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CHAPTER-1

INTRODUCTION

After the wealth of research into green initiatives & green marketing, accounting as per the

researcher,(1992), and management McDonough and Prather, (1997), gaps still exist in the

Human Resource Management (HRM) literature on the HR aspects of environmental

management - Green HRM. Such gaps include an informative guide on the emergent

literature, its scope and coverage, and a process model and research agenda in this field. The

contribution of this article is threefold:

(1) To examine and draw together the HR aspects of environmental management, employee

engagement and map the terrain in this field.

(2) To detail a model of the HR processes involved in Green HRM.

(3) To propose a research agenda to guide future research in the field of Green HRM.

As per the research proceed first, by reviewing the literature on the HR aspects of

environmental management & employee engagement, second, by discussing the issues

arising from the review of these literatures, third, in proposing a process model of HR issues

involved in Green HRM, and fourth, by providing a research agenda in Green HRM and also

impact of green initiatives on employee engagement in service sector. As per the research

then offer some conclusions forward. As per the research begin with a note on the research

methodology used in this article, and then a review of the extant literature on environmental

management and HRM, which covers the following HR processes in turn, namely of:

recruitment; performance management and appraisal; training and development; employment

relations; pay and reward; and exit. There is a growing need for the integration of

environmental management into Human Resource Management (HRM) Green HRM research practice. A review of the literature shows that a broad process frame of reference for

Green HRM has yet to emerge. A concise categorization is needed in this field to help

academics, researchers and practitioners, with enough studies in existence to guide such

modeling. This article takes a new and integrated view of the literature in Green HRM, using

it to classify the literature on the basis of entry-to-exit processes in HRM (from recruitment

to exit), revealing the role that HR processes play in translating Green HR policy into

practice. The contribution of this article lies in drawing together the extant literature in this

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area, mapping the terrain in this field, and in proposing a new process model and research

agenda in Green HRM.

1.1Green Initiatives taken by Indian Companies.1

1) Patni Responds to Green Initiatives with IT- BPO Center in Noida

2) Acer, HCL Info systems and Wipro Personal Computing run programmers on E- Waste

management (Take back services).

3) Sify Technologies, India's integrated ICT services provider has implemented green

measures in its facility in Mumbai.

4) Bajaj Auto has installed wind peas per the research generation units in three factories that

not only conserve energy but also save Rs 25 crore in peas per the research costs each

year.

5) The Orchid Emote HotelAsia's first ecofriendly five-star hotel chain, is conserving

natural resources without compromising quality of service

6) ITC achieved milestone tags, such as "carbon positive," "zero solid waste," and "water

positive."

7) Infosys plans to become a carbon neutral company by 2012

8) Dr Reddy's Laboratories (DRL) the only Indian pharmacy company to release anannual report, called the Sustainability Report.

1.2 Green Initiatives taken in the World:2

1) Polycom has decreased energy use and carbon dioxide emissions by 34%.

2) Boeing has decreased energy use and carbon dioxide emissions by 24%.

3) Nokia : sources 25% of its energy from renewable resources and aims to increase that

amount to 50% by 2010.

4) HPs ENERGY STAR qualified products save consumers money

5) Wal-Mart: Pushed its 60,000 suppliers to push 60,000 suppliers to produce eco-friendly

goods, Cut energy use at its more than 7,000 stores worldwide by 30%.

6) General Electric Co. Launched the nation's first credit card. : Invested$900 million in

1www.chillibreeze.com/.../top-10-indian-green-companies-green-business-practices.asp.

viewed on :16th feb,20112www.buzzle.com/articles/environmental-issues/.Viewed on : 16th Feb,2011

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cleaner technology research and development in 2006, drawing closer to its $1.5 billion

annual ecomagination R&D target by 2010.

Yahoo! Autos : create Green Ratings for cars, giving consumers easy-to-use

environmental information about their car choices.

Dell plants solar trees in the parking lot.

1.3Some of green initiatives taken by Indian government are as follows:

1) Gujarat moots green credits for clean earth rather than carbon credit.

2) A network of Environmental Information System (ENVIS), with its focal point in the

Ministry of Environment and Forests, has been created .3) President Barack Obama and Indian Prime Minister Dr. Manmohan Singh jointly

launched a new U.S.-India Green Partnership [ National Environmental Protection

Authority (NEPA)].

4) The government has taken initiatives like providing tax concessions on purchase of

environment-friendly home equipments, regulations

1.4What does Going Green mean?

Eric G. Olson (2009) defines a green initiative as,

An initiative that complements the business, operations and asset strategies alreadyunderstood and articulated by the enterprises, that has a positive impact on the environment.

Three principles:

I. Common culture of awareness and action.

II. Facilitates decisions and transformation initiatives that improve theenvironment.

III. Attractive value propositions that is cost effective.

From Regulatory Issues to looking at them as Green Strategy Business Issues

a) New environmental regulations and laws as per the researchre createdin 1970s to protect the environment

b) Formation of CERES (Coalition for Environmentally ResponsibleEconomics in 1989)

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1.5 Need for green initiatives

The basic need for the evolution of green initiatives is as follows:

1.5.1 Growing population ---> Depletion of natural resources: Overpopulation is a

condition where an organism's numbers exceed the carrying capacity of

its habitat. The term often refers to the relationship between the human

population and its environment, the Earth.

1.5.2 Lack of proper waste disposal: Recycling is processing used materials (waste)

into new products to prevent waste of potentially useful materials, reduce the

consumption of fresh raw materials, reduce energy usage, reduce air pollution

(from incineration) and water pollution (from land filling) by reducing the need

for "conventional" waste disposal and greenhouse gas emissions as compared to

virgin production.

1.5.3 Deforestation: The loss of forests due to overcutting of trees. One consequence

ofdeforestation is soil erosion, which results in the loss of protective soil cover

and the water-holding capacity of the soil.

1.5.4 Excessive pollution: The pollution that peoples throw anything on the street

like rests of food, paper, plastic bags and all other things. I dont understand

why people throw things on foot when a garbage.ken is really near. I understand

that not all people like to respect the rules of society.

1.5.5 Global warming: Global warming is when the earth heats up (the temperature

rises). It happens when greenhouse gases (carbon dioxide, water vapor, nitrous

oxide, and methane) trap heat and light from the sun in the earths atmosphere,

which increases the temperature. This hurts many people, animals, and

plants. Many cannot take the change, so they die.

1.6 FACTS OF GREEN INITIATIVES:

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http://en.wikipedia.org/wiki/Organismhttp://en.wikipedia.org/wiki/Carrying_capacityhttp://en.wikipedia.org/wiki/Habitathttp://en.wikipedia.org/wiki/World_populationhttp://en.wikipedia.org/wiki/World_populationhttp://en.wikipedia.org/wiki/Environment_(biophysical)http://en.wikipedia.org/wiki/Materialhttp://en.wikipedia.org/wiki/Wastehttp://en.wikipedia.org/wiki/Energyhttp://en.wikipedia.org/wiki/Incinerationhttp://en.wikipedia.org/wiki/Landfillinghttp://en.wikipedia.org/wiki/Greenhouse_gashttp://www.everythingbio.com/glos/definition.php?ID=802http://en.wikipedia.org/wiki/Organismhttp://en.wikipedia.org/wiki/Carrying_capacityhttp://en.wikipedia.org/wiki/Habitathttp://en.wikipedia.org/wiki/World_populationhttp://en.wikipedia.org/wiki/World_populationhttp://en.wikipedia.org/wiki/Environment_(biophysical)http://en.wikipedia.org/wiki/Materialhttp://en.wikipedia.org/wiki/Wastehttp://en.wikipedia.org/wiki/Energyhttp://en.wikipedia.org/wiki/Incinerationhttp://en.wikipedia.org/wiki/Landfillinghttp://en.wikipedia.org/wiki/Greenhouse_gashttp://www.everythingbio.com/glos/definition.php?ID=802


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1.6.1 3For every ton of paper that is recycled, the following is saved: 7,000 gallons of water;

380 gallons of oil; and enough electricity to an average house for six months.

