives for buying a

hybrid car, savings on carbon offsetting, on public transport and bikes.

Companies can also made additions to their holiday discount scheme to feature

holiday companies operating in an environmentally friendly way, and to their

volunteering programme. For example to volunteering in schools, to help pupils

undertake environmental projects. Some of the company's actions have been

really simple, but still very effective (at least for raising awareness), for exam-

ple allowing employees to buy a coffee mug at their coffee bar rather

than using disposable cups, and then receiving 10p off a cup of coffee.

Organization can also launch a carbon credit card employees receive

points for taking public transport or walking to work, or video confer-

encing rather than taking a flight. Prizes can be given to people with

the most points.

34

This articles focus on company's innovative approaches which can be applied.

Adopting environmental practices helps companies save money, flnd new sources

of business and avoid trouble. Green companies believe that it is more

economical to go green than it is to continue adding harmful chemicals to the

atmosphere and the environment in general. Going green also helps companies

enhance their public relations, and improved public relations and positive public

perception can have a strong impact on company proñt.

35

Limitations of the project-

Every study has certain limitations. In my study, also there were certain

limitations, which I could not able to solve.

1. The research was conducted with a small set of people.

2. Time constraints on part of respondents make still ground of improvement for

this report .

3. The respondents mostly in careless manner filled the questionnaire, so it was

difficult to make them hold for time.

4. Very limited set of people were included so results are shown in percentage

form to make it presentable.

36

BIBLIOGRAPHY

WEBSITES

WWW. GOOGLE.COM

WWW. WIKIPEDIA.COM

Research Paper of 2010 conference on “Green World and HR”

Research paper of 2011 on “ Green HRM”

Research paper 2012 “LM Tripathi om “ Green HRM initiative.”

BOOKS AND NEWSPAPER

ECONOMIC TIMES

Organization Management (T.N.CHABBARA)

HR Policies by R.L Makkad

HRM (T.N. Chabbara)

37

ANNEXURE

QUESTIONNAIRE

Q1. Do you kbnoew about “Green HRM”?

- YES

- NO

- May be (heard somewhere)

Q2. To what extent HR policies can improve environment and make name

for organization

- Great

- Average

- Low

- No effect

Q3. Role of HR in environment management

-High

-Medium

-Low

38

Q4. Best practice for going green can be-

-Eliminating excess use of paper

- Computerized training.

- Vehicle sharing

-Any other.

Q5. How you are contributing to the place you work or spend maximim time.

- (A) Recycle, Reduce, Reuse

- (B) Motivating others to participate

- (C)Doing basics like switching lights and monitors off when are not

required.

- (D) Don’t know

Q6. Why Greenm HRM?

-Trend now a days (A)

- Need of hour (B)

-Neccessity for ever (C)

39

Q7. How much Indian organizations are promoting Green HRM?

- Very Much

- Average

- Very Less

Q8. At what level more improvement is needed to spread HR policies in the

organization efficiently.

- At the organization level.

- At the HR level

- At the employee level

40