Determinants and Challenges of Green Human Resource Management Practices in Small and Medium Scale Industries

This paper aims to explore the determinants and challenges associated with green human resource management (GHRM) practices. A snowball sampling approach was used to collect the data from 20 small and medium scale industries in Nepal. 300 workers from the four industrial estates, who work in a range of industries, make up the sample. These workers' viewpoints served as the foundation for this study's analysis. Three stages were involved in gathering these workers' viewpoints. Many factors determine the effective implementation of GHRM practices. The notable determinants include societal contribution, environmental concerns, competitive financial advantage, economic considerations, government pressure, government incentives, community pressure, top management support, market share growth, media relations strategies, public relations strategies, and sustainable policies. However, many potential factors create barriers to the implementation of GHRM practices in their industries. These include the cost of implementing green practices, the complexity and difficulty of adapting green technology, lack of awareness about environmental management, lack of organizational support, lack of managerial interest, employee resistance, and poor level of knowledge. Some other factors such as lack of understanding of green policies, lack of financial gains, lack of support from staff, and high employee turnover also hinder effective practices of GHRM in Nepalese industries. Industries, nowadays, must implement environmentally friendly HR initiatives and practices to ensure the sustainable use of resources, which will increase efficiency, decrease waste, and improve job-related behaviors. To facilitate the effective application of GHRM practices, they must establish a supportive environment.