Artificial Intelligence-Enhanced Study of Sustainable HRM: Sectoral Perspectives on People Management
Human Resource Management (HRM) has emerged as a key aspect in maintaining workforce strategies in sync with organizational long-term sustainability objectives. As compared to conventional HRM, these efforts primarily concentrate on compliance and productivity, excluding sector dynamics and the people-planet-profit paradigm. Though there is increasing research interest in HRM, sectoral adoption and effectiveness comparisons through empirical studies are limited. In order to fill this void, in the present study a cross-sectional quantitative design with descriptive statistics, ANOVA, and regression testing is used to examine to what extent HRM practices—training, job security, diversity, and well-being—are being followed in five industry sectors: public, manufacturing, ICT, healthcare, and education. The focus of this research is its sectoral perspective and conjoining adoption rates and influence indicators under a combined assessment framework. FT-transformer, which is a deep learning model specifically optimized for structured data, is incorporated to improve pattern recognition and explainability to distill sector-specific insights from HRM data. This AI-based process enhances the explanatory power of the framework and facilitates data-driven HRM decision-making. Findings show that job security is the most significant SHRM practice with an ANOVA F-value of 8.87 and β = 0.33 significantly improving retention and satisfaction. Training closely follows (F = 6.21, β = 0.27) as a productivity driver, and well-being programs positively impact morale (β = 0.18). Nonetheless, diversity policies demonstrated minimal effectiveness (β = 0.11), especially in manufacturing. In contrast to universal HRM strategies, this sector-sensitive HRM model provides more explanatory capability in terms of forecasting employee outcomes. The study recommends customized HRM strategies centered on sectoral contexts and acknowledging their strategic importance in promoting both workforce well-being and sustainable organizational performance.
Keywords: Sustainable HRM, Sectoral Analysis, Employee Outcomes, Job Security, Organizational Sustainability
