Green Human Resource Management Practices and Organizational Performance in Kenya: A Systematic Literature Review

Abstract

This paper has explored the existing literature on the impact of Green Human Resource Management practices on sustainable organizational performance, taking into consideration an extensive desktop literature review. The review concentrated on four pillars of practice, which included green recruitment and selection, green training and development, green performance appraisal, and green compensation and rewards. The synthesis of evidence based on international, regional, and Kenyan literature shows that environmentally compatible recruitment is positively related to value congruence between employees and companies, whereas green training improves ecological knowledge, skills, and responsible workplace behaviors. The results also suggest that the implementation of environmental factors in performance appraisal systems will enhance accountability and that sustainability-related compensation systems encourage long-term employee involvement in responsible actions. All these practices were discovered to have a positive impact on the environmental, economic, and social aspects of organizational performance through increased efficiency of resource use, aid in meeting regulatory requirements, increased effectiveness in operating the organization, and promotion of ethical and responsible conduct. The research finds that internal human resource systems greatly influence sustainable organizational performance and that Green Human Resource Management is a strategic process of ensuring that sustainability is incorporated in the organizational operations. The study suggests institutionalization of the green human resource practices in organizational policy frameworks, increased regulatory and capacity building of policy makers, and increased empirical studies to widen knowledge of sustainability-motivated human resource strategies in organizational environments.