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Tribhuvan University

BSc CSITBachelor of Science in Computer Science and Information TechnologyBCABachelor of Computer ApplicationBITBachelor of Information TechnologyBIMBachelor of Information ManagementBBABachelor of Business AdministrationBBSBachelor of Business StudiesBBMBachelor of Business ManagementBITMBachelor of Information Technology Management

Pokhara University

BE Computer (PU)Bachelor of Engineering in Computer EngineeringBBA (PU)Bachelor of Business Administration (Pokhara University)

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Class 10Class 10 (SEE)+2 Science+2 Science (Class 11 and 12)+2 Management+2 Management (Class 11 and 12)+2 Humanities+2 Humanities (Class 11 and 12)
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MGT223 Organizational Behaviour and Human Resource Management

Organizational Behaviour and Human Resource ManagementTU Board 2081

What is green HRM? GROUP: B Descriptive Answer Questions 5 × 10 = 50

2

Answer

· Based on the official syllabus and past papers
Updated
Sustainability-focused HR practicesEnvironmental responsibility in HR policiesIntegration of ecological concerns into HRMCore ConceptsGreen recruitment (e.g., eco-friendly workplace ads)Sustainable workplace design (e.g., energy-efficient officesEmployee engagement in environmental initiativesGreen performance management (e.g., carbon footprint trackinWaste reduction programs (e.g., recycling, paperless officesKey PracticesCost savings (e.g., reduced utility bills)Enhanced employer branding (e.g., attracting eco-conscious tRegulatory compliance (e.g., meeting environmental laws)Employee well-being (e.g., healthier workspaces)Corporate social responsibility (CSR) alignmentBenefitsGreen-HRM
Hierarchical breakdown of Green-HRM components and benefits

Green-HRM (Green Human Resource Management) refers to the integration of environmental sustainability into traditional HRM practices. It emphasizes eco-friendly policies and initiatives that align with organizational goals while minimizing environmental impact. Key components include:

  • Green recruitment: Promoting sustainability in job advertisements and hiring practices.
  • Sustainable workplace design: Implementing energy-efficient infrastructure and reducing waste.
  • Employee engagement: Encouraging participation in environmental programs (e.g., recycling, carbon footprint reduction).
  • Green performance management: Evaluating employee contributions to sustainability goals.
  • Waste reduction: Adopting paperless offices, digital records, and efficient resource use.

Green-HRM enhances corporate social responsibility, reduces operational costs, and improves employer branding while fostering a culture of environmental stewardship. It aligns HR strategies with global sustainability objectives, such as the UN’s Sustainable Development Goals (SDGs).

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