The Implications of Green Recruitment and Green Training on Employees' Green Performance at Nata Azana Hotel Solo

The hospitality industry has increasingly adopted environmentally sustainable practices, encouraging hotels to implement Green Human Resource Management (GHRM) to improve organizational sustainability and employees' environmental performance. However, empirical evidence examining the individual contributions of Green Recruitment and Green Training to employees' Green Performance in Indonesian hotels remains limited. This study aimed to investigate the effects of Green Recruitment and Green Training on employees' Green Performance at Nata Azana Hotel Solo. A quantitative explanatory research design was employed using a census sampling technique involving 30 hotel employees. Primary data were collected through structured questionnaires measured on a five-point Likert scale and analyzed using multiple linear regression with SPSS. The results demonstrated that the research instruments were valid and reliable, while the regression model satisfied the classical assumption tests. Green Recruitment significantly influenced Green Performance (? = 0.474; t = 8.949; p < 0.001), whereas Green Training exhibited a stronger positive effect (? = 0.814; t = 15.086; p < 0.001). Simultaneously, both variables significantly affected Green Performance (F = 226.952; p < 0.001). These findings confirm that environmentally oriented recruitment and training practices play an essential role in enhancing employees' environmental performance. The study contributes to the development of Green Human Resource Management literature and provides practical recommendations for hotel managers in designing sustainable human resource strategies to strengthen organizational environmental performance.