Hrm 307 Essay Structure How do International HR managers go about meeting the challenges that CSR present 1) INTRO

- differences between Intl HR managers vs Domestic managers (greater depth of complexities involved for intl businesses) - global outlook required for businesses and their managers alike - as companies progress across international boundaries, so do the requirements of HR 2) DEFINING CSR & ITS VALUE outlining the need for HR managers to be involved in the process through orgwide methods/criteria

3) PROVING CSR VALUE TO SENIOR MANAGEMENT 4) MANAGING EXPATRIATES creating the appropriate values & global mindset to filter those messages abroad importance of retention cost of employees

5) PERFORMANCE MANAGEMENT 6) ENVIRONMENTAL SUSTAINABILITY Use of natural resources

7) WORKING CONDITIONS 8) EQUITABLE PAY/REMUNERATION 9) GENDER DIFFERENTIALS 10) RECCOMENDATIONS involving employees in more cultural training involvement within helping out host country regarding aid weekly/fortnightly checkin with mobility/hr crew

HR can play an important role in developing the process where the business objectives are assessed and values re-aligned to match them with staff expectations. There are many ways this can be done:

Workshops to engage with staff and promote the exchange of real life experiences. Develop interactive intranet sites that show case examples of good practice, or build in opportunities for promotion of good practice at staff meetings. Review company policy and procedures to ensure values are consistent procurement, recruitment, training, appraisals and exit interviews. Consult and involve staff more in the running of a business. Provide feedback questionnaires for employees, customers and suppliers to show the organisation is living its values.

Second, many CSR initiatives could just reflect the intention of management and be no more than rhetoric. The intention to further corporate and social responsibility does not appear to be implemented in many cases. Research by Business in the Community (BiTC) found that 60 per cent of firms are not living up to their values. In addition, a report by a charity, Christian Aid cites Shell, British American Tobacco (BAT) and Coca-Cola as paying lip service to CSR, but in reality the community development projects they undertake are ineffective. It appears that many CSR initiatives reflect the essence of human resource management activities. So what is the role of HRM in CSR? At present, it appears HR is falling down in this task. A survey by Cronin and Zappala in Australia revealed that HR played a negligible role in decision making in corporate citizenship. However, CSR will become an even more widespread and accepted way of doing business and it should have a further impact on HRs role. Not only will HR need to see its role as strategic from the shareholders viewpoint, but it will also need to accommodate this view with the need to create a situation in which the workforce and the organisation is sustainable over the longer term. HR has a role in demonstrating the benefits of workplace practices that both reflect CSR and at the same time, contribute to organisational efficiency and success. In order to do this, HR needs to be familiar with the latest research on work practices and employee performance and also the language of business. It requires HR to

integrate CSR initiatives through its roles as business partner, employee champion, administrative expert and change agent. It also requires HR to be an organisational advocate in the community and with other external stakeholders. CSR provides HR with opportunities. It provides a further opportunity to contribute to business success and employee satisfaction and performance. It also provides additional opportunities to contribute to community wellbeing.