...THE ROLE OF HUMAN RESOURCE MANAGEMENT IN CORPORATE SOCIAL RESPONSIBILITY ISSUE BRIEF AND ROADMAP REPORT FOR PREPARED BY: Coro Strandberg Principal, Strandberg Consulting MAY 2009 CSR and HR Management Issue Brief and Roadmap 2 ISSUE BRIEF AND ROADMAP OBJECTIVE • To understand the foundational elements that need to be in place to foster a high performance CSR (corporate social responsibility) organization and develop a framework or roadmap for firms wishing to become a high performing CSR organization. AT A GLANCE • Human resource professionals have a key role to play to help a company achieve its CSR objectives. Employee involvement is a critical success factor for CSR performance. Human resource managers have the tools and the opportunity to leverage employee commitment to, and engagement in, the firm’s CSR strategy. • High performing CSR organizations foster a culture of CSR and fully integrate CSR throughout their operations, rewarding and incentivizing CSR decisions and initiatives. • Employees prefer to work for organizations aligned with their values; thus, incorporating CSR into the employee brand can enhance recruitment and retention, particularly in tight labour markets. • CSR can be applied to the HR toolkit, resulting in a roadmap or pathway for human resource practitioners to follow who wish to contribute to the achievement of their organization’s sustainability and business aspirations, thereby improving social and environmental conditions...
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...Role of HR in driving Corporate Sustainability measures Executive Summary After the Brundtland report in 1987, special emphasis has been given towards sustainable development and its interrelationship between firm productivity, societal equity and environment quality. Proactive organizations are accountable for facilitating, demonstrating and promoting corporate social responsibility. Companies have to rethink their strategy from being profit driven to corporate citizenship. There has been immense pressure from government, customer, employees and competitors to think towards environmental management. HR can play a critical role in this regard by acting as a medium to communicate and educate firms about the importance of CSR. At the same time HR can integrate business goals and CSR goals by implementing HR practices. Introduction Since rapid industrialisation, natural resources are getting depleted at a fast pace. There is a need to conserve and judiciously use natural resources so that there is no burden on our future generation. Corporate sustainability was once seen as a philanthropic activity but now it is getting its due importance in leading companies. Companies have gone to the extent of proactive environmental management which encourages corporations to prevent pollution at the source rather than at the end of pipeline (Annexure 01). Cutting edge firms are going beyond pollution prevention and exploring new opportunities for developing eco-friendly products, processes and...
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...2009 Suparn Sharma, Jyoty Sharma, Arti Devi 205 CORPORATE SOCIAL RESPONSIBILITY: THE KEY ROLE OF HUMAN RESOURCE MANAGEMENT Suparn Sharma (PhD),Joity Sharma (PhD), Arti Devi Abstract Business organizations have waked up to the need for being committed towards Corporate Social Responsibility. But still majority have just been taking up some form of philanthropic activities for its stakeholders. Nurturing a strong corporate culture which emphasizes Corporate Social Responsibility (CSR) values and competencies is required to achieve the synergistic benefits. The employees of an organization occupy a central place in developing such a culture which underlines CSR values and competencies. The present study, therefore, is an attempt to explore the engagement of human resource management professionals in undertaking Corporate Social Responsibility. It also suggests Human Resource Management to take a leading role in encouraging CSR activities at all levels. The combined impact of CSR and human resource activities, which reinforce desirable behavior, can make a major contribution in creating long term success in organizations. Sharma S., Sharma J. and Devi A. - Corporate Social Responsibility: The Key Role of Human Resource Management 206 Business Intelligence Journal January Introducción Business houses, right from the inception of human race, have been regarded as constructive partners in the communities in which they operate. Though they have been instrumental...
