<![CDATA[The aim of this research is to determine the significant influence of Green Recruitment, Green Training and Development, Green Performance Management on Employee Performance through the GHRM Policy as a Moderation variable. The research methodology uses a saturated sample where the population used as research subjects are employees of PT. Alexindo with 120 respondents. Smart PLS 3.2 statistical test with results; 1) Gren Recruitment has a positive and significant effect on Employee Performance with a p-Value of 0.045. 2) Gren Recruitment has a positive and significant effect on GHRM Policy with a p-Value of 0.000. 3) Green Training and Development has a positive and significant effect on Employee Performance with a p-Value of 0.002. 4) Green Training and Development has a positive and significant effect on GHRM Policy with a p-Value of 0.000. 5) Green Performance Management has a positive effect on Employee Performance with a p-Value of 0.014. 6) Green Performance Management has a positive and significant effect on GHRM Policy with a p-Value of 0.000. 7) GHRM policy has a positive but not significant effect on Employee Performance with a p-Value of 0.155. The indirect hypothesis 8) Green Recruitment on Employee Performance through the mediation of the GHRM Policy gets a P-Value of 0.115 and the Original Sample is 0.048, which means this variable has a positive but not significant effect. 9) Green Training and Development on Employee Performance through the mediation of the GHRM Policy obtained a P-Value of 0.182 and Original Sample 0.031, which means this variable has a positive but not significant effect. 10) Green Performance Management on Employee Performance through the mediation of the GHRM Policy obtained a P-Value of 0.171 and Original Sample 0.026, which means this variable has a positive but not significant effect. Keywords: Green Recruitment, Green Training and Development, Green Performance Management, Employee Performance, GHRM]]>
