**4.2 Relationship between environmental concern and HRM**

After defining, presenting, and explaining GHRM, its relevance and practices, we discussed "the link between environmental concern and HRM". We aimed to understand if there is an integration of environmental issues into HR strategies, policies, and practices. The collected data revealed that companies implement some green initiatives; however, they don't have a well-developed process such as GHRM, and in which, the environmental agenda is included in all HR practices.

*"We are ISO14001 certified, so the environmental footprint is included in our employees' job descriptions, and in training programs to raise employee's awareness about the environment."*

*"The link exists on the training aspect, if we prepare a certification, the HR department will seek to provide training in this area."*

Accordingly, the results revealed that environmental concerns are integrated into HRM through training and job descriptions. The setting up of these two practices refers to the requirements of ISO14001 certification, which implies, on the one hand, the need to integrate environmental concerns into job descriptions by assessing the risks associated with each job and, on the other hand, to provide training in order to raise employees' awareness to ecology.

*There is no direct link, I cannot say that we have revised our processes or our management procedures and orientated them towards the environment. However, the contribution of HRM to the environment is sporadic and occasional.*

In the same vein, one of our respondents emphasized that the contribution of HRM to the environment is of a short-term nature to meet a periodic demand for certification. Thus, the company implements practices and initiatives without implementing GHRM and without revising and reviewing its HR practices and policies.
