Climate Change & Environment5-day programme

Sustainable Human Resource Management Training in Bangkok

Dates15–19 Feb 2027
LocationBangkok, Thailand
VenueAmara Bangkok
Register by31 Dec 2026
Register now → Download brochure In-house version

Key facts

Dates
15–19 Feb 2027 (5 days)
Where
Amara Bangkok, Bangkok, Thailand
Fee per participant
£3,330 (GBP)
Payment
By invoice and bank transfer
Registration closes
31 Dec 2026
Certificate
Certificate of completion
On this page 15 sections

Programme Overview

Sustainable Human Resource Management Training in Bangkok is a practice-based professional programme for public agencies, development project teams and organisations responsible for sustainable human resource management. The course uses operational examples, guided analysis and templates to connect policy expectations with daily decisions.

Environmental performance increasingly depends on staff capability, management incentives and credible workforce practices, not only sustainability policies. Organisations need to link HR processes with measurable operational change.

The learning programme takes place in Bangkok, Thailand. The host city is a venue for structured peer learning and comparative analysis; participation does not imply endorsement by any public institution or access to restricted systems.

Participants examine the complete institutional workflow, from identifying a problem and defining responsibilities to applying controls, monitoring performance and documenting improvements. They work on examples adapted to their own mandates, financing agreements and national rules.

Official guidance is treated as a starting point for professional judgement. Participants are asked to verify which legal provisions, project requirements and internal policies apply to their own organisation before using any template.

The Programme Strengthens Institutional Capability

  • Applying green skills mapping to real institutional work
  • Applying sustainable recruitment to real institutional work
  • Applying employee engagement to real institutional work
  • Applying workforce training to real institutional work
  • Applying environmental behaviour to real institutional work
  • Applying HR performance indicators to real institutional work
  • Applying responsible employment to real institutional work
  • Applying change management to real institutional work
  • Documenting decisions involving green skills mapping
  • Documenting decisions involving sustainable recruitment
  • Documenting decisions involving employee engagement
  • Documenting decisions involving workforce training
  • Documenting decisions involving environmental behaviour
  • Documenting decisions involving HR performance indicators
  • Documenting decisions involving responsible employment
  • Documenting decisions involving change management
  • Identifying roles, accountabilities and approval points
  • Planning corrective actions and tracking implementation
  • Connecting technical decisions to measurable public outcomes
  • Maintaining records suitable for internal review

Each participant develops an action-oriented working pack rather than a generic set of presentation notes.

Leading changeDiagnoseEnvisionEngageActEmbed
Leading changeChange sticks when it is embedded in systems and habits, not only announced.

The Growing Importance of Sustainable Human Resource Management

Environmental performance increasingly depends on staff capability, management incentives and credible workforce practices, not only sustainability policies. Organisations need to link HR processes with measurable operational change.

Implementation teams often work across policy, technical, procurement and finance functions. Without agreed evidence requirements and escalation routes, even a well-designed strategy can be difficult to implement consistently.

The programme therefore treats risk, inclusion, documentation and continuous improvement as linked management responsibilities rather than separate compliance exercises.

Organisations increasingly require professionals capable of:

  • Assessing green skills mapping against organisational requirements
  • Assessing sustainable recruitment against organisational requirements
  • Assessing employee engagement against organisational requirements
  • Assessing workforce training against organisational requirements
  • Assessing environmental behaviour against organisational requirements
  • Assessing HR performance indicators against organisational requirements
  • Assessing responsible employment against organisational requirements
  • Assessing change management against organisational requirements
  • Translating policy into operational decisions
  • Communicating risks to senior management
  • Checking the quality of supporting evidence
  • Coordinating across institutional boundaries

Strong sustainable human resource management systems help organisations:

  • Improve consistency in green skills mapping
  • Improve consistency in sustainable recruitment
  • Improve consistency in employee engagement
  • Improve consistency in workforce training
  • Improve consistency in environmental behaviour
  • Improve consistency in HR performance indicators
  • Make review decisions traceable
  • Respond earlier to delivery problems
  • Build credible institutional learning
  • Protect public resources and service quality

The practical emphasis is on choosing proportionate tools, establishing ownership and verifying results. A method is only useful when staff can apply it with the data, authority and resources actually available.

