Abstract: The human resources department of an organization helps to enable a complete attempt to make a civilization of persistence and ecological accountability. Therefore, suggested corporate sustainability controller to work directly with the company's human resource management. Hence, this concept is observed as a new endeavor for implementing sustainable development in the enterprise. This strategy includes recruitment, job seekers, new employee selection, training for new employees, performance evaluation, employee benefits determination, progression development process creation, employee training and capacity building provision, employees. Includes major changes to the organizational system, such as staff guidance manager. It also requires construction of a win-win-win partnership between several contradicting parties concerned. Numerous examples show how an organization has helped build a culture of sustainability by focusing on each HR system.
The concept of sustainable development is being accepted, but for many leaders it is a new idea. In most cases, the concept remains abstract and theoretical. Sustainable growth is to develop its capabilities, it must be integrated into the company's design and valuation system. And to do that, you need to clarify the concept in words that are familiar to business leaders.
Many organizations quickly jumped into the “sustainability trend,” but it seems that little consideration has been given to the role and impact of HR functions and managers. In fact, companies tend to treat sustainability and human resources development separately. This white paper considers questions such as: How do HR managers define and implement corporate sustainability? And how does the social and political context of HR affect this role? This is achieved by focusing on the relationship between HR and environmental sustainability. Specifically, we examine the challenges and responses of HR and HR managers through the concept of sustainable development and corporate sustainability rhetoric.

Keywords: Green Initiatives, Sustainable Development, Selection, Recruitment, Performance Management, Succession Planning, Mentoring, Training & Development, Compensation.

| DOI: 10.17148/IARJSET.2022.9330