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Green Human Resource Management: A Review and Research Agenda* By chenpeng Southwest Petroleum University In Partial Fulfillment of the Requirement for the Degree of Doctor under the supervision of prof. Nov 2013 Outline... 1. Introduction 2. Body 2.1 Methodology 2.2 Developing Green abilities: attractingand developing talented staff 2.2.1 rescuiment and selection 2.2.2 green human resource mamagement 2.2.3 employee traning in EM 3.Conclusion Introduction Much recent interest has been paid to environmentalism globally, whether arising from speci?c treaties to combat climate change, e.g. Kyoto 1997, Bali 2007 and Copenhagen 2009 (Victor 2001), or from harm/pollution resulting from high-pro?le industrial accidents such as at the BP Texas City Re?nery in 2005, killing 15 and injuring over 100 people. In the management ?eld, there is a growing research literature on Green marketing (Peattie 1992), Green accounting (Bebbington 2001; Owen 1992), Green retailing (Kee-hung et al. 2010) and Green management in general (McDonagh and Prothero 1997).However, in comparison, Green human resource management (GHRM) research, de?ned as the HRM aspects of environmental management (EM), is relatively diverse and piecemeal. The contributions of this paper are threefold: ?rst, to survey and draw together the HR elements of EM; second, to map the terrain of this ?eld; and third to outline some avenues for potential further study in GHRM. In doing so, we are responding to calls in the literature to integrate EM and HRM as a subject of research (Jabbour and Santos 2008; Jackson et al. 2011), to expand the scope of strategic HRM (SHRM) to incorporate sustainability issues (Osland and Osland 2007; Wilkinson et al. 2001) and, more speci?cally, to answer a question posed by Bunge et al. (1996), namely: ‘Is there a role for human resource management in pol