Who Should Attend This Sustainable Human Resource Management Training?

This programme is designed for:

  • Programme directors and senior managers
  • Government ministry and agency officers
  • Project implementation unit managers
  • Technical specialists and advisers
  • Monitoring and evaluation officers
  • Procurement and contract managers
  • Finance and compliance officers
  • Institutional capacity development staff
  • Quality assurance and audit officers
  • Development partner programme teams
  • Regional and municipal government officers
  • Non-governmental organisation programme leads
  • Policy and planning specialists
  • Data and reporting coordinators
  • Consultants supporting public institutions

Participants from different functions are encouraged to attend together so that decisions and responsibilities can be tested across the whole delivery chain.

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Sustainable Human Resource Management Training Objectives

Upon successful completion of this Sustainable Human Resource Management Training, participants will be able to:

  • Explain the role of green skills mapping in institutional performance
  • Explain the role of sustainable recruitment in institutional performance
  • Explain the role of employee engagement in institutional performance
  • Explain the role of workforce training in institutional performance
  • Explain the role of environmental behaviour in institutional performance
  • Prepare a working template for HR performance indicators
  • Prepare a working template for responsible employment
  • Prepare a working template for change management
  • Assess implementation risks and propose proportionate controls
  • Use evidence to prioritise corrective action
  • Communicate findings to decision-makers
  • Design a practical institutional improvement roadmap

Objectives are assessed through the daily practical tasks and the final applied action plan, not by attendance alone.

Programme Contents and Structure

Your 5-day journey tap a day to see the sessions
    • Evolution of Sustainable HRM: Concepts and Global Trends
    • Green HRM vs Traditional HRM: Key Differences
    • Role of HR in achieving ESG and SDG goals
    • Policy frameworks and standards (e.g., ISO 14001, GRI, UNGC)
    • Organizational self-assessment on sustainability readiness
    • Applying green skills mapping to a realistic institutional case
    • Applying sustainable recruitment to a realistic institutional case
Full day-by-day contents

The programme follows a progressive learning journey from diagnosis to implementation and institutional follow-up.

  • First day: Sustainable HR strategy and governance
  • Second day: Green recruitment and workforce capability
  • Third day: Behaviour change and organisational culture
  • Fourth day: Workforce metrics and green operations
  • Fifth day: Implementation roadmap and accountability

Full day-by-day contents

First Day | Sustainable HR strategy and governance

  • Evolution of Sustainable HRM: Concepts and Global Trends
  • Green HRM vs Traditional HRM: Key Differences
  • Role of HR in achieving ESG and SDG goals
  • Policy frameworks and standards (e.g., ISO 14001, GRI, UNGC)
  • Organizational self-assessment on sustainability readiness
  • Applying green skills mapping to a realistic institutional case
  • Applying sustainable recruitment to a realistic institutional case
  • Applying employee engagement to a realistic institutional case

Workshop: Sustainable HR strategy and governance in practice

Participants use a fictional but realistic case dossier to work through sustainable hr strategy and governance. They identify decision points, assign responsibilities, document the evidence needed for approval and produce a usable template. On the final day they combine their work into a sequenced institutional action plan with owners, milestones and review criteria.

Second Day | Green recruitment and workforce capability

  • Green job design and role structuring
  • Eco-conscious recruitment and employer branding
  • Building green competencies and skills
  • Sustainable onboarding and orientation processes
  • Case Study: Green recruitment practices in leading companies
  • Applying employee engagement to a realistic institutional case
  • Applying workforce training to a realistic institutional case
  • Applying environmental behaviour to a realistic institutional case

Workshop: Green recruitment and workforce capability in practice

Participants use a fictional but realistic case dossier to work through green recruitment and workforce capability. They identify decision points, assign responsibilities, document the evidence needed for approval and produce a usable template. On the final day they combine their work into a sequenced institutional action plan with owners, milestones and review criteria.

