Green HRM Practices in Private Banking Sector: Bangladesh Context

A thesis submitted to the Department of Management Studies in partial fulfillment of

the requirement for the award of the degree of Masters of Business Administration in
Jahangirnagar University, Savar, Dhaka-1342.

Submitted to
Nafiza Islam
Course Instructor

Prepared by
Explorers
MBA- 4th Batch

Date of Submission: June 27, 2019.

Department of Management Studies

Faculty of Business Studies
Jahangirnagar University
Savar, Dhaka -1342.

i
 Team Profile

Team Members

Name ID

Abida Sultana 1157

Supriya Sarker 1143

Syeda Nera 1155

Habiba Akter 1158

Shahnaz Sharmin 1156

Maharuba Akter

Group Leader’s Information:

Name: Abida Sultana

Email address: abidaju43@gmail.com

ii
 Letter of Transmittal
June 27, 2019
Nafiza Islam
Assistant Professor
Department of Management Studies
Faculty of Business Studies
Jahangirnagar University
Savar, Dhaka – 1342.

Subject: Submission of study on Green HRM Practices in Private Banking Sector:

Bangladesh Context.

Dear Mam,
As partial requirement for the achievement of MBA program, we are pleased to submit
our thesis paper on Green HRM Practices in Private Banking Sector in the Context of
Bangladesh. Without the proper guidance of our course instructor, it was not possible
for us to compile the task. It has been a worthwhile experience for us to get the
opportunity of understanding the real-life application of gathered classroom
knowledge. We have tried our best to compile the actual task as comprehensive as
possible.

I hope you will assess this study considering the limitations and mistakes of the study,
and sincerely believe that you will find the study very interesting and informative.

Sincerely

Name ID Signature
Abida Sultana 1157
Supriya Sarker 1143
Syeda Nera 1155
Habiba Akter 1158
Shahnaz Sharmin 1156
Maharuba Akter

iii
 Acknowledgement
It is high time for us to express our deepest gratitude and humble submission to the
Almighty for whose support we would be able to complete a huge task of preparing this
thesis paper within the time period.

The first name come to our mind is Nafiza Islam, Assistant Professor, Department of
Management Studies, Faculty of Business Studies, Jahangirnagar University, Savar,
Dhaka 1342, who has been supervised and guided us for preparing this paper. We are
thankful and greatly indebted to her for her whole hearted supervision during the report
preparing period. Her suggestion and comment was really a great source of inspiration
for us to make the report a good one.

We are very much thankful to those persons for their support in gathering data and
providing information about Green HRM Practices in Private Banking Sector in the
Context of Bangladesh.

iv
 Table of Contents

Chapter No Particulars Page No

Introduction 01-04

1.1 Concept and Background 02

1.2 The Problem Statement 03

Chapter 1.3 Objectives of Study 03

One
1.4 Scope of the Study 04

1.5 Organization of Study 04

1.6 Limitations of the Study 04

Literature Review 05-07
Chapter
2.1 Green HRM Concept 06
Two
2.2 Theoretical Review 07

2.3 Empirical Review 09

2.4 Research Gap 09

Methodology 10-14

3.1 The Research Design 11

3.2 The Population 11

3.3 The Sampling Procedure 11

3.4 Data Collection Procedure 11

Chapter
Three 3.5 Data Processing Procedure 12

3.6 Research Outline 12

3.7 Gantt Chart 13

3.8 Conceptual Framework 14

3.9 Time Management for the Study 14

v
 Presentation & Analysis of Data 15-22
4.1 Descriptive Analysis 16

4.2 Green Recruitment 16

4.3 Green Training & Development 17
Chapter
4.4 Green Performance Management 18
Four
4.5 Green Compensation 19
4. 6 Green Involvement 20
4.7 Green initiatives for HR 21
Summary of Findings 23-32
Chapter Summary 24
Five Conclusion 27
Recommendations 29
Reference 33
Appendix 34

List of Charts

Chart No Particulars Page No

3.6 Research Outline 12

3.7 Gantt Chart 13

3.9 Time Management for the Study 14

4.2 Green Recruitment 16

4.3 Green Training & Development 17

4.4 Green Performance Management 18

4.5 Green Compensation 19

4.6 Green Involvement 20

4.7 Green Initiative for HR 21

5 Prioritization Matrix 32

vi
 Abstract
Green HRM is the use of HRM policies to promote the sustainable use of resources
within business organizations and, more generally, promotes the cause of
environmental sustainability. Green HRM practice is playing a predominant role in the
present business scenario for making better profit by adopting ecological practices. The
success of the application of green HRM depends on the employees’ adoption and
commitment towards the green practices. Recently, there has been observed an
increasing awareness within banking sector on the significance of going green and
adopting various environment management techniques. As the corporate world is going
global, the business is experiencing a shift from a conventional financial structure to a
modern capacity-based economy which is ready to explore green economic facets of
business.

The research studied on 30 participants who are randomly selected across 10 private
commercial banks in Dhaka and surroundings. The questionnaire was designed and
administered to obtain data on Green Recruitment, Green Training & Development,
Green Performance Management, Green Compensation, Green Employee Relations &
Green Initiatives for HR. In completing this report, we have tried our level best to make
this report so confide & comprehensible.

Green Human Resource Management has been the buzzword since the last few decades
but least was known about its real implications on the organizational context. The
objective of this paper is to elaborate on various green practices that can be incorporated
for building a green workplace and to provide with a basic understanding of green HRM
to the practitioners. In addition, an attempt to take some green initiatives can give bright
image of an organization in the context of Bangladesh.

There is no doubt that a country like Bangladesh cannot afford to discard all projects or
economic activities only for environmental causes. Significant negative impact of day
today work aspects can’t be rejected. Thus, it is important to identify the sections where
we can implement the knowledge of Green HRM to make the environment green & to
make the whole project green. It is mandatory to know that green is not a concept of
color but the concept of live, healthy & benevolent. There should be long-term planning
for these concept to handle environmental issues and all relevant policies should be
consistent in this regard for the advancement of society to world.

vii