05. The Role of Human Resource Management in Fostering Corporate Social Responsibility: A Closer Look at the Telecom Sector
1 Introduction
Human Resource Management (HRM) crucial to an organization's
expansion and success. Specifically, its expansive roles in implementing
Corporate Social Responsibility (CSR) are notable
2 HRM and CSR
In recent years, there has been a rising significance for
HRM and CSR integration.
2.1 Case Study: Dialog Axiata PLC, Sri Lanka
Dialog Axiata, a leading telecommunication provider in Sri
Lanka, showcases the beneficial relationship between HRM and CSR. The company’s
HR department has been instrumental in executing numerous CSR initiatives, for
examples the "Nenasa initiative” - a project aimed at improving rural
schools' educational quality
2.2 Strategic Role of HRM
- Advocacy: The HR division makes certain that the
company culture incorporates the CSR fundamentals
- Talent Acquisition: CSR attracts in and sustains
talented people
- Training and Development: HR delivers training and
education regarding CSR
- Employee Engagement: Corporate citizenship is
promoted when employees develop a personal connection to CSR practices
- Monitoring and Evaluation: HR facilitates the
assessment of CSR impact, allowing strategic planning for the future
3 Challenges and Recommendations
Even with HRM's significant influence, some obstacles such
as CSR objectives not aligning with business objectives, poor communication
tactics, and a lack of management support still exist. in order to overcome
these problems, developing a strategic CSR framework that balances
voluntariness, proactivity, leadership, and stakeholder consensus is
recommended
4 Conclusion
To guarantee the success of CSR initiatives in Sri Lanka, HR must be included throughout their formulation and implementation. By promoting CSR initiatives, HRM helps to provide a competitive advantage by fostering the growth of a socially conscious and responsible staff as well as a strong corporate reputation. It is true that firms must integrate HRM with CSR as a strategic imperative in order to meet the intricate challenges of the 21st century.
5 References
Bhattacharya, C. B., Sen, S. & Korschun, D.,
2008. Using corporate social responsibility to win the war for talent. MIT
Sloan Management Review, 49(2), p. 37.
Dialog Axiata PLC,
2019. Annual Report, Colombo: Dialog Axiata PLC.
Dialog Axiata PLC,
2020. Sustainability Report, Colombo: Dialog Axiata PLC.
Jabbour, C., Jabbour,
L. G. K., Teixeira, A. & Freitas, W. R. D. S., 2014. Environmental
management and operational performance in automotive companies in Brazil: the
role of human resource management and lean manufacturing. Journal of
Cleaner Production, Volume 47, p. 129–140.
Jabbour, C. J. C.
& Santos, F. C. A., 2008. The central role of human resource management
in the search for sustainable organizations. The International Journal of
Human Resource Management, 19(12), p. 2133–2154.
Jones, D. A.,
Willness, C. R. & Madey, S., 2014. Why are job seekers attracted by
corporate social performance? Experimental and field tests of three
signal-based mechanisms. Academy of Management Journal, 57(2), pp. 383-404.
Kim, A. &
Scullion, H., 2013. Expanding the understanding of global talent management:
Set up of a global talent management process and underlying mechanisms. Electronic
Thesis and Dissertation Repository, p. 1044.
Kim, A. &
Scullion, H., 2013. Expanding the understanding of global talent management:
Set up of a global talent management process and underlying mechanisms. Electronic
Thesis and Dissertation Repository, p. 1044.
Maon, F., Lindgreen,
A. & & Swaen, V., 2009. Designing and implementing corporate social
responsibility: An integrative framework grounded in theory and practice. Journal
of Business Ethics, 87(1), p. 71–89.
Matten, D. &
Moon, J., 2008. "Implicit" and "Explicit" CSR: A
Conceptual Framework for a Comparative Understanding of Corporate Social
Responsibility. Academy of Management Review, 33(2), p. 404–424.
Showcasing a thorough grasp of the topic area, the conclusion strongly emphasizes the significance of combining HRM with CSR as a strategic necessity. It also acts as a call to action for businesses to take a more socially conscious stance, highlighting the advantages of such programs for gaining a competitive edge.
ReplyDeleteThis insightful Blog underscores the pivotal role of HRM in driving CSR initiatives within the telecom sector, highlighting the symbiotic relationship between HR practices and corporate social responsibility.
ReplyDeleteYou’ve made a compelling point about the integration of HRM with CSR initiatives. Indeed, involving HR in the development and execution of CSR strategies can be crucial for their success. HRM can play a pivotal role in cultivating a workforce that is not only skilled but also ethically aware and socially responsible.
ReplyDeleteGood presenting about the CSR with practice example.
ReplyDeleteThe conclusion, which displays a deep understanding of the subject, makes a strong case for the importance of integrating HRM and CSR as a strategic requirement. It also serves as an inspiration for companies to adopt a more socially responsible posture by emphasizing the benefits of these initiatives for obtaining a competitive advantage
ReplyDeletePromoting csr projects and initiatives help for the organization to do their social responsibility as well as employee strong relationship with the organization.well explained the social responsibility of the organization using dialog company csr initiatives.
ReplyDeleteThis insightful Blog underscores about the integration of HRM with CSR initiatives. Great Job.
ReplyDeleteThis blog post provides a thought-provoking and insightful analysis of the critical role played by human resource management in fostering corporate social responsibility (CSR) in the telecom sector. You have done an excellent job of highlighting the importance of aligning HR strategies with CSR goals to promote a culture of sustainability, ethical behavior, and social responsibility.
ReplyDeleteHR is in a unique position to enable a more significant impact on society as a whole, in addition to its workforce. HR may promote mutually beneficial partnerships amongst departments striving for common objectives by coordinating the marketing, CSR, diversity/inclusion, and HR departments.
ReplyDeleteGood article
ReplyDelete