Navigating the Nexus Upskilling Human Resources, Environmental Competence and Balanced Economic Growth
                      
12 VII July 2024
https://doi.org/10.22214/ijraset.2024.63194
International Journal for Research in Applied Science & Engineering Technology (IJRASET) 
                                                                                           ISSN: 2321-9653; IC Value: 45.98; SJ Impact Factor: 7.538 
                                                                                                                Volume 12 Issue VII July 2024- Available at www.ijraset.com 
     
Upskilling Human Resources for Balanced 
Economic Growth: A Study in the Light of 
Environmental Competence 
 
1 2 
Isha Derashri , Dr. Aditi Jain
1School of Management, IIS (deemed to be University), Jaipur 
2Asst. Professor, Selection Grade, School of Commerce, IIS (deemed to be University), Jaipur 
 
Abstract: This research investigates the intricate relationship between upskilling human resources, environmental competence, 
and balanced economic growth. Using a cross-sectional and descriptive research approach, the study captures the perspectives of 
210 participants across diverse demographics and occupational backgrounds. A stratified sampling approach is used to ensure 
representation across various subgroups. Data is collected through a Likert-scale-based online survey, allowing for widespread 
distribution and participant anonymity. The reliability analysis, indicated by a Cronbach's alpha of .973, validates the robustness 
and internal consistency of the survey instrument, providing a reliable foundation for further analyses. Likewise, descriptive 
statistics reveal positive trends in respondents' perceptions, with mean scores indicating moderate to high levels of agreement 
regarding the presence of environmental competence, the effectiveness of upskilling programmes, and the prioritization of 
environmental competence in human resource development strategies. Further, correlation, regression, and other analytical 
methods are used to explore relationships between variables, providing a thorough understanding of the impact of human 
resource upskilling on economic growth and the role of environmental competence in human resource development. Ultimately, 
this study contributes valuable insights for organizations, policymakers, and HR practitioners seeking to enhance workforce 
skills in the context of environmental competence.  
Keywords: Upskilling human resources, environmental competence, workforce development. 
 
I. INTRODUCTION 
In the fast-paced twenty-first century, the interplay between human resources, economic growth, and environmental sustainability 
has become a vital focus for scholars, policymakers, and practitioners alike. This dynamic interplay not only affects society now but 
also lays the groundwork for the future well-being of our planet. As industries deal with technological advancements, global 
competition, and the need to address environmental concerns, it’s crucial to strategically enhance the capabilities of the workforce. 
The following study explores the relationship between upskilling human resources, fostering environmental competence, and 
achieving balanced economic growth. 
The concept of upskilling, defined as the process of developing and improving the skills of the workforce, has gained growing 
popularity in response to a rapidly changing job market.  
Concurrently, recognizing the crucial role of environmental competence, which covers the knowledge and skills needed to address 
sustainability challenges, is becoming increasingly important for organizations aiming to thrive in an environmentally conscious 
global economy. 
As organizations increasingly integrate sustainable practices into their operations, understanding how investment in human capital 
contributes to economic equilibrium and environmental stewardship becomes paramount. 
To achieve this, the study adopts a descriptive and cross-sectional research design, engaging 210 participants across various 
demographics and job backgrounds. By employing a stratified sampling approach and utilizing a reliable survey tool, the research 
aims to provide detailed insights into individual perceptions of upskilling programmes and environmental competence. 
The subsequent sections of this paper will unfold the methodology, results, and discussion, as well as the empirical findings that 
shed light on the identified relationships.  
As we explore the challenges of workforce development, environmental consciousness, and economic stability, this research adds to 
the knowledge guiding organizations towards a sustainable future. 
 
©IJRASET: All Rights are Reserved | SJ Impact Factor 7.538 | ISRA Journal Impact Factor 7.894 | 1 
International Journal for Research in Applied Science & Engineering Technology (IJRASET) 
                                                                                           ISSN: 2321-9653; IC Value: 45.98; SJ Impact Factor: 7.538 
                                                                                                                Volume 12 Issue VII July 2024- Available at www.ijraset.com 
     
II. LITERATURE REVIEW 
In the current context of economic development and workforce dynamics, the integration of upskilling programs and environmental 
competence has gained growing attention. This review explores key themes, theories, and empirical findings that underpin the 
relationship between upskilling human resources, environmental competence, and balanced economic growth. 
 
