Abstract
The concept of sustainability is understood as a company??s ability to achieve its business goals by integrating economic, environmental and social opportunities into its business strategies; which seems vital for companies operating worldwide. In present day scenario, an ncreasing number of organizations identifying sustainability as the key differentiator for competitive advantage. Though many organizations make a commitment to sustainability, they often find it difficult to implement measure and integrate it. HR can help organizations succeed in implementing sustainable business practises. With the increased global revolution, technology is the key HR capabilities to drive sustainability and create sustainable HR systems and processes. However, we also see that the fast-moving technological disruption is creating a fear among these organizations for which they were raising question on their agility itself. These organisations today face the challenges of imparting new technology and making this new technological force as the key enabler to drive the organization in order to survive. This technological disruption on one hand is enabling the organisation to develop into a sustainable organisation in the long run while on the other hand, it is seen as the threat in restructuring the whole organisational culture, values and the human aspects, bonds, attachments and emotions associating the organisation which makes the organisation a vulnerable one. Thus, the question arises, how far this technological disruption created as a result of global revolution will create a wave of turbulence in the organization ?? will it act as an enabler or as the barrier to sustainability of the business organisation in the long run? This paper examines the issues for vulnerability and triggering factors for sustainability due to technology revolution as well as integration to present HRM in the world.
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