Resource Strategies Research Articles

Talent-management as an innovative strategy of corporate training and development of personnel of an educational organization

The article presents the results of a study of the possibilities of introducing an innovative strategy of corporate training and staff development — talent management - into the educational sphere. A brief theoretical review of scientific sources on the problem under study has led to the conclusion that talent management is a human resources strategy that focuses on attracting, developing and retaining the best employees. It is of particular importance for educational organizations, as the qualifications and experience of teachers are an important factor in the quality of education received by students. Based on the content analysis of scientific papers, the author concludes that the implementation of the concept of talent management in an educational organization involves identifying the key competencies of the organization, creating favorable working conditions, investing in staff development, and developing a staff motivation system. According to the author, the implementation of talent management will help to find effective responses to the challenges facing education: overcoming the skills shortage, improving educational outcomes, taking into account technological progress, promoting diversity and inclusion, navigating regulatory changes, fostering leadership and succession planning, and creating sustainable and flexible human capital. An attempt is also made to confirm the author’s theoretical considerations with the results of a survey of pedagogical and scientific and pedagogical staff of Borys Grinchenko Kyiv Metropolitan University and the responses of a focus group of educational managers of different levels who have completed advanced training at the Department of Professional and Higher Education of the Central Institute of Postgraduate Education of the University of Educational Management. The study has actualized the need to explore innovative ways of developing talents in the field of education, taking into account the essential features of the educational sphere, social expectations from the results of its activities, requirements for professionalism and competence of a modern teacher

Trait divergence and opposite above- and below-ground strategies facilitate moso bamboo invasion into subtropical evergreen broadleaf forest.

Understanding the invasion of moso bamboo (Phyllostachys edulis) into adjacent evergreen broadleaf forest based on functional traits is crucial due to its significant influence on ecosystem processes. However, existing research has primarily focused on above- or below-ground traits in isolation, lacking a comprehensive integration of both. In this study, we conducted a trait-based analysis including 23 leaf traits and 11 root traits in three forest types - bamboo forest, mixed bamboo and broadleaf forest, and evergreen broadleaf forest - to investigate trait differences, phenotypic integration, and above- and below-ground resource strategies in bamboo and broadleaf species. Our findings demonstrated significant differences in leaf and root key traits between bamboo and broadleaf species, strongly supporting the "phenotypic divergence hypothesis". Bamboo exhibited stronger trait correlations compared to broadleaf species, indicating higher phenotypic integration. Above- and below-ground strategies were characterized by trade-offs rather than coordination, resulting in a multi-dimensional trait syndrome. Specifically, a unidimensional leaf economics spectrum revealed that bamboo with higher leaf N concentrations (LNC), P concentrations (LPC), and specific leaf area (SLA) adopted a "fast acquisitive" above-ground strategy, while broadleaf species with thicker leaves employed a "slow conservative" above-ground strategy. A two-dimensional root trait syndrome indicated a "conservation" gradient with bamboo adopting a "slow conservative" below-ground strategy associated with higher root tissue density (RTD), and broadleaf species exhibiting a "fast acquisitive" below-ground strategy linked to higher root N concentrations (RNC) and P concentrations (RPC), and a "collaboration" gradient probably ranging from broadleaf species with a "do-it-yourself" strategy characterized by high specific root length (SRL), to bamboo adopting an "outsourcing" strategy with thicker roots. In conclusion, key trait divergence from coexisting broadleaf species, higher phenotypic integration, and multi-dimensional opposite above- and below-ground resource strategies confer competitive advantages to moso bamboo, shedding light on the mechanistic understanding of its invasion into subtropical evergreen broadleaf forest and providing theoretical guidance for maintaining the stability of subtropical forest ecosystem.

MACHINE LEARNING AND AI BASED HUMAN RESOURCE MANAGEMENT IN KGI: AN ALGORITHM BASED CROSSOVER

Artificial Intelligence (AI) and Machine learning techniques forms the building blocks of a strong organizational growth in recent years. Starting from startups to the game changers in the field is implementing the core of these two technologies in their growth model. This study proposes a detail framework of artificial intelligence (AI) technology application for human resource management (HRM). Having rooted on the theory of the six basic dimensions of human resource management, which includes human resource strategy and planning, recruitment, training and development process, performance management, salary evaluation, and the employee relationship management, that consequently combines with its potential corresponding AI technology application. This proposed AI-HRM conceptual model provides suggestions and directions for the development of AI in enterprise human resource management. Lastly it is added and implemented to the practical organization KGI.

