Biotic (Human Resources)

In Human Resources (HR), "biotic" relates to the living elements of an organization and its environment, encompassing employees (as living assets), culture, skills, and the natural resources used in operations (like timber for office furniture), contrasting with "abiotic" (non-living like IT systems, buildings) but often used in sustainability contexts to discuss managing human capital and natural resource impact, requiring balancing people's growth with environmental regeneration for long-term viability. 

Key Aspects of Biotic in HR

• Human Capital: Employees are the primary biotic resource, bringing living skills, knowledge, and energy.

• Organizational Culture: The collective living behaviors, values, and interactions within a company are biotic elements that grow and adapt.

• Sustainability & ESG: In corporate sustainability (ESG), biotic resources refer to living things (forests, crops) and their management, impacting HR's role in green initiatives and supply chain ethics.

• Health & Well-being: Focuses on the biological health and mental well-being of employees, a core biotic concern.

• Renewability: Like natural ecosystems, human potential and natural resources are renewable but can be depleted if overexploited, requiring sustainable HR practices. 

Biotic vs. Abiotic in Business

• Biotic (Living): People, culture, skills, ecosystems, agriculture, biomass, renewable energy sources.

• Abiotic (Non-Living): Land, water, minerals, technology, buildings, financial capital, non-renewable resources like fossil fuels. 

Example Application

An HR department focused on sustainability might:

• Develop wellness programs (biotic) to support employee health (living capital).

• Implement sustainable procurement policies for office supplies, favoring responsibly sourced wood (biotic) over plastic (abiotic).

• Train employees on reducing their carbon footprint (linking human action to biotic impact).