Today, thinkers and policymakers envision new roles for human resource management, one of the most important one is "competency-basing" in all functions of human resource management from planning and selection as input processes to the development and maintenance and output processes of human resources. The purpose of this article is to review the “, Competency-Based human resource management”,book by David Dubios et al. The book is reviewed and criticized based on two methods of formalist critique that focuses on form-elements such as structure and writing-and research critique that gives originality to the content, and also based on the criteria of the Iranian Council for Reviewing Books and Text on human Sciences. Findings showed that the main strengths of the book are having a theoretical and practical perspective, paying attention to the organizational context in the application of competencies and confronting and comparing traditional with competency-based human resource processes. This work also has points for improvement, the most important of which are the lack of up-to-date references despite the reprint of the book, issues unrelated to or less related to the main concept of the book, and the need to explain new methods of human resource management processes in the competency-based approach. In the end, based on the findings, suggestions were made in two headings of form and content.

green human resource management is the most important component of green management which has attracted the attention of many HRM researchers recently. This research is aimed at designing a structural model of human resource management based on human resource management systems. It is being proposed for the first time in the literature of human resource management. This applied research follows a descriptive-survey method. It is a cross-sectional research in terms of time. A combination of a structured questionnaire on green human resources management and a researcher-made questionnaire on human resource management systems was used for data collection. The reliability of the instruments was tested through convergent method, and the validity was calculated by Cronbach's alpha coefficient. The statistical population of this research contains all managers of Fars Power Distribution Company (120 members). The sample included 92 people selected according to Cochran formula based on stratified random sampling. The research hypotheses were tested through structural equation modeling with SmartPLS software. The results indicated that the effectiveness of predictive variables for implementing green human resources management can be ranked in the following way: maintenance, compensation, performance management and human resource development. The relationship between these systems and the management of green human resources turned out to be significant.

There is a growing interest among researchers in green developments; however, research on the most important organizational capital, namely green human resources management (GHRM), is scant. Therefore, the purpose of this study was to investigate the role of green HRM in the green supply chain management (GSCM). The methodology of this study is applied and survey strategy. The statistical population of the study consisted of managers, supervisors, supervisors and experts of Barzouieh Petrochemical Company, which is about 700 people. Its statistical sample size is estimated at 207 according to Morgan's formula. Data were collected using a researcher-made green HRM questionnaire and green Supply Chain, based on Ahmadi, Afshari and Shekari (2014) research, on a five-point Likert scale. Construct, content and face validity of the questionnaire were investigated. Cronbach's alpha reliability coefficient was 0. 87. Collected data were analyzed using statistical software SPSS and LISREL. Finally, as a result, Organizational green human resource management has a positive, direct and significant effect on green Supply Chain management and subsystems of GHRM (green recruitment and selection, green Training & Development, green Pay and Reward System and green Performance Assessment) have a positive, direct and significant effect on GSCM.

2Background & Aims: The growth of environmental concerns means the need to pay attention to issues related to environmental pollution in supply chain management activities along with industrial development, which has led to the emergence of the green concept. Today, the development of societies has caused excessive use of natural resources, destruction of the environment, creation of various pollutions, etc., which is a threat to the sustainable development of these societies. Therefore, it is necessary for organizations, as the largest members of societies, to recognize the effects of their behaviors on the environment and to take measures to reduce the negative effects of these behaviors on natural ecosystems. To help the environment, organizations have become greener. "green organization" is an organization that defines its missions, goals, and tasks based on the preservation of the environment and scarce and limited environmental resources so that they can be used optimally. Undoubtedly, the current world is the world of organizations and the custodians of these organizations are humans. The people who breathe life into the body of the organization set it in motion, and manage it. Organizations not only have no concept without human resources, but also their administration will not be possible. One of the concerns that organizations pay attention to today is compliance with environmental issues in their activities, in other words, green management. One of the ways to realize environmental management is to pay attention to this issue in human resource management, or other words, green human resource management. Overall, fundamental momentum has been created and the world is entering and experiencing the green economy. An economy where human power and capital as the main axis in economic growth shows its superiority over physical capital, and the necessity of survival in it will be attention to the demands of consumers and the future changes of jobs, which are the issues of the environment. Biology and sustainable development are among the priorities of these changes. green supply chain due to factors such as the increase in the regulations of governmental and non-governmental organizations and the pressure of customers to comply with environmental issues have caused organizations to examine the necessary measures regarding the application of green supply chain management to improve environmental and economic performance. Therefore, considering the importance of preserving the environment at the global level, it is necessary to be able to provide models for the implementation of these goals and use them to achieve sustainable production and supply, which are up-to-date and in many responsive to the latest decisions and recent developments. Therefore, according to the said content, we can understand the importance of preserving the environment and the impact of human resources on its management. Therefore, trying to identify and develop the characteristics and capabilities of human resources in organizations in a way that leads to the creation of a green organization, green management, green human resources, and green supply chain management, in the realization of environmental goals. It is necessary. Therefore, the main question of this research is: Is there a positive and significant effect between the components of green human resource management on green supply chain management in North Khorasan production units? Methods: This research is correlative in terms of nature and content, which was approved by the Code of Ethics IR.IAU.SARI.REC.1403.098 in the Code of Ethics Commission of Islamic Azad University, Sari branch. The statistical population and statistical sample include employees of production units in North Khorasan province. The cluster sampling method was used in this research. The total number of production companies in North Khorasan in 2017 was about 248 active production units. The sample size was determined using the Karjesi and Morgan table of 151 production units and was considered as a statistical sample using a simple random method. The collection tool was Tang et al.'s green human resource management questionnaire (2018) and Lotfi et al.'s supply chain (2018). Structural equation modeling and multivariate regression methods were used to analyze the data. Results: The results showed that there is a positive and significant effect between the components of human resource management on green supply chain management in North Khorasan production units with a path coefficient of 0.527 and a T-statistic of 2.079. Conclusion: The results of the research showed that there is a positive and significant relationship between the components of green human resource management on green supply chain management in the production units of North Khorasan, and green human resource management helps in increasing green supply chain management. It is suggested to production units: Production units should attract and select volunteers who have green awareness by using a series of tests to ensure that all employees have a positive opinion about environmental issues. To attract green human resources that use green criteria to select the organization. Managers use green branding to attract green employees and the organization hires employees who have green awareness. According to the obtained results, it can be said that there is a positive and significant relationship between green training and green supply chain management in the production units of North Khorasan and it is suggested to the production units that: training is one of the activities that It helps managers in doing green activities. So the success of green management, followed by the green management of human resources, depends on the existence of green education. Managers of production units should create training programs regarding environmental management to strengthen employees' environmental awareness, skills, and expertise. Managers should have comprehensive training and green knowledge management to create emotional participation of human resources in environmental management and link environmental education and knowledge to behavior to create preventive solutions. According to the results obtained from the research, it can be said that green performance management has a positive and significant relationship with green supply chain management in the production units of North Khorasan and it is suggested to the production units that: production units should have a systematic method for Identify the implementation of green performance management. Therefore, adopting a common standard of green performance management for different types of companies is urgent. green performance indicators should be used in the performance management system and evaluations. Production units for managers and employees to determine green goals, objectives, and responsibilities. Managers set goals to realize the green results included in the evaluations, and the performance management system, a negative score is considered for non-compliance or non-fulfillment of environmental management goals.

