Less-Lethal Weapons, including electric Tasers, velocity-reduction bullet-capture projectiles, rubber bullets, beanbag rounds, and other less-lethal projectiles used in police departments, federal and local law enforcement agencies, and military policing operations, as well as for private use, are topics of significant debate in recent years. These weapons can reduce collateral damage, reputational risk, and legal exposure while preventing wrongful and unnecessary deaths caused by conventional bullet wounds. Yet, opponents have highlighted concerns regarding the safety and effectiveness of these weapons, as well as their potential to cause injury or even death. While the primary duty of law enforcement officials is to preserve order and execute the law while protecting individual rights, they ultimately achieve these goals by exercising their coercive authority. Society expects police officers to rely on their professional training and judgment when using physical force to defend citizens and themselves or to apprehend criminal suspects. Because police officers must occasionally participate in physical acts of coercion, it is unavoidable that some of these interactions may result in bodily injuries to individuals, including the officers themselves. These injuries have real costs, such as medical treatment, lost wages, municipal liability, court claims and settlements, riots, and legal or even criminal exposure, as well as less-tangible collateral costs, such as the erosion of police legitimacy and public trust, which are more difficult to quantify but arguably more influential in shaping long-term public perceptions than personal injuries alone. Less lethal technology eliminates some of the concerns raised by lethal weaponry. This study reviews the advantages and disadvantages of these less-lethal weapon technologies versus traditional firearms for use by the police force, federal agencies, and military police while also performing advanced analytics to model the valuation and return on investment for a law enforcement organization implementing such technologies.

Environmental concerns are increasing and business firms are inclined towards adoption of eco-friendly products and services. They are hiring employees via set of green HRM practices and struggling to become an environmentally sustainable firm. Pakistani food industry is booming day by day. However, less is known about the green HRM practices executed in the fast food industry of Pakistan. Therefore, this research is interested in examining the impact of Green recruitment and selection, green training and development and green performance and compensation management on the P-O fit, affective commitment and green recovery performance in Pakistan’s fast food industry. The moderating effects of transformational leadership will be examined between Green HRM practices and green recovery performance. A sample of 408 employees who are working at different designations were selected to accomplish the purpose of the research. These managers will be selected through convenient sampling technique. There were 21 fast food restaurants (Burger Joints) selected from all over Karachi, few of them includes; KFC, Burger Lab, Burger O Clock, Vintage, Plan B and more. The collected primary data will be tested through the application of structural equation modeling technique. Smart PLS software is used to assess the objectives. The results of the study revealed significant association between Green R&S, Green T&D and P-O fit. A non-significant association is found between Green P& C and P-O Fit. The study affirmed that Affective commitment posit a direct influence on GRP. The Green R&S and Green P&C revealed insignificant impacts on the green recovery performance within the fast food industry. The indirect association was analyzed between P&C, P-O fit, AF and GRP and revealed an insignificant result. Likewise, an indirect association is found between R/S, P-O Fit, AF and GRP. The future researchers are recommended to analysis the remaining elements of GHRM and investigate their impacts on the fast food industry of Pakistan. There is a need to create awareness regarding green HRM practices and their influence on the Green recovery performance in Pakistan. Policy makers are recommended to develop such policies that promotes GHRM in Pakistan.