Third Day | Behaviour change and organisational culture

  • Behavioral change models for sustainability
  • Green leadership development and succession planning
  • Designing employee engagement for climate action
  • Incentives and performance appraisal aligned with sustainability
  • Internal campaigns for environmental awareness
  • Applying environmental behaviour to a realistic institutional case
  • Applying HR performance indicators to a realistic institutional case
  • Applying responsible employment to a realistic institutional case

Workshop: Behaviour change and organisational culture in practice

Participants use a fictional but realistic case dossier to work through behaviour change and organisational culture. They identify decision points, assign responsibilities, document the evidence needed for approval and produce a usable template. On the final day they combine their work into a sequenced institutional action plan with owners, milestones and review criteria.

Fourth Day | Workforce metrics and green operations

  • Sustainable HR audits and KPI tracking
  • Digital tools and dashboards for tracking HR sustainability metrics
  • Building a sustainability champions programme
  • Workshop: Drafting a Green HR Action Plan for your organization
  • Final presentations, feedback, and certificate ceremony
  • Applying responsible employment to a realistic institutional case
  • Applying change management to a realistic institutional case
  • Applying green skills mapping to a realistic institutional case

Workshop: Workforce metrics and green operations in practice

Participants use a fictional but realistic case dossier to work through workforce metrics and green operations. They identify decision points, assign responsibilities, document the evidence needed for approval and produce a usable template. On the final day they combine their work into a sequenced institutional action plan with owners, milestones and review criteria.

Fifth Day | Implementation roadmap and accountability

  • Applying green skills mapping to a realistic institutional case
  • Applying sustainable recruitment to a realistic institutional case
  • Applying employee engagement to a realistic institutional case
  • Applying workforce training to a realistic institutional case
  • Applying environmental behaviour to a realistic institutional case
  • Applying HR performance indicators to a realistic institutional case
  • Applying responsible employment to a realistic institutional case
  • Applying change management to a realistic institutional case

Capstone Exercise: Implementation roadmap and accountability in practice

Participants use a fictional but realistic case dossier to work through implementation roadmap and accountability. They identify decision points, assign responsibilities, document the evidence needed for approval and produce a usable template. On the final day they combine their work into a sequenced institutional action plan with owners, milestones and review criteria.

Sustainable Human Resource Management Training Methodology

The learning approach combines short technical explanations with practical exercises. Participants are encouraged to bring anonymised policies, templates or operational questions where disclosure is permitted.

The programme combines:

  • Facilitated technical briefings
  • Participant needs assessment
  • Document review using official guidance
  • Small-group problem diagnosis
  • Case-based decision exercises
  • Template development workshops
  • Peer review and feedback
  • Role-based scenario simulations
  • Risk and control mapping
  • Daily learning checks
  • Facilitated action planning
  • Post-session reflection

Case material distinguishes internationally recognised principles from requirements that depend on a particular country, donor agreement or organisational mandate.

The facilitator reviews learning needs at the outset and adjusts examples to participants’ functions without promising access to confidential project documents or third-party systems.

  1. Inputs
  2. Activities
  3. Outputs
  4. Outcomes
  5. Impact
From inputs to impactThis programme works through: Inputs, Outputs, Outcomes, Impact (highlighted).Indicators are set at every level, so progress can be checked long before impact is visible.

Expected Outcomes

Upon completion of this Sustainable Human Resource Management Training, participants will be able to:

  • A practical checklist for green skills mapping
  • A practical checklist for sustainable recruitment
  • A practical checklist for employee engagement
  • A practical checklist for workforce training
  • A practical checklist for environmental behaviour
  • A practical checklist for HR performance indicators
  • A documented risk and escalation register
  • A concise management briefing
  • A 30, 60 and 90-day implementation roadmap
  • An evidence and follow-up schedule

The intended outcome is stronger organisational capability. Individual outputs require review and adaptation before they become approved institutional procedures.

