Strategic Alignment of GHRM Practices : The Impact of Recruiting and Retaining Green Talent on Organisational Sustainability and Competitiveness

Abstract

The increasing demand for sustainability in business practices has led to Green Human Resource Management (GHRM), a strategic approach to integrating environmental responsibility into human resource practices. This thesis explores the role of GHRM in enhancing an organisation’s green performance and competitiveness, specifically focusing on recruiting and retaining culture-fit individuals who align with an organisation’s sustainability goals. The study investigates how organisations attract, engage, and retain employees committed to sustainability and how these practices contribute to long-term environmental and organisational success. Through the lens of the Resource-Based View (RBV) and Strategic Human Resource Management (SHRM) theories, the research examines the integration of sustainability into HR practices and its impact on organisational outcomes. Key findings suggest that GHRM practices improve environmental performance and enhance employee engagement, organisational reputation, and competitive advantage. However, challenges such as balancing cultural fit with diversity, measuring sustainability contributions, and addressing financial constraints stand out. Recommendations for improving GHRM practices include enhancing measurement and accountability, strengthening green leadership development, and incentivising sustainable behaviours. This study provides valuable insights into how strategic alignment between growth objectives and GHRM can foster environmental and business success.