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From strategic HRM to sustainable HRM
SD Worx champions a shift towards sustainable HRM
Each year, we further strengthen our position as a thought leader in the world of work, and 2024 was no exception. Through close collaboration with research institutions like Antwerp Management School and international projects such as SEISMEC, alongside in-house research and knowledge sharing, we actively help our customers make the transition from strategic HRM to sustainable HR. Our HR Evangelist Jan Laurijssen briefly summarises his key messages in 2024:
From strategic to sustainable HRM
Whereas traditional strategic HRM focuses on aligning people strategies with organisational goals – including performance, development, personal growth, etc. – sustainable HRM adds a broader, long-term perspective: contributing to human well-being, sound governance, and societal progress as well. It's no longer just about today's performance, but about building resilience for the future.
ESG: from compliance to opportunity
Although the timing of the introduction of the Corporate Sustainability Reporting Directive (CSRD) was delayed due to the February 2025 Omnibus announcement, SD Worx sees this as no reason to slow down. On the contrary, the steps companies take today to prepare for future ESG reporting standards present a unique opportunity to future-proof their HR policies.
Compliance might not sound glamorous, but the efforts involved in it – gathering data on diversity, equity, well-being and more – are the very foundations of strong, human-centred and sustainable HR. Companies that approach ESG proactively are already building the sustainable organisations of tomorrow.
AI as a tool for a sustainable workforce
Technology is fundamentally reshaping the workplace. Artificial intelligence (AI) is no longer a distant future; it's becoming integrated into our daily work and life. Smart use of AI and people analytics are key to taking workforce planning and talent management to the next level.
One concrete example of how SD Worx drives human-centric innovation is our participation in the SEISMEC project.
Supporting European Industry Success Maximisation through Empowerment Centred Development (SEISMEC)
What? SEISMEC, funded by the European Union, brings together an international consortium of 29 partners and 2 associated organisations from 16 countries in Europe. It connects leading universities and research centres with SMEs and large enterprises, linking academic knowledge directly to industry.
When? January 2024-2028
Why? To show how a human-centric approach can work across a wide range of industries, company sizes, and technology settings in the European Union and to support a more skills-driven, creative and sustainable industrial landscape. Such a landscape creates high-quality jobs and puts workers' security and well-being first and is a place where workers see themselves valued within their organisations.
How? Through 17 pilot projects across 14 key industrial sectors, SEISMEC will demonstrate how human-centred solutions can empower workers co-design and develop new technologies.
A different view on talent
It is clear that we must look at talent differently too. While organisations used to mainly 'buy' talent from the job market, the ongoing talent shortage made us rethink that strategy. Today, upskilling and reskilling have become the new recruitment. While developing internal talent remains crucial, hiring external specialists continues to gain ground. Companies now need to strike a balance between:
- Build (developing internal talent)
- Buy (recruiting externally)
- Borrow (bringing in external expertise temporarily)
- Bots (integrating automation into the workforce)
- Bounce (managing employee transitions sustainably)
In short: organisations and employees should maintain transparent, flexible relationships that evolve over time.
More regulation brings new challenges
As the labour market continues to evolve under the pressures of demographics, technology, and rising societal expectations, the key question remains: how will HR organise itself in the future to deal with these challenges?
Questions around trust in the workplace are becoming more urgent: how safe and respected do employees feel in a technology-driven environment? How will people feel when they are asked to work alongside AI, knowing that it might take over parts of their job? Can legislation or regulators really protect us against all these developments — especially when it comes to our privacy and personal data? To ensure trust beyond compliance, there is still a lot of work to do.
We have shared these insights at numerous conferences, webinars and events across Europe, highlighting the impact of AI on HR, the opportunities of sustainable reporting, and the shifting dynamics of the labour market to inspire our customers and prospects. We will continue this important work in 2025 and beyond.
Technology is fundamentally reshaping the workplace. How do we keep this evolution in balance with human-centric needs?
HR Evangelist at SD Worx
