Claims:1. We measure green thinking among IT employees at Madurai.

2. We study the level of satisfaction of IT employees in the implementation of

Green HRM in their organization.

5 3. We analyzed the level of interest of the employees towards the implementation of green HRM.
, Description:The present invention relates to analyze the level of green thinking and gauge their level of interest in green HRM implementation among IT employees in Madurai. The study is exploratory and analytical..
5 [02] BACKGROUND OF THE INVENTION
Green Human Resource Management (HRM) as a process is the combination of environmental management and human resource management. Today, organizations are paying more attention to green HRM implementation as it is a growing concern of society and all stakeholders. It can create a positive image and bring competitive advantages to the
10 organization that will help it survive successfully in the long run. It can be organized for successful long-term survival. It can also enhance an organization's ability to achieve its missions and visions effectively and efficiently.
Today, many of the organizations receive applications online, based on the human resource management team reviewing the application and conducting virtual interviews and also
15 providing online training and development. Therefore, it is very useful and convenient for the employees and also for the organization. Especially large organizations conduct employee
performance reviews, compensation, employee relations, and other wellness activities over the Internet.
There are many initiatives towards green staffing at a practical level, the job analysis and

20 design process emphasizes environmental issues such as identifying person specifications and job functions within the framework of understanding experiences of the environment, the tests and the interviews to the people who fit. with the environment perspective of labor needs (Renwick et al., 2008). These types of Green HR practices will give the organization more credibility, as well as greater concern for the environment and the well-being of
25 employees. And it helps to improve the green attitude, personality and creativity of the

employees.

[03] BRIEF DESCRIPTION OF THE DRAWINGS

The invention will be better understood and objects other than those set forth above will

become apparent when consideration is given to the following detailed description thereof.

5 Such description makes reference to the annexed drawings wherein:

FIG – 01 shows structural Equation Model

[04] SUMMARY OF THE PRESENT INVENTION

According to this study, green human resource management practices are possible in India. And it gives a very positive response from the employees, especially in the IT sector. Green
10 HR practices create a positive impact around the world. Thus, the organization gains a competitive advantage over its competitors. These types of Green HR practices will give the organization more credibility, as well as greater concern for the environment and the well- being of employees. And it helps to improve the green attitude, personality and creativity of the employees.
15 Green HRM efforts result in increased efficiency, sustainable use of resources, less waste, better work-related attitude, better work/life, lower costs, better performance and retention of employees who they help the organization reduce the carbon footprints of employees on average. by Green HRM. Therefore, it is suggested that organizations be required to give higher priority to each human resource management function to be green.
20 DETAILED DESCRIPTION OF THE INVENTION

[05] METHODOLOGY

The study is exploratory and analytical. It is designed to analyze the level of green thinking and gauge their level of interest in green HRM implementation among IT employees in Madurai. The universe of this study has been restricted to the city of Madurai. From the

universe, the researcher proposed to collect data from a sample of 406 respondents based on the proportional random sampling method. This study is done with the help of primary and secondary data. The structured questionnaire method was used to collect primary data.
[06] HYPOTHESES

5 1. There is no difference between respondents' monthly income and green recruitment and selection, green training and development, green performance appraisal, compensation, and employee relations.
2. There is no difference between age of respondents and green recruitment and selection, green training and development, green performance appraisal, compensation, and
10 employee relations.
[07] ANALYSIS AND DISCUSSION

Table – 01 DEMOGRAPHIC PROFILE

15

Table - 01 indicates that 226 respondents who make up 55.7% are men, 180 respondents who make up 44.3% are women. Therefore, the male respondents of 55.7% are more numerous compared to the female respondents.
In the case of educational degrees, 52.7 percent of those surveyed have completed a

5 postgraduate degree and 47.3 percent of them have a bachelor's degree.

In the domicile category, 75.12 percent of the respondents are semi-urban, 16.7 percent urban, and 8.1 percent rural.
In this study, 34.2% of respondents worked as a senior process associate in their organization, 22.9% process associate, 22.4% associate, 11.1% team leader, and only
10 9.9% .9%, 4% of the respondents worked as a manager in their organization.

In the case of the monthly income of the respondents, 46.8% of the respondents earn less than Rs 10,000 per month, 27.8% earn between Rs 10,001 and 15,000, 11.6% earn more
than Rs 25,000, 9.4% earn between Rs 15,001 and 15,000 and 4.4 per cent of the respondents earn between Rs 20,001 and 25,000 per month.
15 In the age category, 25.4 percent of respondents are between 22 and 28 years old, 22.4 percent are between 36 and 42 years old, 20.7 percent are between 29 and 35 years old, 18 percent are under 21 years old and 13.5 percent are over 35 years old.
Table – 02 CROSS TABULATION ON GENDER AND LEVEL OF SATISFACTION TOWARDS GREEN HRM

20

Table - 02 indicates the association between the gender of the respondents and the level of satisfaction towards green HRM. In the male category, 20.7% of the respondents have a

medium level of satisfaction with the green HRM, 19.2% have a high level and 15.7% of the men surveyed have a low level of satisfaction. In the case of women, 16 percent have a high level of satisfaction, 15.5 percent have a low level, and 12.8 percent have a medium
level of satisfaction towards green HRM.

