Global Context of Social Responsibility Activities 



Introduction

As increasing numbers of organisations expand overseas and involve in managing a global workforce having unique rules and benefits, as well as different currencies and languages, with such global expansion comes a responsibility.  In the context of HR, this responsibility involves a challenge in garnering success of global organisations by respecting other workforce environments and cultures, and forming a global social consciousness (or profile) which increases shareholder value, increases brand recognition and boosts employee engagement while ensuring responsibly serving global communities where the organisation operates in (Cohen, 2017).

Key areas of global social responsibility activities 

HR plays a crucial role to ensure that global organisations are adopting social responsibility activities; this is done through areas like training and development, fostering community relations, and establishing a cohesive global CSR platform.  

• Training and development

This involves training programs for global employees explaining the links between the core products and services offered by the organisation and global society at large, as well as value added to local communities (Simons, 2011).  HR departments engage in identifying ways how global employees could be involved in relevant CSR projects which can sustain and direct such global social responsibility initiatives

• Community relations

Encouraging community relations through the global organisation’s HR team involves the implementation of charitable contributions, reward programs, and encouragement of community involvement and activities (Simons, 2011).  For instance, creating monthly reward programs for recognizing CSR efforts of staff within the organisation.

• A cohesive global CSR platform

In the global context of social responsibility, a centrally managed global CSR policy is essential for acknowledging success and making measurements in accordance with accepted standards.  To facilitate the establishment and maintenance of a cohesive and clear global workplace, it is of essence for an organisation’s entire global workforce to be on a single, multi-functioning platform of HR that supports distribution of an effective social responsibility plan (Cohen, 2017). 

The role of HR in fostering a culture of CSR in the global context of organisations 

• Communicating and sharing the value of social responsibility to the wider community, as well as to company employees

• Implementing green practices to support reduction of environmental waste reduction, whilst encouraging and promoting stewardship growth, enhanced corporate ethics and practices that support both corporate and personal accountability (Fahed-Sreih, 2018)

• Creating a culture of change and responsibility towards social responsibility initiatives 

Conclusion

As organisations expand overseas, it becomes imperative for the organisation and its employees to act in more socially responsible ways in the global context where they operate.  HR is identified to support global CSR activities through a range of means like training and development, fostering community relations, and establishing a cohesive global CSR platform.


References

Cohen, E. (2017). CSR for HR: A Necessary Partnership for Advancing Responsible Business Practices. New York: Routledge. 

Fahed-Sreih, J. (2018). Human Resource Planning for the 21st Century. London: Springer. 

Simons, R. (2011). Human Resource Management: Issues, Challenges and Opportunities. London: Kogan Page.


Comments

  1. Ruwan Herath20 April 2021 at 22:04

    Corporate social responsibility (CSR) is a company's commitment to manage the social, environmental and economic effects of its operations responsibly and in line with public expectations.

    Of course as author explained CSR is a key term of organizational reputation.

    ReplyDelete
  2. Vipul Jayasinghe MBA21 April 2021 at 03:01

    Author has clearly discussed about HR functions in organisations in detail.
    If the Author could elaborate how to deal with employee conflicts, this article will be more interesting. Current world HR functions has been more broad within the organisation too.

    ReplyDelete
  3. R SAJEEV1 May 2021 at 01:12

    When companies are global, an important challenge in garnering success is to respect other cultures and workforce environments and start forming a global profile or social consciousness. Recognize these differences with a sound Corporate Social Responsibility (CSR) plan that can simultaneously increase shareholder value, boost employee engagement and increase employer brand recognition. Author explained it very well.

    ReplyDelete

Post a Comment

Popular posts from this blog

Image
Importance of job design  for the organization   Introduction The Design  of labor   suggests that  outlining the task, duties, responsibilities, qualifications,  ways  and relationships  needed  to perform the given set of  employment . In  different  words, work  style  encompasses the  parts  of the task  and therefore the  interaction pattern among  the workers , with the intent to satisfy  each  the  structure   wants   and therefore the  social  wants  of the  employee. Job design is in fact a combination of job content and the work method which has been adopted in the performance of the job (Durai, 2010). Advantages of job design The implementation of job  style  in organizations is  to boost   the subsequent  things. 1.The quality of services provision 2.To satisfy  each   worker 3.Decrease the c...
Read more
Image
  Overcoming Employee Politics   Introduction Workplace politics is identified as a manifestation of power dynamics among co-workers, with people leveraging such power dynamics to further interests of a group they have affiliations with, as well as furthering their own interests (Hertel-Fernandez, 2018).   Such behavior is often considered inevitable, considering the inherently political nature of human beings which drives them in taking whatever steps towards protecting their own interests. A problem in the context of HR is when these personal motivations and interests tend not to be aligned with those of the organisation, ultimately resulting in management and employees not agreeing on the company vision. Identifying employee politics in the workplace With employee politics involving employees engaging in behind-the-scenes endeavors of achieving personal goals within their organization, negative employee politics is identified to have the potential...
Read more
Image
  Importance of Employee Retention   Introduction It is important for a successful business to be consistent in all aspects, including its employees. Having a high rate of employee retention involves keeping employees in the organisation in the long-term which ultimately results in less resources and time needed to train new employees, while also possessing the loyalty required for successfully running the business (Cooper, 2016).  High staff turnover (implying low employee retention) is a significant HRM issue because a significant amount of company resources, time and money are spent for training new employees to replace those who leave.   Problems of high staff turnover  Employee retention is important because high staff turnover brings about a range of issues to business operations.  For instance, there will be slowing down of productivity due to current employees helping out the new staff member added to the team (Birdie, 2021). In addition, there...
Read more