IOSR Journal of Business and Management (IOSR-JBM) e-ISSN: 2278-487X, p-ISSN: 2319-7668. Volume 22, Issue 8. Ser. I (August 2020), PP 08-16 www.iosrjournals.org DOI: 10.9790/487X-2208010816 www.iosrjournals.org 8 | Page Key issues of Green Human Resource Management (GHRM) Practices- ALiterature Review Dr. Mamatha S M 1 , Mr.Bharmappa T 2 1- Assistant Professor and Research Guid, Department of Commerce and Management, Sahyadri College, (Constituent College of Kuvempu University) Shimoga-577203. 2- Research Scholar, Department of Post Graduate Studies and Research in Commerce, Kuvempu University,Shankaraghatta, Shimoga-577 203. Abstract: -Green Human Resource Management (GHRM) is the use of HRM policies to promote the sustainable use of resources within organizations,Theobjective of this paper is to examine the Practices of Green Human Resource Management (GHRM)in the organizations based on the review of existing literature. GHRM is an emerging concept in Business fields;it has been generally observed that the existent literature has to be extended further from the perspective of functions of Human Resource Management (HRM).At present all most all type of organizations taking action for their business sustainability for long time, but most of the organizations intention is to earning more profit, it is only for short time, so organizations have to concentrate about their sustainability. This paper is going to providemore information about the practices of Green Human Resource Management Practices (GHRM) i.e. Green Job design and analysis, Green Recruitment, Green Selection, Green induction, Green Training and Development etc. Key Points: -HRM Practices, Green HRM, GHRM and Practices. Discussion --------------------------------------------------------------------------------------------------------------------------------------- Date of Submission: 18-07-2020 Date of Acceptance: 03-08-2020 --------------------------------------------------------------------------------------------------------------------------------------- I. Introduction Past two decades has been showing heightened interest in the environmental concerns all around the world. The Human Resource (HR) is a key function, it can become the driver of environmental sustainability within the organization by aligning its culture and practices with sustainability goals representing eco-friendly which can contributing to organizational goals. The public concern about environment has led companies to adopt Environmental Management Practices (EMPs) at an increasing rate. Environmental Management System (EMS) is the most used tool of environmental management in companies. An Environmental Management System (EMS) is a set of management processes that requires firms to identify,measure and control their environmental impacts (Hunter and Bansal, 2003).It provides a management framework for achieving environmental objectives. So companies implementing Environmental Management Systems (EMS) conduct environmental activities to better control the company‟s environmental impacts. It helps the company in preventing pollution and saving company‟s money by reducing wastes, reducing energy consumption, carrying recycling activities and overall enhancing the corporate image. It contributes to environmental and economic benefits to the organizations. Human resource (HR) is the key resource of any organization and can have a significant impact on how the organization operates. Thus the support of human resource management practices is considered fundamental for adopting environmental management practices (Daily and Govindarajulu, 2004). 1.1 Green HRM: Overview Each individual have their own meaning of the word Green but for an environmentalist or nature - lover a green as an area or land that surrounded with plants, trees, grass, herbs, fresh air and natural resources but somehow, it means something relevant to nature or natural environment. There is an importance of growing awareness within organizations towards the significance of “green” issues. A Green Workplace is environmentally sensitive,uses of resource efficient and also socially responsible (Sathyapriyaet al. 2014). In order to achieve environmental sustainability goals, most of the firms use suitable human resources management (HRM) practices to stimulate their employees (Pailleet al. 2013). Go-Greenor Going green means conservation of earth natural resources as well as supporting the “Preservation of personal resources” i.e. family, Friends, lifestyle, communities, so that it is called Green Human Resource Management(GHRM) is the Conservation of Human resource their work life and Family life. That means implementing determined lifestyle changes that will help individual to live in an eco-friendly way. For this purpose every individual should be a more aware about the environment and they need to change their behavior, attitude and lifestyle to minimize the practices or