HR’s Role in Promoting Corporate Social Responsibilit
HR’s Role in Promoting Corporate Social Responsibility
Figure 1: Cooperate social responsibilities
What is CSR?
Corporate social responsibility (CSR) is a management
concept in which businesses incorporate social and environmental concerns into
their operations and interactions with stakeholders. CSR is commonly defined as
the process through which a firm achieves a balance of economic, environmental,
and social imperatives ("Triple-Bottom-Line-Attainment") while also meeting
the needs of shareholders and stakeholders. It's crucial to distinguish between
CSR, which may be a strategic corporate management idea, and charity,
sponsorships, or philanthropy in this context. Even if the latter can make a
significant contribution to poverty reduction and immediately improve a
company's reputation and brand, the notion of CSR obviously extends beyond that
Corporate social
responsibility (CSR) is a company's commitment to responsibly and in accordance
with public expectations manage the social, environmental, and economic
repercussions of its activities. It is a component of a company's corporate
governance strategy and can affect many aspects of the organization, including
operations, human resources, production, supply chain, health and safety, and
so on. Company policies that require partners to adhere to ethical business
practices, reinvesting profits in health and safety or environmental programs,
supporting charitable organizations in the communities where a company
operates, and promoting equal opportunities for men and women at the executive
level are examples of CSR activities.
What is the role
of HR to promoting CSR?
Recognize these distinctions with a solid Corporate
Social Responsibility (CSR) strategy that can boost shareholder value, employee
engagement, and employer brand awareness all at the same time. Human Resource
departments are crucial in ensuring that a company's Corporate Social
Responsibility programs are implemented. HR can also oversee the CSR plan's
implementation and proactive monitoring, as well as document (and celebrate)
its success across the organization. Human Resources technology can assist with
a Corporate Social Responsibility program, such as lowering the company's
carbon footprint for the benefit of the environment.
Figure 2: CSR responsibilities
The benefits of
CSR in HRM
CSR is described as corporate self-regulation with the
goal of benefiting society, which includes people, the environment, and their
own workforce. Even while participation in charitable and volunteer activities
is ostensibly voluntary, it has a significant impact on a company's image. When
the environment and climate are seen to be in jeopardy, CSR has been one of the
hottest topics in recent years. Companies show their commitment to CSR in a
variety of ways, depending on the size and effect of their business. Internal
volunteer projects to worldwide campaigns are all possibilities. Regardless of
their impact, their good activities are always appreciated and praised by their
own staff, potential clients, and consumers
1.
Improvement of employee satisfaction
CSR should not be interpreted just in terms of company
goals toward communities, but also in terms of their own human resources. This
involves their attempts to create the finest working environment possible, such
as employee well-being, training, and collaborative activities that increase a
sense of belonging. Employees will be more motivated and proud to be a part of
their company if diversity and equality are encouraged. Employee happiness
stems not just from the HR rules that businesses implement for them, but also
from the firms' adherence to their own external CSR standards.
2.
Improvement of company image and corporate culture
A company’s image can either be improved or be
degraded considering their attitudes towards the society. And it goes without
saying that their corporate culture can reflect their CSR commitment and vice
versa. External and internal communication regarding the subject can serve
greatly in publicizing companies’ image for employees as well as customers.
Their production activities should go side by side with their HRM strategies to
avoid conflict with companies CSR engagement. Furthermore,
as previously said, CSR should not be viewed just as an external policy; it
should encompass all company efforts to preserve workplace balance, secure
basic human rights, and promote an empowering message. The more HR officers and
managers push for a CSR-oriented culture, the more innovative they will be in
managing their employees. Furthermore, CSR
as mentioned above, should not be regarded as external policies, they also
involved all corporate efforts to maintain balance in the workplace, ensure
base human rights and promote empowering message. The more HR officer and
managers are driving their culture to be CSR oriented, the more they will be
creative in the way they manage their people.
3.
A strategic tool for recruitment
This generation will undoubtedly be the workforce of
the future and will contribute to the success of businesses. Candidates may
pick where they belong in the recruiting process, which is a two-way street.
Companies should make an effort to engage and attract this group through their
commitment to CSR initiatives by understanding the trend and facts regarding
the future of workforce. They may demonstrate to potential candidates that they
are willing to pave the road for them to contribute not just to the firm but
also to a larger cause: society and the environment. With more clarity in
actions and policies, attracting top talent will be lot simpler and more
targeted. An employee who isn't solely concerned with his personal well-being
will make greater sacrifices for the company's success.
Conclusion
Corporate accountability is clearly not within HR's
purview. It affects every part of a company, from operations to finance,
procurement to marketing, leadership to human resource management. HR, on the
other hand, is ideally positioned to detect organizational culture, discuss it
with authority, and take action to change it. Corporate responsibility must be
ingrained in the organization's culture, and if there is one function that can
assist in this more than any other, it is HR.
References
Bdc, 2021. Bdc. [Online]
Available at: https://www.bdc.ca/en/articles-tools/entrepreneur-toolkit/templates-business-guides/glossary/corporate-social-responsibility
[Accessed 3 November 2021].
IRH, 2022. IRH.
[Online]
Available at: https://irhbyacton.com/en/the-benefits-of-csr-in-hrm/
[Accessed 19 April 2022].
Unido, 2022.
Unido. [Online]
Available at: https://www.unido.org/our-focus/advancing-economic-competitiveness/competitive-trade-capacities-and-corporate-responsibility/corporate-social-responsibility-market-integration/what-csr
[Accessed 15 April 2022].
Figure 1: Cooperate social responsibilities
Figure
2: CSR responsibilities
Customer satisfaction and employee retention are two of the most critical parts of any successful business, and CSR can help your company engage with customers more effectively. Businesses that are socially responsible will attract investment. good article
ReplyDeleteAs you mentioned in this article the human resource departments are responsible for ensuring that all workers are trained in CSR functions and initiatives. HR can manage the CSR plan's implementation and actively promote its adoption, documenting and applauding the company's achievement. Good article. Wish you all the best!
ReplyDeleteCSR, as you have indicated, is a key component of every organization. A company that practices effective CSR will enhance employee engagement, customer retention, brand recognition, attract investment possibilities, and recruit good personnel. Excellent article. Best wishes!
ReplyDeleteHR’s Role in Promoting Corporate Social Responsibilit excellent
ReplyDeleteThe way you have explained HR's role in CSR and the benefits relating to CSR is commendable. CSR can play part when it comes to employer branding and sense of satisfaction. Good topic..
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ReplyDeleteBased on their views toward society, a company's image might either improve or decline. And, of course, their corporate culture may reflect their dedication to CSR and vice versa. External and internal communication about the topic can help to publicize a company's image among employees and customers. firm image and corporate culture are well-explained
DeleteHR can manage the CSR plan implementation and monitor its adoption proactively, while documenting and celebrating its success throughout the company.CSR will help to enhance Brand Recognition as well.good luck 👍
ReplyDeleteNicely compiled article. You have very clearly discussed about the importance of CSR and its benefits to the organisation. As a practice every company should encourage to do CSR activities based on their financial capabilities.
ReplyDeleteThis comment has been removed by the author.
ReplyDeleteBoth internal and external CSR are a good marketable method in increasing the brand image of an organization. Through internal CSR, the organization is able to build a positive image with its top management and the workforce. A good brand image is a good tool in attracting better recruitments to an organization and in addition, it helps increase employee loyalty towards the organization.
ReplyDeleteWhen a corporation operates in an ethical and sustainable manner and addresses its environmental and social implications, this is known as corporate social responsibility (CSR). This entails taking into account human rights, the community, the environment, and the society in which it operates.
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