1.6.2 You can run a TV for six hours on the amount of electricity that is saved by recycling

one aluminum can.

1.6.3 By recycling just one glass bottle, you save enough electricity to 100-watt bulb for

four hours.

1.6.3 An aluminum can that is thrown away will still be a can 500 years from now.

1.6.4 Lighting typically uses 10% of a homes electric bill. Compact florescent light bulbs

(CFS) use 75% less energy than standard incandescent. They also last 10 times

longer.

1.6.5 The average American uses 680 pound of paper every year and uses seven trees a year

in various wood products. The average household throws away 13,000 pieces of paper

a year.

3www.gogreen_facts_initiatives%.html. Viewed on : 24th of Feb.2011

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CHAPTER-2

2.1 OBJECTIVE OF STUDY

In order to deploy green initiatives, an environmental policy should be created that is aligned

with the strategic goals of the business. Business stakeholders define a set of ongoing

objectives that address the environmental policy. Every research has certain objectives which

research to be done. So the certain objectives are mentioned below:

1. To Identify of the Indian IT companies which are taking green initiative in India.

2. To understand the Role of HR in taking green initiatives.

3. To study the impact of green initiatives on employee engagement in IT sector.

2.2 SCOPE OF THE STUDY

The study is conducted on all overINDIA in IT (Information Technology) sector through

email and personal visit. This study is conducted because many of the organizations are not

aware about the green HRM and if they are aware they didnt apply it. So as per the research

will intended to see in this study that an organization which is taking green initiatives is

having more employee engagement. At last but not least will find out that organizations who

are taking green initiatives are not only increasing their business performance and profits but

also contributing towards an eco-friendly environment.

CHAPTER-3

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3.1 EMPLOYEE ENGAGEMENT

4Employee engagement is one of the crucial roles of HR. Employee Engagement is the

means or strategy by which an organization seeks to build a partnership between the

organization and its employees, such that employees fully understand and is

committed to achieve the organizations objectives, and the organization respects the

personal aspirations and ambitions of its employees. It is seen largely as the organizations

responsibility to create an environment and culture conducive to this partnership. High

engagement levels amongst the employees leads to high productivity. In other words an

"engaged employee" is one who is fully involved in, and enthusiastic about, his or her work

and thus will act in a way that furthers their organization's interests. According to Scarlett

Surveys, "Employee Engagement is a measureable degree of an employee's positive or

negative emotional attachment to their job, colleagues and organization which profoundly

influences their willingness to learn & perform at work". The IT industry is faced with high

levels of attrition at the entry level. The purpose of this study has been to find out the

engagement levels of the entry level employees in the IT sector and suggest measures to

increase the same. In the first phase of the project, through secondary research, as per the

research found out the variables influencing employee engagement. In the second phase as

per the research found out the impact of these variables on the entry level employees in the IT

sector. In the next stage, the obtained data was analyzed using statistical tools and techniques

and their interpretations done.

The Indian IT sector is faced with high attrition rate among the

entry level employees resulting in high recruitment and training costs. The attrition

also results in loss of productivity due to the vacancy created by the exodus of the employee.

The purpose of this study is to find out where the lacuna is and to try and find what corrective

measures can be taken to reverse this undesirable trend. The engagement levels of the entrylevel employees observed, various factors considered, and thereafter the attempt to

address the problem of reducing the attrition level was undertaken.

1. An engaged employee is more likely to:

Understand and support through action a companys vision and goals

4realizedworth.posterous.com/csr-green-initiatives-how-to-engage-employees

Viewed on: 4th of Mar.2011

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Recommend the companys products and services to friends and family

Work smarter and longer hours without being asked twice.

Categories of Employee Engagement:

5According to the Gallup the Consulting organization there are there are different types of

people:-

(1)Engaged: "Engaged" employees are builders. They want to know the desired expectations

for their role so they can meet and exceed them. They're naturally curious about their

company and their place in it. They perform at consistently high levels. They want to use

their talents and strengths at work every day. They work with passion and they drive

innovation and move their organization forward.

(2) Not Engaged: Not-engaged employees tend to concentrate on tasks rather than the goals

and outcomes they are expected to accomplish. They want to be told what to do just so they

can do it and say they have finished. They focus on accomplishing tasks vs. achieving an

outcome. Employees who are not-engaged tend to feel their contributions are being

overlooked and their potential is not being tapped. They often feel this way because they

don't have productive relationships with their managers or with their coworkers.

(3) Actively Disengaged: The "actively disengaged employees are the cave dwellers."

Theyre Consistently against Virtually Everything." Theyre not just unhappy at work;

theyre busy acting out their unhappiness. They sow seeds of negativity at every opportunity.

Every day, actively disengaged workers undermine what their engaged coworkers

accomplish.

CHAPTER-4

REVIEW OF LITERATURE

4.1 GREEN INITIATIVES

5authenticorganizations.com/.../3-types-of-employee-engagement-advocates-which-type-

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Now a days the global trading is emerging in every organization. When a company is

becoming global the main challenge for them is to respect other culture and workforce and

for this the company is focusing on corporate social responsibility. To introducing CSR Hr

plays a crucial role and by introducing green initiatives the value of share holder, employee

engagement and employer brand recognitions increased. CSR should include the companys

carbon footprints which benefit the planet and there should be fully utilization for the natural

resources. Embarrassing green aspects of CSR is clearly understood; give the direct impact

that raising energy and utility cost has on everyone responsibility. For reducing each

employees carbon foot prints the company should use recycling for the wastage. (D. Jhones

2010). The historical comparison of four communities, the article concludes that organizing

and managing natural resources in part as community property can play a central role in

avoiding surprises. Here a surprise means sudden and unexpected changes in natural

environment. Organization can play a vital role in avoiding these surprises, by using the

concept of GREEN HRM that involves taking initiatives for employee engagement. King A.

(1995). The Green Team of volunteers from within the company," noted for sustainability.

"These include designers, production people, shipping people, and sales people and

represents all facets of the company; so when someone has an idea of how as per the research

can do something better, it's often the Green Team that champions it." Mike Santos. ( Jan

2011). Employee buy-in is a key factor in ensuring small- and medium-size enterprise

(SME) engagement with corporate social responsibility (CSR). They use participant

observation and semi-structured interviews to investigate the way in which three fair trade

SMEs utilize human resource management (and selection and socialization in particular) to

create employee engagement in a strong triple bottom-line philosophy, while simultaneously

coping with resource and size constraints. The conclusions suggest that there is a strong

desire for, but tradeoff within these companies selection of individuals who already identify

with the triple bottom-line philosophy and individuals with experience and capability to deal

with mainstream brand management two critical employee attributes that appear to be

rarely found together. The more important the business experience to the organization, the

more effort the organization must expend in formalizing their socialization programmes to

ensure employee engagement. A key method in doing this is increasing employee knowledge

of, and affection for, the target beneficiaries of the CSR programme (increased moral

intensity). Andrew Crane (2010). The unavoidable need for Corporation to shift to

Environment friendly business practices that will help reduce carbon emission and in the

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process that sustainable business will be the only profitable business into the next round of

corporate social responsibility and the issue of sustain ability gain ground across the world.