The concept of green human resource management is presented as a new perspective in environmentprotection which incorporates environmental management into human resource management. Thisqualitative study aimed at examining the factors that lead employees to achieve environmental performancein organizations through human resource management. First, a systematic meta-synthesis study wasperformed to review the literature during 2010-2015, and the desired codes were identified. Then, data weresummarized and new components were presented by a focus group composed of informed experts. Theamount of support factors identified in the previous studies was assessed and ranked using the Shannonentropy. Results indicate that among the 12 identified factors, training, recruitment, and rewards are themost important ones and play an important role in the implementation of green human resourcemanagement.

This study aimed to identify the dimensions and components of the green human resource management model. The statistical population consisted of 150 municipal managers in Mashhad. To achieve theoretical saturation, semi-structured interviews were conducted with 15 participants using a purposeful method. In the open coding step, 400 initial codes were identified in the selective coding stage. The coding around the central category was done through continuous comparison of research concepts and categories, and 213 codes were summarized in 43 concepts. In the theoretical coding stage, the concepts were categorized into five dimensions. Individual dimension includes the concepts of green attitude, value, motivation, green knowledge, health, personality, behavior. Organizational dimension includes concepts such as reward and compensation of green services, participation, evaluation, education, organization, employment, organizational culture, maintenance, structure, management relations, promotion and appointment. Urban dimension includes the concepts of green budgeting, urban waste management, city council, urban regulations, urban design, citizenship culture, official process, urban structure, and green public transportation. The metropolitan dimension includes concepts such as green research, green NGOs, the media, green chain supply, international organizations, government, extra-urban laws and regulations. Environmental dimension includes concepts like social, cultural, geographical, religious, political, economic, and technological factors.

Today, developed and developing countries are focusing more on environmental issues and development. The present study aims to provide a model for the establishment of green human resources management in the entrepreneurship ecosystem. The purpose of this research is in the field of applied research, and since it describes the variables and relationships between them, the recognition of the status quo and finally the presentation of the pattern of deployment, is descriptive-survey method. The statistical population of this research includes relevant experts. In order to reach the consensus, 27 people were studied by interview method and the required information was collected. To analyze qualitative data and to extract factors affecting HRM and its influential factors, the method of analysis of the theme (theme analysis) was used. Structural-interpretive modeling has been used to identify the relationships between variables and the deployment of green human resources in the entrepreneurship ecosystem. The findings of the research include explaining the green human resources management model in the entrepreneurship ecosystem and analyzing the results of infiltration-correlation; the existing model is a model for different businesses with the aim of establishing a green human resource management in the entrepreneurship ecosystem. The research findings show 18 dimensions for the establishment of green human resources management. The research results indicate the impact of green human resource management on entrepreneurship ecosystems and green thinking and sustainable development, and ultimately globalization...

In today’ s world, green human resource management is one of the most important factors in forward-thinking your environment-friendly business. Most of the researchers are of the view that employees must be empowered and environmentally aware of greening while carrying out green human resource management practices. The present study is examining the impact of different green human resource practices on environmental behavior directly or indirectly via Pro-environmental behavior. The data is collected through questionnaire from the educational institutions in Baltistan region. The sample size is 300 employees of public universities. A Structure Equation Modeling is utilized to obtain the relationships between the variables. The results show that green human resource management practices have a strong direct impact on Environmental sustainability while the indirect relationship between green environmental training and sustainable environment through a mediator “ pro-environmental behavior” . The results illustrate that green Performance management and Appraisal has a positive (β =0. 27), green Reward and Compensation and environmental sustainability which again shows a positive (β =0. 14) and significant impact of green Reward and Compensation on environmental sustainability. green Training and Development also shows a positive (β =0. 29) and green Training and Development has a positive and significant relationship. The results suggest that the mediator does not sensitize environmental sustainability. The study suggests that Public Sector universities need to train and compensate their employee to reduce environmental degradation and make their contribution to the sustainability of the environment.