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This paper deals with the emergence of various dimensions of CSR and link it with HR policies and practices in the new information age. It analyses the interface between CSR and HR.
Introduction
Corporate Social Responsibility is the continuing commitment by business to behave ethically and contribute to economic development while improving the quality of life of the workforce and their families as well as the local communities and society at large. In a business CSR is managed at various places. The concept of CSR is gaining importance these days and is a must for HR because staffing function is an emerging area of risk to business. High turnover of staffs, loss of key employees at critical times, increasing cost of recruitment and training of new staff can cause damage to the business. Effective CSR strategies and programmes can help manage the risk by creating an environment where the staff can enjoy their work and where they can feedback concerns about the companys behaviour so actions can be taken.
Employee Engagement
CSR
HR
CSR HR = PR
Employee engagement in CSR is a must, if employees are not involved then corporate social responsibility becomes an exercise in PR. The public image and trustworthiness of the organisation will be hampered when it become evident that the company is not walking the talk. HR department plays an important role and remain responsible for different functions like recruitment, training and communication which are crucial for effective delivery of CSR initiatives. To begin with CSR must focus on building relationship with the employees because without it the organisation will not be able to discharge its community obligations. CSR minus HR equals to PR. Effective HR is a must for building trust through all the levels of the organisation and provide a solid foundation for CSR.HR helps the company to be a good employer by championing the policies on delivering work life balance, employee involvement, training and development.
Internalization of CSR
An organisation create a better image in the mind of people by presenting itself as an excellent employer with concern for employees and involve them in the arena of social responsibility. This involvement of the employees show the strategic importance of HRM in the CSR initiatives of the organisation. Proper implementation of human resources policies in the organisation create awareness among the employees towards the need of aligning the goals of the organisation with the goals of the people working in the organisation and the need of achieving those goals in the best possible and ethical manner. With the help of HR the value of social responsibility can be inculcated and sustained in the organisation culture. CSR can be internalized in the following manner. 1. By the involvement of the employees the HR department should take the responsibility to develop a formal policy on sustainable practices. 2. The organisations commitment towards the CSR philosophy should be made known to the newly recruited employees in the orientation programmes. 3. The performance management of the company should be designed to measure the socially responsible behaviour initiatives taken by the employees. Appraisal, appreciation and reward of appropriate behaviour is necessary for internalization of CSR in organisation culture. 4. To instil the CSR culture among the employees proper training facilities should be there. The partnership between CSR and HR should be made learn and practised by the employees. 5. The managers should be empowered with the authority of decision making to execute decision making to execute social responsibility at the local level. 6. Proper training on the code of ethics should be undertaken throughout the organisation to stimulate social responsibility. 7. Responsible HRM practices on equal opportunities, managing diversity, whistle blowing, redundancy, human rights, harassment shall give credibility to the CSR initiatives of the organisation. Protection of human rights is an important issue of CSR. Many organizations like Wipro, ICICI, Infosys, Dabur have framed whistle blowing policy to provide protection to the employees who came to know about the unethical practices going inside the organisation. 8. The separation of employees during mergers, acquisitions, downsizing should be strategically aligned with the business strategy and corporate social responsibility. Retraining, retention, redeployment of people can be handled with aggressive communication, information campaigns and out placement services in place to assist the transition of people from the organisation. 9. Social reports or sustainability reports should be prepared to underline the organisations commitment to social or sustainable practices. 10. The Human Resource department should effectively measure and evaluate CSR activities. The CSR activities should be periodically reviewed.
Caring
Colgate care about people- customers, shareholders and business partners. Colgate is committed to act with compassion, integrity, honesty and high ethics in all situation, listen others with respect and value differences. The company is committed to protect global environment, to enhance the communities and to be compliant with the rules and regulations.
Global Teamwork
All Colgate people are part of the global team committed to work together across countries and throughout the world. They believe that the company can achieve and sustain profitable growth by sharing ideas, technology and talents.
Continuous improvement
Colgate is committed to getting better everyday in all it does, as individuals, as teams. Colgate will become best and be well accepted by having better understanding of customers expectations and working continuously towards innovation and improvement of products, services and processes. Managing with Respect Managing with respect helps in creating an environment where people care about each other and work together to achieve their full potential. The principles of managing with respect are: Effective communication Seeking and giving feedback Giving value to unique contributions Promoting teamwork Set example
Valuing Colgate people The core values of the company helps to build a strong culture of integrity, ethical behaviour and the desire to do the right thing in the right way throughout the company. Global Diversity Colgate culture emphasizes on recognising and valuing differences. This diversity includes nationality, culture, race and gender. The diversity aspect of Colgate takes into consideration many differences that are not seen like experiences of life, religion, sexual orientation of family situations. These differences are the keys to finding new solutions to business challenges and new opportunities to make unique contributions which leads to overall success of the business.
Code of Conduct The Code of Conduct of Colgate serve as a guide for day to day business interactions which reflect the standard of proper behaviour and corporate values. The Code of Conduct is regularly updated and reissued to ensure its comprehensiveness. The Code of Conduct of Colgate is applicable to all, including Directors, officers and all employees of the company and subsidiaries, vendors and suppliers are also supposed to adhere to the Code. Each employee is responsible for demonstrating integrity and leadership by complying with the provisions of the Code of Conduct, Company policies and all applicable laws. Non Retaliation The policy of Colgate focuses on maintaining ethical standards and creating a workplace devoid of unlawful behaviour where people are encouraged to share their concerns with the company without any fear of retaliation. Living Values for Sustainability The long term sustainability strategy of the company is focussed on three areas- people, performance and planet. Conclusion For successful implementation of social responsibility HR department plays the role of coordinator. It coordinators the CSR activities and establish an effective relationship with the external stakeholders and can orient the employees and the organisation towards a socially responsible character. To recapitulate it can be said that companies have increasingly felt the need to coordinate their CSR activities and demonstrate their commitment to social responsibility. But delivery, not rhetoric, is the key in developing the trust of external stakeholders for any organisation and it can not without beginning charity at home. To do that social responsibility needs to be embedded in an organisations culture to bring change in actions and attitudes human resources play an important role. Otherwise may CSR may run the risk of being categorised as PR or shallow window dressing. REFERENCES Arti devi, Suparn Sharma,Joity Sharma. CSR: The Key Role of human resource Management, 2009 Cohen Elaine, CSR for HR: A Necessary Partnership For Advancing Business Partnership, 2012 Coro Strandberg: The Role of Human Resource management in CSR, Issues Brief and Roadmap,2009 Jagdeep Kaur: Relationship between CSR and HR, 2011 Lakshman: What is The Role of HR in CSR, 2006 Lokhandwala Shafiq: HRs Role in Promoting CSR,2011