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The integration of environmental management into Human Resource Management (HRM) procedures is becoming increasingly important; such efforts are known as Green HRM. The goal of this research is to identify green human resource hurdles in many industries, including banking, education, and information technology. Adoption of green human resource management results in increased reputation, more appealing public image, more efficient business processes, better recruitment, improved product quality, increased employee productivity, increased competitive advantage, increased confidence, increased loyalty, commitment, and motivation of employees. The rise of environmentalism motivates businesses to train their personnel to produce products that adhere to stringent environmental laws. Organisations regularly take initiative to develop environmental policy, specific targets to improve environmental performance, publication of environmental reports, environmental management system, environmental purchasing policy, environmental training and education. But, there are barriers at various levels. Objective of study is to identify these barriers according to sectors. Study is based on primary data. SPPS is used to analysis data. ANOVA and F-test is applied to identify significance of difference in barriers for green HRM according to sectors. Friedman’s Chi-square test is applied to identify significant factor of barriers.
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