The Introduction of Sustainable Development Principles into the Human Resource Management System of an Organization

The article is devoted to the issues of integrating the conception of sustainable development into the human resource management system of an organization. It has been proved that implementing sustainability principles in the field of human resource management will have a positive impact on the competitiveness of organizations, the reputation of the employer brand, and global attractiveness for talent. The study identifies and characterizes the key principles of sustainable HRM (Human Resources Management), including long-term HR approaches, inclusion and social justice, employee well-being, flexibility and adaptability of HRM systems, as well as the greening of HR procedures (green HRM). A thorough analysis of both international and domestic management practices for implementing sustainable HRM principles has been carried out. It has been found that, in general, the practices of Ukrainian companies during crisis times align with the recommendations of leading international organizations. It has been further found that the current humanitarian crises (the pandemic and the war) have activated the restructuring processes of the human resource management system based on sustainable HRM, specifically: prioritizing the health and well-being of staff, flexibility in work organization, digital adaptability, and enhanced corporate social responsibility. The study outlines the characteristics of sustainable human resource management during the full-scale war, as well as the directions for its adaptation during the post-war recovery period. A «Plan for the implementation of elements of sustainable human resource management in the activities of domestic organizations» has been developed and proposed for practical use, which includes three stages covering a one-year period. The article describes the potential risks associated with the implementation of sustainable development principles in the human resource management system (lack of funding for HR initiatives, resistance to change from management/staff, escalation of war, burnout of key employees, lack of quick results), as well as ways to minimize them.