GREEN HUMAN RESOURCE MANAGEMENT AND SUSTAINABLE DEVELOPMENT – A STUDY (Pages 01-09) by T. Bhanu Rekha in THE INTERNATIONAL MANAGER / ISSN: 2348-9413 (Online); 2348-9405 (Print)

The paper advocates for integrating the separate fields of environmental management (EM) and human resource management (HRM) research. This approach not only enhances organizational performance but also contributes to the broader goals of sustainable development by reducing environmental impact, promoting resource efficiency, and fostering green innovations. It categorizes existing literature based on the Ability–Motivation–Opportunity (AMO) theory, highlighting the role of Green HRM in managing people. Green Human Resource Management (Green HRM) integrates environmental management into human resource policies and practices, contributing significantly to sustainable development. The adoption of Green HRM practices has been shown to positively impact employee attitudes, organizational performance, and environmental sustainability. It focuses on green recruitment, training, performance management, and compensation to foster environmentally conscious attitudes and behaviors among employees. Findings indicate that understanding how Green HRM practices motivate employees to engage in environmental activities is less developed than understanding how organizations develop green abilities and provide opportunities. The limited use of Green HRM practices may hinder EM effectiveness. The paper consolidates current literature, maps the field, identifies gaps, and suggests future research directions. Keywords: environmental management (EM), and human resource management (HRM), enhances organizational performance, sustainable development, Ability–Motivation–Opportunity (AMO), Green Human Resource Management (Green HRM), environmental sustainability etc.