A data-driven model for human resource strategy development in higher education in a machine learning framework

A data-driven model for human resource strategy development in higher education in a machine learning framework

瑶族民间美术资源在幼儿园环境创设中的应用

Folk art is an important component of national culture, with a long history and abundant resources. This study takes Kindergarten A in Jinxiu Yao Autonomous County as an example to focus on exploring the problems and optimization strategies of Yao folk art resources in the application of kindergarten environment creation. This article first elaborates on the current application status of Jinxiu Yao folk art resources in kindergarten environmental design, points out the existing problems, and then proposes a series of effective optimization strategies.

Challenges Impeding the Implementation of Effective Continuous Teacher Professional Development Programs in Eastern Cape Department of Education

Training opportunities are essential for introducing teachers to effective instructional strategies and pedagogical approaches. Teachers need access to professional development programs that promote knowledge and skills acquisition to improve learner performance. Due to a lack of training, school administrators frequently misinterpreted key elements of the teaching and learning process and failed to understand the objectives and requirements of the new curriculum. To increase the ability and competency of educators in the province, it is the goal of this article to identify obstacles preventing the Eastern Cape Department of Education from implementing training programs effectively. This study utilises a descriptive and explanatory qualitative case study. Data was collected using interviews with five (5) (n-5) key informant participants. The findings indicate that Human Resource Development lacked competitive and practical skills development programs, resources (finance), capacity, low participation from educators, effective human resource strategy and training opportunities for educators, leading to poor learner results throughout the province. ECDoE is recommended to implement well-designed professional development programs which align with the curriculum and educational objectives of the National Department of Basic Education. By focusing on specific areas of need, such as literacy, numeracy, or inclusive education, these programs can address critical challenges faced by teachers and students in the province. The study suggests that ECDoE can implement competitive training programs, develop a comprehensive human resource development strategy, hires well-skilled trainees and training opportunities should be given to all educators in the province.

ANALYTICAL RESEARCH OF THE RESULTS OF SOCIAL AND ECONOMIC DEVELOPMENT PROGRAM IMPLEMENTATION BY THE LOCAL AUTHORITIES OF KRYVIY RIH AND STRATEGIC GOALS OF ITS ACHIEVEMENT

Objective. The objective of the study is the substantiation of the goals and principles of state programs of regional development, the identification of influencing factors on the process of developing programs of socio-economic development of the city of Kryvyi Rih, and the development of strategic directions for the effective and efficient implementation of regional development programs. Methods. When preparing the article, general and special methods of scientific research are used, in particular, the method of retrospective analysis and synthesis - to generalize the main theoretical approaches to the formation and implementation of the local socio-economic development program and the order of its development; dialectical method - for a comprehensive study of relations between state administrations and local authorities; graphoanalytical – for a schematic representation of the theoretical and practical provisions of the research; method of system analysis - to determine the priority directions of reforming the socio-economic development program by the local authorities of a specific territorial community. Results. The definition of «local program of economic and social development» is studied, in particular according to the term, as well as the concepts of «regional development program» and «budget programs», which are closely related to the local program of socio-economic development. It is proved that the principles of development of local socio-economic development programs are defined as the expected achievements based on the results of the implementation of a complex of interrelated tasks and measures aimed at solving the most important issues of the development of the united territorial community. Analytical studies of the results of the implementation of the Social Protection Program for certain categories of Kryvyi Rih residents and the dynamics of the total amount of funding under this program for 2018-2022 are out. It is determined that in order to implement the measures of the Program for the Perspective Development of Education in Kryvyi Rih for 2019-2024, free meals are provided to pupils and children from large families in general education institutions of the city, children from student families in preschool institutions of the city, children whose parents were involved or killed or went missing as a result of the events in the East of Ukraine. It is noted that culture, the financing of which is provided for by the legislation of Ukraine from the local budget, is of no less importance for the development of Kryvyi Rih in the humanitarian sphere.. Special attention is paid to the Program for the reimbursement of part of the loans provided by the association of co-owners of apartment buildings and housing and construction cooperatives for the implementation of energy-efficient measures in the housing sector for 2016-2023. It is emphasized that for the purpose of social support of all categories of citizens of Ukraine who are in the territory of the Kryvyi Rih urban territorial community, during the period of martial law in Ukraine, and to increase their social security, free travel in public municipal public transport is introduced in the city. It should be noted that the Strategic Development Plan of the city of Kryvyi Rih for the period until 2025 has been approved at the local level, based on a transformational version of the city's development, which reflects the focus on supporting the positive development vector of all spheres of the city's life, innovative renewal and diversification of the economy. It is emphasized that the chosen Strategy provides for the provision of coordinated joint actions of local executive bodies and local self-government bodies in the conditions of a military/post-war state in order to implement a unified state policy for the development of Ukraine at the district level. The authors formulate strategic directions for effective and efficient implementation of Kryvyi Rih Socio-Economic Development Program for 2023-2025 based on the principles of developing local socio-economic development programs, namely: decentralization of management; development of interregional cooperation; implementation of a system for identifying and assessing priority social problems of a certain territory; optimization of state management structures and procedures; implementation of an active resource strategy by bodies of executive power and local self-government; promotion of public activity and development of various forms of self-organization of the population; raising the level of social culture and education of employees of state administration and local authorities, deputies of all levels.

