Linking Green HRM to Organizational Performance: A Study of Sustainable HR Practices

Abstract

Green Human Resource Management (Green HRM) incorporates ecological values into traditional HR practices to improve both environmental sustainability & efficiency of organizational. Environmental sustainability has become a top strategic goal for organizations worldwide. Green HRM, the application of HRM practices & techniques to promote sustainable resource use, plays a major role in achieving this goal.  This study analyzes how core Green HRM dimensions impact organizational performance. The data was collected from 139 HR professionals as well as managers from Indian service & manufacturing firms. Canonical Correlation Analysis (CCA) was employed to explore multivariate relationships between three Green HRM practices i.e., Green Recruitment, Training, Performance Management alongwith three organizational performance indicators (Productivity, Compliance, Innovation). Additionally, the Mann-Whitney U test was also applied to analyze gender-based perception differences. The findings of the research confirm that Green HRM practices such as recruitment, training, & performance management are positively linked to the success of organizational. Such sustainable practices enhance productivity, environmental compliance & innovation.  The strong canonical correlation focuses the need for integrated green strategies within HRM functions. The study reveals a strong multivariate association & finds gender-specific differences, reinforcing the strategic value of sustainability in HR.