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Registration closes in 54 days (31 Dec 2026)

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Institutional Application of Sustainable Human Resource Management Training

This programme supports organisations in strengthening:

  • Governance and oversight of green skills mapping
  • Governance and oversight of sustainable recruitment
  • Governance and oversight of employee engagement
  • Governance and oversight of workforce training
  • Governance and oversight of environmental behaviour
  • Governance and oversight of HR performance indicators
  • Governance and oversight of responsible employment
  • Governance and oversight of change management
  • Documented decision-making
  • Internal coordination and escalation
  • Assurance and quality review
  • Staff capability development

Participants return with practical tools to improve:

  • Green skills mapping workflows
  • Sustainable recruitment workflows
  • Employee engagement workflows
  • Workforce training workflows
  • Environmental behaviour workflows
  • Hr performance indicators workflows
  • Responsible employment workflows
  • Change management workflows
  • Management reporting
  • Follow-up and accountability

Teams can adapt these tools for annual plans, project implementation manuals, internal controls and operational review meetings. For a broader organisational baseline, the <a href=”https://risalatconsultants.com/diagnostics/institutional-capacity-assessment/”>institutional capacity diagnostic</a> offers a structured starting point.

Regional Relevance &amp; Application

Asia and the Pacific

Government and development teams across Asia and the Pacific can apply sustainable human resource management to multi-agency projects, local service delivery and donor reporting. Specific financing rules must be checked against each project agreement.

Africa

Public institutions and implementation units can use the course tools to improve implementation readiness, evidence quality and operational controls across geographically dispersed programmes.

Europe and Central Asia

Participants can compare domestic procedures with relevant European and international guidance while keeping legal and contractual obligations distinct.

Middle East

Large infrastructure and public transformation programmes benefit from clear roles, contract controls, performance indicators and transparent management decisions.

Examples are selected to support cross-regional learning without assuming that one country’s legal or operational model can be transferred unchanged.

Quick check: how would you answer? 3 quick questions

1. What is the best first step when improving green skills mapping?

2. What is the best first step when improving sustainable recruitment?

3. What is the best first step when improving employee engagement?

Host Country Profile – Thailand

Bangkok is the host city for this international programme. Its role is to provide a setting for concentrated technical learning, peer exchange and comparative discussion among participating organisations.

The host setting in Thailand supports comparative discussion of institutional practice. The course relies on published international guidance rather than unverified claims about host institutions.

International participants should verify visa eligibility, entry rules and travel arrangements with the relevant authorities before departure. Risalat provides administrative visa guidance but cannot guarantee entry or visa issuance.

Sustainable Human Resource Management Training Deliverables

The programme includes coordinated learning and participant support before, during and after the course.

Before the Programme

  • Participant Pre-Assessment
  • Sustainable Human Resource Management Readiness Assessment
  • Sustainable Human Resource Management Resource Pack
  • Preparatory Reading Materials
  • Complimentary Visa Support & Advisory

During the Programme

  • Airport Pickup & Welcome Assistance
  • Accommodation with Breakfast
  • Welcome Networking Dinner
  • Risalat Training Kit (Bag, Bottle, Mug, T-Shirt, Cap, Passport Cover, Pens, Notebook, Magnet & Keychain)
  • Comprehensive Sustainable Human Resource Management Training Manual
  • Green Skills Mapping Template
  • Sustainable Recruitment Template
  • Employee Engagement Template
  • Workforce Training Template
  • Environmental Behaviour Template
  • Practical Workshops & Simulations
  • Group Discussions & Peer Learning
  • Daily Lunch and Refreshments
  • Full Access to Training Venue Facilities
  • Mini Pad / Tablet with Digital Learning Materials
  • Field Visit (where applicable)
  • Entertaining City Tour

After the Programme

  • Certificate of Completion
  • Risalat Programme Participation Recognition Award
  • Post-Training Reference Materials
  • Green Skills Mapping Action Checklist
  • Sustainable Recruitment Review Template
  • Institutional Action Plan
  • Post-Training Support & Follow-Up Guidance
  • Programme Report

Institutions requiring a tailored delivery can request an in-house programme proposal with cases and exercises aligned to their operating context.