Unraveling the Nexus: Exploring informal workplace learning, competency development, and employability through a mixed method approach

This research was carried out utilizing both quantitative and qualitative methods to examine the correlation between Informal Workplace Learning (IWL) and Employability. This investigation considers the role of competency development as an intermediary factor. The study tested a moderated mediation model using data collected from 512 employees from all five banks located in Bhutan. The findings supported initial hypotheses. Utilizing structural equation modelling (SEM), the study found that IWL significantly impacts employability, and this relationship is fully mediated by competency development. However, the expected moderating effects of Self-directed Learning Orientation (SDLO) and Learning Goal Orientation (LGO) on the connection between IWL and competency development were not observed. In simpler terms, the results suggest that IWL contributes to the development of competencies, which in turn enhances employability. Yet, SDLO and LGO do not enhance the influence of IWL on competency development. Additionally, qualitative techniques were employed to gather insights into the experiences related to IWL, competency development, and employability, providing a complementary perspective to quantitative findings. Overall, this study holds significance for shaping human resource policies formulation and strategies related to employee growth and development.

SATISFICING DEATH: Ageing and end-of-life preparation among transgender older Americans.

A good death-a normative ideology of living and dying well that may allow an individual to gain awareness, acceptance, and preparation for death-has captured the attention of researchers, clinicians, and policymakers in recent years. Prior sociological research has uncovered nuanced perspectives of a good death, yet there has been minimal exploration into how marginalised communities reconstruct their own ideals of a good death in response to structural and institutional inequities. Utilising data from 47 in-depth interviews, I examine how transgender older adults perceive and plan for ageing and end-of-life experiences through advance care planning. My analysis reveals transgender older adults' reevaluated notions of a normatively desirable good death for themselves due to existing inequities. Consequently, they actively reconstruct a personalised ideology of death that is adequate enough to meet their end-of-life needs. I further offer the conceptualisation of SATISFICING DEATH, as a process of individuals from marginalised communities reevaluating and reconstructing their own ideologies of a good death that is adequate enough while using resourceful strategies to improve existing social conditions for themselves. These findings highlight the critical need to provide affirming end-of-life care, support, and resources to transgender communities.

Linguapragmatic characteristics of educational media discourse: American, British, and Russian visual presentations

The article is devoted to the study of current problems of educational media communication in the linguapragmatic aspect. The paper discusses the main linguapragmatic characteristics of educational media. The role of the implementation of the presentation strategy of the language personality in the educational media resource is established. The main presentations implementing the presentation strategy in the educational media resource are identified. The purpose of this work is to identify and describe American, British, and Russian visual presentations within the framework of the presentation strategy of the educational media presentation. As a research material, media texts on electronic learning of a foreign language in the educational media resource of the first quarter of the 21st century in English and Russian are used. To achieve the goal, the following methods are used: lexical, grammatical, stylistic analysis, linguasemiotic and linguapragmatic analysis, elements of content analysis and discursive analysis, interpretive and quantitative analysis. American, British, and Russian visual presentations of educational media are described and illustrated by examples. It is established that the visual presentations of online learning of a foreign language in the American, British, and Russian educational media resource are aimed at the media recipient’s perception of the shape, color, position, and movement of the object. The undoubted novelty is represented by the identified subtypes of visual presentations in the American, British, and Russian educational media history: graphemes, coloremes, proxemes, kinestems. It was established that the presentation strategy of the educational media resource on the problems of online learning of a foreign language, implemented in educational media texts on sites on the Internet in the studied linguistic cultures, has similar features, since it is aimed at informing and influencing the addressee. Information contains tools and techniques that convey the content of online courses, the online learning process, the methods, and techniques that are used in this process. The impact is implemented to attract the attention of potential students to the course and educational institution, as well as incentives to study in this educational institution. It seems promising to distinguish between conflict and cooperative strategies in the educational media discourse in different linguocultures.

