Page 450 - Ebook HTKH 2024

technical and managerial skills towards environmental concerns (Kharazishvili, et al.,
2021).

Having realized the important role of GHRM as a tool for bringing ‘green
economic growth, many organizations, especially small- and-medium-sized enterprises
(SMEs) in Vietnam have implemented GHRM practices’ policies that promote
sustainable use of resources, develop a green workforce, and create green culture within
the organizations, which benefit society and the environment (Ahmad, 2015; Shahriari
et al., 2019). As far as we are concerned, few research GHRM practices in Vietnam’s
SMEs context. This study is aimed at filling the gap by studying the positive impacts of
GHRM practices on SGEG in Vietnam’s SMEs with the reference to green recruitment

and selection (GR&S), green performance management (GPM), green training and
development (GT&D), green compensation and rewards (GC&R) for achieving SGEG.
This study is carried out to achieve the following objectives:
1. To explore the positive impacts of GHRM practices on SGEG in Vietnam’s
SMEs.
2. To propose some recommendations for improving the effects of GHRM on SGEG

in Vietnam’s SMEs.
2. Literature Review
2.1. An overview of previous studies
Organizations’ strategies and policies of growing sustainably have resulted from
human resource management (HRM) through integrating the development of
employees’ motivation, skills, values and trust to fulfill and maintain the triple bottom
line in terms of people, planet and profit (Uddin & Islam, 2015). HRM’s support towards

environmental management is popularly regarded as GHRM (Anusingh&Shikha, 2015).
In fact, GHRM is playing an essential role in building policies, implementing laws, and
enhancing employees’ awareness about the importance of environmental protection,
which stimulates employees to engage in eco-conscious actions to contribute to high
performance and environmental sustainability.
In fact, GHRM is known as the application of HRM policies to support the

sustainability of organizations’ resource usage and to drive environmental
management’s advantages. In fact, GHRM practices are effective measures that
organizations use to enforce HRM policies and to operate their GHRM practices.
Organizations will fail to gain SGEG if they lack the implementation of sustainable
policies and green human resources. According to Acquah et al. (2020), organizations’
strategies and policies direct employees towards the realization of environmental
practices and initiatives to be implemented successfully.
As a matter of fact, GHRM, as an extension of HRM in employees’ sustainable

performances, stimulates employees’ sustainable performances referring to
environmental management practices. Recently, GHRM has become an important
domain for an organization’s survival and success in the green economy. Thus, GHRM

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