A CSR program can be an aid to recruitment and retention, particularly within the competitive graduate student market. Potential recruits often ask about a firm’s CSR policy during an interview, and having a comprehensive policy can give an advantage. CSR can also help improve the perception of a company among its staff, particularly when staff can become involved through payroll giving, fundraising activities or community volunteering. CSR has been found to encourage customer orientation among frontline employees.
Human resource plays an instrumental role in helping the organization to achieve its goals to become socially and environmentally responsible. Furthermore, HR professional manages the CSR plan implementation and monitors its adoption while documenting its success. HR acts as a key driver influencing and embedding their organisation CSR values into company’s DNA. HR responsibility is to communicate and implement ideas, policies, and cultural and behavioural change in business practices with the support of various stakeholders. It is important for HR to encourage green practices in order to assist in environmental waste reduction, while promoting stewardship growth, better corporate ethics which promotes personal and corporate accountability.
HR is a key organizational partner to ensure that what the organization is saying publicly aligns with how stakeholders are treated within and outside the organization. It is the only function which provides the tools and framework for the executive team and CEO to ingrain CSR ethics and culture into the brand. HR is poised for this lead role as it is proficient at working horizontally and vertically across the organization and leading to drive a CSR approach to become a crucial function of the business.