What is not a step in implementing Green HRM in organizations a. Distributing printed brochures about high performers of sustainability perspectives b. Recruiting environmentally friendly staff members c. Building a sustainability valued culture d. Conducting training programmes on sustainability

What is the most powerful element in establishing a Green HRM policy of an organization? a. Advanced Technology b. High Capital c. Located in a greener environment d. Employee Attitudes

p 2.2.1 Green HR planning Green HR planning is an important GHRM practice based on ensuring that HRM practices align with the organisation's environmental strategies and help move towards the organisation's sustainable goals (Siyambalapitiya et al., 2018). The necessity of paying attention to HR planning has been considered from various aspects in the GHRM literature. Liu and Xie (2013) (Liu and Xie, 2013) considered human needs for environmental performances in green HR planning. The flexibility of green HR planning was also mentioned in the face of environmental pressures. 2.2.2 Green job analysis Green job analysis is an organisational insight and plan to attract the required number of employees who can carry out environmental tasks (Al-Romeedy, 2019). According to the principles of GHRM in job descriptions, much attention should be paid to the environmental aspects of the job. This means incorporating green rules for task accomplishment to serve the environment (Siyambalapitiya et al., 2018). In this regard, firms that care about their environment should intelligently embody green duties in their jobs (Renwick et al., 2013). 2.2.3 Green Recruitment/selection Suppose the organisation wants to create and protect a green work environment. In that case, it needs to find and hire employees who, while interested in working in such an environment, have the required environmental competencies and also support the organisation's environmental approaches (Renwick et al., 2013). Recruiting and selecting HR with the awareness, knowledge, ability and skills necessary to properly implement the organisation's environmental practices is a major factor in promoting environmental organisational performance (Nejati et al., 2017; Tang et al., 2018). Green recruitment can significantly affect the organisation's green performance by examining the green awareness of candidates and conformity between an individual's environmental values and the organisation, as well as by considering the green criteria used in identifying HR (Tang et al., 2018). An organisation focusing on environmental management, along with the candidates identified in the recruitment phase, hires people who practically show commitment and sensitivity towards environmental issues (Yong et al., 2020). 2.2.4 Green Training and Development Staff training and development programs affect the green performance of the organization organisation by improving employees’ environmental awareness, knowledge, skills and attitudes (Gupta, 2018; Pham et al., 2020; Renwick et al., 2013) to play their roles in line with the organization's organisation's environmental goals. This helps to correctly identify and respond to environmental problems (Gupta, 2018; Pham et al., 2020; Vidal-Salazar et al., 2012). In fact, Green training and development pursue something more than skill and knowledge.

How can HRM contribute to an organization's sustainable competitive advantage? By offering the lowest possible salaries. By frequently changing organizational structure. By fostering organizational culture and values. By discouraging continuous learning.

A disadvantage of Green HRM is a. Encourages to go ahead with Eco-Friendly products b. Improves the company image c. It has a high setup cost d. Enhances the efficiency

Green HRM emerged in a. The 1990s b. The 1960s c. The 1970s d. The 2000s