Introduction:

Currently, with the passage of time, various countries have chosen the garment
industry to become economically established. This industry is a good means to
establish a country economically. But it is one of the causes of pollution in the
environment. Garments industry waste, polluted water, paper etc. pollute the
environment. And to prevent this pollution, conducting environmentally friendly
activities is corporate social responsibility. GHRM originated from this concept of
CSR, as environmental protection is now one of the buzzwords. Green HRM
options are immense in preventing current climate change, creating efficient and
environmentally friendly human resources.

Human resource management (HRM or HR) is the strategic approach to the

effective and efficient management of people in a company or organization such
that they help their business gain a competitive advantage.

Green HRM is designed to enhance employee performance in the service of the

employer's strategic objectives. A broader definition considers GHRM as
"phenomena relevant to understanding relationships between organizational
activities that impact the natural environment and the design, evolution,
implementation and influence of HRM systems.

Green Human Resource Management or Green HRM is a recent ongoing research

field that includes all aspects and practices of HRM that pursue environmental
sustainability goals. It aims to align the goals of the company and society without
compromising the goals of the company. Bangladesh directly faces the adverse
effects of global climate change. Therefore, RMG of Bangladesh as a growing and
occupying a large market in the outside world. RMG Factories in Bangladesh are
trying to adopt Green HRM very fast to face the climate change and feel the moral
responsibility to capture the global market.

Green human resource management (Green HRM or GHRM) emerged as an

academic concept from the debate of sustainable development and corporate
sustainability. Wehrmeyer (1996) is often stated as laying the foundation with his
idea that "if a company is to adopt an environmentally-aware approach to its
activities, the employees are the key to its success or failure".
Green HRM is known as one of the most important practice to make environment
green. Now a days Organizations are realizing and arranging training and
workshops to engage and developed their employees towards reducing waste, reuse
old things and proper utilization of resources with minimal usage of power and
electricity. For long term sustainability and development firms should not only
focus on profit maximization but also actively take into consideration all
environmental and social aspects which are affected and controlled by them. For
future generation we have to protect our environmental resources so that they can
thrive on it, the concept of green Human resource management pursues us to
understand the need of balancing industrial development for profit and wealth
creation and protecting our natural
environment. 

Green employee engagement

Green employee engagement Nowadays top talents are attracted by
organizations that have a high environmental concern. Green jobs concern
about sustainability and 83 environment-related job opportunities. The green
servant has a genuine interest and passion for business fitness. Engaging
employees for environmental sustainability is very important for an organization.
The Human Resources manager recruits customers, employees, and people who
are committed to the environment and employees are rewarded for achieving
goals such as waste reduction or energy use. Employees take the company's
sustainable values into their personal lives. There are several ways to get
employees involved in turning green.

 Share the vision

 Start a green team
 Awareness of employees
 Provide incentives
 Make it fun
 Be an example

environment-related job opportunities. The green servant has a genuine interest

and passion for business fitness. Engaging employees for environmental
sustainability is very important for an organization. The Human Resources
manager recruits customers, employees, and people who are committed to the
environment and employees are rewarded for achieving goals such as waste
reduction or energy use. Employees take the company's sustainable values into
their personal lives. There are several ways to get employees involved in turning
green.  Share the vision  Start a green team  Awareness of employees 
Provide incentives  Make it fun  Be an example Increasing the company's
environmental performance is a good habit. Renwick et al. (2008) proposed
some green employee relationships and union-management practices. The
evolution of green human resource management has penetrated the
organization's employee relations and trade union management activities.
Employee relations and trade union support (in the context of a union
workforce) are critical to the implementation of corporate human resource
management initiatives and programs. Some companies have strategies to gain
the desired support of unions for corporate environmental management initiatives.
Some essential union-management practices related to green employee
engagement are mentioned below.