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...Corporate Social Responsibility (CSR) is defined as “the implied, enforced, or felt obligation of the managers, acting in their interests of groups other than themselves”. CSR is looking at more than just company shareholders interest; rather it takes the good of the society as a whole into consideration (Mondy 33). CSR is evolving to include sustainability, which is defined as “meeting the needs of the present without compromising the ability of future generations to meet their own needs” (qtd. in Werbach 8). The two terms will be used interchangeably throughout this paper, to illustrate the overall concept of companies acting in a responsible way rather than only looking out for the best interest of their company and shareholders. CSR is going above and beyond current laws and industry standards, it’s about looking at what practices the organization can do to improve the lives of their employees and the community in addition to focusing on the bottom line. Often times when people talk about CSR or sustainability they are referring to protecting the environment or adopting green practices; although that is part of it, it goes far beyond just looking at ways to conserve the environment. In his book Talent, Transformation, and the Triple Bottom Line, Andrew Savitz explains that social and economic sustainability are just as important as environmental sustainability. More organizations are looking at the so-called Triple Bottom Line – “a set of yardsticks that measures a...
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...The HR professional can also play an important role in helping the organization achieve CSR standards. HR leader can accordingly, influence three primary standards of CSR - ethics, employment practices and community involvement - that relate directly or indirectly to employees, customers and the local community (Marti, 2008). In fact, human resources management practices promote personal and professional employment, diversity at all levels and empowerment. According to Rimanoczy and Pearson (2010:14) the HR “has a key role to play by ensuring that their organization abides by accepted legal and ethical standards. It is part of their role to ensure employee effectiveness with an environment that maximizes the return on the investment in human capital by observing legal, ethical and fair treatment”. Other HR practices consider employees as valued partners, with the right to fair labour practices, competitive wages and benefits and a safe, harassment-free, family-friendly work environment. The HR professional will encourage community relations through his HR teams by implementing reward programs, charitable contributions, fund raising activities, and encouraging community involvement and practices. The community relations aspect of charity makes a company stronger and better able to engage or recruit and retain competent employees who easily identify with CSR initiatives. The HR team has a responsibility to make sure that the importance of CSR is emphasized...
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...instrumental role in helping their organization achieve its goals of becoming a socially and environmentally responsible firm – one which reduces its negative and enhances its positive impacts on society and the environment. Further, human resource (HR) professionals in organizations that perceive successful corporate social responsibility (CSR) as a key driver of their financial performance, can be influential in realizing on that objective. While there is considerable guidance to firms who wish to be the best place to work and for firms who seek to manage their employee relationships in a socially responsible way, there is a dearth of information for the HR manager who sees the importance of embedding their firm’s CSR values throughout the organization, who wish to assist the executive team in integrating CSR into the company’s DNA. And as high profile corporate failures such as Enron make all too clear, organizations that pay lip-service to CSR while neglecting to foster a CSR culture run the risk of damaging their corporate reputation if not their demise. Indeed, HR’s mandate to communicate and implement ideas, policies, and cultural and behavioural change in organizations makes it central to fulfilling an organization’s objectives to “integrate CSR in all that we do.” That said, it is important to understand that employee engagement is not simply the mandate of HR. Indeed people leadership rests with all departmental managers. HR can facilitate...
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...Director, Corporate Social Responsibility and Global Inclusion Leader, Quest Diagnostics Foundation Reporting to the CHRO, the Director, CSR and GI will set Corporate Social Responsibility vision and oversee and direct CSR, philanthropy and inclusion strategy, policies, performance and reporting in alignment with business strategy. Also accountable to company leadership for the strategic, financial, and compliant management of corporate giving and the Quest Diagnostics Foundation, a 501(c)(3). The Director, CSR and GI will be a strategic thought leader who is also a doer – a coalition builder, teacher, communicator, community activist and a process-oriented manager. This position is responsible for leading and advancing the ongoing development and implementation of diversity and inclusion strategies which are critical to Quest Diagnostics’ business strategy in partnership with executive, business, regional and HR leadership. This position serves as the leader in the development of effective strategies, practices and policies to facilitate a more inclusive environment that benefits Quest Diagnostics and all of its employees.. This position also oversees the comprehensive CSR plan and business case around four strategic priorities: 1) addressing public health challenges, particularly disparities; 2) empowering communities and families to be strong and well; 3) building inclusive cultures and educated leaders for innovation and growth; and 4) protecting the earth and...
