The paper "Green Human Resource Management: A Review and Research Agenda" by Douglas W.S. Renwick, Tom Redman, and Stuart Maguire integrates the literature on Environmental Management (EM) and Human Resource Management (HRM), focusing on the role of Green Human Resource Management (GHRM) in people management practices. The authors use the Ability-Motivation-Opportunity (AMO) theory to categorize existing literature, highlighting the gaps and suggesting future research directions. The review covers three main areas: developing green abilities, motivating green employees, and providing green opportunities. Key findings include the importance of environmental reputation in recruitment, the effectiveness of training and education in enhancing environmental awareness and skills, and the need for supportive organizational cultures and employee involvement in EM initiatives. The paper concludes by emphasizing the emerging GHRM model as a response to environmental degradation and the importance of integrating EM and HRM in strategic HRM (SHRM) to address sustainability issues.The paper "Green Human Resource Management: A Review and Research Agenda" by Douglas W.S. Renwick, Tom Redman, and Stuart Maguire integrates the literature on Environmental Management (EM) and Human Resource Management (HRM), focusing on the role of Green Human Resource Management (GHRM) in people management practices. The authors use the Ability-Motivation-Opportunity (AMO) theory to categorize existing literature, highlighting the gaps and suggesting future research directions. The review covers three main areas: developing green abilities, motivating green employees, and providing green opportunities. Key findings include the importance of environmental reputation in recruitment, the effectiveness of training and education in enhancing environmental awareness and skills, and the need for supportive organizational cultures and employee involvement in EM initiatives. The paper concludes by emphasizing the emerging GHRM model as a response to environmental degradation and the importance of integrating EM and HRM in strategic HRM (SHRM) to address sustainability issues.