The Role of Upskilled Workers and Reskilling in Preparation for Jobs to Utilize in Ai - Environmental Moderated by Green HRM

Abstract

This Study focuses on global environmental responsibility interrelated to Green Human Resource Management. AI related environmentally responsible future. It evolves how strategic investments in human capital is guided by sustainable principals by human resource practices. Upskillig and reskilling the employess for transformative team executives. Who are future ready. To implement sustainable Developmental goals is the guiding principal that ensures this journey responsible and sustainable. This study focuses on Quantitative method by collecting the questionnaire using cluster sampling ( Probability ) using convenience population through student T-test and multivariate analysis of correlation. By doing this groundwork employees are randomly resigned due to tech –savy using jambovi 2.6.17. The United Nations Sustainable Development Goals (SDGs) provide a comprehensive blueprint for achieving a sustainable future. Green HRM, a strategic approach that integrates environmental concerns into HR practices, aligns directly with several of these goals.The Psychological sustainability and sustainable development. Where the functions of three levels of study such as corporate level, Business level and strategic level.

Introduction

The study explores the integration of Artificial Intelligence (AI) and Green Human Resource Management (Green HRM) in modern HR practices, particularly focusing on training, employee motivation, and sustainability. It examines how organizations, particularly those employing contractual workers, face challenges such as random resignations, low motivation, and poor training outcomes, yet still experience strong work commitment due to systemic obligations.

Key Concepts:

• Green HRM practices like paperless recruitment and performance management are central to improving sustainability.

• The 4th Industrial Revolution (4IR) and STEM analysis are influencing HRM structures.

• AI is used to optimize workforce planning, reduce carbon impact, and reskill employees.

• There is a gap in effective training, especially in contractual and temporary employment contexts.

Research Questions

1. Where are the human-coded benchmarks in HR practices?

2. What constraints do resource-based environments impose?

3. What factors affect the effectiveness of training programs?

4. Where are rehab, therapy, and mobility programs located in HR systems?

5. Why are employees not involved in decision-making bodies?

6. What are the main training challenges?

Conceptual Framework

• Independent Variables:

  • Selection of better candidates

  • Self-evaluation

• Moderating Variable:

  • Green HRM Practices (e.g., paperless recruitment, green performance management)

• Dependent Variables:

  • Team member development

  • Random resignations

???? Inference: Green HRM serves as a bridge between internal evaluations and organizational outcomes like resignations and team performance.

Review of Literature (Key Themes)

1. Training Quality Concerns: One-day or shallow training leads to poor work habits and resignations (Ann Arbor, 1967).

2. Competency-Based Management: Emphasizes performance output and alignment of employee skills with job needs (Boyatzis, 1982; Sparrow, 1992).

3. Green HRM and Sustainability: Helps in biodiversity, resource efficiency, and carbon reduction (Anton Arulrajah, 2015; Goklany, 1995).

4. Cross-Cultural and Psychological Factors: Emotional intelligence, adaptability, and cultural awareness are vital in HRM (Dreyfus, 2008; Birdi, 2005).

5. Youth & Disability Employment: Highlights vocational struggles and training for people with disabilities (VanGilder, 2014).

6. Training & Reskilling Needs: Organizations must continuously upskill workers to remain competitive in AI-driven environments (Subramanian, 2017; Wuthnow, 2006).

Research Gap

Despite growing AI and green HRM integration, random resignations, ineffective training, and lack of employee involvement persist. There's a need to align organizational technology, training, and sustainability goals (SDGs) to fill this gap.

Managerial Implications: Based on Ansoff Matrix

1. Market Penetration: Reskill current employees using AI tools to increase productivity and sustainability (e.g., Vande Bharat Express HR training).

2. Market Development: Upskill employees for better job readiness in eco-conscious industries.

3. Product Development: Address resignation patterns using T-test & cluster sampling.

4. Diversification: Train low-skilled workers for AI technician roles.

5. Game Theory: Use AI for strategic human capital allocation, aligned with Atmanirbhar Bharat (self-reliant India).

???? Green HRM strategies also support climate-resilient workplaces and sustainable supply chains.

Methodology

• Design: Quantitative, applied, and descriptive research

• Sampling: Cluster and convenience sampling

• Population: Employees in start-ups, insurance companies, and SMEs

• Sample Size: 30

• Tool: Online survey

Base Paper Reference

• Kenyan Enterprises Study: Focuses on skilling, reskilling, and upskilling as a foundation for competitive advantage.

• Stresses the role of a learning organization and highlights gaps in technology adoption and workforce deployment.

Statement of the Problem

Without proper training, business survival is threatened. There's a need for:

• Content-driven and goal-oriented training

• HR managers to assess the impact of training on productivity

• AI and STEM-based tools to improve employee evaluation and retention

Objectives of the Study

Primary Objectives:

• Evaluate employees’ self-assessments to understand resignation trends.

• Use peer evaluation to identify skill gaps.

• Examine how team performance impacts recruitment quality.

Secondary Objectives:

• Synthesize insights from the literature review.

• Explore the link between training programs and random resignations.

Conclusion

Particularly in underdeveloped countries, sustainable economic growth will lower risk to global change and lower the cost of mitigation and adaptation actions. The need for environmental cleanup will rise as a result. It might also enhance to decrease of population expansion, which would reduce future greenhouse gas emissions and the demand for natural resources. Therefore, lowering poverty and promoting sustainable economic growth are essential by contributing to overall economic growth, particularly in developing countries, it would make mitigation and adaptation measures more affordable, contribute to a lower population growth rate and reduce emigration pressures which, in turn, would further help lower emissions and foster technological change. Natural resources such as Human Capital.( 8 ) – Decent work and economic growth.

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Copyright

Copyright © 2025 Preethika. D, Vadivel SM . This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.