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...Slide 2: The environmental forces impacting Human Resource: Two types: 1) Internal * Organizational culture- Organizational culture consists of the core values, beliefs, and assumptions that are widely shared by members of an organization. It serves a variety of purposes: • communicating what the organization “believes in” and “stands for” • providing employees with a sense of direction and expected behaviour (norms) • shaping employees’ attitudes about themselves, the organization, and their roles • creating a sense of identity, orderliness, and consistency • fostering employee loyalty and commitment. Below characteristics captures the essence of organizational culture: * Innovation and risk taking * Attention to detail * Outcome orientation * Team orientation * Aggressiveness * Stability * Organizational Structure * Organizational structure determines how the roles, power and responsibilities are assigned, controlled, and coordinated, and how information flows between the different levels of management. * A structure depends on the organization's objectives and strategy. 2) External * Economic- The economic environment has a major impact on business in general and the management of human resources in particular. Economic conditions affect supply and demand for products and services, which, in turn, have a dramatic impact on the labour force by affecting the number and types of employees required, as well...
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...Humen resourse ASSESSMENT COVER SHEET |Student’s name |(Surname) |(Given names) | |ID number | |Phone | | |Unit name | |Unit code | | t Note: If this is a group assignment, please include the names of all other group members. |Title of assignment | | |Lecturer/tutor | | |Is this an authorised group assignment? Yes No | |Has any part of this assignment been previously submitted as part of another unit/course? Yes No | |Tutorial/laboratory day & time | | |Due date |Date submitted ...
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...on the environment and civic. I strongly believe that CSR has become of important concern to the business world and that has been resulted in rising collaboration between governments, businesses and society as an entire world in last two decades. In this journal I will discuss the concept of corporate social responsibility and will give heated argument for CSR and statement against CSR. What is CSR? “Corporate Social Responsibility is an ongoing assurance by business to perform ethically and contributes fund for economic development while improving the value of lifespan of the employees and their relatives as well as of the local community and society at large ” CSR is usually established as the system through which a business accomplish an equilibrium of economic, environmental and social requirements, whereas at the similar time addressing the prospect of shareholders and stakeholders. In this logic it can be a considered as business management theory and aid, funding or charity. Even though that latter can also make a respected influence to poverty reduction and it will straight improve the status of a company and support its products and Brands,. There are different types of CSR 1. Environmental CSR: Which get attention on eco-issues such as temperature change. 2. Community based CSR: Industries work with other organizations to develop the value of life of the public in the local community. 3. HR based CSR: Changes that improve the safety of the Employee. ...
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...EPG SHRM Foundation’s Effective Practice Guidelines Series HRM’s Role in Corporate Social and Environmental Sustainability Produced in partnership with the World Federation of People Management Associations (WFPMA) and the North American Human Resource Management Association (NAHRMA) HRM’s Role in Corporate Social and Environmental Sustainability This publication is designed to provide accurate and authoritative information regarding the subject matter covered. Neither the publisher nor the author is engaged in rendering legal or other professional service. If legal advice or other expert assistance is required, the services of a competent, licensed professional should be sought. Any federal and state laws discussed in this book are subject to frequent revision and interpretation by amendments or judicial revisions that may significantly affect employer or employee rights and obligations. Readers are encouraged to seek legal counsel regarding specific policies and practices in their organizations. This book is published by the SHRM Foundation, an affiliate of the Society for Human Resource Management (SHRM®). The interpretations, conclusions and recommendations in this book are those of the author and do not necessarily represent those of the SHRM Foundation. ©2012 SHRM Foundation. All rights reserved. Printed in the United States of America. This publication may not be reproduced, stored in a retrieval system or transmitted in whole or in part...