DETECTION AND PREVENTION OF WORKFLOW ATTRITION

Any corporation understands the importance of the workforce in attaining and maintaining a competitive advantage. Workflow attrition rates should be recognized as an interfering element in a business's growth. Making decisions can play an important role in administration and may indicate the most vital component in the planning process. Attrition is a well-known issue that necessitates sound management decisions in order to retain highly qualified staff. In order to reduce workflow attrition, organizations today have a strong business interest in understanding the factors that contribute to this occurrence. There are several factors leading to the attrition. Predicting employee attrition and determining the key contributors to at- trition are thus important organizational goals in order to optimize their human resource strategy. Excit- ingly, Artificial Intelligence (AI), Machine Learning, and Deep Learning have been actively used, in fore- casting attrition probabilities in advance using an automated technique. The goal of this research is to utilize machine and deep learning models and compare them to bring out the highest possible accuracy. We aspire to use Artificial Neural Networks (ANN) and Convolutional Neural Networks(CNN) Algo- rithms to reach accuracy up to 94%, compared to the previous high of 92%. Keywords: Workflow Attrition, Predictive model, Deep Learning and Neural Networks, Dataset enhance- ment

Smart factories: Literature review and development prospects

Smart factories have demonstrated the effectiveness in leading technological trends and enhancing social production efficiency. Consequently, smart factories have attracted the attention of not only business owners and policymakers but also scholars in many fields of research. However, the conception of a smart factory varies significantly depending on the approaches. This discrepancy translates into a notable divergence in creating a development strategy for a smart factory, encompassing aspects such as technology selection for investment, the enhancement of human resource strategies, and the overall development strategy for the entire enterprise. Furthermore, this disparity poses challenges in proposing a consistent science and technology policy to promote the trend of intelligent production. To address these shortcomings, the authors conducted an exhaustive literature review of published works on smart factories toestablish a comprehensive concept and delineate the primary characteristics of smart factories, providing a fundamental framework for strategic planning and investment policies. This research offers a foundation for formulating a set of criteria to assess the intelligence of manufacturing factories.

INFLUENCE OF ORGANISATIONAL CAREER MANAGEMENT ON EMPLOYEE PERFORMANCE AND RETENTION OF ACADEMIC STAFF OF PRIVATE UNIVERSITIES IN ONDO STATE, NIGERIA

Nigerian private universities are increasingly recognising the importance of incorporating career management into their human resources strategies. This is done to enhance performance and cultivate dedicated employees who are willing to remain with the institutions for an extended duration. Therefore, this study examined the influence of organisational career management on the performance and retention of employees in the three private universities located in Ondo State, Nigeria (Achievers, Elizade, and Wesley). The research used descriptive survey and quantitative data analysis. The data for this research was collected using Google Forms, an online survey platform, that facilitates the distribution of questionnaire to respondents via email and WhatsApp platform. Convenience sampling technique was employed to select 244 employees according to their respective faculties. The findings of this study indicate that career management has a statistically significant positive effect on employee performance (R2=0.100, p-value<0.05). The study also confirmed that career management has a substantial influence on employees’ retention (R2=0.046, p-value<0.05). This study concluded that the implementation of efficient organisational career management (OCM) is crucial for enhancing performance and retaining valuable employees. Therefore, this study recommends that management should allocate resources to support the professional development of employees. These resources may include career workshops, career centres, career assistance, counselling, coaching, and mentorship. By providing these resources, employees can improve their job performance and committed to the future goals of the institutions.