All worker in the organization should be aimed not towards the maximum of financial profit,

but towards the maximum of the balance b/w Economic, Social and environmental capital

and by doing this the organization can earn profit and they can also include the employee

engaged side it reduce the unemployment rate. Sharma Aditi (2009).The HR role is to help

in educating and nurturing a breed of future generation leader who are environment

sensitive. He define going green as a biggest contribution that HR can make is in building

awareness among the expensive for making choice that will work towards a sustainable

Environment. Greening the business is not only the role of the HR but also the role of the

each individual and leader. They promote the environment friendly business practice and

when the organization goes for greening then there is the more in of employee. Rath Bimal

(2009). The everyone should take the responsibility for greening, be it the private sector

,public sector, Educational institutions or individual. Now a days in many organization they

circulate regular to all the Employee to be more eco friendly by using less paper, energy,

electricity etc. the organization can also promote the green campaign by making it

measurable criteria in performance assessment and should be a part of key result area (KRA).

Dutta Madhusudan (2009). Unless the practice of greening starts at an individual, lend of

corporation born should come forward into the matter. Firstly Frees are moved to build a

building are made around the trees CII Addressing the greening at two level .At policy level

where they engage with the govt. in the policy formation and rule making .They also green

their office Environment and Engage source of their worker in it . and second is smoking

banned and not allow to carry a poly bag in the office campus so at cast when every

individual keep their home clean and green than only it come up to the corporate level .

Rajan Subha (2009).

4.2 EMPLOYEE RETENTION

The challenge has extended to Esty includes "the directive to better integrate and coordinate

our state's energy and environmental policy in order to strengthen our ability to protect the

environment; to clean, conserve and the cost of energy; and to set the table for rapid and

responsible economic growth."So that the employee retention in company results good

Patricia Daddona (Feb 11, 2011). They believe that employers are starting to pay a

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premium again for new staff but warn they mustn't be complacent about their ability to attract

talent. "Eighteen months ago, candidates might have been begging you for a job, but life has

changed radically since then and they've now got choices," he says. "a lot of employers don't

understand the importance of their employer brands. It's not only about how you conduct

interviews, but also factors like how quickly you get back to candidates. If employers don't

get these things right it can stain their reputation.". Employers meantime should be increasing

their focus on employee retention. "The balance is once again shifting and it's becoming a

candidates' market once more," [Amanda McCulloch] adds. "Employers need to look at staff

retention strategies to include both short and long-term financial incentives. Victoria

masterson (2010), John Denholm(2009). The green workforce and its impact on the

organizations and environment. Green workforce involves greens initiatives adopted by

companies across industries for its employees. It has high impact on companys operating

cost and the environment. Initiative like green workforce can helps companies to retain and

attract best available talent thereby to reap benefits in the longer run along with saving

millions by taking on the green workforce initiatives. Vasu Gaurav (2008). The most and

important appropriate way to aware the employees about green are by learning to

differentiate is to market their companies to employees and prospects as green. Green is

considered as an important recruitment and retention tool. The reason behind this is that

employees feel a significant sense of responsibility and association with their employers

action concerning the environment.( Dwigder (2007).

4.3 EMPLOYEE ENGAGEMENT

Employee engagement is the level of commitment and involvement an employee has towards

their organization and its values. An engaged employee is aware of business context, and

works with colleagues to improve performance within the job for the benefit of the

organization. It is a positive attitude held by the employees towards the organization and its

values. The paper focuses on how employee engagement is an antecedent of job involvement

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and what should company do to make the employees engaged. The paper also looks at the

Gallup 12 point questionnaire, survey that identifies strong feelings of employee engagement

and the steps which shows how to drive an engaged employee.( Reinhardt, F. L. (2002).

When every organizations & employee clear about the objective of Go Green and need

accepted at the top level, then it will be automatically flow through the hierarchy upto the

lost employee protecting the environment means protecting the future generation. It will not

only improve the Quality of life but also help the organization to achieve the long term lost

effectiveness. This all an possible their awareness of going green HR is only one which

can take in initiative towards going green by engaging all the employee of the organization

towards this objective and it also improve the company image. Garg Ajay (2009). Every

business choice must be evaluated based on a cost/benefit analysis. The implementation of

green business practices is no exception. The good news is that "going green" can have a big

impact on a company's success. There are a number of fundamental things that are typically

involved in greening a company. Arguably, the most important factors of truly successful

green strategies are: getting employees involved by finding green initiatives that they are

passionate about and finding ways to communicate to customers about the company's efforts

to be more environmentally and socially responsible. A suggested course of action is to hold

staff meetings and sessions with key franchisees to solicit input regarding green initiatives the

company could undertake. Investing time and resources in green initiatives company to "do

the right thing" but it also a smart investment that can make big improvements to a company's

bottom line. Phil Baugh (2010). If the organization educate their employees, transparency

of communication is there and the employee participation is more than they feel the

belongingness with the organization than the company can make the cost reduction a priority

and green practice can be go on easily and by this employee engagement will become more in

an organization and as per the research all know that Engaged employees can be a the force

to drive green cost saving initiatives forward and it can only establish by credibility and trust

and a relationship with employees. The way to do that is by demonstrating continued

commitment to the employees. One of the biggest benefits of engaging employees is that

because ideas come from employees, buy-in is essentially ensured -- most of the people

affected by the cuts approve of them before they are given a green light. It is important,

though, to continue to keep people informed about the status of their recommended cuts.

Going green can provide demonstrable benefits to all stakeholders and helping the client to

drive expenses saving and revenue growing using sustainability. Establish credibility and

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reduce expenses through employee engagement in sustainable business practices .Use their

proprietary innovation process to design green products and services to engage your

customers and increase revenue. Franklin Glennon(2010). The employee motivation on

green or sustainable business practices is the basis for success in green marketing and

innovation. The challenge is to align internal practices with green business goals. The

organisation should start the collection of information related to green initiative informally so

employees that have initiated green activities do not hide them out of concern over having

done something "against the rules" or without proper authorization. The best way to talk

about green initiatives is in straight-forward language without hype or promotional elements.

There is a strong propensity among the green audience to view with suspicion any

pronouncement that only reports the good elements without regard for the challenges inherent

in change and give an opportunity to the employee to speak for themselves. As we move

forward, maintain some informality or community feel to green initiatives to foster a sense of

partnership between the company and its employees. This can encourage and motivate others

to get involved and provide a sense of empowerment that will generate momentum on green

goals. Franklin Glennon(2009). A growing band of companies are investing in schemes

aimed at getting their employees to engage fully with their sustainability initiatives.

Employers are investing significant resources in these schemes because they view them as an

effective way to engender pride and goodwill among their staff. Employee engagement also

figures highly in BSkyB's 'The Bigger Picture' program, which aims to tackle climate change,

encourage participation in sport and generate interest in the arts. Its sustainability strategy in

2006 and this has proved popular with staff as well as consumers. Charles Gemma (2009).

When organizations think about the carbon management strategy more often than not the

primary emphasis is placed on the external communication of these initiatives. For the

maximum employee engagement the management should break their strategy in five

principal such as consultation, communication, education, participation and measurement.

The organization should be educate their employee where the employee are lacking and by

doing this the gap is being fulfilled and when carbon offsetting is part of a climate change

strategy, employees can be part of the decision making team that selects the types of

emission reduction projects a company invests in, increasing the likelihood that employees

will feel connected with the development of the project and the surrounding communities that

benefit as a result,when carbon offsetting is part of a climate change strategy, employees can

be part of the decision making team that selects the types of emission reduction projects a

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company invests in, increasing the likelihood that employees will feel connected with the

development of the project and the surrounding communities that benefit as a result and when

the whole organization come to know about the carbon emission objective then only the goal

is being fulfilled effectively and efficiently and it gives the impact on employee engagement.

