Table of contents

1. Table of contents
1

2. Synopsis2

3. Introduction
.3
4. Research
4
5. Discussion
.5,6,7
a) Corporate social responsibility
b) Sustainability
c) Global warming

6. Conclusion
8
7. Recommendations....
8
8. References
9

3.0 Synopsis
Purpose; the purpose of the report is to look at how contemporary people
management is concerned with corporate social responsibility, with how
businesses conduct themselves in the society in terms of the shareholders
and environment and how sustainable it is and looking at global warming
in cooperate social responsibility context.
Research; the research analyses evidence based on literature review on
how organizations have carried out CSR and the impact it has brought to
the business and the picture it paints to the outside world and if it is a
worthy cause to undertake
Discussion; the discussion will look at the evidence given in the research
which will look at the steps organizations are making in regard to CSR, the
benefits organizations have gained through CSR initiatives and what
shareholders think of the organizations.
Conclusion; we are going to see whether contemporary people
management is concerned with corporate social responsibility, and the
role it plays in ensuring that CSR and sustainability is achieved by both
the internal stakeholders and the external shareholders.
Recommendations; recommendations are going to be made concerning
the research and evidence to support it, on whether HR is an integral part
in CSR initiatives in an organization and whether HR should be given more
responsibility in ensuring that CSR is attained.

2.0 Introduction
The purpose of this report is concerned with the corporate social
responsibility in contemporary people management and there after offer
recommendations that will assist organizations on how manage their
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corporate social responsibility while looking at sustainability and global

warming.
Corporate social responsibility can be defined as the continuing
commitment by business to behave ethically and contribute to economic
development, while improving the quality of life of the workforce as well
as their family and the community and society at large(Holme & Watts
1999)
Corporate social responsibility has many definitions according to
(Dahlsrud 2008) there are 37 definitions, which are contested as corporate
social responsibility has a different meaning in each organizations as
organizations undertake different CSR.
While CSR has become a norm in most organizations, through personal
obligations or legislations that government pass, organizations are
looking at CSR in different perspectives nowadays.

4.0 Research
In todays business world it has become a norm for profit making
businesses to undertake corporate social responsibility according to
(Mohr, Webb & Harris 2001) companies undertake CSR under the
dimensions of economic, legal, ethical, philanthropic, in each dimension
the companies will always look at the best way to foster the companys
image in a more positive way, with philanthropy being a choice many
companies as they impact the communities living around where they
operate the business.
The success of a company nowadays is not judged by how much money
they make but by how it functions with regards to such things as ethics,
stakeholder relations and environmental responsibilities, with stakeholder
relations being taken a notch higher by ensuring that the stakeholders
have a positive image of the company in regards to how the company
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operates its business and because of HR skills in people management ,

HR is the right department to undertake CSR programs(Mees & Bonham
2004)
Human resource professionals have the ability to help a company
achieve its CSR objectives as a company cant implement its CSR policies
without the involvement of HRM, according to (Mees & Bonham 2004) if
employees are not engaged, corporate social responsibility becomes a
public relation. The credibility of an organization will become damaged
when it becomes evident the company is not walking the talk. It is
through employee actions that CSR comes to life, employees are always
at the forefront in implementing CSR policies as it is always a way of
giving back to the society, and showing the customers that its not merely
about publicity as once the companys employees are involved it gives an
indication of commitment by the company to implement CSR.
Though there are companies that have separate CSR executives its
always upon the HR to organize and coordinate human resources for the
implementation of any CSR activities, HR professionals work to ensure
that CSR is an organizational culture and have the support of the top team
which is fundamental for success of any CSR.(Ahmed)
Throughout the world, business leaders, governments, and the public
are all recognizing the potential impacts of climate change on the
economy, environment, and our quality of life. According to (Bansal &
Roth 2000) companies are going green to improve employee morale, and
reduce employee turnover. A study of 37 Canadian firms found that a
strategic environmental system approach that incorporates environmental
objectives and criteria into HRM practices resulted in increased employee
perceptions of organizational performance (egri & honral 2002)
Global warming can be minimized by introducing green HRM which is
coming up with policies to ensure that the eco systems are conserved by
day to day work routines in the company, according to (Opatha &
Arulrajah 2014) green HRM is policies, practices and systems that make
the employees of the organization green for the benefit of the individual,
society natural environment and the business. They further state that
individual employees contribution to green HRM roles are preservationist,
conservationist, non polluter and maker of the environment.