A. Upskilling Human Resources 
The importance of upskilling in today’s workplace is widely acknowledged and further emphasized by recent research. For instance, 
Chen et al. (2019) highlight the positive impact of upskilling on employee satisfaction, retention, and overall organizational 
performance. The works of Smith et al. (2021) highlight how continuous upskilling is crucial for fostering adaptability and 
innovation among employees. The review suggests how upskilling efforts are not merely advantageous but imperative in enabling 
employees to adapt to the ever-evolving needs of the modern workplace. 
 
B. Environmental Competence in Workforce Development 
The integration of environmental competence in workforce development has gained prominence in the context of sustainable 
business practices. According to a study by Jones and Williams (2020), organisations with environmentally literate employees are 
better positioned to implement green technologies and contribute to corporate environmental performance. This is corroborated by 
the recent works of Green et al. (2017), which highlight the positive relationship between environmental competence and corporate 
environmental performance. It’s been understood that investing in the environmental proficiency of employees emerges as a 
strategic imperative for businesses seeking to thrive in an increasingly eco-conscious world. 
 
C. Economic Growth and Environmental Sustainability 
The literature on balanced economic growth and sustainability has seen recent contributions. According to Elkington (2019), 
achieving economic prosperity while also addressing social and environmental concerns is crucial for long-term success. The 
empirical work of Dasgupta and Maler (2020) emphasizes integrating environmental considerations into economic models for 
sustainable development. It’s been noted that there is an increasing need for businesses to integrate economic, social, and 
environmental factors to achieve sustainable development. 
 
D. Environmental Competence Frameworks 
Frameworks such as the Sustainability Competency Model (Dyllick & Hockerts, 2021) and the Environmental Competency 
Framework (Bowen, 2022) offer structures for understanding and cultivating environmental competence within organizations. These 
frameworks highlight the importance of integrating environmental knowledge, skills, and attitudes into the fabric of organizational 
culture. 
III. RESEARCH METHODOLOGY 
A. Research Design 
The research adopts a descriptive and cross-sectional design to explore and analyze the relationship between upskilling human 
resources, environmental competence, and balanced economic growth. A descriptive design allows for a detailed examination of the 
variables, while the cross-sectional nature enables the collection of data from a diverse group of respondents at a single point in 
time. 
 
B. Sampling 
1) Population: The target population for this study includes individuals across various demographics and occupational 
backgrounds. 
2) Sample Size: A sample size of 210 participants is determined based on statistical considerations. 
3) Sampling Method: The sampling approach is stratified, considering demographic factors. This ensures that each subgroup 
within the population is well represented, allowing for a more detailed data analysis. 
 
C. Data Collection 
Data is collected using a 1-5 Likert scale, with respondents expressing their agreement levels ranging from Strongly Agree to 
Strongly Disagree. An online Google Form is utilized for easy participant engagement. It facilitates wider distribution, enhances 
accessibility, and ensures participant anonymity. Respondents provide insights through a carefully prepared set of questions aligned 
with the research objectives, aiding in the collection of relevant and reliable data. 
©IJRASET: All Rights are Reserved | SJ Impact Factor 7.538 | ISRA Journal Impact Factor 7.894 | 2 
International Journal for Research in Applied Science & Engineering Technology (IJRASET) 
                                                                                           ISSN: 2321-9653; IC Value: 45.98; SJ Impact Factor: 7.538 
                                                                                                                Volume 12 Issue VII July 2024- Available at www.ijraset.com 
     
D. Data Analysis 
1) Reliability Analysis: This statistical method assesses the consistency and stability of the survey instrument. It examines whether 
the items within each variable (such as environmental competence and upskilling programs) measure the same underlying 
construct. High reliability indicates that the instrument measures the intended concepts consistently. 
2) Descriptive Analysis: This analysis involves summarizing and presenting the main features of the data, such as means, standard 
deviations, and frequencies. Descriptive statistics provide an overview of the central tendencies and variability of the variables 
being studied. 
3) Correlation Analysis: Correlation evaluates the strength and direction of relationships between variables. In this study, 
correlation analysis is employed to explore the relationships between environmental competence, upskilling programs, and 
balanced economic growth. 
4) Regression Analysis: Regression analysis investigates the causal relationship between variables. In this context, it helps identify 
whether there is a predictive relationship between the level of environmental competence and balanced economic growth. It 
allows for a more detailed understanding of how changes in one variable affect changes in another. 
These analytical methods collectively contribute to a comprehensive and rigorous examination of the research hypotheses and 
objectives, providing valuable insights into the relationship between upskilling human resources, environmental competence, and 
economic growth. 
 
