HUMAN RESOURCES INDICATORS IN THE PREVENTION OF PSYCHOSOCIAL RISKS: INTERFACES BETWEEN NR-1 AND THE SDGs OF THE 2030 AGENDA

Abstract

Mental health in the workplace has gained centrality in the field of human resource management, especially given the increase in situations related to occupational stress, emotional exhaustion, and mental illness. In this scenario, psychosocial risks are understood as a result of work organization, management practices, and institutional relationships. The objective is to understand how Human Resources indicators can serve as a basis for identifying and preventing psychosocial risks in the workplace, taking as a reference NR-1 (Brazilian Regulatory Standard 1), GRO (Occupational Risk Management), and the SDGs (Sustainable Development Goals) of the 2030 Agenda. The study was developed through bibliographic and documentary research, with a qualitative approach. The theoretical framework was based on authors who discuss psychosocial risks, occupational stress, and human resource management, with emphasis on Costa and Santos (2013), Reis, Fernandes and Gomes (2010), De Lucca and Sobral (2017), Rodrigues and Faiad (2019), and Pereira, Tolfo and Nunes (2025). In terms of documentation, NR-1 (Brazilian Regulatory Standard 1) and the UN 2030 Agenda were analyzed as a basis for articulation with the SDGs (Sustainable Development Goals) related to health, decent work, inequalities, and institutional responsibility. The results indicate convergence between the scientific literature and normative documents in pointing out that psychosocial risks are directly related to the way work is organized, management practices, and interpersonal relationships. It was evidenced that HR indicators, such as absenteeism, turnover, leaves of absence, interpersonal conflicts, and decreased productivity, can function as institutional signals of workplace distress. It is concluded that HR indicators, when read systematically and articulated with the GRO (Occupational Risk Management), can guide decisions aimed at occupational health, decent work, the reduction of inequalities, and institutional responsibility.