NAME: PARUL KAMBOJ

REGISTRATION NO.: RA1731203010037

CLASS: III B.COM CS

 A STUDY ON

GREEN HUMAN RESOURCE MANAGEMENT

IN
TATA MOTORS
 CHAPTER 1
INTRODUCTION.
HUMAN RESOURCE MANAGEMENT

Every firm is fundamentally a combination of physical and human resources. Physical resources
are materials, money and machines, human resources, on the other hand, refers to the knowledge, skills,
proficiency of the employees. All organizational resources are important for achieving the objectives of
an organization. Human resource basically means people. The members of the organization can make or
break the organization , therefore it is important for the firm to manage their human resources in a
manner that it contributes to the well being of the organization and achieving its objectives. Human
resource management can be known as the process for hiring people for the organization and making
them efficient and effective by various training and development programmes. It is basically concerned
with their growth and development, compensation, motivation to make them efficient for the
organization. It will not only help the organization in achieving their goals, but will also help the
employees in their career growth.
MEANING & DEFINITION

Organizations are managed by people and through people. Without people, organizations can never
exist. Indeed, people who make up the human resources of a company are unique and it depends upon
their level of commitment, contribution and cooperation that where will an organization reach.

Definition of Hrm According to Flippo – “Human resource management is the planning,

organizing, directing and controlling of the procurement, development, compensation,
integration, maintenance and reproduction of human resources to the end that individual,
organizational and societal objectives are accomplished”.
OBJECTIVES OF HRM

The main objective of HRM is to take care of the career of their employees from the time they join the
organization to the time they leave it, while making sure their best possible cooperation in achieving the
organizational goals and objectives. Following are the objectives of HRM.

1.To act as a communication between the top management and the employees

2.To arrange and maintain enough manpower , which, in turn, ensures the smooth working of the
organization

3.To offer training for developing skills, enhancing productivity and, most importantly, increasing
individual and organizational performance to achieve the results

4.To invent employee benefit schemes for motivating the employees and increasing their morale 
 

5.To ensure and enhance the quality of work life, which refers to the employees’ perception of their
physical and psychological well- being at work

6.To help keep up ethical values and behaviour amongst employees both within and outside the
organization
GREEN HUMAN RESOURCE MANAGEMENT

GHRM is a recently developed concept and is becoming popular all over the world. It refers to
making efforts to reduce the pollution produced by our home, business, and general living
habit.

The main purpose of going green is to reduce the potential negative impact that energy
consumption and pollution can have on the environment.The term green HRM is mostly used
to refer to the contribution of HRM policies and practices towards the broader corporate
environmental agenda.

It refers to using every employee to support sustainable practices and increase employee
awareness and commitments on the issue of sustainability.

Anjana Nath defines Green HR as environment-friendly HR initiatives leading to better

efficiencies, less cost and heightened employee engagement levels.

It involves undertaking environment-friendly HR initiatives resulting in greater efficiencies,

lower costs and better employee engagement and retention, which in turn, help organizations
to reduce employee carbon footprints by the likes of electronic filing, car-sharing, job-sharing,
teleconferencing, and virtual interviews, recycling, telecommuting, online training, energy-
efficient office spaces, etc.

Green HR initiatives help companies find alternative ways to cut costs without the increase
in their labour turnover. Focus on Green HRM as an initiative promotes sustainable business
practices.

Therefore, developing a new organizational culture through GHRM practices becomes a

manager’s concern. Developing a green culture can affect employee behavior and introduce
certain values that build an internal culture.
Green behavior is assumed to be important in the implementation of the green HRM culture
and adopting environmental strategies

.Benefits/Advantages of Green HRM

 The Green Human Resource Management plays an important role in the industry to
promote the environment-related issues.
 Organizations must formulate HR policies and practices, train people to increase
awareness about the environment, and implement laws related to environmental
protection.
 The Green HRM may also help the employers, manufacturers in building brand image
and reputation.
 Organizations need to conduct an environmental audit, thus changing the
organizational culture, thinking about waste management, pollution and helping the
society and its people, those are getting affected by pollution.
 It will also make employees and society members aware of the utilization of natural
resources more economically and encourage eco-friendly products.

Benefits of GHRM are mentioned below:

 Helping companies to bring down costs without losing their talent.

 Organizations have huge growth opportunities by being green and creating a new
friendly environment which helps in operational savings by reducing their carbon
footprint.