5 Table – 03 CROSS TABULATION ON DESIGNATION AND LEVEL OF SATISFACTION
TOWARDS GREEN HRM
Designation and Level of Satisfaction towards Green HRM Cross Tabulation

Designation Variables Low Medium High Total Chi Square
Senior Process Associate Count 46 36 57 139

0.070
% ofTotal 11.30% 8.90% 14.00% 34.20%
Process Associate Count 23 42 28 93
% of Total 5.70% 10.30% 6.90% 22.90%
Associate Count 32 35 24 91
% of Total 7.90% 8.80% 5.90% 22.60%
TeamLeader Count 13 14 18 45
% of Total 3.20% 3.40% 4.40% 11.00%
Manager Count 13 9 16 38
% of Total 3.20% 2.20% 3.90% 9.30%
Total Count 127 136 143 406
% of Total 31.30% 33.60% 35.10% 100.00%

Table - 03 describes the association between the designation of the respondents and the

10 level of satisfaction towards green HRM.

In the Senior Process Associate category, 14 percent of respondents have a high level of satisfaction, 11.3 percent have a low level, and 8.9 percent have a medium level of satisfaction. In the case of Process Associate, 10.3 percent have a medium level, 6.9 percent have a high level and 5.7 percent of those surveyed have a low level of satisfaction.
15 In the Associate category, 8.8 percent have a medium level, 7.9 percent have a low level, and 5.9 percent have a high level of satisfaction.
Of Team Leaders, 4.4 percent have a high level, 3.4 percent have a medium level and 3.2 percent have a low level of satisfaction. And in the Managers category, 3.9 percent have a high level, 3.2 percent have a low level, and 2.2 percent have a medium level of satisfaction
20 towards green HRM.

Hypothesis 1:

Null Hypothesis: There is no difference between respondents' monthly income and green recruitment and selection, green training and development, green performance appraisal, compensation, and employee relations.
Alternative Hypothesis: There is a difference between respondents' monthly income and

5 green recruitment and selection, green training and development, green performance appraisal, compensation, and employee relations.
Table – 04 ONEWAY ANOVA TEST ON MONTHLY INCOME OF THE RESPONDENTS AND IMPACT OF GREEN HRM PRACTICES

10

Table - 04 describes the difference between the monthly income of the respondents and the study variables. In the case of green recruitment and selection, if the calculated value (0.280) is greater than the significance level of 0.05, the null hypothesis (H0) is accepted
and the alternative hypothesis (H1) is rejected. Therefore, it is shown that there is no

5 significant difference between green recruitment and selection and monthly income.
In green formation and development, the calculated value (0.035) is lower than the significance level of 0.05, the null hypothesis (H0) is rejected and the alternative hypothesis (H1) is accepted. Thus, it is shown that there is a significant difference between green training and development and monthly income.
10 In the green performance evaluation category, the calculated value (0.021) is less than the
significance level of 0.05, the null hypothesis (H0) is rejected, and the alternative hypothesis (H1) is accepted. Therefore, it is shown that there is a significant difference between the green performance evaluation and the monthly income.
The green compensation, it is identified that the calculated value (0.132) is higher than the

15 significance level of 0.05, the null hypothesis (H0) is accepted and the alternative hypothesis (H1) is rejected. Therefore, it is shown that there is no significant difference between green compensation and monthly income.
In the case of the green employee relationship, the calculated value (0.037) is less than the significance level of 0.05, the null hypothesis (H0) is rejected and the alternative hypothesis
20 (H1) is accepted. Therefore, it is shown that there is a significant difference between the green employee ratio and monthly income.
Hypothesis 2:

Null Hypothesis: There is no difference between age of respondents and green recruitment and selection, green training and development, green performance appraisal,
25 compensation, and employee relations.
Alternative Hypothesis: There is a difference between the age of the respondents and green

recruitment and selection, green training and development, green performance appraisal, compensation, and employee relations.
Table – 05 ONEWAY ANOVA TEST ON AGE OF THE RESPONDENTS AND IMPACT OF GREEN HRM PRACTICES

5

Table - 05 describes the difference between the age of the respondents and the study

10 variables. In the case of green recruitment and selection, the calculated value (0.006) is less than the significance level of 0.05, the null hypothesis (H0) is rejected, and the alternative hypothesis (H1) is accepted. Therefore, it is shown that there is a significant difference between green recruitment and selection and the age of the respondents.
In the green training and development category, it is identified that the calculated value

15 (0.652) is higher than the significance level of 0.05, the null hypothesis (H0) is accepted and the alternative hypothesis (H1) is rejected. Therefore, it is shown that there is no significant
difference between green training and development and the age of the respondents.