Common Challenges in Sustainable Human Resource Management, And How This Training Helps

How can our organisation improve green skills mapping without adding unnecessary bureaucracy?

The first day examines green skills mapping through a practical exercise. Participants define the minimum evidence required, agree responsible officers, test exceptions and identify an improvement that can be introduced through existing decision-making processes.

How can our organisation improve sustainable recruitment without adding unnecessary bureaucracy?

The first day examines sustainable recruitment through a practical exercise. Participants define the minimum evidence required, agree responsible officers, test exceptions and identify an improvement that can be introduced through existing decision-making processes.

How can our organisation improve employee engagement without adding unnecessary bureaucracy?

The second day examines employee engagement through a practical exercise. Participants define the minimum evidence required, agree responsible officers, test exceptions and identify an improvement that can be introduced through existing decision-making processes.

How can our organisation improve workforce training without adding unnecessary bureaucracy?

The second day examines workforce training through a practical exercise. Participants define the minimum evidence required, agree responsible officers, test exceptions and identify an improvement that can be introduced through existing decision-making processes.

How can our organisation improve environmental behaviour without adding unnecessary bureaucracy?

The third day examines environmental behaviour through a practical exercise. Participants define the minimum evidence required, agree responsible officers, test exceptions and identify an improvement that can be introduced through existing decision-making processes.

How can our organisation improve HR performance indicators without adding unnecessary bureaucracy?

The third day examines HR performance indicators through a practical exercise. Participants define the minimum evidence required, agree responsible officers, test exceptions and identify an improvement that can be introduced through existing decision-making processes.

How can our organisation improve responsible employment without adding unnecessary bureaucracy?

The fourth day examines responsible employment through a practical exercise. Participants define the minimum evidence required, agree responsible officers, test exceptions and identify an improvement that can be introduced through existing decision-making processes.

How can our organisation improve change management without adding unnecessary bureaucracy?

The fourth day examines change management through a practical exercise. Participants define the minimum evidence required, agree responsible officers, test exceptions and identify an improvement that can be introduced through existing decision-making processes.

Explore further professional training categories or use the training needs assessment to prioritise staff development.

Frequently Asked Questions

Who should attend sustainable human resource management training?

Government officials, technical specialists, project implementation teams, managers and advisers with responsibilities relevant to the subject.

Does the programme include practical exercises?

Yes. Each day includes a structured exercise, and the final day produces a practical action plan.

Are donor rules and national requirements treated as identical?

No. The programme distinguishes international guidance from requirements specific to each agreement, regulator and institution.

Will participants receive templates and follow-up materials?

Yes. Participants work with editable checklists, planning tools, reference materials and a programme report.

Is travel or a technical visit in Bangkok guaranteed?

The programme is hosted in the stated city. External technical visits depend on host confirmation and may be replaced with an equivalent case exercise.

Training courses in BangkokClimate Change & Environment training courses

Why Bangkok for this programme

Bangkok hosts UN regional offices and is a central, good-value hub for South and South-East Asia.

The Sustainable Human Resource Management Training in Bangkok programme in February 2027 brings together officials and professionals from across the Asia region and beyond. Sessions combine short inputs, case studies and group work on participants' own files, and the city's institutions can be added as a study visit on request.

Getting there: Suvarnabhumi (BKK).

Check whether you need a visa with the free Visa Checker, and ask for an invitation letter once you are registered.

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Further reading
Topicschange managementemployee engagementenvironmental behaviourgreen skills mappingHR performance indicatorsresponsible employmentsustainable recruitmentworkforce training

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What the fee covers

Visa Assistance (complimentary)
Participant Assessment
Airport Pickup
Accommodation
Wi-Fi
Welcome Dinner
Breakfast
Workshop Kit
Programme Materials
Programme Experts
Practical Activities
Lunch
Refreshments
Interactive workshop
Mini Pad or Tab
Risalat T-shirt (complimentary)
Field Visit
Programme Certificate
Entertaining Tour
Programme Report

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