OUTSOURCING AS AN ACTOR IN HUMAN RESOURCES MANAGEMENT

Among all other resources, Human Resources are the most relevant in increasing the efficiency of companies' operations. Currently, the attitude towards the role and importance of Human Resources has changed significantly. As the issue of using modern information technologies and thinking in global categories becomes more active, special emphasis is placed on relationships with that personnel who can offer innovations to company leaders. In fact, they constitute the main core of the intellectual capital of production. The purpose of the article is to analyze the role and place of information technologies in the management (including strategy) of Human Resources. The subject of the research is outsourcing in personnel management. When does a company turn to outsourcing? This is the main issue around which many discussions and scientific disputes have been and are being conducted today in the scientific space. Research on Human Resources outsourcing in Georgia is still scarce. This article is a modest attempt to fill this gap. As a result of the study, both general and case-specific factors of Human Resources management that are currently relevant for Georgia were identified.

Simulating How Freshwater Diversions Impact Salinity Regimes in an Estuarine System

The Bonnet Carré Spillway is a large flood control structure that diverts Mississippi River floodwaters into Lake Pontchartrain and the Mississippi Sound to prevent flooding in southern Louisiana and New Orleans. When operating at full capacity, the Spillway releases water at a rate of 7080 m3/s. Spillway openings regularly last a month or more. The enormous amount of freshwater that is diverted through the Spillway impacts salinity and nutrients in the Mississippi Sound. The objective of this research is to use a hydrodynamic model to simulate the impact of Bonnet Carré Spillway openings on the salinity of the Mississippi Sound over multiple years. Specifically, four hypothetical simulations of Spillway openings are compared to simulations during the same time when the Spillway is closed. The results show by how much, for how long, and where salinity is impacted in the estuarine system. The maximum difference in salinity at any given location over the mapped dates between the non-opening and hypothetical opening scenarios varies between 22 and 30 in each year. Differences in salinity between the opening and non-opening scenarios begin to decline in the study area approximately 18 days after Spillway closure. Decreases in salinity in Lake Borgne persist over a year. The Bonnet Carré Spillway affects salinity mostly in Lake Borgne and along an east/west ribbon that embraces the Mississippi coastline. Decreases in salinity caused by Spillway openings are seen up to 200 km east of the Spillway. These results are important for planning management strategies for estuarine resources during Spillway openings.

Examining The Human Resource Strategies Employed By Pharmaceutical Companies

Examining The Human Resource Strategies Employed By Pharmaceutical Companies

Talent retention and leadership effectiveness in workplace: Implications for learning organizations

The secret to a successful business is hiring and retaining excellent personnel. Individuals with talent will always be improving their abilities and adding value to the company. The core component is improving staff quality, which can only be done by recognizing and developing exceptional personnel. Organizations should keep an eye on underperforming staff members at the same time. To do this, it is necessary to comprehend each person's position inside the company. Giving a worker the incorrect role might impede their development on a personal and organizational level. Making a distinction between performers and non-performers is the main problem. Improvement plans should be put into place to assist non-performers in understanding expectations and achieving quantifiable targets, while performers should be recognized and encouraged in the workplace. It is better to fire the underperformer if an employer has established a conducive work atmosphere for achievement but the individual is still not succeeding. Both the company and the individual benefit from this, as they are free to look for other options. Currently, when their requirements at work are not met, outstanding performers frequently depart organizations. As a result, businesses usually need to bring on new hires to take the place of departing staff members in order to maintain corporate operations. Consequently, in order to reduce employee attrition, businesses must create efficient employee retention plans. In addition to outlining important tactics to increase staff retention inside businesses, this paper explains the causes of employee attrition. Effective leadership is necessary to achieve outstanding performance in big, complicated, and fast changing companies. To promote performance improvement throughout their company, modern executives must constantly push the envelope. They need to be able to inspire and encourage others to grow confidently and increase productivity, and they must uphold an environment of responsibility while promoting innovation and change. Companies frequently make the grave mistake of elevating successful people without appreciating the distinct skill sets required at different leadership levels. This is because they concentrate too much on technical proficiency, leadership styles, and attributes. One of the most important components of an organization's human resource strategy is succession planning, or leadership continuity. Maintaining leadership continuity in the turbulent business climate of today involves a protracted process fraught with difficulties, including flexibility. It is now a management problem to hire people who make career decisions and broaden the talent pool while maintaining appropriate growth. Even though training contributes to the development of future leaders, it frequently falls short of offering the experience required for such positions. A practice called leadership continuity aids companies in creating formal career development plans for their most gifted employees and coordinating them with organizational requirements. Instead of depending on outside personnel, businesses need to develop their own leaders from within. People learn more and become more willing to take on new tasks as they achieve more. Companies need to identify the actual work requirements at every important leadership level in order to fully utilize potential. Although it takes considerable planning and work, maintaining leadership continuity has major benefits. Any organization that survives will eventually need to replace its leadership, whether it is desired or not. Therefore, effective succession planning is essential. The impending retirement of an entire generation of executives is becoming an increasingly significant aspect in this dynamic economy. As a result, succession planning is turning into a crucial strategic requirement. The techniques required for talent development and retention as well as leadership continuity within businesses are covered in this article.