In the green performance evaluation, the calculated value (0.001) is less than the significance level of 0.05, the null hypothesis (H0) is rejected, and the alternative hypothesis (H1) is accepted. Therefore, it is shown that there is a significant difference between the
evaluation of green performance and the age of the respondents.

5 In the green compensation category, it is identified that the calculated value (0.352) is higher than the significance level of 0.05, the null hypothesis (H0) is accepted and the alternative hypothesis (H1) is rejected. Therefore, it is shown that there is no significant difference between the green compensation and the age of the respondents.
In the case of the green employee relationship, the calculated value (0.001) is less than the

10 significance level of 0.05, the null hypothesis (H0) is rejected and the alternative hypothesis (H1) is accepted. Therefore, it is shown that there is a significant difference between the relationship of the green employee and the age of the respondents.
Table – 06 The model fit summary

15

Table – 06 illustrates the model fit summary for the structural equation model consisting of a confirmatory factor analysis and a measurement model. The values of various goodness-of- fit indices in the above fit approximately within the desired limits. The researcher wanted to
20 find the impact of ecological human resource management on different HRM functions,

which was presented in the proposed structural equation model. Factor loadings in CFA are highly significant at the 5% level of significance.
Overall, green compensation plays a vital role in green human resource management. In

this study, the majority of respondents agree that their organization offers green gifts to special achievers, and also offers additional bonuses for planting coniferous trees to respondents.
The green relationship with employees plays another important role in green HRM

5 practices. Respondents highly appreciated the green suggestion box. Respondents agree that the organization encourages green entrepreneurs and provides guidelines for implementing green HRM security measures.
Another noteworthy dimension is green training and development. Most of the respondents agree that the organization provides good trainers with enough knowledge in their field, the
10 organization encourages the respondents to remove the screen savers on the CPU and
also trains its employees to print both screen savers. paper sides. The organization trains employees on green building, the paperless office, and energy conservation.
Green recruitment and selection practice helps the organization to apply good green approaches in the organization. Respondents agree that the organization conducts virtual
15 interviews, collects the online application, and displays the green logo on the company website, etc.
Finally, green performance appraisal also takes place in green HRM practices. Most of the respondents agree that the organization has good knowledge about green human resource management, green attitude and use of green products and also the organization
20 appreciates the employees in the way it gives the award to the best green employee.

[08] FINDINGS AND SUGGESTIONS

In this study, the majority, 46.8 per cent of the respondents, earn less than Rs 10,000 per month. And only 11.6 per cent of the respondents earn more than Rs 25,000 per month.
Compared to age, the majorities (25.4) of the respondents are in the 22-28 age category

25 and only 13.58 percent of the respondents are in the 42+ age category.

Of 406, the majority of respondents, 35 percent, have a high level of satisfaction regarding green human resource management, in which 19.2 percent of men and 16 percent of women respondents have a high level of satisfaction. At the same time, 31.2 percent of
those surveyed have a low level of satisfaction. Therefore, it is identified that organizations

5 need to improve green HRM practices.
In Designation Wise Analysis, 14 percent of senior process associates have a high level of satisfaction, 10.3 percent of process associates have a medium level of satisfaction,
8.8 percent of employees have a medium level of satisfaction. Only 4.4 percent of team leaders and 3.9 percent of managers have a high level of satisfaction with green human
10 resource management.
Monthly income and green training and development (0.035), green performance appraisal (0.021), and green employee relations (0.037) are worth less than the table value (0.05). Therefore, the null hypothesis is accepted and the alternative is rejected.
Respondents' age and green recruitment and selection (0.006), green performance

15 appraisal (0.001), and relationship to green employees (0.001) are worth less than the table value (0.05). Therefore, the null hypothesis is accepted and the alternative is rejected.
The majority (72%) of respondents agree that the organization encourages green entrepreneurs and provides guidelines for implementing green HRM security measures. And the respondents also agree that the organization conducts virtual interviews, collects
20 the online application and shows the green logo on the company website, etc.
In this study, the majority (79%) of respondents agree that their organization offers eco- friendly gifts to special achievers, and the organization also offers additional bonuses for planting coniferous trees to respondents.