Purpose: Food insecurity is not only the problem of all developing countries but developed countries are also facing this issue especially after COVID-19. Food security is the combination of food availability, accessibility and utilization. However, the food accessibility is associated with household income and wealth. Household Food Insecurity Access Scale (HFIAS) developed by USAID is a tool for measuring prevalence of food insecurity. HFIAS treats food insecurity as a condition that can be identified and measured by experiences and behavioral responses that appear to be common for low income households. Current study is meant for the estimation and validation of HFIAS in the context of Pakistan, and to look for the relationship between food insecurity and socio-economic characteristics of the community. Methodology: A dedicated survey was conducted in Peri-urban areas of Lahore district from January to February, 2021. Responses from 316 households were recorded on a structured questionnaire which was adapted from HFIAS due to cultural context and socio economic conditions.  Findings: Results showed that 30.2% of the households were food secure whereas 22.3% were mildly food insecure, 40.2% were moderately food insecure and 7.3% were severely food insecure. HFIAS was found to have good internal consistency (Cronbach’s Alpha = 0.684). Policy Implication: HFIAS is a valid and reliable tool to measure the food accessibility at the household level in Pakistan.

The Green Human Resource Management has least been explored especially in the context of Pakistan’s hotel industry. The instant research explored the relationship of Green Human Resource Management with employees’ commitment, employees’ eco-friendly behavior and overall organizational performance for Pakistan’s hotel industry. The hotels situated in Lahore were systematically selected and data was collected on structured questionnaire from top, middle and lower management of these hotels. Data was analyzed by employing Partial Least Squares Structural Equation Modeling (PLS-SEM). The results showed that the Green Human Resource Management exerted positive effect on Employees’ Organizational Commitment and Hotels’ Environmental Performance but did not affect Employees Eco-friendly Behavior. Therefore, hotel management in Pakistan should look for potential candidates at the time of recruitment who cherished environmental practices. Further, a significant mediating role of employees’ eco-friendly behavior was observed to be existed directly and indirectly for the relationship between Hotels’ Environmental Performance and Green Human Resource Management. It is suggested that appropriate reward mechanism is required to instill eco-friendly behavior in the hotel employees of Pakistan.