INFLUENCE OF HRM ON CSR

The HRM functions is equally a pervasive responsibility which affects all units and departments in the organization. The HRM system should take the primary responsibility for managing CSR activities. Therefore CSR expands or develops the HR agenda and focuses on effective implementation (Armstrong, 2012).

Promoting ethical behaviors within organization is HRM’s role. Through developing and imposing a code of contact, HR ensure that employees adhere to ethical standards. This includes fair treatment of employees, integrity in business operations and compliance with legal requirements. Regular training sessions and development programs, HR ensure that employees are aware of the company CSR values and practices. Promoting ethical behavior and decision making, HR help build a culture where CSR is connected in every operations.

Engaging employee in CSR activities is critical for their success. HRM able to design and implement programs that encourage employee’s participation in CSR initiatives, such as community service, environmental conservation efforts, and charitable activities. Employee involvement in these initiatives, enhance engagement, job satisfaction also support the importance of CSR with the organization (Strandberg, 2009).

Aligning CSR initiatives with the overall goals of the organization HRM’s responsibility. This alignment ensure that CSR activities are not seen as separate from business objectives but are integrated into company mission and vision. Doing so, HR ensure that CSR efforts contribute to the long term success and sustainability of the organization (Voegtlin, 2016).

HRM can drive sustainability within the organization via adopting eco-friendly HR practices. This includes reducing paper use through digital processes, promoting telecommunication to reduce carbon footprint, and supporting green initiatives with in the workplace. Sustainable HR practices reduce environmental impact also demonstrate the organization’s commitment to CSR.

Organization should adhere to ethical standard and legal requirements, HRM ensure that these standards are followed by the organization. Through implementing strong governance policies and compliance programs, HR helps maintain the organization integrity and accountability. This commitment to ethical conduct and compliance strengthen the company CSR initiatives (Se-Rin Bang, 2022). 

Transparency in reporting CSR activities is critical for building trust with stakeholders. HRM is responsible for collecting data on CSR initiatives and communicating the impact to internal and external stakeholders. This include publishing CSR reports, highlighting achievements, and identifying areas for improvement. Transparent reporting establishes the organization commitment to social responsibility and develop stakeholder confidence (Balu.L, 2017).

Understanding CSR in HR - Source YouTube

Foster a culture of CSR

Creating a culture of change and responsibility starts with HRM. Getting the younger employees, who are already environmentally conscious, excited about fresh CSR initiatives is great way to being. A committed set of employee who infuse enthusiasm for such programme would enable friendly competition and recognition programs.

CSR Activity of Kelani Valley Plantations PLC          

The "home for every planation worker programme", is a unique effort that epitomizes the vision of community care. First launched in 2006 as a CSR initiative for the benefit of the plantation workforce, the programme has since grown to become KVPL's flagship CSR effort applied across all our 25 estates, and act as KVPL's key sustainability framework.

Being a plantation company, KVPL is responsible for the wellbeing of 58,000 people including workforce and community. Striving to maximize value created for these stakeholders whose socio-economic status is heavily dependent on the company, KVPL have recently expanded their social responsibility parameters to move away from the purely philanthropic stance adopted in the past, in favour of a more strategic approach to;

• Create a more conducive work environment for the plantation workforce with due consideration of their physical, social and physiological wellbeing.
• Develop mutually beneficial partnerships with plantation workers and communities through continuous and ongoing engagement and open communication.
• Uplift the quality of life of plantation workforce and the plantation communities through consistent investments that minimize socio-economic inequalities.
• Increase the employee motivation and commitment in order to enhance productivity that will serve as a key lever for growth.
• Foster a familial culture unique to company's.
• Depict the company as a good social steward.

CSR Projects by Ceylon Cold Stores (CCS)

Ceylon Cold Stores is committed to the empowerment of communities across Sri Lanka with the assistance of their sibling organization in John Keels Group. Their CSR mission reach beyond crisis relief as they strive to touch the lives across communality every day (Stores, 2024).

Gift of vision

CCS in partnership with John Keells foundation and vision 2020 programme conducted free eye care camps for people in need of cataract treatment across Sri Lnaka.

Assistance during health crisis

CCS together with Keells supermarkets and John Keells foundation support essential food distribution for disadvantaged households during the health crisis in Sri Lanka. 

Benefit of CSR initiatives

• Better brand reputation
• Positive business reputation
• Increased sales and customer loyalty
• Operational cost savings
• Better ability to attract talent and retain staff
• Organizational growth
• Easier access to capital

 

Conclusion

HRM significantly influence the success of CSR initiatives within an organization. Through promoting ethical culture, engaging employees, aligning CSR activities with organizational goal, adopting sustainable practices and ensuring compliances, HRM integrates CSR into the operations of the organization.  This integration enhance the company reputation and sustainability and also contribute positivity to society and environment. 

References

Armstrong, M., 2012. Armstrongs handbook of Human Resource management practices. 12 ed. UK: Kogan page.

Balu.L, 2017. Corporate Social Responsibility & Human Resource Management. 6th International Conference on Managing Human Resources at the Workplace, 8(9), pp. 1-11.

Huma Sarwar, M. I. I. &. S. F., 2022. Influence of HRM on CSR and performance of upscale hotels in developed and developing countries. [Online]
Available at: https://link.springer.com/article/10.1007/s10668-022-02711-x
[Accessed 29 July 2024].

Inyang, B. J., 2011. CSR-HRM Nexus: Defining the Role Engagement of the Human Resources Professionals. International Journal of Business and Social Science, 2(5), pp. 1-9.

Se-Rin Bang, M.-C. C.-Y. A., 2022. Human Resource Practices for Corporate Social Responsibility: Evidence From Korean Firms. [Online]
Available at: https://www.frontiersin.org/journals/psychology/articles/10.3389/fpsyg.2022.893243/full
[Accessed 29 July 2024].

Strandberg, C., 2009. THE ROLE OF HUMAN RESOURCE MANAGEMENT IN CORPORATE SOCIAL RESPONSIBILITY. [Online]
Available at: https://corostrandberg.com/wp-content/uploads/2009/12/csr-hr-management.pdf
[Accessed 29 July 2024].

Voegtlin, C., 2016. Corporate social responsibility and human resource management: A systematic review and conceptual analysis. [Online]
Available at: https://www.sciencedirect.com/science/article/pii/S1053482215300036
[Accessed 19 July 2024].

Plantations, K. V., 2024. CSR. [Online]
Available at: https://www.kvpl.com/
[Accessed 19 July 2024].

Stores, C. C., 2024. Community Development. [Online]
Available at: https://www.elephanthouse.lk/corporate/sustainability/community-development/
[Accessed July 29 2024].