IV. RESULTS AND DISCUSSION 
A. General Information of Respondents 
Table 1 provides a detailed overview of the demographic characteristics of the respondents, offering insights into their age, 
education level, occupation, geographical location, and monthly income. The age distribution is relatively balanced, with the largest 
group being individuals aged 18-30 years (26.7%). Educational diversity is evident, with a significant proportion holding a 
bachelor's degree (21.9%) and others having completed college or vocational training (23.8%). In terms of occupation, the majority 
are employed (57.1%), providing perspectives from both employed and unemployed individuals on the relevance of upskilling 
programs. Geographically, respondents are evenly distributed between urban (49%) and rural (51%) areas, allowing for a 
comprehensive exploration of environmental competence in different living environments. Monthly income categories showcase 
economic diversity, ranging from up to 20000/- INR (21.4%) to more than 40000/- INR (23.3%). This demographic richness ensures 
a detailed analysis of the study findings, capturing diverse perspectives within the sampled population. 
 
Table 1: General Information of Respondents 
Variable Categories Frequency Percent 
Age A. 18-30 Years 56 26.7 
B. 30-40 Years 53 25.2 
C. 40-50 Years 48 22.9 
D. More than 50 Years 53 25.2 
Education A. High School or equivalent 38 18.1 
B. College or vocational training 50 23.8 
C. Bachelor's degree 46 21.9 
D. Master's degree 36 17.1 
E. Doctoral degree 40 19.0 
Occupation A. Employed 120 57.1 
B. Unemployed 90 42.9 
Geographical Location A. Urban 103 49.0 
B. Rural 107 51.0 
Income per month A. Up to 20000/- INR 45 21.4 
B. 20000-30000/- INR 62 29.5 
C. 30000-40000/- INR 54 25.7 
D. More than 40000/- INR 49 23.3 
 
©IJRASET: All Rights are Reserved | SJ Impact Factor 7.538 | ISRA Journal Impact Factor 7.894 | 3 
International Journal for Research in Applied Science & Engineering Technology (IJRASET) 
                                                                                           ISSN: 2321-9653; IC Value: 45.98; SJ Impact Factor: 7.538 
                                                                                                                Volume 12 Issue VII July 2024- Available at www.ijraset.com 
     
B. Reliability Analysis  
In Table 2, the reliability statistics reveal a commendable level of internal consistency among the survey items. The calculated 
Cronbach's Alpha of .973 surpasses the widely accepted threshold of .70, indicating a robust and reliable measure of the intended 
constructs. With a total of 20 items in the survey, the high alpha value underscores the strong correlation and consistency among 
these items, validating the survey's reliability.  
 
Table 2: Reliability Statistics 
Cronbach's Alpha Number of Items 
.973 20 
 
C. Descriptive Analysis  
Table 3 furnishes crucial descriptive statistics, offering insights into respondents' perceptions across measured variables. The mean 
score for Environmental Competence among Human Resources is 3.9200, indicating a moderate to high level of agreement among 
participants regarding the presence of environmental competence within their organizations. Similarly, respondents perceive 
Upskilling Programs (mean = 3.9219) as effective in enhancing employee skills, with a consistent view reflected in the relatively 
low standard deviation of .86572. The prioritization of Environmental Competence in Human Resource Development Strategies 
receives a mean score of 3.9629, suggesting a positive sentiment about the emphasis placed on environmental competence in 
organizational human resource policies. Lastly, Balanced Economic Growth is rated at 4.0448 on average, with a low standard 
deviation of .88003, indicating a consistent perception of balanced economic growth in respondents' communities.  
 
Table 3: Descriptive Statistics 
 Mean Standard Deviation 
Environmental Competence among Human Resources 3.9200 .95551 
Upskilling Programs 3.9219 .86572 
Prioritization of Environmental Competence in HR Development Strategies 3.9629 .85770 
Balanced Economic Growth 4.0448 .88003 
 
 
Mean 
4.06 4.0448 
4.04
4.02
4
3.98 3.9629 
3.96
3.94 3.92 3.9219 
3.92
3.9
3.88
3.86
3.84
Environmental Upskilling Programs Prioritization of Balanced Economic
Competences among Environmental Growth
Human Resources Competences in HR
Development
Strategies
 
Figure 1: Mean value of data 
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International Journal for Research in Applied Science & Engineering Technology (IJRASET) 
                                                                                           ISSN: 2321-9653; IC Value: 45.98; SJ Impact Factor: 7.538 
                                                                                                                Volume 12 Issue VII July 2024- Available at www.ijraset.com 
     
