Impact of Green Human Resource Management (GHRM) practices in Garment industry: Bangladesh Perspective

Abstract

Green HRM means eco-friendly and sustainable development practices should be followed in every sector of HRM. It refers to policies, practices, and systems that influence employees of the organization green and sustainable implementation of resources for the betterment of the individual, society, natural environment, and the business. The purpose of this article is to indicate the best practices can occur with the help of green practices with HRM. How we are benefited by the help of green human resource management policies and practices. Green HRM also shifted the conventional policies and practices and giving some statements towards GHRM. Most developed countries like the USA, China, and UK are rapidly developed Green HR policies and practices. The developing countries are following. Now a day’s most attention in the Garments sector is drawn towards sustainable development. Garments industries have huge growth opportunities by going green practices and creating a new friendly environment that helps them reduce operational costs with the carbon footprint. So far very little research has been conducted on this topic even in the advanced countries. Green management in 1997 prepared by McDonagh but there is no clear explanation which time GHRM actually invented. The strategy involves implementing various HR functions such as recruitment, induction, training, and development, conducting performance evaluation, and determining the compensation of employees.