Paraphrase the following without reducing the word count

Literature has demonstrated that green human resource management (GHRM) increases social and economic well being of firms and their employees from a broad perspective while also raising knowledge of environmental challenges. It is helpful in reducing carbon footprints and costs, fostering employee productivity and environmental awareness (Ahmad, 2015). The green human resource management procedures could aid in boosting employees' productivity and dedication to enhance environmental efficiency (Krambia-Kapardis & Zopiatis, 2020; Delmas & Burbano, 2011, Chen, Paillé & Boiral, 2016).
 In addition, Muster and Schrader (2011) noted that companies, who adopted sustainable practices showed a competitive advantage in terms of cost savings and earnings. By implementing green supply chain strategies for a better living, further advantages in pollution prevention can be attained. Thus, using green business strategies benefits society as a whole and demonstrates the socially responsible side of businesses. 
Furthermore, it is evident that both in developed and developing nations, the manufacturing sector is regarded as a major contributor to many types of environmental pollution, necessitating a rigorous evaluation, monitoring, and correction of its managerial practices (Rehman et al., 2016). Due to the significant impact that the manufacturing sector has on a country's economic development, it is becoming more and more important to adopt environmentally friendly practices that can lessen the negative effects of this important industry on the environment (Szirmai and Verspagena, 2015; Marconi et al., 2016, Ng & Burke, 2010, Huang & Chen, 2020).
 The adoption of green practices is not restricted o a particular organizational department. Indeed, all employees in an organization's functions share equal responsibility for maintaining a green workplace (Opatha & Arulrajah, 2014). Hence, managers should involve all levels of their staff in practices for protecting the environment. 
The green human resource management (GHRM) approaches involve applying conventional HRM techniques in a way that is consistent with environmental goals and the firm's strategic HRM dimensions (Gholami et al., 2016). A variety of GHRM practices and phases have been proposed in various literature; for example, Milliman and Clair (2017) introduced four phases for an environmental HRM model, namely, providing an environmental vision, training employees in sharing environmental vision and goals, evaluating environmental performance of employees, and finally, rewarding employees for their environmental efforts through reward programs. Daily and Huang (2001) presented four components for the HRM framework for the environmental management system, including senior executive support, training, empowerment, and rewarding environmental HR.
According to Bangwal and Tiwari (2015), significant methods for preserving alignment between employees and the organization's environmental strategy include recruitment, performance management and reward policies and appraisal, training and development, employment relations, and pay and reward policies. Similarly, majority of research in literature described green human resource management activities as encompassing hiring and selection, training, performance management, compensation and reward structures, and involvement(Huang & Chen, 2020; Krambia-Kapardis & Zopiatis, 2020, Delmas & Burbano, 2011, Raza, Aziz & Ahmed, 2019, Tang et al., 2017).