 It helps in achieving higher employee job satisfaction and commitment which leads to
higher productivity and sustainability.
 Create a culture of having concern for the wellbeing and health of fellow workers.

 Improvement in the retention rate of the employee.

 Improved public image. Organizations can promote environmental contributions to the

media through press releases to earn the attention of potential customers and possible
new sales.

 Promote employee morale.

 Improvement in attracting better employees

 Even small businesses can significantly reduce their utility costs by using technologies
that are energy-efficient

 Increased business opportunities. Some government agencies, commercial businesses,

and nonprofit institutions mandate that only businesses that meet specific green
standards can bid on their contracts. Some also mandate that their purchasing
departments only buy green products or use products and services sold by companies
that meet certain green standards.

 Reduction of environmental damage. Encouraging employees, through training and

compensation to find ways to reduce the use of environmentally damaging materials.

 Today, most educated consumers look for companies that adopt environmental
standards. Organizations pursuing environment-friendly human resource policies are
also largely benefitted.
 This may help in arriving at greener products and green savings from waste elimination.
The promotion of such values may also indirectly improve consumer satisfaction.
 TATA MOTORS

Tata Motors was established in 1945 as Tata Engineering and Locomotive Co. Ltd. to
manufacture locomotives and other engineering products. It is India's largest automobile
company, with standalone revenues of Rs. 25,660.79 crores (USD 5.5 billion) in 2008–09. It is
the leader in commercial vehicles in each segment, and among the top three in passenger
vehicles with winning products in the compact, midsize car and utility vehicle segments. The
company is the world's fourth largest truck manufacturer, and the world's second largest bus
manufacturer.
The company's 23,000 employees are guided by the vision to be 'best in the manner in which
they operate best in the products they deliver and best in their value system and ethics.'
Tata Motors' presence indeed cuts across the length and breadth of India. Over 4 million Tata
vehicles ply on Indian roads, since the first rolled out in 1954. The company's manufacturing
base in India is spread across Jamshedpur (Jharkhand), Pune (Maharashtra), Lucknow (Uttar
Pradesh), Pantnagar (Uttarakhand) and Dharwad (Karnataka). Following a strategic alliance
with Fiat in 2005, it has set up an industrial joint venture with Fiat Group Automobiles at
Ranjangaon (Maharashtra) to produce both Fiat and Tata cars and Fiat powertrains. The
company is establishing a new plant at Sanand (Gujarat). The company's dealership, sales,
services and spare parts network comprises over 3500 touch points; Tata Motors also
distributes and markets Fiat branded cars in India.

Environmental
 Good Corporate Citizen award
 National Award for Successful Commercialisation of Indigenous Technology 
 National Award for R&D Efforts
 Regional Top Exporter's Trophy
 Best Company Award at Workskills Competition
 EEPC Award for Tata Engineering
 Tata Motors Limited is the largest automobile company in India with renowned global existence.
It is one of the most outstanding players in the passenger vehicle market and is, of course, the leader in
commercial vehicle segment. It has a whooping 62,000 employee base which muscle the
organization‟s vibrancy. According to the Annual Sustainability Report from 1 April, 2012 to 31 March,
2013, one of the values on which Tata motors has stood by, is its “concern for the environment”. The
organization sees “Sustainable Mobility” as the future and has been continuously striving to develop
eco friendly CNG vehicles and electrical vehicles. Tata Motors has also supplied CNG buses in Delhi to
support their idea of commitment towards a greener tomorrow. Another milestone in the environment
sustainable journey of Tata Motors is the Water foot-printing exercise which was completed by the
prestigious Water Footprint Network (WFN) and the International Finance Corporation (IFC). This
initiative helped to institute a platform to launch intensive water conservation measures. The Dharwad
plant was bestowed upon with the prestigious IGBC Platinum rating which led the plant toward carbon
neutral manufacturing. Tata Motors has the honour of being accredited with the “Sustainable Plus”
marquee, the first Corporate Sustainability label by the Centre of Excellence for Sustainable
Development.

