The vision of optimum utilization of resources can be achieved by practicing GHRM. The history of GHRM practices is rooted way back in history from the late 90s. Green HRM helps an organization to run, keeping in mind the environmental factors. It helps an organization in creating a green workforce. Earlier, HRM practices paid attention only to the areas that are related to recruitment, selection, job evolution, training, and development. Green HRM practices help an organization to make policies that are environment-friendly. Organizational commitment refers to the loyalty of an employee toward the organization to which they feel connected and committed to the vision of the organization. Green HRM practices not only increase the commitment level of the employee but also help in promoting environmental sustainabilitySustainability. The goal of this book chapter is to analyze and develop a comprehensive understanding of the impact of GHRM practices on organizational commitment. To attain the desired objective, a comprehensive review of the literature method was used to extract information from the secondary data sources. For the same, the most relevant accessible literature was searched using different keywords such as “Green HRM,” “HRM,” “Organizational commitment,” and “SustainabilitySustainability” “Employee commitment,” “Employee selection,” “organization enrollment,” and “Employee motivation” was exercised to find the supporting research article from numerous open-access electronic databases. After reading the title and abstract of the study, initially, 75 studies have been taken into consideration. After a full-text review, a total of 52 suitable articles were chosen and reviewed. Results indicate that the GHRM practices are positively correlated with the organizational commitment of individuals. An organization that applies the GHRM method, has reposted significantly higher levels of employee loyalty and commitment. Furthermore, GHRM practice has several other benefits, such as better staff retention and increased organizational performance. In addition to this, GHRM can lead to a sense of gratification and motivation for an environmentally friendly responsible organization. It also helps in enhancing job satisfaction and organizational commitment. Collectively, GHRM can create a win–win situation for organizations, employees, and the surrounding environment. However, for its successful implementation, it is necessary to require commitment from all the employees sitting at different levels of the organization and a long-term wide perspective on sustainabilitySustainability.