Traditional HRM to Green HRM: The Path for Transformative Sustainability Practices

Aim: The present study aiemd to understand difference between traditional Human Resource Management Practice and Green Human Resource Management Practices. In this paper Meaning, importance and barriers of Green Human Resource Management Practices are discussed. This paper also focuses on the recent trend of Green Human Resource Management Practices. Methodology: In this paper, a systematic review of literature has been done from various sources. Secondary source of data i.e. Book journals and publications from the year 1983 to 2024 have been used to understand the meaning of Green Human Resource Management. Results: In this paper it is found that the traditional human resource management practices and Green Human Resource Management Practices can be aligned at the same time to achieve organizational sustainable objectives. Our study also shows that Green Human Resource Management Practices has positive relation to the environmental sustainability. Discussion: Rapid Industrialization and pollution has arisen the need of sustainability, many protocols and conventions are being introduced by government of different countries. Human Resource of an organization can play significant role in objectives of sustainable business practices; still there only functional factors of Green Human Resource Management have been focused. There should be further research which focuses on development of tacit knowledge of employees. Implications: Further research can be done to find out the ways of elimination of barriers of Green Human Resource Management Practices by the authors.