Abstarct: With the advancement of technology and the complexity of the present age, companies need skilled and motivated human resources to survive, as well as the dynamism of markets and increasing competition pressure leads to over-exploitation of these resources. The result of this exploitation is raising dissatisfied, high-stress, and unmotivated employees. To solve this problem, human resource management introduces a new system called sustainable human resource management, which consists of three dimensions of employability, work-life balance and individual responsibility. In this research, by finding the factors affecting these dimensions and by using the dynamics approach of systems, we have sought to analyze the causal behaviors of these components in order to ultimately lead to their improvement. The research is applied in terms of purpose and the method of collecting information is survey-descxriptive. In order to collect information and model, in addition to library studies, semi-structured interviews were conducted with managers and a group of experts of Golestan Gas Company. Finally, the best factors that were the basis for changing them were selected and after simulating the model, 9 scenarios were developed and among them, the best scenarios were evaluated and ranked using the AHP-TOPSIS multi-criteria decision making method. Scenario 9 was selected as the best scenario by increasing the factors of organizational support, participation in decision making and training by 10, 10 and 20%, respectively. Findings indicated that organizational support and support programs by the organization are effective in improving the work-life balance. Effective training increases employees' recruitment, skills and knowledge, and participation in decision-making for motivated employees increases motivation to increase their individual responsibility.