Abstract
Green Human Resource Management (Green HRM) has become a critical strategy for organizations that want to reconcile business development with environmental sustainability. This research investigates the implementation and efficacy of Green HRM practices on different dimensions, such as Green Training & Development, Green Performance Evaluation, Compensation & Incentives, Employee Involvement, Employee Empowerment & Engagement, Planning & Operational Practices, and Review Practices. The study intends to measure the employees' awareness level, levels of engagement, and overall effect of Green HRM on organizational performance and sustainability. Following a descriptive research design and random sampling technique, data collection was carried out among employees of an Hosur-based manufacturing firm. Structured questionnaires with a Likert scale were used in order to explore employee attitudes towards Green HRM practices. The research suggests that though organizations are attempting to adopt Green HRM, obstacles like low workers' awareness, absence of formal incentives, and poor review mechanisms hamper its maximum potential. The research underscores the need for holistic training, eco-friendly performance measurement, and strategic policy incorporation in order to maximize Green HRM success. The study adds to the existing literature on sustainable HR practices, with relevant implications for organizations that seek to enhance their environmental commitment and corporate sustainability over the long term. The results highlight the importance of organizations embracing responsive Green HRM strategies that encourage employee commitment and integrate with global sustainability objectives.

Keywords: Sustainability, green training & development, green performance evaluation, compensation, incentives.

Abstract
This research investigates the progressive learning among the employees at a top manufacturing industry, Chengalpattu District, Tamil Nadu. It aims to analyse how the employees learn from initiatives, what challenges they encounter, and the determinants affecting their skill development. A sample of 100 employees was chosen by adopting a lottery system so that it remains random and representative. The research both qualitatively and quantitatively uses a structured questionnaire to collect data as the main methodology. Statistical techniques such as tests of reliability, Z-tests, and ANOVA were utilized to evaluate how demographic variables of age, gender, designation, domicile, and department affect workers' learning. The results are that although designation has a massive effect on opportunity and difficulty to learn, departments and family backgrounds have little bearing. The research stresses the importance of specific training courses, mentorship programs, and department-level learning interventions to maximize employees' skills and career advancements. The knowledge derived from the present research will assist organizations in developing more powerful learning initiatives for boosting employee morale and productivity.

Keywords: Progressive learning, employee development, skill enhancement, training programs.

Abstract
The fast-changing IT sector is pivotal to economic growth, innovation, and digital transformation. But the fast-moving environment of the industry tends to contribute to worker stress, burnout, and work-life disruption. This research focuses on how sustainable HR practices can influence worker wellness in the IT sector through vital areas of work-life balance, mental health assistance, talent development, and ethical HR management. Through a descriptive research approach, information was gathered from IT employees using structured questionnaires, examining their experiences and knowledge of sustainable HR practices. The results indicate that although some employees are familiar with sustainable HR practices, a large percentage have limited knowledge of key areas like training, mental health, and work-life balance policies. Statistical analysis validates a robust relationship between sustainable HR practices and staff well-being, and the importance of organizations implementing flexible work arrangements, fair hiring, mental health initiatives, and employee engagement models. Based on the research, the adoption of sustainable HR practices improves organizational performance, minimizes burnout, and leads to a more engaged and satisfied workforce. Recommendations are made for HR departments, management, and R&D departments to execute sustainable practices creating a people-oriented work culture that is robust.

Keywords: Sustainable HR practices, employee well-being, work-life balance, mental health support.

Abstract

The Employee Happiness Index among private school teachers is examined in this study, with an emphasis on the major variables affecting their retention, well-being, and job satisfaction. The demand for skilled teachers has surged due to the private education sector's quick growth, but many institutions struggle to keep teachers happy because of low pay, few opportunities for professional growth, and discontent at work. Seventy teachers at a reputable private school in the Tirupattur District provided information via structured questionnaires using a Likert scale as part of a descriptive study design. According to the results, a sizable percentage of teachers express low job satisfaction, unpleasant working conditions, inadequate pay, and a lack of recognition, all of
which have a detrimental effect on their happiness levels. The study also finds that employee happiness varies by gender, with female teachers reporting greater levels of appreciation and job satisfaction than their male counterparts. According to statistical analysis, overall happiness and teacher contentment differ significantly between male and female respondents, but factors like professional development and compensation do not exhibit significant gender-based variations. The findings highlight how urgently private educational institutions must improve pay plans, offer chances for professional development, and cultivate a positive workplace culture in order to increase teacher satisfaction. Schools can improve student learning outcomes, lower turnover rates, and increase teacher motivation by addressing these issues. This study advances knowledge about the well-being of teachers in private schools and offers practical suggestions for school administrators looking to create a happier and more effective workplace. Keywords: Job satisfaction, employee happiness, teachers in private schools, work environments, pay and benefits.

Keywords: Job satisfaction, employee happiness, teachers in private schools, work environments, pay and benefits.