Abstract: The global transition to renewable energy necessitates reskilling fossil fuel workers to ensure a just and equitable shift. This study examines the role of human resource (HR) management in facilitating this transition, focusing on skill gaps, program effectiveness, barriers, enablers, and socioeconomic impacts. Using a mixed-methods approach with a primary sample of 300 respondents (fossil fuel workers, renewable energy workers, HR professionals, and managers), the study confirms significant technical skill gaps among fossil fuel workers, moderate program effectiveness, resource-related barriers, and positive employability outcomes. Key findings include lower skill alignment (mean = 2.3) and program participation (50%) among fossil fuel workers compared to renewable energy workers (mean = 4.1, 75% participation). Financial incentives and flexible schedules emerged as critical enablers, while industry-relevant training and partnerships were prioritized for scalable frameworks. Reskilling improved employability for 60% of respondents, with renewable energy workers reporting higher job satisfaction (mean = 4.0 vs. 2.8). Policy recommendations include increased funding, accessible training models, and public-private partnerships to support a just transition. These findings underscore HR’s pivotal role in aligning workforce capabilities with the demands of a low-carbon economy.

Keywords: Reskilling, Just Transition, Human Resource Management, Renewable Energy, Skill Gaps

Downloads: | DOI: 10.17148/IARJSET.2022.9769