 Involvement of employees in green schemes and problem-solving circles

 Independence of staff to formulate and test green ideas
 Participate in the maintenance and maintenance of employees
 Green employee preparation schemes for linking to industry/company
standards
 Line of environmental management / supervising supportive behaviour
 Union management negotiating green workplace agreements,
 Training union representatives on environmental management aspects
 Encouraging employees to use green transportation systems, low carbon
heads to increase environmental management performance ( Including the
CEO and the board) and right Whistleblowing and introducing helplines
are
 Joint consultancy to address the environmental issues of the
organization.
 Sharing on environmental initiatives or programs.
 Recognition of the Society as a major stakeholder in environmental
management.
 Giving unions the opportunity to negotiate with the management of the
Green Workplace Agreement.
 Literacies Review
In 2013 Renwick, Redman and Maguire have defined GHRM as the integration of
Corporate
Environmental Management into HRM.

According to Jabbour, Santos and Nagano (2010) Green HRM was defined as the
“Greening of functional dimensions of HRM such as job description and analysis,
recruitment, selection, training, performance appraisal and rewards”

Opatha (2013, p.28) defines: “Green HRM is referred to all the activities involved
in development, implementation and on-going maintenance of a system that aims
at making employees of an organization green.

By presenting analytical and theoretical perspectives on GHRM Arulrajah and

Opatha (2016, p.152) define GHRM as the environmental (green) orientation of all
human resource functions or practices of an organization at all levels. Further
they define that “The GHRM deals with rethinking the basic concepts of HRM, its
objectives, functions, processes, activities, and strategies in an environmentally
friendly manner in order to accommodate the needs of ecological sustainability.”

GHRM is part of a broader framework of corporate social responsibility and

means the application of HR policies to promote sustainable use of company
resources and to support ecology; and its primary objective is to develop
ecological sensitivity in employees and to make them aware of how their own
behavior may affect the environment (Bombiak and Marciniuk-Kluska, 2018)

According to these two researchers Basu and Gopal (2019), GHRM is an integral
part of corporate social responsibility and it includes application of HR policies
for promoting use of organizational resources in a sustainable way and supporting
ecology.

GHRM is concerned with planet-related matters such as green

roles of employee, green HRM functions, green attitude and behavior, and green
performance of job (Opatha, 2019)
 Methodology:
Purpose: Green HRM is a new horizon for environmental protection. This study
has been conducted to find out how the Green HRM is being managed in some
existing RMG organizations in Bangladesh and how much the employees are
engaged to it.

Data collection and questionnaire design: We have collected the data of 10 HR

managers & 20 employees for the research assignment. I have collected data from
10 HR managers to know how an organization manages green HRM. And I have
collected the data of 20 employees to know the extent of employee engagement in
Green HRM. In this data collection, questions based on Strongly Agree, Agree,
Neutral, Disagree, Strongly Disagree were asked. We ask management employees
15 questions each. And ask employees 10 questions. The main purpose of asking
these questions was how an organization can take the help of green HRM while
managing in an environmentally friendly manner. How they provide
environmentally friendly training to employees. Also tried to know about their
staff evaluation and reward system. We try to collect maximum amount of
information from the organization about how they practice Green human Resource
Management and employee’s engagement.

Questionnaire: The questionnaire used as a data collection tool for the present
study. The responses were taken by multiple answer questions. All the
measurement items comprising the research questionnaire are adapted from the
literature. For proper understanding, some terminologies were changed in the
existing measurement scales. All responses have been measured by using five-
point scale items, ranges from “1 = strongly disagree” to “5 =strongly agree”

Ethical Consideration: In this research study, respondents have been fully

informed about the purpose of the study and respondents are assured that their
provided facts and data will remain confidential, and will use for only educational
purpose. The questionnaire we distributed for collecting data among the
respondents is not forced. In contrary, the researcher tries to assemble positive
relationship with participants.

Green RMG factories in Bangladesh

The ready-made garment (RMG) sector has become a key driver of the
Bangladeshi economy: earning US$31456.73 in 2020-21, employing around 4.22
million workers, and accounting for over 81% of the country’s total export
earnings—essentially acting as the backbone of the economy. In order to stay
ahead in a tremendously competitive market, the country’s garment industries are
increasingly investing in avenues to boost their competitiveness and productivity.
This has entailed taking giant leaps in investing in state-of-the-art factories that
couple increased productivity and efficiency, with environmental sustainability and
worker’s safety. With the consideration of corporate social responsibility and at
present adverse environmental situation many RMG industry in Bangladesh are
adapting green HRM practice.
In Bangladesh, the RMG sector started practicing Green HRM officially in 2010.
The govt. launches some regulation to run factory and office by practicing green
environment. Bellow there are some company, group or factory whose name
mentioned who are practicing Green HRM.