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...on the environment and civic. I strongly believe that CSR has become of important concern to the business world and that has been resulted in rising collaboration between governments, businesses and society as an entire world in last two decades. In this journal I will discuss the concept of corporate social responsibility and will give heated argument for CSR and statement against CSR. What is CSR? “Corporate Social Responsibility is an ongoing assurance by business to perform ethically and contributes fund for economic development while improving the value of lifespan of the employees and their relatives as well as of the local community and society at large ” CSR is usually established as the system through which a business accomplish an equilibrium of economic, environmental and social requirements, whereas at the similar time addressing the prospect of shareholders and stakeholders. In this logic it can be a considered as business management theory and aid, funding or charity. Even though that latter can also make a respected influence to poverty reduction and it will straight improve the status of a company and support its products and Brands,. There are different types of CSR 1. Environmental CSR: Which get attention on eco-issues such as temperature change. 2. Community based CSR: Industries work with other organizations to develop the value of life of the public in the local community. 3. HR based CSR: Changes that improve the safety of the Employee. ...
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...over the world have identified the importance of Human Resource Management in order to steer up their organization by managing the entire working capital, with them facing high attrition rate and poaching strategies of competitors. This has become an increasingly challenging task for companies to sustain their competitive advantage. With economies becoming more globalized, there are also several new challenges faced by human resource managers. Organizations no longer comprise of homogeneous groups but consist of people of different origins, cultures and ethnicities coming together for a common cause. This has completely changed the roles of a HR practitioner. The traditional role of human resource management has become obsolete and has now evolved into a process continuous change and more dynamic. This has resulted in a transformation of their roles both in its form and its functionality. There are a lot of new and emerging areas of human resource that are becoming increasingly relevant. Some of the significant trends likely to be seen in the future are related to the diversity in an organization. Though there has been not much research that has progressed in this area in the last few decades, some noteworthy gaps are to be filled. Workplace Diversity: As a starting point we examine four dimensions of diversities: race, gender, sexual orientation and nationality. Race and ethnic diversity: First in contrast to a popular belief on ethnic...
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...selection 1.2, 1.3 Identify and explain three organisational benefits of attracting and retaining a diverse workforce 1.1 Describe three methods of recruitment and three methods of selection and identify when it is appropriate to use them 2.1, 2.2 2. Introduction To identify, explain and analyse recruitment practice within FirstCol Services Ltd. 3. Methodology Information for this report was gathered in the following ways: Consultation with fellow HR Professionals, both during networking events and during CIPD Certificate in Human Resources Practice Level 3 lessons. Analysis of practice at my own organisation. This included conversations with fellow HR professionals as well as Managing Director of the company. Research into different techniques used at other organisations. 4. Findings 4.1 Organisational Factors The factors that affect an organisation’s approach to both attracting talent and recruitment selection are: Their wage structure The role that the organisation are recruiting for. Culture and Sector Business Objectives and Brand 4.2 Organisational Benefits The organisational benefits of attracting and retaining a diverse workforce are: Diverse workforce can help to understand broad range of customers. Helps to...
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...am still in the beginning of learning how to write a good research from her, and I would say thank you very much. Abstract GHRM is a concept of how the company going green and to change the culture of the company to a green business through implementing its practices and policies which are integrating to CSR to reach the social needs of the employees by keep them feeling afe and work in safety and health work place to increase their retention, but these policies are not suitable for all kind of businesses as they have disadvantages on some businesses and a lot of consequences and that what the paper will discuss from what are the types of businesses cant implement these practices and what are these disadvantages. Keywords: GHRM, HRM, CSR, social needs, green business, greenwashing Table of Contents II. List of Abbreviations 5 III. Chapter 1: Research Outline and Introduction:- 6 A. Introduction 6 B. Research Objectives 7 C. Study structure 8 IV. Chapter2: Literature Review:- 9 A. An overview about GHRM 9 B. The advantages of GHRM 10 C. How to implement GHRM practices and policies 11 D. An overview about CSR 12 E. Is GHRM suitable for all kinds of businesses? 13 V. Chapter 3:...
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