Corporate social responsibility is becoming increasingly important in the business world today. The practice allows companies to analyze and share their impact on the world, which can help build trust with their client base. Throughout these activities and outreach initiatives, however, human resources tends to be less present than upper-level executives. A Chartered Institute of Personnel and Development report found only 13 percent of business leaders made HR teams responsible for CSR strategy. Since HR often plays a key role in spreading information about this action, these teams should have more of a presence in overall CSR planning and processes.
"HR teams can create a CSR policy that correlates with company culture."
Culture creation
HR teams play an important part in recruiting, engaging and retaining quality employees. According to a Net Impact study, 53 percent of workers agreed a job where they can make an impact was important to their happiness. Additionally, 35 percent also said they would take a 15 percent pay cut if their employer was dedicated to CSR.
Since HR teams have a hand in making sure that company culture meets or intersects with employees' values and interests, participating in CSR would only encourage more growth and worker satisfaction. HR staff can use an enterprise's dedication to its social impact as a branding method for the overall business, according to HR Reporter. Furthermore, HR personnel can make sure company handbooks and job listings include information detailing the employer's CSR policy as a means of attracting more candidates.
Support and training
HR staff are largely responsible for the development and execution of employee preparation, instruction and aid. That role should carry over into their employer's CSR policy, according to Forbes. By analyzing other companies' procedures, HR teams can create a process of their own. This practice allows these leaders to be more involved in overall business strategy, which enables HR staff and higher-level employees to interact and engage on an important obligation.
Once the policy itself has been created, HR teams can develop employee training and make sure there is a system of support for all workers.
It would be beneficial for companies and their employees if HR leaders were included in the strategical process, implementation and training aspects of CSR. These personnel members are able to infuse business culture with positive information about the policy, introducing a more conscious workforce to the overall enterprise. HR staff need to make their influence known to upper-level management who may not be aware of the impact these employees could have on CSR programs.