Factors Influencing Green HRM Practiseson Selected Manufacturing Industries: A Study with Special Reference to Coimbatore District
Sustainable development is a concept that addresses both industrialised and developing nations' worldwide issues connected to human activities. The desire to minimise and prevent the negative consequences of economic growth led to the creation of this new notion of civilizational development. It is a modern economic growth strategy that emphasises the adoption of new organisational and management systems, both at the national and individual economic entity levels, as well as the replacement of inefficient technology with "environmentally friendly" ones. Sustainable development, according to the World Commission on Environment and Development, meets the current generation's demands without jeopardising future generations' capacity to meet their own. Intelligent, environmentally sustainable growth is built on the efficient use of resources, knowledge, and innovation. As an element of sustainable human resource management (SHRM), green HRM may play an important role in environmental management. This is a new approach to the realisation of the HR function, the nature of which is to include ecological objectives in all HRM sub-areas, from employment planning to recruitment, selection, employee motivation and development, to their evaluation and influence on working conditions. This necessitates that the formulation of the HR function aims not only at the category of economic interest but also at ecological areas, so as to generate added value for stakeholders Hence, Green HRM reflects the level of the greening of human resource management practices whereas its implementation requires individual stages of human resource management to be modified and adapted, to become green environmentally-friendly. The present study assess the relationship between Job Satisfaction, Motivation, Green Employee Involvement and green HRM practises followed in the organisation.
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