Rachel Mountain (2001). Engagement is most closely associated with the existing

construction of job involvement Job involvement is defined as the degree to which the job

situation is central to the person and his or her identity (Lawler & Hall, 1970). Kanungo

(1982) maintained that job involvement is a Cognitive or belief state of Psychological

identification. Job involvement is thought to depend on both need saliency and the potential

of a job to satisfy these needs. Thus job involvement results form a cognitive judgment about

the needs satisfying abilities of the job. Jobs in this view are tied to ones self image.

Engagement differs from job in as it is concerned more with how the individual employees

his/her self during the performance of his / her job. Furthermore engagement entails the

active use of emotions. Finally engagement may be thought of as an antecedent to job

involvement in that individuals who experience deep engagement in their roles should come

to identify with their jobs. Brown (1996)

4.4 CORPORATE SOCIAL RESPONSIBILITY

Employee buy-in is a key factor in ensuring small- and medium-size enterprise

(SME) engagement with corporate social responsibility (CSR). In this exploratory study, as

per the research use participant observation and semi-structured interviews to investigate the

way in which three fair trade SMEs utilize human resource management (and selection and

socialization in particular) to create employee engagement in a strong triple bottom-line

philosophy, while simultaneously coping with resource and size constraints. The conclusions

suggest that there is a strong desire for, but tradeoff within these companies selection of

individuals who already identify with the triple bottom-line philosophy and individuals with

experience and capability to deal with mainstream brand management two

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critical employee attributes that appear to be rarely found together. The more important the

business experience to the organization, the more effort the organization must expend in

formalizing their socialization programmes to ensure employee engagement. A key method in

doing this is increasing employee knowledge of, and affection for, the target beneficiaries of

the CSR programme (increased moral intensity).Andrew Crane (2010)

4.5 GREEN TECHNOLOGY

When it comes to selling environmentally friendly, or "green," technology, many solution

providers still don't believe it to be a sustainable endeavor to take to customers. At least not

yet at Varnex Fall Conference in late November, a Synnex Corp. poll found that 42 percent of

solution providers say green IT is building traction in the market. But 33 percent deemed it a

hard sell, requiring significant justification of cost savings and another 12 percent of solution

providers said it will only be a niche play in the foreseeable future. An additional 13 percent

think it will be worthwhile once the economy picks up. During a roundtable session at the

conference, several vendor executives said they surprised by the poll results. Solution

providers intent on leading with an environmental message should choose their target

customers wisely. Now everyone should move ahead for green initiative because of

sustainability (Scott Campbell (2009). The main aims of the organisations for taking green

initiatives are to promote awareness of the environmental impact on IT. It illustrates the

impact of extensive use of IT in homes and organizations, and considers the ways in which a

business could address IT efficiency and at the same time benefit from Green IT. It looks at

the organizational, process, cultural and ICT efficiencies which Green IT offers. It sets out a

best practice framework of five steps for a programme that will after the first stage become

part of the standard processes of IT operations. The author draws attention to the

responsibility of organizations to audit their information and look at information lifecycle

management as a key element of greening IT. It is all about being green.( Gabriel Chris

(2008). By the theoretical understanding of the relationship between job-related demands and

resources, employee as being and innovativeness. In conditions characterized by too high

levels of demands, employees may suffer from burnout. When job resources are high, they

are likely to feel engaged with their work. Burnout in turn can be seen as an inhibitor of

innovativeness, and work engagement as an antecedent to innovativeness, mediating the

effects of resources and demands at work on innovativeness Marjo-Riitta Parsifal (2007)

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4.6 MOTIVATION

Engagement is important for managers to cultivate given that disengagement or alienation is

central to the problem of workers lack of commitment and motivation .Meaningless work is

often associated with apathy and detachment from ones works .In such conditions,

individuals are thought to be estranged from their selves .Other Research using a different

resource of engagement (involvement and enthusiasm) has linked it to such variables as

employee turnover, customer satisfaction loyalty, safety and to a lesser degree, productivity

and profitability criteria (Schnidt & Hayes,(2002). The organisations which relates the for-

profit organizational environment requires continuous improvement. The improvement

efforts increase existing employee workloads and accountability for sustained performance

while not directly and equally increasing resources relative to the employees workload. The

inequity of resources to workload has been shown to affect employee perceptions; with

considerable literature addressing perceptions related to job satisfaction, performance and the

current trends of organizational change, and perceptions related to job satisfaction and

motivation Bennis (1996)

4.6 JOB SATISFACTION

The environmental responsibility has become a building block of corporate reputation and a

key component of most admired and best places to work. It impacts everything from

consumer brand preference, purchase decisions and employee retention, to partnership

opportunities, analyst perceptions and investor confidence. Thus in todays marketplace

commitments to protecting the environment are rapidly becoming the green fees for doing

the business (Duffy Jim (2010). In todays scenario employees are choosing that workplace

to invest their time and energy which is really influenced by green issues. Green initiatives

have a big impact on not just retention but also on employee engagement which can be seen

through job satisfaction, the commitment and engagement of an employee towards a

company.( Murray James (2007).

4.7 ROLE OF HR IN TAKING GREEN INITIATIVES

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It has been widely accepted that the greatest asset of any successful company is its people. As

recession looms and large-scale redundancies are announced on a daily basis it would be

understandable for green issues to slide to the bottom of the in-tray for HR Managers.

Inevitably short-term acute pressures will drive immediate priorities, but for those HR

Managers who have the space to think about how their organization can best weather the

current economic storm and come out on the other side in a stronger position, green issues

should be very much at the forefront of their thinking. There are three major areas which

need to be considered by HR managers to maintain sustainability-operational, functional and

influence. Thus HR play an instrumental Role in Creating a climate where green behaviors

become a part of the companys i.e. decreasing building energy use, reducing vehicle

emissions;, expanding green procurement, increasing green processing in the delivery of

programs and services, improving collaboration with communities for sustainability.

Suzanne Richbell (2001). According to this research paper it analyzed that in 2009 survey

HR professional found that the reasons the company implementing the green policies because

in improve the employee morale, productivity, increases employee loyalty, recruitment and

retention rate increased and the most important thing is that green HR practice is simple to

implement and reduce the huge cost for e.g. heightened recycling effort, the elimination of

disposal cups and other material and increase effort to turn off the light and electronic while it

not in use and the employee should be rewarded i.e. through monetary or non-monetary

benefit at the end of the year. The most effective and money-saving of green HR policies

involve the use of technology i.e. telecommuting, a practice that keeps car off the road and

among this most important is video conferencing which reduces the thousand of airfares as

well as time, conducting a internet interview also eliminate the cost. So it can be said that HR

plays a crucial role in taking green initiatives. Jamie McMahon (Aug. 2009). According to

this article it analyzed that HR plays a crucial role in greening the workplace because HR has

been urged to do encourage staff to make their workplace move to environmentally and eco-

friendly product and policies and its possible when the bottom line is aware and encourage to

adopt the same. HR is the only who can change the workplace operator and how staff travel

to work and as we know the HR is central helping to changing policies and procedure as well

as arguing the business benefits. HR can also initiate the about the video conferencing in

reduction of cost and so on. Karen Dempsey (June 14, 2005). Human Resource

Departments play a critical role in ensuring that the company adopts Green Initiatives and

Corporate Social Responsibility programs. Furthermore, HR can manage the Green Initiatives

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plan implementation and monitor its adoption proactively, while documenting (and

celebrating) its success throughout the company. Human Resources technology can help with

a employee engagement program, including reducing the companys carbon footprint to

benefit the planet. Start with these areas:

a) Implement and encourage green practices.

b) Foster a culture of social responsibility.

c) Celebrate successes.

d) Share and communicate the value of corporate social responsibility to employees and

the community.

