The document explores the relationship between human resource management (HRM) and sustainability, highlighting their importance for organizational growth. It addresses challenges in HRM sustainability, such as skill shortages and reliance on outdated practices, while emphasizing the need for strategic innovations. Additionally, it discusses the integration of sustainability principles into HRM to foster effective organizational plans aligned with core business values.

2.  To understand the concept of ‘Human Resource
Management’ and ‘Sustainability.’
 To know the significance and relevancy of HRM
and sustainability for organizational growth and
development.
 To study the different flaws & challenges in HRM
sustainability.
 To consider the innovations and advanced
strategic gradations and improvements for the
sustainability of HRM.

4. Sustainability – ability to be maintained at a certain
rate or level. HRM sustainability is required:
• To meet present & future demands of different
stakeholders.
• To deal with the scarcity issues of highly skilled &
motivated employees.
• For long term physical, social and economic well
being of employees.
• Directing employees mindset towards achieving
organizational sustainability goals.

6.  Sluggish research and development in HRM.
 Scarcity of highly qualified, motivated and engaged
HR executives.
 Less use of Human Resource Information system
(HRIS).
 Impact of cost cutting strategies.
 Low road approach to HR planning & strategies.
 Underestimation

7.  Artificial intelligence
 Virtual & Augmented Reality
 Focus on mental health of employees
 Diversity in workforce and equal
opportunity
 Employee Branding

8. The role of HRM in developing sustainable
business organizations is increasingly
attracting attention. Sustainability can be
used as a principle for HRM itself and is the
need of an hour for creating long lasting,
effective and strategic organizational plans
which are in line with the vision, mission
and values of the business.

9. JAGATJOT SINGH KARIR