Apart from these accolades, Tata Motors has set the highest benchmarks in the field of safety
performance, national energy conservation, good corporate citizenship and best CSR practices
showing their sombreness towards the problems a resource hampered planet is facing. Tata Motors
has been keenly working on building a culture of everyday action oriented sustainability through its
employees. On 23 March, 2013, Tata Motors celebrated the Earth hour, and its significance was
conveyed to all the employees through internal e-mails, banners, T-shirts, posters, etc. What is
commendable is the organization of an Earth Hour concert at Ahmedabad by encouraging people to go
for a low carbon lifestyle. The event was performed with the help of candle light using bare minimum
power. Tata Motors has been investing in green buildings and the Managing Director himself addresses
the environment, safety and health concerns on a monthly basis.
Waste Management

Tata Motors Significant steps have been taken for the effective management of waste at Tata Motors‟
plants. A major contributor to the waste is paint sludge which has hazardous effects on the
environment. This paint sludge is recycled and reused as a primer paint and castings. The hazardous
and toxic waste is disposed off in accordance with the environment and pollution control norms. The
non toxic waste like wood and metal is sold to recyclers.The organic waste from various plants is
converted into manure and the waste from the canteen at Pune plant is used to generate biogas. Rain
water harvesting systems are a common sight at Tata Motors‟ plants which has helped a lot to reduce
water usage charges and also acted like a backup in times of dire need of water.
Various Products of TATA Motors

[1] Passenger cars and utility vehicles

Tata Sierra

Tata Estate

Tata Sumo/ Spacio

Tata Safari

Tata Indica

Tata Indigo

Tata Indigo Marina

Tata Winger

Tata Nano

Tata Xenon XT

Tata Xover (2009)

[2] Concept vehicles

2000 Aria Roadster

2001 Aria Coupe

2002 Tata Indica

2002 Tata Indiva

2004 Tata Indigo Advent

[3] Commercial vehicles

Tata Star Bus in Nagpur, Maharashtra. Tata Low Floor Buses are also used by administrations in
Delhi, Mumbai, Pune, Udaipur and Indore

Tata Ace

Tata TL/ Telcoline /207 DI Pickup Truck

Tata 407 Ex and Ex2

Tata 709 Ex

Tata 809 Ex and Ex2

Tata 909 Ex and Ex2

Tata 1109 (Intermediate truck)

Tata 1510/1512 (Medium bus)

Tata 1610/1616 (Heavy bus)

Tata 1613/1615 (Medium truck)

Tata 2515/2516 (Medium truck)

Tata Starbus (Medium Bus)

Tata Globus (Low Floor Bus)

Tata Marcopolo Bus (Low Floor Bus)

Tata 3015 (Heavy truck)

Tata 3118 (Heavy truck) (8X2)

Tata 3516 (Heavy truck)

Tata 4923 (Ultra-Heavy truck) (6X4)

Tata Novus (Heavy truck designed by Tata Daewoo)

[4] Military vehicles

Tata LSV (Light Specialist Vehicle)

Tata 2 Stretcher Ambulance

Tata 407 Troop Carrier, available in hard top, soft top, 4x4, and 4x2 versions

Tata LPTA 713 TC (4x4)

Tata LPT 709 E

Tata SD 1015 TC (4x4)

Tata LPTA 1615 TC (4x4)

Tata LPTA 1621 TC (6x6)

Tata LPTA 1615 T

 CHAPTER II
REVIEW OF LITERATURE
1. According to Justin Victor (2008), one half of HR professionals indicated that their
organizations have a formal or informal environmental responsibility policy. Top
Three green practices reported by HR professionals were encouraging employees to
work more environment friendly, offering recycling programs and
donating/discounting used supplies.

2. Green HRM involves addressing the company carbon footprint by cutting down on
usage of papers, reducing unwanted travel. Green HRM is about the holistic
application of the concept of sustainability to organization and its workforce
(Aravamudhan , 2012). It has been found out in various researches that HR
department in many companies are increasingly greening their processes to gain
competitive advantage over others.

3. John R. Rathgeber (2007) has said in his research that many business leaders are
embracing Corporate Sustainability and Green Business practices as a way to
improve their operations and enhance their competitiveness.