Implement and Encourage Green Practices for Employee Engagement and Corporate

Social Responsibility

6Implementgreen practices to assist in environmental waste reduction, while promoting and

encouraging stewardship growth, better corporate ethics and long-lasting practices that

promote both personal and corporate accountability. The value inherent in embracing green

aspects of corporate responsibility is clearly understood, given the direct impact that rising

energy and utility costs has on employees pocketbooks. Conservation has become an

accepted means of making our planet healthier. Reducing each employees carbon footprint is

a great way of getting energy conservation and recycling waste initiatives off the ground.

Suggestions are as follows:

i. Recycle paper, cans and bottles in the office; recognize departmental efforts.

ii. Collect food and donations for victims of floods, hurricanes and other natural

disasters around the globe.

6 Lokhandwala Shafiq (2010): Green IT Adoption Is Driven by Business, Not

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23rd feb, 2011

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iii. Encourage reduced energy consumption; subsidize transit passes, make it easy for

employees to car pool, encourage staggered staffing to allow after rush hour transit,

and permit telecommuting to the degree possible.

iv. Encourage shutting off lights; computers and printers after work hours and on

weekends for further energy reductions.

v. Work with IT to switch to laptops over desktop computers. (Laptops consume up to

90% lessIncrease the use of teleconferencing, rather than on-site meetings and trips.

vi. Promote brown-bagging in the office to help employees reduce fat and calories to live

healthier lives and reduce packaging waste, too.

Foster a Culture of Employee Engagement

Creating a culture of change and responsibility starts with HR. Getting the younger

employees, who are already environmentally conscious; excited about fresh Corporate Social

Responsibility initiatives is a great way to begin. A committed set of employees who infuse

enthusiasm for such programs would enable friendly competition and recognition programs.

Employer brands are being eroded and the once sacred trust that employees had with stable

pensions, defined benefits and lifelong jobs, are being replaced with pay for performance and

adjustment to new learning goals. In this environment, Green Initiatives can go a long way in

rehabilitating the employer brand with potential new hires and society at large. It can help

defeat the image that corporate objectives are rooted in single minded profit at the expense of

society and the environment. Having a global HR solution that offers companies flexibility,ease of use and the right mix of tools is essential to the success of both employees and

employers alike, as they manage and maintain work-life balance and thrive in a changing

environment that includes taking on social responsibility. The success of your Corporate

Social Responsibility plan is possible with an HRIS that provides the capability to effectively

plan, control and manage your goals, achieve efficiency and quality, and improve employee

and manager communications.

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No doubt, green is red hot. Unfortunately, all the noise that individuals and businesses are

making about their half-hearted efforts to be environmentally friendly is its own form of

pollution. Going green seems to be more about look at me than look what we need to do.

True, some individuals and corporations do a lot in the way of conserving resources and

energy, and those efforts are deserving of some recognition; but the truth is, all the measures

that people and businesses are now taking or, in many cases, merely say they are taking to

reduce their carbon footprint are the sort of measures that we should have been taking (and

have been advised to take by environmental experts) for decades.

Green Team should be to investigate the latest green practices and educate employees center-

wide strike that, organization-wide on all that they can do to soften the companys impact

on the environment. Be sure to involve agents on the team; having come of age amidst the

green frenzy of recent years, members of Generation Y tend to be a little more

environmentally savvy and, thus, will likely be able to enhance your organizations carbon-

reduction efforts. Further, including agents on such an important team is a great way to

increase morale and engagement, and add job diversity to a position that is cloaked in

repetition and routine.

Reducing air travel has a bigger impact on the environment than you might think. According

to Sightline Institute, a Seattle-based not-for-profit think-tank focused on sustainability, flight

is one of the most fuel-guzzling forms of passenger transportation. While its true that airlines

aim to compensate for their high fuel bills by packing passengers into their planes, the fact is

that, per mile, powering a jet uses almost as much energy, and emits almost as much climate-

changing carbon dioxide, as each passenger would use driving alone in an average car.

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21

Sr.No. Themes of the article Name of the Author Year

1. Green Initiatives King A.

Mike Santos.

Andrew Crane

D. Jhones

Aditi Sharma

Bimal Rath

Madhusudan Dutta

Subha Rajan

1995

2011

2010

2010

2009

2009

2009

2009

2. Employee Retention Particia Daddona

Victoria Masterson

John Denholm

Gaurav Vasu

Dwigder

Feb

11,2011

2010

2009

2008

2007

3. Employee Engagement Reinhardt, F. L.

Phil Baugh

Franklin Glennon

Franklin Glennon

Franklin Glennon

Gemma Charles

Rachel Mountain

Brown

Ajay Garg

2002

2010

2010

2010

2009

2009

2001

1996

20094. Corporate social responsibility Andrew Crane 2010

5. Green technology Scott Campbell 2009
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CHAPTER-5

BIGGEST TYCOON IN IT SECTOR (INDIA) TAKING GREEN

INITIATIVES

Polycom (UK) India Ltd. ------Bangalore, Karnataka.

Tata Consultancy Services ----- Bangalore, Karnataka.

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Beetel Teletech Ltd.----- Gurgaon , NCR

IBM India Ltd.---- Noida , NCR.

5.1 POLYCOM (UK) India Pvt. Ltd.

Introduction:

7Polycom provides the most life-like experience for communication and remote meetings

from anywhere to anywhere, instantly. Today, the sole provider of integrated, end-to-end

unified collaboration solutions that help organizations meet both productivity and cost

containment challenges. By leveraging our leadership in all aspects of a face-to-face meeting

that include hearing each other (audio), seeing each other (immersive telepresence and video)

and showing each other things (content), Polycom makes meeting over distance just as

productive as being there. They enable rapid and collaborative decision-making, as per the

research shorten chains of communication over distance, and as per the research continuously

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enable innovative products and services. Polycom solutions have become critical to

companies and organizations trying to win in today's increasingly competitive world.

As the market leader in unified collaboration solutions, Polycom leverages the growing

organizational demand for collaboration. As per the research have over 600 patents either

issued or pending approval and over 15 million lines of active code across our product

portfolio. Last year as per the research delivered our vision for collaboration with best-of-

breed Voice over IP and Video over IP products. Recently raised the bar yet again, by

becoming the only provider of the ultimate high definition solution, Polycom Ultimate

technology, Economic uncertainty, Globalization and cultural complexity, Outsourcing, off-

shoring, and mobile workforces. Reduced travel, reduced budgets, and mandates to carbon

footprint. Convergence in business and a greater need to collaborate at every level. These are

the realities that every business faces today. With Polycom, your teams can communicate and

share information in real time over any device, across any network. It can bring your

dispersed and extended teams together instantly, make decisions faster, and increase your

companys productivityand gain a fast return on your investments (ROI) at the same time.

Thats why more Global 2000 and Fortune 500 companies worldwide use Polycom solutions

to connect people, ideas..

Reduce your carbon footprint with Polycom collaborative tools.

The carbon footprint is part of ecological footprint and represents the overall impact the

activities your organization has on the environment. The larger your footprint, the greater the

amount of greenhouse gases produced, which are measured in units of carbon dioxide

(CO2).Carbon emissions and changes in the climate are real concerns, and have resulted in

an increased focus on organizations to adopt go green initiatives. Governments have

established mandates and organizations are being offered incentives to adoptenvironmentally friendly policies. Businesses are starting to realize that a responsible

environmental policy not only provides a competitive advantage, but it also increases brand

equity.

