Academic World
Moving towards Sustainable Development in Industry 5.0 …Implications for HR Practitioners
Written by Dr Sulaiman Atiku
T
he technological innovations propelling Industry 4.0 have revolutionised business operations in developed and developing countries. In recent times, the need for business process improvement for economic sustainability has dictated the use of Artificial Intelligence (AI), big data, industrial Internet of Things (IoT) networks, automation, and robotics. The proliferation of such technologies in Industry 4.0 often dehumanises the workforce, thereby contributing to the high unemployment rate in developing countries. Overreliance on such technological innovations for continuous business process improvement and economic sustainability with less concern for other pillars of sustainability is against the principle of sustainable development advocated by the United Nations. The other pillars of sustainability are environmental, human, and social sustainability. This article offers HR implications for an effective transition into Industry 5.0 and a sustainable economy. 22
Adding value to social and economic sustainability The sustainability issues in Industry 4.0 could be addressed using the ecological modernisation model, which suggests the need for responsible business management practices to promote green creativity and eco-innovation and support both short-term and long-term economic sustainability without compromising environmental and social sustainability. Ecologically sustainable development puts equitable considerations into short-term and long-term economic, environmental, and social sustainability. Therefore, HR practitioners are expected to develop HR strategies, policies, and procedures for sustainable development in Industry 5.0. The reason is not farfetched, HR practices in recent years have gone beyond adding economic value to the business; they should add value to environmental and social sustainability in developing countries. Beyond strategic human resource management (HRM) practices, there are sustainable HR interventions.