Std. Deviation 
0.98
0.95551 
0.96
0.94
0.92
0.9 0.88003 
0.88 0.86572 0.8577 
0.86
0.84
0.82
0.8
Environmental Upskilling Programs Prioritization of Balanced Economic
Competences among Environmental Growth
Human Resources Competences in HR
Development
Strategies
 
Figure 2: Standard Deviations 
 
D. Hypothesis Testing 
For Hypothesis 1, examining the correlation between the level of environmental competence among human resources and balanced 
economic growth, the null hypothesis (H0) suggests no positive correlation, while the alternate hypothesis (H1) posits a positive 
correlation. 
1) Hypothesis 1 
a) Null Hypothesis (H0): There is no positive correlation between the level of environmental competence among human resources 
and balanced economic growth. 
b) Alternate Hypothesis (H1): There is a positive correlation between the level of environmental competence among human 
resources and balanced economic growth. 
 
Table 4: Correlation analysis between level of environmental competence among human resources and balanced economic growth 
(Hypothesis 1) 
 Level of environmental Balanced economic 
competence among human growth 
resources 
Level of environmental Pearson Correlation 1 .773 
competence among human P-Value  .000 
resources N 210 210 
Balanced economic growth Pearson Correlation .773 1 
P-Value .000  
N 210 210 
 
In Table 4, the correlation analysis reveals a substantial and statistically significant positive correlation between the level of 
environmental competence among human resources and balanced economic growth. The Pearson Correlation coefficient is 0.773 (p 
< .001), indicating a strong positive linear relationship between these two variables. The p-value of .000 is below the conventional 
significance level of 0.05, providing strong evidence to reject the null hypothesis. Therefore, we reject the null hypothesis, 
supporting the alternate hypothesis that there is indeed a positive correlation between the level of environmental competence among 
human resources and balanced economic growth. 
This significant finding suggests that as the level of environmental competence among human resources increases, there is a 
corresponding positive impact on achieving balanced economic growth. 
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International Journal for Research in Applied Science & Engineering Technology (IJRASET) 
                                                                                           ISSN: 2321-9653; IC Value: 45.98; SJ Impact Factor: 7.538 
                                                                                                                Volume 12 Issue VII July 2024- Available at www.ijraset.com 
     
The aim of Hypothesis 2 is to investigate whether effective upskilling programs contribute to enhancing the environmental 
competence of the workforce. The null hypothesis (H0) posits no contribution, while the alternate hypothesis (H1) asserts a positive 
impact. 
 
2) Hypothesis 2 
Null Hypothesis (H0): Effective upskilling programs do not contribute to enhancing the environmental competence of the 
workforce. 
Alternate Hypothesis (H1): Effective upskilling programs contribute to enhancing the environmental competence of the workforce. 
 
Table 5: Regression Analysis for Hypothesis 2 
Model R Square Sum of Mean F P- Unstandardized Standardized T P-
Squares Square Value Coefficients Coefficients Value 
Independent 0.581 110.779 110.779 287.889 0 (Constant) .622 0.199 3.124 0.002 
Variable: Effective 
upskilling  80.037 0.385   UP .841 0.05 16.967 0 
programs 
Dependent 
Variable: 
Environmental 
competence of the 
workforce 
 
The regression analysis in Table 5 indicates a statistically significant relationship between effective upskilling programs and the 
enhancement of environmental competence within the workforce. The coefficient of determination (R Square) at 0.581 suggests that 
approximately 58.1% of the variability in environmental competence can be explained by variations in effective upskilling 
programs. The F-statistic of 287.889 with a p-value of 0 demonstrates the overall significance of the model. The unstandardized 
coefficient for Upskilling Programs is 80.037, signifying that a one-unit increase in effective upskilling programs corresponds to an 
80.037-unit increase in environmental competence. The standardized coefficient for Upskilling Programs is 0.841, revealing that for 
each standard deviation increase in effective upskilling programs, there is an associated 0.841 standard deviation increase in 
environmental competence. The t-value for Upskilling Programs is 16.967, and its p-value of 0 indicates a statistically significant 
relationship. 
Therefore, the findings support the alternate hypothesis (H1), validating that effective upskilling programs contribute significantly to 
enhancing the environmental competence of the workforce. This further emphasizes the importance of implementing tailored 
training programs to foster a sense of environmental consciousness and promote sustainable practices among employees and thereby 
empowering them to actively engage in sustainable practices both within and beyond the workplace. 
For Hypothesis 3, which examines the relationship between organizations prioritizing environmental competence in their human 
resource development strategies and experiencing higher economic sustainability, the null hypothesis (H0) suggests no such 
relationship, while the alternate hypothesis (H1) posits a positive correlation. 
 
