Corporate Social Responsibility And Human Resource Management

Corporate social responsibility (CSR) and human resource management (HRM) continue to show increases in commonality within business operations. The need for CSR to be structured and organized within businesses is gaining attention from top managers (Carroll Shabana 2010) who want to decrease overall costs. CSR has both internal and external factors that contribute to the success of a business; internal: skills and education, human rights, labor rights, workplace health and safety, due diligence to internal stake holders; external: duties to citizens, community, environment, and stakeholders (Will Harvey Pg. 53). HRM overlaps many of these areas providing more emphasis on strategy execution, administrative efficiency, employee contribution and capacity for change (Dima, Dirani, Hardwood 2015) but does so with more structure and organization to policies and channels of communication. The combined CSR-HRM model has the ability to create a systematic sequence to anchor human capital str ategies and relationships with stakeholders (Carroll Shabana 2010). In this paper, a discussion on CSR and HRM will express why businesses should adopt practices supporting this co-creation model, and what effect these policies have on business sustainability. This paper will distinguish HRM practices and overlapping characteristics within CSR, and compile findings of both models to argue why the CSR-HRM should be revolutionized in business policy. New York Times Magazine published anShow MoreRelatedHuman Resource Management And Corporate Social Responsibility Essay1167 Words   |  5 PagesIntroduction The Human Resource Management and Corporate Social Responsibility are two news that are accepted and believed as highly important to company strategies. To be in competitive businesses needs to increase productivity by finding new systems. 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