Polycom works with organizations to identify ways in which our collaborative technologies

such as voice, video, and conferencing can be deployed to help organizations go green.

Our Go Green Initiative Service Program includes an evaluation of current travel patterns

and practices, an assessment of how users currently work and would prefer to work, and

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provides formulas that can be used to increase productivity, improve time efficiency, and

reduce travel costs.

Note : 8Polycom Takes Green Initiatives At the Duration Of 1

Year.

10 Sep 2007 ... Many factors comprise a corporate green initiative

17 Apr 2008 ... Fujitsu Siemens Computers uses Polycom immersive

5.2 Tata Consultancy Service

Introduction:

9Tata Consultancy Services (TCS) is one of the major providers of information technology

services. The company provides a wide range of services including business consulting,

information technology, business process outsourcing, infrastructure, and engineering. The

company operates in Americas, Europe, Middle East, South Africa and Asia Pacific. The

company is headquartered at Maharashtra, India and has around 111,407 employees. The

company recorded revenues of INR228,614 million (approximately $5,678.8 million) during

the Financial Year (FY) ended March 2008, an increase of 22.7% over 2007. The operatingprofit of the company was INR53,651.1 million (approximately $1,332.7 million) during

FY2008, an increase of 15.5% over 2007. The net profit was INR50,190.6 million

(approximately $1,246.7 million) in FY2008, an increase of 21.5% over 2007.

Tata Consultancy Services Limited (TCS) (BSE: 532540,NSE: TCS) is a Software services

consulting company headquartered in Mumbai, India. TCS is the largest provider

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ofinformation technology and business process outsourcing services in Asia. TCS has offices

in 42 countries with more than 142 branches across the globe. The company is listed on

theNational Stock Exchange and Bombay Stock Exchange of India.TCS is one of the

operative subsidiary of one of India's largest and oldest conglomerate company, the Tata

Group or Tata Sons Limited, which has interests in areas such as energy,

telecommunications, financial services, manufacturing, chemicals, engineering, materials,

government and healthcare.

Greening For Future: Tata Consultancy Services, (TCS) has designed and

developed a comprehensive solution Greening for Future approach that caters to these

specific needs of M&M industries. This approach focuses on building carbon footprints of all

GHG emissions across the entire mining and metal producing value chain which will help

build better internal control, make reporting easier, accurate and timely, thus, enabling the

organizations to achieve their business goals. Organizations are getting cleaner and more

efficient, but only incrementally. Many of the gains are offset by the ever-growing economy.

The greenhouse gas (GHG) emissions per dollar of economic activity may be dropping but

the growing economy means that these emissions are largely unchanged. Moreover, there

does exist a huge gap in the controls and measures which have been built in developed

economies against those in developing economies. Mining and Metal Industry contributes to

approximately 4-5% of the total world GHG emissions. Technological advancements in the

industry over the past 25 years have enabled substantial reductions in CO2 emissions. Work

is continuously on to build technologies that would radically reduce emissions and take the

organizations levels of GHG output. Green IT Consulting It looks after greening efforts

focused at IT operations where TCS Green IT consultants helps customers align their IT

vision and strategy with their business and sustainability goals to achieve superior

performance. By improving the IT infrastructure and capabilities that affect people and

processes across theorganization, as per the research can help our clients use IT to reduce

their carbon footprint while increasing efficiency andproductivity. The result is immediate

environmental and business benefits, reduced costs and maximized valueof our clients IT

spends.

Note : 10TCS Takes Green Initiatives At the Duration Of 1 Year.

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3rd Feb 2008 The TCS 21 Green Planning Committee researched several organizations

and businesses to determine the feasibility and costs of planning a carbon neutral

conference.

TCS , at the end of the 2009 financial year, BT reported a 58% reduction in emissions

2010 TCS green' initiatives can marry eco-sustainability with core operational

5.3 BEETEL TELETECH Pvt. Ltd.

Introduction:

11Beetel Teletech Limited Established in the year 1985, Bharti Teletech Limited an ISO

9001:2000 Certified company is a renowned name engaged in marketing and distribution of

smart phones, high quality cordless phones and air set top boxes of brands like Blackberry,

Logitech, Samsung and Apple. In addition manufacturing and exporting quality landline

telephones under Beetel brand for Airtel, BSNL / MTNL. Our range includes Samsung MP3

& MP4 Players, Beetel Basic Phones, Blackberry Smart Phones, Caller Id Phones, Digital Set

Top Boxes, Computer Modems, Transcend Memory Devices, Projectors and Beetel Cordless

Phones. These are catering to the requirements of tele communications, consumer electronics

and IT sector.

Beetel Teletech Limited comes from the Bharti Enterprises Group, founded by Sunil Bharti

Mittal. Being the market leader in manufacturing and distributing Landline phones in India,

they are committed to providing an excellent customer experience through world class

service for the end customers and the channel and proud to be a major Sales and Distribution

organization dealing with technology products in industries such as telecom, memory & latest

technology. To become Indias finest Sales & Distribution Company by 2015: building a

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boundary-less distribution scale across India delivering profitable growth and success to our

partners making Beetel a loved, trusted and inspirational brand of Indian consumer ensuring a

performance driven and satisfied ecosystem of our people, partners and consumers. Beetel,

one of the largest manufacturers of landline phones in India, is amongst the leading

telecommunication equipment provider across the globe. Our products and solutions have

been deployed in over 35 countries and across 5 continents. They share the pride of being

associated with the leading telecom operators and biggest brands in the OEM space. As per

the research have our strength as customization of products with a quick turnaround time

which is established by the telecom operator approval as regional approvals like CE-Europe,

NOM-Mexico, ICASA-South Africa, CNC-Argentina, MIC-Korea and SIRIM-Malaysia etc.

With a strong R&D focus, as per the research had been able to lead the technology curve in

the Telecom industry.

Note: 12Beetel Teletech At The Duration Of Every 1 Year

Beetel Teletech Limited in year 2009 decided to leverage its network of

Channel ... Located near the main city, green and pollution-free environment.

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5.4 IBM TECHNOLOGY Pvt. Ltd.

INTRODUCTION

13IBM is a global technology and innovation company that stands for progress. With

operations in over 170 countries, IBMers around the world invent and integrate hardware,

software and services to help forward-thinking enterprises, institutions and people

everywhere succeed in building a smarter planet.

To achieve this they first decided to build the machine with "off-the-shelf" parts from a

variety of different original equipment manufacturers (OEMs) and countries. Previously IBM

had always developed their own components. Secondly for scheduling and cost reasons,

rather than developing unique IBM PC monitor and printer designs, project management

decided to utilize an existing "off-the-shelf" IBM monitor developed earlier in IBM Japan is

an existing Epson printer model. Consequently, the unique IBM PC industrial design

elements relegated to the system unit and keyboard. They also decided on an open

architecture, so that other manufacturers could produce and sell peripheral components and

compatible software without purchasing licenses. IBM also sold an IBM PC Technical

Reference Manual which included complete circuit schematics, a listing of

the ROMBIOS source code, and other engineering and programming information.

IBM has been present in India since 1992. The diversity and breadth of the entire IBM

portfolio of research, consulting, solutions, services, systems and software, uniquely

distinguishes IBM India from other companies in the industry.IBM India's solutions and

services span all major industries including financial services, healthcare, government,

automotive, telecommunications and education, among others. As a trusted partner with

wide-ranging service capabilities, IBM helps clients transform and succeed in challenging

circumstances.

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IBM has been expanding its footprint in India - and has a presence in over 200 cities and

towns across the country - either directly or through its strong business partner network. IBM

India has clearly established itself as one of the leaders in the Indian Information Technology(IT) Industry - and continues to transform itself to align with global markets and geographies

to grow this leadership position. Widely recognized as an employer of choice, IBM holds

numerous awards for its industry-leading employment practices and policies.

