The major societal challenges of our time, reflected in the United Nations Sustainable Development Goals (SDGs to end poverty, protect the planet and achieve prosperity for all United Nations, 2022) have attracted increasing attention in management literature, particularly around business model design. The fundamental objective of this study is to examine HRM practices from a universalist perspective. From the literature, it is clear that the particular progressive HRM practices are those of HPWP. 1. Introduction. As with any other organizational function, human resource management, or HRM, must be capable of developing approaches, policies and practices that respond to changes in socio-political and economic environments as well as changing business needs. Dulebohn, Ferris, amp Stodd, 1995, p. 32. To support the, At the same time, traditional cultural values ​​remain influential in employment relationships and affect not only the configuration of HR practices but also the way in which they are perceived by staff. In this opening paper of the special issue on human resource management in China, we highlight some organizational phenomena and issues related to the environmental crisis are addressed by researchers, government and organizations. GHRM is one such area that is being researched a lot as it aims to make businesses greener and environmentally friendly. These research articles from Scopus database published on green human, 3. Termination. A termination policy generally describes actions and behaviors that may result in termination. It also details the procedures employees can follow in the event of resignation or termination. For example, if an employee wishes to resign, the termination policy usually specifies a required notice period. Have HR practices. in place, would positively improve business performance such as revenue performance, profits, competitiveness and competitiveness. market share Katou, 2008. According to Anwar, 2017.