3) Hypothesis 3 
Null Hypothesis (H0): Organizations that prioritize environmental competence in their human resource development strategies do 
not experience higher economic sustainability. 
Alternate Hypothesis (H1): Organizations that prioritize environmental competence in their human resource development strategies 
experience higher economic sustainability. 
 
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International Journal for Research in Applied Science & Engineering Technology (IJRASET) 
                                                                                           ISSN: 2321-9653; IC Value: 45.98; SJ Impact Factor: 7.538 
                                                                                                                Volume 12 Issue VII July 2024- Available at www.ijraset.com 
     
Table 6: Correlation analysis between Economic Sustainability and Prioritization of Environmental Competence in HR 
Development Strategies (Hypothesis 3) 
Correlations 
 Economic Prioritization of Environmental 
Sustainability Competences in HR Development 
Strategies 
Economic Sustainability Pearson Correlation 1 .925 
P-Value  .000 
N 210 210 
Prioritization of Pearson Correlation .925 1 
Environmental P-Value .000  
Competences in HR N 210 210 
Development Strategies 
 
V. CONCLUSION 
The extensive analysis of demographic information, reliability statistics, and hypothesis testing sheds light on the intricate 
relationships between human resources upskilling, environmental competence, and balanced economic growth. The demographic 
diversity within the sample ensures that the findings of this study reflect a wide range of perspectives. The robust reliability 
statistics, particularly the high Cronbach's Alpha, validate the consistency and stability of the survey instrument, enhancing 
confidence in the reliability of the gathered data. This reliability serves as a strong foundation for the subsequent hypothesis testing. 
The first hypothesis, exploring the relationship between environmental competence, human resources and balanced economic 
growth, was strongly supported. The correlation analysis revealed a significant positive correlation, suggesting that companies 
fostering environmental competence within the workforce are more likely to contribute to sustainable economic growth. 
The second hypothesis, examining the impact of effective upskilling programs on environmental competence, garnered significant 
support through regression analysis. The results emphasize the crucial role of tailored training initiatives in enhancing 
environmental awareness and promoting sustainable practices among employees. 
The third hypothesis, investigating the relationship between prioritizing environmental competence in human resource development 
strategies and economic sustainability, also yielded significant findings. The positive correlation suggests that organizations 
integrating environmental considerations into their HR policies are likely to experience higher economic sustainability. 
In conclusion, the study contributes valuable insights to the discourse on sustainable development. The positive correlations 
identified highlight the interconnectedness of human resource practices, environmental competence, and economic outcomes. 
Organizations and policymakers are encouraged to consider these findings for their workforce development plans, to achieve both 
economic growth and long-term ecological resilience. Moreover, the findings emphasize the importance of strategic upskilling 
initiatives and the inclusion of environmental competence in human resource development strategies for fostering resilient and 
environmentally conscious economic growth. 
 
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Development, 15(4), 192-210. 
[3] Chen, L., & Zhang, Y. (2020). Impact of upskilling programs on job satisfaction and retention: A comparative study. International Journal of Human Resource 
Development, 18(4), 321-339. 
[4] Dasgupta, P., & Mäler, K. G. (2020). Non-convex ecosystems and the economics of sustainability. Environmental and Resource Economics, 46(2), 155-178. 
[5] Dyllick, T., & Hockerts, K. (2021). Beyond the business case for corporate sustainability. Business Strategy and the Environment, 11(2), 130–141. 
[6] Green, M., Wilton, N., Sneath, J., & Hunter, L. (2017). Environmentally literate, skilled, and effective: An empirical study of environmental leadership. Journal 
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[7] Jones, P., & Williams, C. (2020). The circular economy: A review of definitions, processes and impacts. Journal of Cleaner Production, 261, 121151. 
[8] Li, X., & Wang, H. (2022). Resource-Based View and strategic upskilling: A competitive advantage perspective. Strategic Management Journal, 43(8), 1503-
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[9] Smith, A., & Brown, C. (2018). Upskilling the workforce: How to make workers, jobs, and the labour market ready for the fourth industrial revolution. 
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