“Clustering by Employee Personality”, Modern Working World Perspectives on Work Efficiency in the Organizations

The purpose of this study is to classify the employees of a multinational company with Thai operations. A two-step cluster analysis technique is used in this quantitative study to analyze the data. Six variables are used to group individuals: gender, education level, type of international firm, personality, length of employment with the organization, and work efficiency. The research aims to help businesses build their human resource strategies, and several areas, including hiring, placement, and personal growth. This study distributed 446 questionnaire sets. Six clusters emerged from the two-step cluster analysis. Cluster 1 had the lowest work efficiency and the shortest work time, as characterized by Conscientiousness personality. Cluster 2, which was also characterized by Conscientiousness, had the highest work efficiency and moderate work duration of all groups. Cluster 3, which was distinguished by Emotional Stability, scored fourth in terms of job efficiency, and had a relatively long working time. Cluster 4 (Agreeableness) ranked fifth in work efficiency and had the longest work duration. Extraversion characterized Cluster 5, which ranked third in work efficiency and had a rather long work time. Finally, Cluster 6, which is defined by Openness to Experience, came in second in terms of work efficiency but had the lowest work length.

REVOLUTIONIZING RETAIL: HR TACTICS FOR IMPROVED EMPLOYEE AND CUSTOMER ENGAGEMENT

This paper presents a critical examination of innovative Human Resources (HR) strategies in the retail sector, focusing on enhancing employee engagement and customer experience in a highly competitive market. The primary objective is to explore how advanced HR practices can be leveraged to improve both employee satisfaction and customer service quality, thereby contributing to the overall success of retail businesses. The methodology adopted for this study involves a comprehensive review of existing literature, coupled with case studies of successful retail companies that have implemented pioneering HR strategies. This approach allows for a detailed understanding of the relationship between employee engagement, customer experience, and HR practices in the retail context. Key findings suggest that employee engagement is directly linked to customer satisfaction and loyalty. HR strategies such as continuous training and development, recognition and reward systems, and fostering a positive workplace culture are instrumental in motivating employees. These strategies not only enhance employee morale and productivity but also significantly improve the quality of customer interactions and service. The paper concludes that in the dynamic and competitive landscape of the retail sector, innovative HR strategies are crucial for attracting and retaining top talent, which in turn drives better customer experiences. Retailers who invest in their employees and prioritize their engagement are more likely to achieve sustainable growth and a competitive edge in the market. The study underscores the need for retail businesses to continuously evolve their HR practices in response to changing market dynamics and employee expectations.
 Keywords: Human Resources (HR) Strategies, Retail Sector, Employee Engagement, Digital Transformation, Workforce Skills Development, HR Innovation, Talent Management, Organizational Adaptability

Efficiency, sustainability, and resilience a trifecta for a green economic recovery through natural resource markets

This study examines how the current COVID-19 epidemic has impacted Chinese enterprises and how the adjustments to China's sustainable development goals (SDGs) and economic growth objectives have influenced preservation and reduced efforts. Meanwhile, the widespread dissemination of COVID-19 has made the previous approaches useless. The fast global spread of the COVID-19 pandemic has rendered conventional treatments ineffective. With the fast spread of the COVID-19 pandemic, it is more crucial than ever to implement a long-term development plan that does not negatively impact local and regional ecosystems. In the aftermath of the COVID-19 pandemic, the primary purpose of this study is to offer a TNRR map for integrating sustainable energy technologies into existing SDG-related projects. The impact that significant shifts in the energy industry have had on the quest for sustainability is the starting point of this paper's examination. Between 2010 and 2019, energy consumption complexity decreased by 3.33 percentage points and emissions by 4.23 percentage points due to long-term development plans' CO2 emissions reduction targets to save money and reduce pollution. The outcomes and short- and long-term apps The Sustainable Development Goals interface's TNRR suggests they would boost green economic recovery efficiency. In this research, crucial natural resource and green economic recovery strategies are advocated to decrease COVID-19-related global warming.