The challenges have become clear that the need for clean water and air;

affordable and reliable delivery of energy; the dwindling supply of fossil fuels; the reality of

climate change and its implications for future generations. At IBM, our approach is twofold:

as per the research are working to make our existing products and processes more efficientfor both the environment and for business, while also developing new innovations that can

help the world become smarter, drive economic and operational improvements, increase

accountability and lessen environmental impact. Today's energy- and climate-related issues

are at the top of our strategic agenda. IBM solutions can help customers reduce costs and

systemically minimize energy, water, carbon emissions and waste. IBM is helping customers

to become more energy efficient, implement new ways to source, manufacture and distribute

goods and services in a more sustainable manner, enable safe and renewable sources of

energy and manage resources at a macro level, transforming entire industries. IBM takes a

holistic approach to our planet's challenge that combines their innovative technology, deep

business insight, and industry expertise. Together can enhance the sustainability of business

and planet too.

Note: 14IBM takes the green initiatives at the duration every 6

months

11 Oct 2007 ... Big Blue announces 'Big Green' initiative. IBM's $1 billion-a-yearinitiatives aimed at building datacenters that consume less energy.

1 Nov 2008 ... Big Blue goes green: environmental initiatives thrive at IBM.

21 Apr 2009 ... The IBM initiative will provide free access to a lot of software.

28 Aug 2010 ... "Last year the USTA launched a comprehensive Green

Initiative program ...fans and employees to take part in our recycling program

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CHAPTER-6

RESEARCH METHODOLOGY

The research study is quantitative research because it seeks to provide understanding of

human experience, perceptions, motivations, intentions, and behaviors based on description

and observation and utilizing a naturalistic interpretative approach to a subject. It also based

on traditional scientific methods, which generates numerical data and usually seeks to

establish causal relationships between two or more variables, using statistical methods to test

the strength and significance of the relationships.

6.1 RESEARCH DESIGN

The research methodology is causal research because Causal Research explores the effect of

one thing on another and more specifically, the effect of one variable on another. Studies that

engage in hypotheses testing usually explain the nature of certain relationships, or establish

the differences among groups or the independence of two or more factors. Hypothesis testing

is undertaken to explain the variance in the dependent variables.

6.2 SAMPLE SIZE

A mailing system has been taking under consideration which has been mailed to HR of

various organizations, but the data has been retrieved from some of the organization i.e.

Polycom, TCS, Beetel Teletech Ltd & IBM Technologies . After that HR of organizations has

conveyed this questionnaire to their various departments (IT Analysts, Operations,

Marketing) for further assistance. In this project HR has plays an active role. 40 respondents

are shows their interest from Polycom, 30 respondents from TCS, 20 respondents from IBM

and 30 respondents from Beetel Teletech. So data retrieve from 120 respondents.

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6.3 SAMPLING TECHNIQUE

Panel sampling is used because in this method we first selecting a group of participants

through a random sampling method and then asking that group for the same information

again several times over a period of time. Therefore, each participant is given the same

survey or interview at two or more time points; each period of data collection is called a

"wave". This sampling methodology is often chosen for large scale or nation-wide studies in

order to gauge changes in the population with regard to any number of variables. Panel

sampling helps the researcher to know about the changes within a person regarding their job

due to introduction of green initiatives taken in an organization. In this study Five point

Likert scale is used.

6.4 METHOD OF DATA COLLECTION:

6.4.1 Primary Data: The data collection was done using a questionnaire which was e-mailed

to the individual respondents. As there was a constraint oftime and other resources, so mail was

the most efficient way of collecting the data.

6.4.2 Secondary Data: Secondary data is data collected by books, journal (Human Factor),

magazine, newspaper (Business line, Economics Times) etc.

6.5 HYPOTHESIS

Null hypothesis (Ho): There is no significant impact of green initiatives on employee

engagement.

Alternate hypothesis (H1): There is a significant impact of green initiatives on employee

engagement.

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6.6 DATA MODELING

1) Percentage analysis: As we know the now a days HR plays a crucial role in the

organizations. So percentage analysis analyzes the role of HR department in taking green

initiatives.

2) Paired T-test: paired T-test is used to analyze the impact of green initiatives on employee

engagement i.e. whether the employee engagement in the organizations is more before

taking the green initiatives or after taking green initiatives. SPSS will applied to analyzed

the data.

3) Cluster Analysis: Cluster analysis' is a statistical technique that can be applied to data

that exhibit natural groupings. Cluster analysis sorts through the raw data and groups

them into clusters. A cluster is a group of relatively homogeneous observations. Objects

in a cluster are similar to each other. Cluster analysis is just like factor analysis. Whereas

factor analysis reduces the number of variables by grouping them into a smaller set of

factors and cluster analysis reduces the number of observations by grouping them into asmaller set of clusters. It has been applied to see exactly which factor is affecting on

employee engagement related to green initiatives. SPSS will be applied to analyze the

data.

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CHAPTER-7

DATA MODELING

PERCENTAGE ANALYSIS:

DEMOGRAPHIC VARIABLE

1. Age :

Fig-1

Interpretation:

Hereby, this graph depicts that among 120 respondents from which we retrieve the

data from different organization with different age groups .The highest respondents

are between the age of 25-30 years.

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2. Department:

Fig.-2

Interpretations:

This graph depicts that data received from the respondents from various departments. It

shows IT analyst has 63%, HR has 29%, and Finance Department has 0% and marketing

Department have 8%. The retrieve data we analyze that the higher percentage of respondents

are from Operations/IT Analysts.

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3. Marital Status:

Fig-3

Interpretation:

This graph depicts the marital status of the respondents on which 66% of employees are

married and 54 % of employees are single.

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4. Experience :

Fig-4

Interpretation:

The above histogram depicts that the highest percentage of respondents are from

Polycom having 5 to 10 years of experienced employees and rest of the employees

having, 0 to 5 years of experience from Beetel, TCS, and IBM. This mentioned fig.

also shows that none of the employees having more than 20 years of experienced.

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5. Remuneration Per Month:

Fig-5

Interpretation:

This graph depicts that the income levels of the respondents are on the peak level.

This histogram shows that 40% of employees in Polycom, 20% of employees in

Beetel, 25% of employees in TCS and 20% of employees in IBM are having more

than Rs.20000 remuneration per month. The data also shows that there are only few

respondents who comes under the slab of Rs. 10,000 to Rs. 15,000.

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6. What kind of green initiatives are taken in your organization?

Name of theorganizations

Polycom(UK) Beetel Teletech TCS IBM

Recycling

Use of less paper N/A

Eco- Friendly

Video Conferencing N/A N/A N/A

Others

Table 1

Interpretation:

From the above graph depicts that this four company i.e. Polycom, Beetel Teletech, TCS and

IBM are using recycling and eco-friendly product, except Beetel Teletech all are using less

paper. Only Polycom is the company using vedio conferencing and other practices such as

car pulling etc.

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ROLE OF HR DEPARTMENT IN TAKING GREEN INITIATIVES

Training Programs update skills which increase performance on the job in term of Eco

Friendly and carbon Emission.

SA A I D SD

Training Programs update skills which increase performance on the

job in term of Eco Friendly and carbon Emission.

Fig-7

Interpretation:

Here by this graph depicts that most of the employees in Polycom, Beetel, TCS and IBM

agreed with this statement. Among these organizations 89% of respondents from Polycom are

strongly agree, 65 % of respondents from Beetel are agree, 59% of respondents from TCS are

strongly agree and 47% of the respondents are from IBM are strongly agree on the given

statement.

