Integrating Human Resource Management, Social Security, and Climate Resilience: Pathways to Sustainable Social Protection Systems in the Era of Climate Change

Abstract

This study aims to examine the interconnections between HRM, HRD, and social security in fostering climate resilience. It investigates how workforce management strategies, coupled with robust social protection policies, can jointly enhance sustainability and adaptive capacity within climate-impacted communities. Employing a mixed-methods design, the study utilizes quantitative statistical modeling, including multiple regression and structural equation modeling (SEM), to analyze data from national labor force surveys, climate vulnerability indices, and social protection program metrics. Supplementary qualitative interviews with policymakers and HR professionals provide contextual depth, triangulating quantitative findings. Findings are expected to reveal significant correlations between adaptive HR practices (e.g., climate-focused training, workforce reskilling) and improved social protection outcomes. Statistical models may demonstrate that integrated HRM-social security frameworks significantly reduce climate-related economic losses and enhance social resilience indicators(p < 0.05). The research hypothesizes the existence of HRD as an intermediate variable between the organizational adaptability and sustainable social protection performance. The study highlights the potential of redefining the phenomenon of applying HRM and social security in climate adaptation plans. The insights are useful in narrowing the gap between organizational and policy spheres and creating harmonized solutions to the socioeconomic problems of climate origin.