International Journal of Business and Management; Vol. 7, No. 21; 2012 ISSN 1833-3850 E-ISSN 1833-8119 Published by Canadian Center of Science and Education 25 A Study of Green HR Practices and Its Effective Implementation in the Organization: A Review Jacob Cherian 1 & Jolly Jacob 2 1 Department of Management, College of Business Administration, Abu Dhabi University, Abu Dhabi, UAE 2 Department of Applied Sciences, College of Arts and Sciences, Abu Dhabi University Abu Dhabi, UAE Correspondence: Jacob Poopada Cherian, Department of Management, College of Business Administration, Abu Dhabi University, Abu Dhabi, UAE. E-mail: jacob.cherian@adu.ac.ae Received: August 4, 2012 Accepted: September 19, 2012 Online Published: October 1 , 2012 doi:10.5539/ijbm.v7n21p25 URL: http://dx.doi.org/10.5539/ijbm.v7n21p25 Abstract There is a great deal of increase in the adoption of environment management systems by the corporate sector. Literature has given importance to adoption of environmental practices as a key objective of organizational functioning making it important to identify with the support of human resource management practices. Today there is debate and uncertainty associated with how green management principles can be implemented effectively amongst the workforce of the organization. This review article identifies how corporations today develop human resource policies for promoting environment management initiatives. Keywords: Green HRM, environment management initiatives, retention, training, rewards 1. Introduction There is a need for a proactive approach to environmental management across the world (González-Benito & González-Benito, 2006; Daily et al., 2012; Jabbar et al., 2010). Earlier success of a firm was strongly dependent on promotion of economic value. However today, organizations have to consider for the reduction of ecological footprints and give importance to social and environmental factors along with economical and financial factors in order to enable the organization to be successful in the corporate sector thereby enabling attainment of profit by the shareholders (Sroufe et al., 1998; Daily et al., 2012; Govindarajulu and Daily 2004). There is a great deal of increase in the level of environmental pollution and waste emerging from industries which has resulted in increase in implementation of policies by governmental and private sector with the aim of reducing the rapid destruction to the non renewable resources and the ultimate negative impact it would have on societal consequences (Martinez- Fernandez, & Hinojosa, 2010). There is enhanced adoption of environment management systems by the corporate sector (Boiral 2006. González-Benito and González-Benito, 2006). This resulted in the emergence of a new strategic maneuver called green management. According to Lee (2009) the approach was considered to be quite effective and profitable since early 2000. He defined green management to be the strategy which is adapted by an organization in order to organize the environmental management strategies for protecting and measuring environmental aspects. Daily and Huang (2001) recommended that organizations essentially need to balance the industrial growth and ensuring that the environment where one lives is well preserved and promoted. The adoption of these practices has been presented with a number of different advantages which would ultimately benefit the firm which has led to the emergence of “green and competitive” mantra (Wagner, 2007; Molina-Azorin et al., 2009). Some of the benefits associated with this adoption include improvements related to firms operational performance (Jackson et al., 2012), promotion of teamwork (Jabbar et al., 2010), improvements in organizational culture (Jabbar et al., 2012) and reduction on overall cost (Hart 1997). It is identified that the management of environmental systems will enable improvements in synchronization with other management strategies of the firm (Wagner, 2007). From the above discussion it is identified that researchers give importance to adoption of environmental practices as a key objective of organizational functioning making it important to identify with the support of human resource management practices (Jackson et al., 2011; Daily and Hung, 2001; Sarkaris et al., 2010). Today there is debate and uncertainty associated with how green management principles can be implemented effectively in organizations thereby arriving at improved sustainability for the organization. Therefore the main aim of this article is to present a review of research which helps in identifying how corporations today develop human