Performance management system is linked with green initiatives.

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SA A I D SD

Performance management system is linked with greeninitiatives.

Fig-8

Interpretation:

The above histogram depicts that these four organizations i.e. The data retrieve from

Polycom (78%), Beetel (55%), TCS(60% ) and IBM(72%) where strongly agree that they are

linking their performance management system with green initiatives. The percentage share of

Polycom is highest because they are dealing in VOIP a new technology in term of video

conferencing and the least highest is TCS because they initiates the support from Avaya,

Juniper in term of SAP implementation for Tata Group. Only few of them are agree on the

given statement and a very least no. of respondents are disagree and strongly disagree on thisgiven statement.

HR Department Play a Passive Role

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SA A I D SD

HR Department Play A Passive Role

Fig-10

Interpretation:

Hereby this graph depicts that 35% of respondent in Polycom are disagree and 5% of

respondent are strongly disagree, 15% of respondents in TCS are disagree and 10% of

respondent are strongly disagree, 20% of respondent in IBM are disagree and 5% of

respondent are strongly disagree and 20% of respondent in Beetel Teletech are disagree and

10% of respondent are strongly disagree with this statement that HR plays a passive role in

taking green initiatives.

HR dept. plays an active role

SA A I D SD

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HR dept. play an active role

Fig-11

Interpretation:

Hereby this graph depicts that 30% of respondents are strongly agree and 9% of respondentsare agree in Polycom, 19% of respondents are strongly agree and 4% of respondents are agree

in TCS. 15% of respondents are strongly agree, 4% of respondents are agree and 5% of

respondents are neutral in IBM and 13% of respondents are strongly agree, 3% of

respondents are agree and 4% of respondents are neutral in the statement i.e. HR plays an

active role.

Policies and practices are eco friendly

SA A I D SD

Policies and practices are eco friendly

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Fig-12

Interpretation:

Hereby this graph depicts that 30% of respondent are agree and 10% of respondent are

strongly agree in Polycom, 20% of respondents are agree and 5% of respondents are strongly

agree in Beetel, 15% of respondent are agree and 5% of respondent are strongly agree in TCS

and IBM with the that policies and procedure are eco-friendly.

Assessing comprehensive new hiring training programs; and updated organizationalprocedures and policies

SA A I D SD

Assessing comprehensive new hiring training programs; and

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updated organizational procedures and policies

Interpretation:

This graph depicts that 25% of respondent are agree and 15% of respondents are stronglyagree in Polycom, 20% of respondents are agree and 5% are strongly agree in Beetel, 15% of

respondents are agree and 5% are strongly agree in IBM, 15% of respondents are agree an

10% are strongly agree in TCS with this statement i.e. Assessing comprehensive new hiring

training programs; and updated organizational procedures and policies.

Benefits, allowances and perquisites provided by my company are quite attractive and

are based on the job responsibilities

SA A I D SD

Benefits, allowances and perquisites provided by my company

are quite attractive and are based on the job responsibilities

35 65 20 0 0

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Interpretation:

This graph depicts that 25% of respondent are agree and 15% of respondents are strongly

agree in Polycom, 15% of respondents are agree and 10% are strongly agree in Beetel, 15%

of respondents are agree and 5% are strongly agree in IBM, 10% of respondents are agree are

10% are strongly agree in TCS with this statement i.e. Benefits, allowances and perquisitesprovided by my company are quite attractive and are based on the job responsibilities.

Able to focus on the missing link in the transfer link chain in training program (carbon

emission)

SA A I D SD

Able to focus on the missing link in the transfer link chain intraining program (carbon emission)

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Interpretation:

This graph depicts that 30% of respondent are agree and 10% of respondents are strongly

agree in Polycom, 15% of respondents are agree and 10% are strongly agree in Beetel, 15%

of respondents are agree and 5% are strongly agree in IBM, 15% of respondents are agree are

5% are strongly agree in TCS with this statement i.e. Able to focus on the missing link in thetransfer link chain in training program (carbon emission).

Attrition rate of the four companies is as follows

Name of the company ATTRITION RATE (IN %)

15Polycom 8.43 %

16TCS 9 %

17IBM 8.55 %

15www.polycomasia.com, viewed on 22nd Mar.201116www.tcs.com, viewed on 22nd Mar.201117www.ibm.com, viewed on 22nd Mar.2011

47
http://www.polycomasia.com/http://www.tcs.com/http://www.ibm.com/http://www.polycomasia.com/http://www.tcs.com/http://www.ibm.com/


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18Beetel teletech 7.41 %

Table-2

Retention rate of four companies:

Name of the company Retention rate (in %)19Polycom 3820TCS 37

18www.beetel.co.in, viewed on 22nd Mar.201119

www.polycom.com, viewed on 22nd March,2011

20www.tcs.com,viewed on 22nd March, 2011

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http://www.beetel.co.in/http://www.polycom.com/http://www.polycom.com/http://www.polycom.com/http://www.tcs.com/http://www.tcs.com/http://www.tcs.com/http://www.beetel.co.in/http://www.polycom.com/http://www.tcs.com/


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21IBM 3322Beetel Teletech 27

Table-3

21www.ibm.com, viewed on 22nd March, 2011

22www.beetel.com, viewed on 22nd March, 2011

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http://www.ibm.com/http://www.ibm.com/http://www.ibm.com/http://www.beetel.com/http://www.beetel.com/http://www.beetel.com/http://www.ibm.com/http://www.beetel.com/


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ANALYSIS OF PAIRED t-TEST:

50

Table-4

Paired Samples Test

Paired Differences

T Df

Sig. (2-

tailed)Mean

Std.

Deviation

Std. Error

Mean

95% Confidence Interval

of the Difference

Loas per the

researchr Upper

Pair 1 aprassial of the respondent - PMS of an

organization.10833 .71943 .06567 -.02171 .23838 1.650 119 .102

Pair 2 recretional activity is provided to the respondent -

job satisfaction level, peers, mentor & Superior.05833 .77020 .07031 -.08089 .19755 .830 119 .408

Pair 3 career planning of an respondents in an

organization - opportunity to develop an employee

for future prospective

.13333 .79846 .07289 -.01099 .27766 1.829 119 .070

Pair 4 rewards & benefits are provided as per there

competencies and performance - aprassial of the

respondent

-.16667 .63950 .05838 -.28226 -.05107 -2.855 119 .005

Pair 5 aprassial of the respondent - training is provided

where an employee are lacking.24167 .67358 .06149 .11991 .36342 3.930 119 .000

Pair 6 relationship with peers,(coordination &

cooperative) - supervisors approach the matter of

handling employee conflicts

-.59167 .97443 .08895 -.76780 -.41553 -6.651 119 .000

Pair 7 job satisfaction level, peers, mentor & Superior -

opportunity to develop an employee for future

prospective

.15000 .79547 .07262 .00621 .29379 2.066 119 .041

Pair 8 rewards & benefits are provided as per there

competencies and performance - job satisfaction

level, peers, mentor & Superior

-.08333 .65572 .05986 -.20186 .03519 -1.392 119 .166

Pair 9 PMS of an organization - creating a work

environment or setting in which people are

enabled to perform to the best of their abilities.

-.04167 .57095 .05212 -.14487 .06154 -.799 119 .426

Pair 10 Income of the respondents - job satisfaction level,

peers, mentor & Superior

-.62500 .48615 .04438 -.71288 -.53712 -14.083 119 .000


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There is a 5% level of significance thus from the result of paired T- test, it seems that there

are six pairs of factors which are greater value than 0.005 that are Performance appraisal of

the employee and performance management system of the

final report of capstone project

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