Modeling the dynamic impact of green scenarios on human resource capabilities: an integrated SD-DEMATEL framework

Purpose This study aims to develop a hybrid model integrating the decision-making trial and evaluation laboratory (DEMATEL) method and System Dynamics (SD) to analyze how green variables (green training, environmental awareness and green practice adoption) enhance human resource capabilities (HRCs). By identifying causal relationships among ten key human resource (HR) factors and simulating their dynamic interactions, the research provides insights into strengthening organizational sustainability. The model offers a strategic framework for policymakers and managers to align HR development with environmental objectives and build adaptive, resilient workforces. Design/methodology/approach This study used an integrated framework combining the DEMATEL and SD. Expert assessments from industrial specialists were collected to identify and analyze causal relationships among key HR capability factors. These relationships were then incorporated into a SD model to simulate long-term behaviors under multiple green scenarios, enabling both static and dynamic evaluation of human resource capabilities in sustainable industrial contexts. Findings The results reveal that green training, environmental awareness and the adoption of green practices significantly enhance critical Human Resource Capabilities, particularly adaptability, professionalism, safety awareness and responsibility. These factors not only improve individual competencies but also generate reinforcing feedback loops within the organizational system. The dynamic simulations further show that combined green interventions accelerate capability growth, promoting long-term organizational resilience, innovation and alignment with sustainability objectives in industrial environments. Research limitations/implications This research primarily relies on simulation data derived from expert assessments, which limits its external validity. Although sensitivity tests and scenario comparisons were performed, the absence of empirical organizational data constrains the generalizability of findings. Future studies should incorporate real-world data sets across diverse industries to validate the model, refine causal assumptions and explore additional HR and green variables for broader application in sustainable workforce management. Practical implications The study provides actionable insights for managers and policymakers by showing how green training, environmental awareness and eco-friendly practices can be systematically embedded into HR strategies. By adopting this integrated approach, organizations can enhance workforce adaptability, responsibility and professionalism while aligning HR policies with sustainability objectives. This framework supports long-term competitiveness, improved employee engagement and the development of resilient workforces capable of responding to dynamic environmental and industrial challenges. Social implications This study highlights how embedding green initiatives within HR practices fosters eco-friendly behaviors, ethical responsibility and social awareness among employees. By strengthening teamwork, professionalism and safety consciousness, organizations can create a culture that values environmental stewardship and collective resilience. Such practices not only contribute to reduced ecological impact but also enhance social sustainability, ensuring that industrial growth is aligned with broader societal well-being and long-term environmental responsibility. Originality/value The study offers a novel and replicable framework that systematically integrates human resource management practices with organizational sustainability goals, emphasizing feedback loops, continuous learning and adaptive strategies to enhance both employee performance and long-term environmental and social impact.