This study examines whether green human resource management (GHRM) is associated with the operational maturity of eco-friendly packaging and whether either capability is related to digital recruitment readiness and employee retention in packaging-intensive Indian fast-moving consumer goods (FMCG) firms. A rule-based content analysis was conducted for ten listed firms using FY2024–25 Business Responsibility and Sustainability Reports, integrated and sustainability reports, and official career websites audited on 15 July 2026. Three auditable indices were constructed: a five-item GHRM Disclosure Index, a six-item Eco-Friendly Packaging Index, and a five-item E-Recruitment Readiness Index. Employee retention was proxied as 100 minus the reported permanent-employee turnover rate. Because the sample is small and the indices are ordinal, relationships were evaluated with Spearman rank correlations and two-sided exact permutation tests over all 10! label permutations. GHRM disclosure maturity was positively associated with eco-friendly packaging maturity (?= .687, exact p = .032). Its associations with e-recruitment readiness (?= .507, p = .142) and retention (?= .504, p = .142) were positive but inconclusive. Packaging maturity was also positively, but not significantly, related to e-recruitment readiness (?= .399, p = .273) and retention (?= .426, p = .219). The findings indicate that people-management systems and packaging circularity tend to develop together, but public disclosures do not establish that these capabilities improve recruitment or retention outcomes. The paper contributes a transparent, reproducible secondary-data design for studying GHRM beyond perceptual surveys and identifies specific disclosure gaps that constrain stronger inference.
green human resource management; sustainable packaging; e-recruitment; employee retention; FMCG; BRSR; secondary data.
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