5a. Discussion on corporate social responsibility

Corporate social responsibility has turned out to be one of the most
important thing big corporations are involved with as they make
themselves more appealing to markets around the globe, nowadays
publications and videos are made to document the progress organizations
are making in regard to CSR, making them a choice for qualified potential
employees as most people try to associate with a company with a good
CSR.
HRM is directly involved in matters of recruitment, selection, training all
personnel which plays a vital role in CSR as its only through the
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involvement of employees that a CSR can be termed successful, as they

are the ones who network with the community all the time and ensuring
that the right CSR objectives are undertaken by giving employees a
chance to get involved and put some input in them.
A good HRM policy has to be concerned with aspects such as
recruitment, health and wellbeing in the work place and training and
career development of employees in the company, and also meet the
obligations of the people living around the company.
Companies that dont engage in CSR at all are always branded capitalist
and they are only interested in profits, which can impact a company
negatively and hurt its business, with social technology companies are
analyzed by their own employees and also by the public and are discussed
in social forums in terms of what they are doing in corporate social
responsibility. Multinational companies are the mostly the victims as they
are looked upon as coming and taking the profits away, thus the need to
document CSR activities.

b. HRM and social corporate sustainability

We can see throughout the research that corporations are looking at the
CSR as a long term initiative to continue and maintain the management of
environmental, social, economic and governance issues, the idea is to
maintain and grow the ongoing initiatives towards CSR by improving the
value of life around the communities they operate in.
Companies are putting long term budgets for CSR and are investing a
lot in CSR and being answerable in their business in terms of how much
they are giving to the society and what are the periods in which this CSR
projects are going to last. That means getting the right personnel to
ensure that there is sustainability in CSR.

C. global warming
Global warming is a huge environmental and economic challenge that
we are facing in the 21st century. Global warming is also commonly
referred to as the greenhouse effect. Global warming can affect entire
ecosystems and climates, which in turn affect the way in which people
live.
Global warming is taking centre stage in the way organizations do
business, each day there are nongovernmental organizations coming up
to question what organizations are giving back to the environment after
getting huge profits , especially in the manufacturing and mining which
are the highest polluters of the environment.
Organizations are taking up a concept known as green HRM which is
making all HRM functions green, the HRM functions are adapted or
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modified to be green, such as selecting employees who have an idea of

going green means.
Global warming is bringing out a trend where consumer products have a
label showing that the packaging used is recyclable and friendly to the
environment, which suggest companies have to do selection of employees
with regard to persons that care for the environment and can come up
with innovations to conserve the environment and reassure shareholders
that the company is looking at global warming as a big problem.

Conclusion
In this report we sought to recognize how HRM can play a role in CSR,
and we have noted that CSR has become an integral part of HRM, though
there maybe CSR executives who specifically deal with \CSR planning and
implementation they have to still consult with HRM professionals when it
comes to implementation as human resources will be involved.
In terms of CSR sustainability the organization has to plan ahead and
include HRM professionals to ensure that CSR programs either internal or
external do not collapse along the way and also in terms of budgeting for
the long-term.
Shareholders are becoming increasingly interested on the environment
and some are even boycotting products or services they think the
organizations that made them are harming the environment and all they
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are interested is profits, we can also see a shift in potential employees

wanting to get involved with companies that have good CSR policies.

Recommendations
i.

HRM should include ethical concerns in staff performance and

appraisal (p5)

ii.

Encourage active participation in CSR activities, by all

employees without leaving out the top management. (p6)

iii.

Implement green HRM policies in all HRM functions, so as to

minimize global warming.(p7)

iv.

Plan and document all CSR programs and policies to

guarantee there sustainability (P7).

References
Ahmed, MK 'The Role of Human Resource Management in Corporate Social
Responsibility', in National Conference on Corporate Social Responsibility Issues
and Challenges, p. 480.
Bansal, P & Roth, K 2000, 'Why companies go green: a model of ecological
responsiveness', Academy of management journal, vol. 43, no. 4, pp. 717-36.
Dahlsrud, A 2008, 'How corporate social responsibility is defined: an analysis of
37 definitions', Corporate Social Responsibility and Environmental Management,
vol. 15, no. 1, pp. 1-13.
Holme, R & Watts, P 1999, 'Corporate social responsibility', Geneva: World
Business Council for Sustainable Development.
Mees, A & Bonham, J 2004, 'Corporate social responsibility belongs with HR',
Canadian HR Reporter, vol. 17, no. 7, p. 11.
Mohr, LA, Webb, DJ & Harris, KE 2001, 'Do consumers expect companies to be
socially responsible? The impact of corporate social responsibility on buying
behavior', Journal of Consumer affairs, vol. 35, no. 1, pp. 45-72.
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Opatha, H & Arulrajah, AA 2014, 'Green Human Resource Management:

Simplified General Reflections', International Business Research, vol. 7, no. 8, p.
p101.