1. Hamim group (estd. 1984)

2. Ananta Group (estd 1983)
3. Dbl group (estd. 1991)
4. Pakiza group (estd. 1982)
5. Standard Group (estd. 1984) 
6. Fakir Group (estd. 1988)
7. Epic group (estd. 1971)
8. Mohammadi group (estd. 1986)
9. Givensee Group of Industries (estd. 1982)
10.Epyllion Group (estd. 1994)
 11.KDS group (estd. 1983)
12.SQUARE Textile (estd. 1997)
13.Snowtex group (estd. 2014)
14.Beximco fashions (estd. 1997)

We have visited Echotex Ltd. For gathering more information about this topic. We
have asked several questions to them. For different topic we asked bellows
questions:

Green HRM practice and employee engagement:

For Management employee

1. How much your organization has adopted of Green HRM practice and
employee engagement.
2. It helps your organizations to reduce employee carbon footprints by
electronic filing, car sharing, using bicycle, reduction of paper use.
3. Green HRM helps to achieve higher job satisfaction and commitment which
leads to higher productivity and sustainability. 
Outcome:

Question Strongly Agree Neutral Disagree Strongly

No. Agree Disagree

For worker employee

1. As an employee you play a role in creating an internal green environment in

this factory.
2. You work in this organization only because this organization is run on Green
HRM.
Outcome:

Question Strongly Agree Neutral Disagree Strongly

No. Agree Disagree

Green HRM training and development and employee engagement:

For Management employee

1. How much your organization has adopted of Green Training and

Development.
2. Your organization recruits those employees who has environmental
awareness.
3. Green HRM practices is cost effective for production.
4. By the help of Green human resource training in Garments industry they
bring down costs without losing their talent.
Outcome:

Question Strongly Agree Neutral Disagree Strongly

No. Agree Disagree

4
For worker employee

1. If you have not previously worked in green factory, after join here whether
your performance has increased
2. Green HRM has improved your performance and efficiency
Outcome:

Question Strongly Agree Neutral Disagree Strongly

No. Agree Disagree

Green employee perception and employee engagement

For Management employee

1. Employees feel more comfortable at work when they know about, they are
working under Green
2. The employees have the knowledge about green attitudes and sustainable
society.
3. Employees have a positive attitude towards creating a green environment in
the organization.
Outcome:

Question Strongly Agree Neutral Disagree Strongly

No. Agree Disagree

2
3

For worker employee

1. You have come to work under Green HRM from social responsibility.
2. You encourage those who are not working under Green HRM to work under
it.
Outcome:

Question Strongly Agree Neutral Disagree Strongly

No. Agree Disagree

Green performance appraisal and employee engagement:

For Management employee

1. Green HRM has improved your performance and efficiency.

2. According to McGregor's assumption X and Y, do you agree that green
HRM has turned your workforce from X worker to y worker?
Outcome:

Question Strongly Agree Neutral Disagree Strongly

No. Agree Disagree

For worker employee

 1. You are satisfied with the way Green HRM appraises your performance.
2. Green performance appraisal affect employee's moral formation and create
environmentally aware.
Outcome:

Question Strongly Agree Neutral Disagree Strongly

No. Agree Disagree

Green pay and reward system employee engagement:

For Management employee

1. Your employees are rewarded for achieving goals such as reduction of waste
and energy use.
2. Without Green reward system and pay, your employees take initiatives to
create a green environment together?
3. You think the green pay and reward system affects the green behavior of
employees?
Outcome:

Question Strongly Agree Neutral Disagree Strongly

No. Agree Disagree

For worker employee

1. The green pay reward system encourages you to create a green environment.
 2. You are getting enough green pay and rewards for your Green work

Outcome:

Question Strongly Agree Neutral Disagree Strongly

No. Agree Disagree

নিচের point গুলো লিখে complete করে পাঠাও

Findings

Recommendation

Consolation

Reference