Green HRM for Sustainable Business: Insights From ITC and ONGC Initiatives in India

2. What Is Ghrm?

GHRM has become a buzzword nowadays and gaining popularity all over the world. Many research studies in existing literature have explored the factors that precede GHRM and its subsequent effects (e.g., Dumont et al. 2017; Jabbour 2013; Paille et al. 2012; Ren et al. 2018; Renwick et al. 2013; Shafaei et al. 2020; Wang and Bansal 2012). However, there is no concise definition of GHRM, different researcher has given different meaning of GHRM from time to time. The Geen HRM was initially defined by (Renwick et al., 2013) as “the environmental aspect of human resource management”. Ramachandran defines GHRM as implementing environmental practices into human resource processes such as recruitment, selection, training and development, performance appraisal, etc. Anjan Nath defines GHRM as pro-environmental activities embedded in HR processes that further lead to better efficiency, are least costly as well maintain employee engagement. The diverse range of definitions and interpretations of GHRM reflects its evolving nature and the growing recognition of the crucial role it plays in fostering environmental sustainability within organizations. As GHRM continues to gain attraction worldwide, it underscores the need for ongoing research, collaboration, and best practices to harmonize environmental responsibility with HR processes.