HUMAN RESOURCE PRACTICES

 

Human Resource Practices for Corporate Social Responsibility

Figure 1: Corporate Social Responsibility

Source: (Jahan , 2015)

Corporate social responsibility (CSR) is much more than simply a nice-to-have in the modern world. It is now an essential component of conducting business. Customers are likely to become associated with any brand, and one of the key determining elements is the organization's CSR activities. Therefore, it is essential to develop a corporate social responsibility (CSR)-driven culture, and the HR department should take the lead in doing so. Every employee will volunteer to take action and continuously support the corporate values if HR promotes CSR throughout the organization. In the end, this would provide an environment that operated automatically while maintaining the corporate goal (Chimney, 2019).

HR’s Role in Promoting Corporate Social Responsibility

The adoption of corporate social responsibility programs by the company is crucially dependent on the human resources departments. Additionally, HR may actively oversee the CSR plan's development and acceptance while recording (and recognizing) its effectiveness across the organization. Technology in human resources may assist with a CSR initiative, such as lowering the company's carbon footprint to benefit the environment (Human Resource, 2023).

 The following activities are examples of promoting corporate social responsibility

•             Implement and encourage green practices.
•                     Foster a culture of social responsibility.
•                     Celebrate successes.
•                     Share and communicate the value of corporate social responsibility to employees and the              community.

Implement and encourage green practices for corporate social responsibility. Implement green practices to assist in environmental waste reduction while promoting and encouraging stewardship growth, better corporate ethics, and long-lasting practices that promote both personal and corporate accountability. Reducing each employee’s carbon footprint is a great way to get energy conservation and recycling waste initiatives off the ground. Here are some suggestions to start:

•          Recycle paper, cans, and bottles in the office; recognize departmental efforts.
•                 Collect food and donations for victims of floods, hurricanes, and other natural disasters                 around  the globe.
•                Encourage reduced energy consumption, subsidize transit passes, make it easy for                           employees  to  car pool, encourage staggered staffing to allow after rush hour transit, and               permit  telecommuting to the degree possible.
•                Encourage shutting off lights, computers, and printers after work hours and on weekends               for further energy reductions.
•                Work with IT to switch to laptops over desktop computers. (Laptops consume up to 90%               less power.)
•                Increase the use of teleconferencing rather than on-site meetings and trips.
•                 Promote brown bagging in the office to help employees reduce fat and calories to live                    healthier lives and reduce packaging waste, too.

 

 

 

 

CSR leads by example

Figure 2: CSR ideas by example

(Spectrum Life, 2023)

 

·        CSR takes collective action

In general, corporate social responsibility (CSR) refers to an organization's long-term commitment to conducting business ethically, though the exact concept is up for interpretation. It entails engaging in business practices that contribute environmental, social, and community value wherever feasible in addition to carrying out economic functions and legal responsibilities. There are various ways that organizations may implement corporate social responsibility projects throughout all facets of their business, whether it be a fundraising event with a specific issue in mind, an environmental campaign to upgrade recycling facilities, or the development of a social network with a focus on the local community.

·        CSR is positive for wellbeing

A healthy and happy workplace has become a tool for many organizations to live out this commitment to corporate social responsibility in addition to public campaigning. It is thus not unexpected that internal awareness of CSR has spread among those involved in day-to-day operations. After all, organizations are recognizing the direct and indirect advantages of its practical use in employee welfare. Successful CSR initiatives depend on developing meaningful relationships with stakeholders.

·        CSR increases workplace engagement

Since its initial emphasis on the interaction between the organization and society, corporate social responsibility has advanced significantly. Despite the fact, that advancing professionally and making money are still important; people are becoming more and more intrigued by the concept of altruism and inspired to put others' needs ahead of their own. Employees who are happy to work for their firm are happier and more engaged when their employer has a CSR strategy that fosters a sense of greater purpose and engages the community.

·        CSR creates loyalty

Lack of harmony between employee requirements and demands and those of the surrounding environment is a major contributor to workplace stress. Employees are more likely to be devoted to an organization that enables them to make a difference in the topics they care about since so many individuals believe that their personal and professional lives are blending, endangering the ability to maintain a healthy work-life balance.

Conclusion

Recently, the topic of using human resource management (HRM) to oversee corporate social responsibility (CSR) or environmental, social, and governance (ESG) efforts has come up. However, there has not been much focus on fusing CSR with HRM. Our main objective was to determine whether and how certain HR practices are important for enhancing employee readiness for employment in companies with active CSR programs. We start by looking at how external CSR efforts affect firm-level productivity. Additionally, we make an effort to pinpoint a selection of specific HR procedures that could be in line with outside CSR initiatives. The interaction between each HR practice and outside CSR initiatives that affect employee retention and labor productivity is then objectively investigated.

References

Chimney, V., 2019. Etech. [Online]
Available at: https://www.etechgs.com/blog/human-resource-corporate-social-responsibility/
[Accessed 19 April 2023].

Human Resource, 2023. Human Resource. [Online]
Available at: https://www.whatishumanresource.com/hrs-role-in-promoting-corporate-social-responsibility
[Accessed 19 April 2023].

Jahan , S., 2015. HRMP. [Online]
Available at: http://hrmpractice.com/corporate-social-responsibility/
[Accessed 19 April 2023].

Spectrum Life, 2023. Spectrum Life. [Online]
Available at: https://www.spectrum.life/blog/corporate-social-responsibility-and-employee-wellbeing/
[Accessed 19 April 2023].

 

Figure 1: Corporate Social Responsibility. 1

Figure 2: CSR ideas by example

. 3

D.M Nilushi Thushantha Dayarathna
00174809