Advancing Green Human Resource Management Aspects and Practices in Organizations: The Power of Fuzzy Importance Performance Analysis

ABSTRACT Drawing on intersections between the Ability–Motivation–Opportunity (AMO) framework and the Resource‐Based View of the Firm (RBV‐F), this research critiques key convergent and divergent theoretical aspects of Green HRM. This approach led to the formulation and implementation of a Fuzzy Importance–Performance Analysis (FIPA) method to evaluate and rank GHRM into aspects and practices that foster sustainable performance in organizations. A mixed‐method approach, incorporating both qualitative and quantitative techniques, was employed to evaluate data from 363 key Bangladeshi apparel manufacturing industry experts and analyzed using Fuzzy Importance Performance Analysis (FIPA). The findings indicate that companies acknowledge the strategic significance of GHRM but fail in their effective implementation. The findings revealed the criticality of green recruitment and selection and green performance management. These were analyzed at Level 1, leading to a second analytical level which highlighted six critical implementation practices. We surface how these can practically create a greener competitive advantage for individual and organizational performance. The research theoretically contributes to both AMO and RBV‐F by elucidating the synergy between green human capital and organizational skills in promoting sustainability within resource‐constrained environments. Methodologically, it pioneers an illustration of the efficacy of the fuzzy IPA technique in ranking sustainability‐oriented HR activities in developing and developed economy organizations. The findings offer actionable implications for managers and policymakers to enhance resource allocation and foster sustainable competitiveness, particularly in emerging economies and the increasing use of AI.