Human-Centered Reboot of Green Urban Ecosystem Management in the Context of Digitalization
Purpose: The purpose of the research is to identify the key components of a human capital strategy for achieving the UN Sustainable Development Goals (ESG benchmarks). Design/Methodology/Approach: The conceptual dominant of the research methodology is the statement about the possibility to consider human capital as a multi-parameter socio-resource component of the vector of "green" development of the urban ecosystem. The application of this methodology made it possible to realize qualitative-quantitative parameterization of the benefits and obstacles associated with the implementation at all levels of green urban management of human-oriented principles of sustainable management. Findings: The result of the study is methodologically substantiated and empirically verified components of the strategy of reproduction of quality human resources in the management system of metropolitan ecosystem’s innovation-oriented "green" development. It is proved that in the conditions of digitalization the algorithm of implementation of green HRM should be systematic, which initiates the increase of sustainability of resource using, reduction (elimination) of environmental damages, updating technologies, contributing to the effectiveness of all components of human resource management. Practical Implications: Modern management of the "green" urban ecosystem under the influence of digitalization trends has a growing need for a balanced development of various industries/sectors: economic, socio-environmental, innovative, and governmental structures, IT industry based on the reproduction of qualitative human resources. This is due to the dominant role of human resource management (HRM) in the reproduction process of innovative type. Originality/value: The requirements for the ESG toolkit for assessing strategic decisions at different levels of green HRM are formulated, as well as recommendations for actors to use the toolkit to analyze the causes of the slowdown in the implementation of green HRM and to develop adequate policy measures aimed at sustainable human capital development are created.