4. According to Candice Harris and Dr. Helen Tregidga (2008), many organizations
have quick to Jump onboard the Sustainability bandwagon, little appears to have
been done to consider the role of, and effect on, the HR function and managers.
How are HR managers defining and enacting Corporate Sustainability. All
participants felt that function has a role in fostering environmental practices within
an organization due to their role as stewards of value, and as skilled communicators
in the organization. Findings indicated the HR managers espouse private moral
positions around concern for the environment, however environmental action in
their personal lives appears limited.
5. On other hand John Sullivan (2009), in his paper has stated that environmental
issues are on most every one’s mind so if your firm has a competitive advantage in
this area will create an employment brand. Green recruiting is a chance to
differentiate yourself in a recruiting marketplace where standing out from the
crowd is already extremely difficult. Moreover Gen y is focusing on the Green
Recruitment.

6. 6. According to Fineman (1997:37), the environment belongs to everyone its

damage is quintessentially a matter of broad consensual moral concern and
organizational actors are as culpable as anyone else. So HR managers are requested
to reconsider the implications of what their passive position on the environment
could mean by giving them important role of shaping employees behaviour in
organizations and beyond.
7. Research by Suhaimi Sudin (2011), shows that green management initiatives has
become an important factor in forward thing businesses around the world.
Researchers argued that employees must be inspired empowered and
environmentally aware of greening in order to carry out green management
initiatives. The paper focuses on development of a new model of strategic Green
HRM which includes relationship between assessment based HR interventions,
environmental management system, Green intellectual capital and corporate
environmental citizenship.
8. Stephen King (2004) stated that the future of HRM will be built on innovation and
creativity, in nutshell innovation and creativity approaches were needed towards
quality of life, environmental improvements through the healthy, sustainable,
vibrant community theme. In summary it was said that money and support of
employees can put HRM on the road to environmental Sustainability.
9. According to Chad Holliday (2001), CEO DuPont says shrinking your environmental
footprint is more than just the right thing to do, it also generates tremendous
business value. This is the challenge of Sustainable growth and to meet it, the
 primary motivation for any company should be improved business performance of
course, environmental societal benefits will follow.
10. Malt Bolch (2008), in his research has said spreading the word about Sustainability
initiatives may fall to more than one department but human resource plays an
important role, it is important for human resource professionals to have
conversations with employees and the community at large about the implications
of environmental initiatives.

11. As per the survey done by Buck Consultants (2009), the Greening of HR Survey
examines the types of environmentally friendly "green" initiatives that companies
are utilizing involving their workforce and human resource practices. The results
confirm that companies are incorporating and working towards integrating a
number of green practices. While the study’s questions and results are broad, they
hint at several areas for HR practitioners to consider in the green space. Over half of
the companies surveyed have incorporated environmental management into
business operations and have a formal green program in place or plan to
implement one in the next twelve months.
12. N R Aravamudhan in his Research Paper has said that HR departments in many
companies are increasingly greening their processes. The time has come to greenify
their companies and build world class sustainable businesses.
13. According to Douglas Renwick, University of Sheffield Management School, in his
paper he has mentioned the different shades of HR starting from Non Green in
yesterday and Dark Green In future which he has adapted from James and Stewart,
1996. He in his study has said that HR can include environmental aspects in
Recruitment, Training and development, Induction, Performance appraisal etc. He
has also mentioned in the study that HR professionals appears as one close to
management as well as employees and thus can help the management
andemployees to implement Green initiatives in day to day life.
14. Mr M.W.Shaikh in his paper submitted Green HRM , A requirement of 21st Century
to Abhinav journal of Research has made an attempt to promote the importance of
Green HRM In industries. The Green Human Resources Management is based on
green movement related to Protection of Environment and save the planet Earth
from future disasters. The “Magna Carta” on Human Environment was declared in
the first United Nation’s (International) Conference on Human Environment held in
June 1972 in Stockholm declared that, to defend & improve the human
environment for present and future generation has become an imperative goal for
mankind. The Green Human Resource Management will play an important role in
industry to promote the environment related issues by adopting it, in management
philosophy, HR policies and practices, training people and implementation of laws
related to Environment Protection. The Green HRM will also help the employers,
manufacturers in image and brand building and by strictly implementing the ISO
14000 standards, environmental audit, thus changing the organizational culture,
thinking about waste management, pollution and helping the society and its own
people, those are getting effected by pollution. It will also make employees and
society members aware of the utilization of natural resources more economically
and encourage eco-friendly products. The Greening of HR survey done by Buck
Consultants in January 2009 has showed that greater than 60% of companies have
made environmental responsibility a part of their organizational mission statement
and view the promotion of social responsibility as the most critical objective of their
green program.

15.