IOSR-JBM   Volume-22 ~ Issue-9 ~ Sep. 2020

Abstract: Organizations are now aware of maintaining all the activities in an environmental friendly way. With this view, they are now trying to translate all their practices into greening concept. Green HRM is one of the greening concepts that transform the HRM activities into green practices. Nowadays, many sectors focus on two terms- sustainability and eco-friendly and therefore, contemporary researches were attracted by Green HRM. The majorintention of this study is to explore the most recent researches in this regard as well as to identify and discuss the functions,benefits and challenges of Green HRM including the factors affecting Green HRM with a review of contemporary researches. This study only collected data from secondary sources and it was fully based on theoretical framework. It also tried to find out the gaps of recent studies and discussed the future scope for the prospective researchers.

Key Words: Green HRM practices, Sustainability, Environment-friendly, Employment, etc

[1]. Ahmad, Shoeb (2015). "Green Human Resource Management: Policies and Practices." Cogent Business & Management.Taylor & Francis Journals, vol. 2(1): 1030817-103, Retrieved from: http://dx.doi.org/10.1080/23311975.2015.1030817.
[2]. Arulrajah, A. Anton,Opatha, H.H.D.N.P. and Nawaratne, N.N.J. (2015). "Green Human Resource Management Practices: A Review."Sri Lankan Journal of Human Resource Management Vol.5, No.1, 2015.
[3]. Bangwal, Deepak, Tiwari, Prakash (2015). "Green HRM – A Way to Greening the Environment."IOSR Journal of Business and Management (IOSR-JBM) e-ISSN: 2278-487X, p-ISSN: 2319-7668. Volume 17, Issue 12 .Ver. I (Dec. 2015): 45-53.
[4]. Deshwal, Parul (2015). "Green HRM: An Organizational Strategy of Greening People." International Journal of Applied Research 2015; 1(13): 176-181.
[5]. Dutta, S. (2012). "Greening People: A Strategic Dimension." ZENITH: International Journal of Business Economics & Management Research, 2: 143–148..

Abstract: Background: The advent of globalization has produced growing pressures on governments and organizations around the world to be more responsive to the demands of the stakeholders, which include government departments, parliaments, citizens, Amakhosi (traditional leaders), the private sector, Non-Governmental Organizations (NGOs), civil society, international organizations, and donors. They are demanding good governance, accountability and transparency, greater development, effectiveness, and delivery of tangible and rapid transformation (Kusek and Rist 2004: 1). In light of the above, the local government has a huge responsibility to fulfil this responsibility since it is the coal-face of service delivery, economic transformation and free movement of people goods and services through adequate modern infrastructure that enable access to clean road...

Keywords: Monitoring and Evaluation; Project success

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Abstract: Strategic human resource management has been taken into account as a key element to innovation capability since the human element is involved within the innovation process. Technological change have revolutionized the processing and analysis of financial data, as well as delivery systems, which reduced bank costs, increased lending capacity and improved the quality and variety of banking services available to customers. However, many deposit money banks across the world have been suffering from the unstable performance and insufficiency of managerial competence owing to professional strategic human resource management practices and the lack of expert manpower. In spite of various studies on strategic human resource management practices and firm performance, not much attention has been given to test the effect of strategic human resource management practices on.....

Keywords: Strategic human resource management, Innovative performance, Service innovation, Technology, innovative capabilities

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