Green Human Resource Management Practices in Nepalese Commercial Banks: A Qualitative Inquiry among Human Resource Managers

Abstract

Purpose: Considering the growing concerns about green management practices, this study aims to uncover the various facets of green human resource management (GHRM) practices in Nepalese commercial banks.

Research Methodology: This study employs an exploratory qualitative research design. Snowball sampling method was adopted to identify the study participants and the data were collected through semi-structured interviews with eight human resource managers of Nepalese commercial banks. Braun and Clarke's six-step process of reflexive thematic analysis was used to analyze the data.

Findings: The study identified four key thematic areas of GHRM practices: sustainable recruitment practices, promoting environmental awareness through training, enhancing environmental accountability in performance management, and recognition and reward for environmental contributions. While the need for comprehensive GHRM practices were frequently highlighted, sustainable recruitment practices and green training and development practices were found to be more practiced than green performance management and green reward practices.

Implications: The findings of this study provide valuable insights into comprehensive understanding of GHRM practices and indicates the rooms for improvement for the Nepalese banking sector managers. Also, the government and regulators can develop informational, fiscal-economic, and legal instruments based on the study's findings to secure needed support from Nepalese commercial banks.

Originality/Value: This study makes a significant contribution to the literature by exploring GHRM practices from the lens of institutional theory and by discussing how GHRM practices help in responding to institutional pressures, gain legitimacy among stakeholders, and reap strategic benefits.