The study discusses the role of Green Human Resource Management in optimizing resources and achieving environmental policy goals within public sector organizations. In view of increasing pressure to use more sustainable practices, Green HRM emerged as a core determinant in enhancing environmental performance and efficiency in operations. The study examines three influential Green HRM practices, that is, green recruitment, green training, and environmental performance management, in light of assessing the impact of their influence on the consumption of resources, energy, and waste management. A quantitative study was performed by the author based on a survey with the sample size consisting of 200 respondents from 25 public sector organizations. There also seems to be a strong positive relationship found between Green HRM practice and the optimization of resources in particular-through green recruitment and particularly green training. Furthermore, the study indicated that resource optimization served as a mediator between realizing sustainable environmental policy goals and Green HRM. Thus, effective Green HRM practices help an organization decrease its environmental footprint while at the same time improving its operations' efficiency. The study demonstrates that public sector organizations should also use the strategic frameworks designed to set up sustainable long-run sustainability goals with Green HRM practices. This way, research supports literature on Green HRM with its importance and in avenues for potential future research directions towards integrating the practice into the public sector.
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