CORPORATE SOCIAL RESPONSIBILITY AND HUMAN RESOURCE MANAGEMENT: A THEORETICAL FRAMEWORK

BY: Prof. S. C. Kundu Lovika, Research Scholar GJUS&T, Hisar

Introduction
In this era of globalization where a cut-throat competition is prevailing business world, a balanced integration of Corporate Social Responsibility (CSR) and human resource management become a new opportunity for companies. Rationale behind the evolution of Corporate Social Responsibility is triple bottom line, profit, people and planet i.e. economical, socially responsible and environmental issues Social Responsibility of a business is to increase profits. CSR is an alliance between business, government and society

Significance of the Study

HRM is concern about employees and CSR is concern about its stakeholders. Employees fall in both spheres. So, the impact of CSR activities on HRM is investigated by reviewing existing literature. This study gives an authentic answer on this concern by examining the nexus between corporate social responsibility and human resource practices. This study investigate the extent to which socially responsible HRM practices are currently being used/practiced by the companies for the betterment of employees in the organizational context and to explore the relationship of these practices with employee outcomes

Various models of CSR

Carroll Model of CSR It consists of four dimensions: Economic Legal Ethical and Philanthropic Three Domain Model of CSR It consists of seven CSR categories: Purely Economic, Purely Legal, Purely Ethical, Economic/Ethical, Economic/Legal, Legal/Ethical and Economic/Legal/Ethical Lantos model of CSR CSR is classified under three components: Ethical CSR, Strategic CSR and Altruistic CSR.

Socially Responsible-HRM
Shen and Zhu proposed three component model of Socially Responsible-HRM. These are l Legal compliance HRM (LC-HRM) l Employee Oriented HRM (EO-HRM) and l General CSR facilitation HRM (GF-HRM)

Legal Compliance HRM

Compliance with labor laws regarding working hours, Minimum Wage, Health and Safety, Abolition of forced or child labor Appointing adequate employees to supervise labor standards in the global value chain and Equality. It has four subcomponents Equality in Training and Development Equality in Performance Appraisal Equality in Recruitment And Selection and Equality in Reward and Compensation

Employee oriented HRM

Flexible working hours and programs for attaining worklife balance Adequate training and development opportunities Employee involvement and participation and Workers organizations participating in determining labor terms.

General CSR Facilitation HRM

Appointing CSR staff, Appraising and rewarding employees contribution to CSR and Giving priority of employment to candidates who have family difficulties or made redundant, to local candidates in order to contribute to the sustainability of local economies and societies.

Propositions
CSR and Employee Engagement Proposition 1: If the employees adopt socially responsible HRM practices, the employees will be engage towards work. CSR and Employee Commitment Proposition 2: If the employees adopt socially responsible HRM practices, the employees will be committed to the organization CSR and Motivation Proposition 3: If the employees adopt Socially Responsible HRM practices, the employees will be motivated to work.

Conclusion
An organization cant survive in isolation. It has to take some steps for the betterment of society as well as individual. CSR is a balancing concept and it has to counter balance all its components to satisfy all its stakeholders Corporate Social Responsibility programs are based on a two-way relationship between employee and employer A positive impact has been found between CSR activities on employees performance outcomes.

THANKS