**5. Conclusions**

The subject of human resource management includes several issues ranging from organizational design to recruitment activities, from rewarding systems, employee supports, and aid activities to improvement of employees and organization, from performance assessment to waging activities. In addition, green human resource management covers the human resource practices by taking environmental impacts into consideration in all business activities and complying with environmental mission and objectives of the business. Consciousness of employees, as the key stone of organizations, will determine the direction of the business.

Improved environmental performance of the executives to the lowest level workers in an integrative fashion, improved positive communication between the organization and the employees, reduced carbon footprint through monitoring and developing technological innovations and developments, efficient resource utilization, reduced costs, and improved efficiency and productivity can all be used as strategic tools within the scope of GHRM.

When the literature on GHRM was reviewed, it was observed that GHRM functions and practices were considered in various different fashions. The broadest GHRM literature classified GHRM practices under the categories such as green job analysis and design, green human resources planning, green recruitment, green selection, green induction, green performance assessment, green training and development, green rewarding system, green job safety, green discipline management, and green employee relations. The similarities and differences in these practices in different industrial fields and cultures can be elucidated in further studies.
