INTERNATIONAL JOURNAL FOR INNOVATIVE RESEARCH IN MULTIDISCIPLINARY FIELD ISSN – 2455-0620 Volume - 3, Issue - 5, May - 2017 Available online on – WWW.IJIRMF.COM Page 152 Impact of green HRM practices on organization sustainability and employee retention Ms. Poonam Likhitkar 1 , Dr. Priyanka Verma 2 , 1 Research Scholar, 2 Assistant Professor Department Of Management Studies, Maulana Azad National Institute of technology (NIT) Bhopal (M.P) Email - POONAML0610@GMAIL.COM, drpriyankaverma@rediffmail.com, 1. INTRODUCTION: According to Professor David Uzzell from the University of Surrey, "Organizations are now realizing that taking their environmental impact seriously is beneficial not just for the environment but for business too. It can lead to a reduction in costs, a more satisfied workforce and a more pleasant working environment ”. Environmental concern - refers to the people’s beliefs and attitude towards environmental issues. Green HR - Green human resources refer to “Employee Involvement in each & every aspect of the organization which promotes sustainable development & enhances commitment towards the issues of sustainability. Green HR indicates - to integrate human resources with environment sustainability for optimum utilization of resources. Green HRM The term ‘green HR’ is often used to refer to the contribution of HR policies and practices towards the environmental issue & which broadly categorized into two elements i.e. Environmentally friendly HR practices and the preservation of human capital. 2. OBJECTIVE OF THE STUDY:  To identify the green HRM practices for sustainable growth in the organisation.  To suggest benefits of Green HRM to both employee as well as employer.  To propose a theoretical model of Green HRM. 3. RESEARCH METHODOLOGY: In order to get endeavour an emerging concept named Green HRM, a systematic literature has been done for the same. The data is collected from various research articles, whitepapers, magazines, project works & internet. 4. LITERATURE REVIEW: Sakhawalkar, & Thadani (2015) has done descriptive research on all IT companies in pune where non-probability – convenient sampling was used & structured questionnaire was filled by employees of IT companies in Pune City. The study reveals the awareness among employees in IT companies & implementation of various green hr practices. The study found that companies are going towards the environmental friendly initiatives that reduce an employee's carbon footprint. The results included: electronic data filing, Vehicle sharing, video conferencing and virtual interviews, recycling, telecommuting, online training, Work at home and developing more energy efficient office spaces. The study also found that respondents are aware about the electric & hybrid vehicles; however people, who are not aware about - Green HRM‟, are aware of the practices and know that their organization is following such practices. Aggarwal & Sharma (2015) highlighted the concept of Green and Green HRM, along with focusing on its importance, advantages and limitations for an organization which have an impact on sustainability. Sheopuri and Sheopuri (2015) also found that Green HR initiatives help companies to find alternative ways to cut the cost without losing their top talent; part time work, etc. The study also says that today companies could get competitive advantage over it. Abstract: Green HRM is an emerging concept in the field of management which explains the integration of environment friendly practices with HR department of the organization in order to achieve long lasting sustainable growth. This review paper gives you an insight on Green HRM practices for sustainable growth and higher retention of employee in the organization. The data is collected from secondary source such as research articles, case studies, whitepapers & internet websites. The present study also highlights the benefits of green HR practices to both employer & employee. Key Words: Commitment, Corporate Social Responsibility, Employee Retention, Green HRM, Loyalty, Recruitment.