European Journal of Business and Management www.iiste.org ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online) Vol.12, No.1, 2020 55 The Role of Electronic Human Resource Management on the Practices of Green Human Resource Management ZAID AHMAD ALABADDI a* , ARWA HISHAM RAHAHLEH b , MONIRA ABDALLAH MUFLIH c , SANA'A NAWAF AL-NSOUR c , ALI ATALLAH SALAH b a Department Of Management Information System,Al-Hussein Bin Talal University,Jordan b Department Of Business Administration ,Al-Hussein Bin Talal University, Jordan c Department Of Business, World Islamic Sciences And Education University, Jordan *Correspondence Author: a* zaid.abaddi@yahoo.com Abstract: Through a theoretical framework, this study aimed to identify definitions of Green Human Resources Management by covering the definitions that were proposed by several researchers and attempt to reach new definition. Many previous studies have identified several benefits that can be achieved by using Green Human Resources Management in organizations. In addition, this study summarized these benefits and identified the most frequently recurring benefits by reviewing the previous studies and adding a table showing the recurrence of these factors. The study measured the impact of Electronic Human Resources Management on the practices of Green Human Resources Management in the Jordanian Pharmaceutical Companies by serving 180 employees in 15 Jordanian companies for the production of human medicines. The Partial Least Squares (PLS) approach was used as a statistical method to analyze the data. The results of the study showed high effect of Electronic Human Resources Management on the practices of Green Human Resources Management in Jordanian Pharmaceutical Companies and higher level of GHRM practices in Jordanian Pharmaceutical Companies. The most important recommendation of this study was that if organizations want to encourage the adoption of new work methods such as Green HRM, there has to be a link between employee incentives and employee learning of this new technology skill. Keywords : green Human Resources Management , Electronic Human Resources Management, Green Human Resource Management Practices. DOI: 10.7176/EJBM/12-1-06 Publication date: January 31 st 2020 1.Introduction: Protecting the environment and preserving the natural ecosystem and its resources for future generations is important for all organizations (Howard-Grenville et al., 2014). This has encouraged business organizations to pay more attention to the development and implementation of Green Human Resources Management (Green HRM ) through the adoption of friendly environmental practices and procedures (Prasad, 2013). Accordingly, the Green movement has been trying to achieve sustainable development since the 1990’s (Chan, 2011).After the emergence of the green movement, environmental management has been incorporated into some departments in organizations such as operations, finance, marketing, etc. (Mittal & Sangwan, 2014);(Rehman & Shrivastava, 2011). The results were the addition of human resources management (Prathima & Misra, 2013). The emergence of the so-called “(Green Human Resources Management)” would help companies stimulate environmental performance by improving employees' commitment to the environment to conserve environmental resources, which subsequently ensures environmental sustainability. At the same time, it will develop business, and increase productivity and conserve cognitive capital. Human resource management practices thus have become friendly environmental (Schuler & Jackson, 2014); (Mandip, 2012); (Jackson et al.,2011); (Renwick, 2013). Sudin (Sudin ,2011) emphasized that the human resource management practices of organizations can become more important by using a broad approach to achieve cultural sustainability. Green human resources management has become a key strategy for the outstanding organizations, with the aim of changing the implementation of the work mechanism and becoming green. Friendly environmental human resource initiatives have resulted in lower costs and better employee integration thus enhancing the organization's ability to retain staff, reduce employee carbon footprint, reduce the use of paper, recycling, encourage mass transit, and promote alternative energy sources. Organizations have gained a competitive advantage by using friendly environmental human resource management approach which resulted in a number of benefits including attracting and managing the right employees as well as making better human capital decisions for strategic success. The changes in modern technology and the organization's sense of the importance of modern systems has led to the adoption of different technologies for environmental management, the transformation in the way organizations are operated and the transformation of their systems to systems that are entirely based on information systems.